Introduction: According to United Nations Convention on the rights of persons with
disability - the disabled is defined as `Persons with disabilities include those who have long-
term physical, mental, intellectual or sensory impairments which in interaction with various
barriers may hinder their full and effective participation in society on an equal basis with
others.’
"Long term" means "has lasted, or is expected to last, 12 months or more". Impairment
means ` A physical or mental defect at the level of a body system or organ. The official WHO
definition is: any loss or abnormality of psychological, physiologic, or anatomic structure or
function.’ Effective participation is` the form of participation deemed most desirable by the
general population.,
The disabled accord for 15 % of the total world population which roughly translates to 110-
190 million people in the world out of which 1/5th of them belong to India
India is a diverse country and thinking about diversity one is bound to think in the
conventional direction of gender, casts , religions etc however the disabled are also
constituted in our diverse population and inclusion of such people is equally important . !
According to a census in 2011(updated in 2016) by the Ministry of Statistics and Programme
implementation only 36.34% of the total disabled population is reported as ‘workers’ in
India .
This brings forth the fact there is a large untapped population of potential members of the
workforce who can provide to the development of the welfare of the economy and
themselves belong to the disabled category.
DLF being a multifaceted organisation believes in providing equal employment opportunity
to all people employed or seeking employment and does not condone any form of unlawful
discrimination on any basis including gender , racial classification, marital status ,age and
disability.
DLF identified the need to devise a more intricate policy in order to create a more
comprehensive working environment for all employees.
Methodology and Research Design :
The sample for this study will be collected from DLF ltd . A semi-structured interview of
existing functional heads at the company will be held in order to address the situation of the
disabled at the company and acquire possible suggestions regarding the facilities which can
be provided to them. The interview will be informative in nature as it seeks to not only
collect relevant data but also provide information and facts regarding the employment of
the disabled people collected from various pre-existing surveys and studies and citing
examples of companies with an all-inclusive work culture .
(such as literature review on Competency of disabled in industry ; Wendy S parent , Jane
Everson(1986) ,
A Systematic Review of the Benefits of Hiring People with Disabilities ; Lindsay
S1,2, Cagliostro E3, Albarico M4, Mortaji N3, Karon L3.(2018) ).
This particular method of data collection is chosen in order to introduce new aspects of
employing disabled in the corporate .
Aim & Objective:
The main objectives to be achieved are:
Development and implementation of a new effective Equal Employment
Opportunity Policy in order to have all -encompassing work environment
for all (including people from the LGBT community, single parents, and
the main focus being on the disabled)
Identify the positions within the organisation where the above-mentioned
people can be employed.
Debate and advise how this policy can be strategically aligned to the
business goals and visions of DLF.
Literature Review:
1. The thought regarding inclusion of minority goes back to more than 30
years as [Link] and Jane Everson (1986) conducted a study that
states that the differently abled people are mostly employed in jobs in the
fields of computer operations, housekeeping, clerical works ,etc however
they are capable of being productive and successful in many more fields.
2. Reisman and Reisman (1993) conducted a study that addresses the level
of satisfaction of workplace supervisors towards their employees with a
learning disability. The outcome of the study indicates that employees with
such a disability surpass the general population in showcasing several
positive work habits such as attendance, punctuality, a better acceptance
of constructive criticism however they score lower in areas of attention,
retention and following directions.
3. Joseph Graffam , Kaya Smith, Alison Shinkfield, Udo Polzin(2002) studied
the ‘Employer benefits and cost of employing disabled persons’. Through
the study they were able to establish that the disabled perform better in the
area of maintenance and reliability in comparison to the average
employees. The employers reported that there were some short term
financial benefits to employ persons with a disability such as tax incentives
and subsidies however a ‘big picture’ view must be considered in order to
understand the financial benefits of employing such people on a long term
basis.
4. Lindsay S, Cagliostro E, Albarico M,Mortarji N and Karon L (2018) studied
the benefits of having disabled people as part of the work force in context to
multiple organizations through a comprehensive search of 7 databases and
a systematic review. The findings of this study affirm that employing disabled
has been highly beneficial for the organizations because it resulted in high
profitability, low turnover, increase in loyalty , cost-effectiveness and
betterment of the image of the company. It also provides with several
competitive advantages such as an increase in diversity , customer
satisfaction ,work ethics , innovation and safety. Secondary benefits of
inclusive hiring include improvement in quality of life , income , confidence
and sense of belongingness for the differently abled.
Constraints:
The constraints of this study are :
Pressure of consistent good performance lets the management rely on old
traditional methods which have predictable results instead of experimenting
newer ones whose end conclusion isn’t widely tested and is therefore not
much known.
The existence of Tradition form of hierarchy in the organisation hinders in
liberal and laissez-faire communication at an organisational level .
Expected Conclusion:
It is anticipated that an effective policy will be formed satisfying all the aims and
objectives stated. The outcome will provide a more amenable recruitment system
for the disabled and a more accommodating working atmosphere for all the
employees .
References:
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[Link]
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