By Jayanthi Yeshwant Kumar

In the aftermath of the pandemic, traditional notions of work have undergone profound transformation, redefining both – workplaces and job profiles. 

The belief that physical presence in the office is indispensable for productivity has been dispelled, ushering in a ‘new normal’ where a substantial portion of the global workforce can operate from any location with the right support systems. Also, it is now being seen as a strategic imperative for organisations to cast a wide net and actively seek candidates from diverse groups, having different mindsets, abilities, backgrounds, experiences, and demographics. This diverse talent pool is now recognised as a conducive source of innovative new ideas. 

This paradigm shift has opened a door of opportunities for marginalized groups, including people with disabilities, women, retirees, and those from ethnic and sexual minority communities. Until recently, despite having a sizable pool of employable individuals from these underserved groups, a significant disparity persisted in India. In fact, a 2021 report states that India has around 3 crore people with disabilities (PwD), of which around 1.3 crore are employable. Of these, only 34 lakh PwDs have been employed across the organised and unorganised sectors through government-led schemes, or are self-employed. Each year, as many as 17,000 students with disabilities graduate via engineering or computer science and aligned streams. Of them, the IT services sector employs around 8,000 and software product employs around 5,500.

Fortunately, the gap between jobs and the underserved is getting smaller, slowly, but surely. Businesses are looking for innovative ideas that can act as differentiators and employing a diverse talent pool that can come up with unique solutions is finally being recognised as the way to go.

Proactive measures: Inclusive hiring initiatives

The onset of the new normal has presented an opportunity to bridge this gap, offering the ‘othered’ population access to employment opportunities, provided they meet the job criteria. Companies in India are now focusing on hiring individuals with disabilities, accommodating their diverse needs, and implementing initiatives such as accessible facilities.

Also read: Gender gap in the tech workplace

Leading companies have taken proactive measures, tailoring suitability evaluations to identify disability profiles conducive to peak performance. Accommodations, including accessible infrastructure and specialised training, are provided to ensure the success of employees with disabilities. Noteworthy achievements in this realm include a multinational financial services company’s onboarding of 14 individuals from the broader neurodiversity spectrum in March 2022. India’s top 50 listed companies have collectively employed over 12,000 people with disabilities permanently, with organisations like the State Bank of India, Infosys, Reliance India Limited, TCS, and Wipro leading the charge.

While sectors such as Banking, Retail, IT, PSUs, and Hospitality are driving change, there is a gradual but undeniable recognition of the benefits of cultivating a diverse workforce. The focus is shifting towards recognizing abilities, and merit, and fostering inclusivity.

Creating the right environment for people with disabilities

Companies are increasingly aware of “purple jobs” held by people with disabilities, prompting focused recruitment programs to enhance opportunities and participation in the workforce. Organisations across the spectrum are investing in accessibility, implementing various schemes, and creating upskilling programs for people with disabilities.

Diversity as a business strategy

The business case for mainstreaming the ‘othered’ is gaining prominence. Organisations viewing diversity as a strategic business element, rather than a CSR mandate, report increased productivity, lower attrition, enhanced brand image, and improved engagement from both employees and consumers.

Inclusive companies are deemed 1.7 times more likely to be innovative, achieving 2.3 times more cash flow per employee. Diversity, as per Gartner, can boost team performance by up to 30%, and McKinsey & Company highlights that the most diverse companies outperform their less diverse peers in profitability.

Real-world success stories abound, with individuals with disabilities bringing unique perspectives and skills to address business challenges. Collaborative cultures of respect and empathy are cultivated, evident in disability inclusion programs implemented by various companies.

As businesses aim to connect with diverse stakeholders globally, hiring people with disabilities becomes a strategic imperative. These individuals contribute not only to the company’s commitment to diversity, equity, and inclusion but also attract like-minded talent, customers, and partners who share these values. The inclusive hiring approach is not just a social responsibility but a business imperative in the contemporary world.

A few insights into diversity from around the world:

  • According to Glassdoor, 69% of executives consider diversity and inclusion to be an important issue.
  • Women in the Workplace from McKinsey, in partnership with LeanIn.Org reveals that safe and inclusive environments tend to be more productive and stay with the organisation longer than their male counterparts.
  • HBR reports that diverse companies have a 70% higher chance of capturing new markets.
  • According to People Management, diverse teams are 87% better at making decisions.
  • BCG’s research shows that management teams that are diverse lead to 19% higher revenue.
  • Clear Company found that companies with an equal number of men and women have up to 41% higher revenue.
  • Gender-diverse companies are 15% more likely to experience higher financial returns, as per McKinsey’s research.
  • Glassdoor reports that two out of three job candidates seek companies with diverse workforces.
  • Deloitte’s survey found that 74% of millennial employees think their organisation is more innovative when it has a culture of inclusion. Also, 47% actively look for diversity and inclusion when considering potential employers.
  • Deloitte reports that millennials are 83% more likely to be engaged at work at inclusive companies.

No doubt, it requires more sustained effort to create an inclusive culture where everyone feels valued and heard. This includes ensuring that diverse voices are represented at every level of the organisation, from the boardroom to the front lines, but a start is being made.  Ironically, the pandemic unwittingly created cracks in what used to be considered normal, and through those cracks, we see light coming in.

(The author is founder-director Ad Astra Consultants. Views expressed are the author’s own and not necessarily those of financialexpress.com.)