In the pursuit of fostering a diverse and inclusive workplace, India has made strides in recognising the importance of hiring Persons with Disabilities (PWD). However, a closer examination reveals a disheartening truth – even those in positions of influence, particularly HR leaders, often shy away from actively promoting the inclusion of PWDs in the workforce.
One striking example exposes a significant obstacle to disability inclusion – the allocation of budgetary resources. During a candid conversation with an HR representative from a renowned financial service company, it was disclosed that a substantial portion of the budget had been allocated to Diwali celebrations. When confronted about the lack of commitment to initiatives aimed at boosting the hiring of PWDs, the response was surprisingly straightforward, we’ve invested a significant part of our budget in our Diwali celebrations. This revelation emphasises a prevalent mindset where festivities take precedence over efforts that could reshape the workplace for the better.
Another revealing incident involved an HR leader who cited personal time off (PTO) as the reason for her unavailability to engage in discussions about disability inclusion. More astonishingly, she extended this excuse to her entire team, declaring that they too would be unavailable. This response sends a disheartening message that disability inclusion is not a cause worthy of rearranging schedules or prioritising over personal time. Such attitudes contribute to the perpetuation of exclusionary practices within organisations.
The reluctance of HR leaders to actively engage in disability inclusion efforts has profound consequences. It perpetuates a culture of neglect, where individuals with disabilities are marginalised and left on the sidelines of professional growth opportunities. Furthermore, it hampers the broader societal goal of creating a diverse and inclusive workforce that reflects the rich tapestry of talent available.
To address these challenges, HR leaders must proactively challenge the status quo. Instead of relegating disability inclusion initiatives to the sidelines, these leaders should champion change within their organisations. This involves not only allocating budgetary resources for relevant programs but also actively participating in workshops and educational sessions that foster a deeper understanding of the benefits of hiring PWDs.
Changing the narrative around disability inclusion requires a concerted effort to shift mindsets at all levels of an organisation. HR leaders, as the gatekeepers of talent acquisition and development, play a crucial role in driving this transformation. By embracing disability inclusion as a core aspect of their responsibilities, HR leaders can set an example for others, fostering a workplace culture that values diversity in all its forms.
The reluctance of HR leaders to prioritise disability inclusion initiatives in India reveals a critical gap in the journey toward creating truly inclusive workplaces. Real change requires a collective effort to challenge existing norms, allocate resources thoughtfully, and champion diversity at all levels. Only by confronting these challenges head-on can HR leaders contribute to building organisations that not only celebrate diversity during festivals but also actively embrace it in their day-to-day operations.