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Inclusion Strategies

Assess where your team or company is in its journey for hiring and inclusion of persons with disability. To scale and sustain inclusion, look at sustainable practices to maintain focus. Look at hiring and inclusion strategies where different models will help you increase and retain people with disability in your workforce. Policies and procedures at a company level are the critical final step to ensure long term sustenance of your agenda for people with disability.

  1. 1
    Inclusive job descriptions
  2. 2
    Hire different disabilities and practice inclusion
  3. 3
    Provide continuous awareness
  4. 4
    Make Your Premises Accessible
  5. 5
    Career Progression
  6. 6
    Inclusive recruitment process
  7. 7
    Build inclusive and adaptive leaders

Step 1 - Inclusive job descriptions

Job descriptions must have functional requirements of a task and job advertisements must be accessible to persons with disability. The functional aspects of jobs are the exact physical abilities required to complete a specific job role. Wipro is fostering equal opportunity employment by publishing inclusive job descriptions which are non-discriminatory and enable everyone to apply for these jobs.

Inclusive Job Descriptions

Connect with service provider for inclusive job descriptions

 PDF 

Step 2 - Hire different disabilities and practice inclusion

Open up your hiring process and include persons with different disabilities. This helps the company to raise the bar! When persons with severe disabilities perform the same jobs as others, we have observed that the overall performance of the organisation is enhanced. The solutions used by persons with disability to work helps people in the company to be more solution oriented. Companies like Capgemini, Redbus, Qikwell, Poundwize, JustEat.in, and EMC hired people with sensory impairments and saw the impact on the mindsets. SAP Labs, Allegis and Accenture hire persons with autism spectrum disorder in roles such as tester, documentation, accounts and back office operations. Oracle, Schneider, Standard Chartered bank, IBM, EMC and other companies have opened up careers for persons with multiple disabilities in functions such as Research and Development, accessibility testing, and more. To ensure maximum productivity, they took advantage of existing employee welfare policies - like work from home options. Look at the post placement page to see how different disabilities can get included and integrated successfully

Step 3 - Provide continuous awareness

Creating awareness on disability is a continuous process. It is the pivot around which all the other inclusive measures are taken. Most basic way to create awareness is to have posters at key areas for maximum visibility. Awareness workshops are also effective. Many companies including EMC, Capgemini, ANZ Bank, Northern Trust, HP and Cisco conduct awareness workshops or have assistive technology stalls and demos for their employees.

Awareness can be conducted at various levels. There are generic disability awareness workshops, workshops specifically for leaders, recruiters, training teams or support staff. Peer awareness should be conducted systematically in teams where employee with disability has joined.

Step 4 - Make Your Premises Accessible

Access audits that are conducted by professionals are an assessment of a building or an environment to determine its accessibility to people with disability. Many organizations like Fidelity, Titan, Deloitte and Schneider Electrics have conducted access audits of their premise and made changes to accommodate people with disability.

These service providers will help you assess the accessibility of your premises.

These service providers will help you assess the accessibility of your premises.

 PDF 

Step 5 - Career Progression

Mphasis, Big Bazaar, Cafe Coffee Day, Cisco, IBM and Capgemini have enabled career growth of persons with disabilities, by doing career mapping. Shell achieved this through a detailed focus group discussion with all their employees with disabilities and EnAble India staff.

See video of Presider- HR of Cafe Coffee Day explaining career progression in her company

Video
Career Progression – Case Studies

See case studies to understand the factors which affect career progression for a person with disability

 PDF 

Step 6 - Inclusive recruitment process

Recruitment process can be made inclusive by conduct inclusive tests to level the playing field, conducting practical tests, instead of traditional assessments or by modifying the testing requirements

Thomson Reuters allows their visually impaired interviewees to take the assessment test on their personal laptops equipped with screen-reader software. This levels the playing field for visually impaired job seekers. Companies such Northern Trust, Poundwize, and Redbus use practical assessments to ensure their employees are assessed based on job-specific skills.

Companies like HCL and Wipro have adjusted their testing requirements so that people with disabilities are assessed on a wider range of criteria and not just on test results. For example, persons with vision impairment may not be able to answer questions that require visual comprehension. Further, learning languages happens through audio input, persons with hearing impairment face challenges in becoming proficient at languages. To account for it in assessments, use of simple English becomes critical for inclusion. This enables a more inclusive approach to hiring.

Step 7 - Build inclusive and adaptive leaders

An inclusive and adaptive leader

Hence, builds highly motivated and high performance teams

Companies such as State Bank Of India, EMC have understood the value of building inclusive and adaptive leaders and have had training sessions for the same

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