Hiring people with disabilities—core to talent management, not just a social obligation
According to the United Nations, there are an estimated 70 million people with disabilities in India, of which only an estimated 100,000 are in employment. A new Companies Bill including a mandate that 2% of corporate profits be devoted to Corporate Social Responsibility, and proposed changes to the Disabilities Bill, are placing increased focus on people with disabilities. In celebration of International Day of Persons with Disabilities on 3 December, Community Business launched its latest research: Tapping A Pool of Disabled Talent in India: Focus on University Students.
Pooja Shahani, Country Manager—India, Community Business explained, “Many companies are looking to fulfil their obligations as a socially responsible employer. However, the more enlightened companies are seeing it as an opportunity to explore how they can embrace those with disabilities, referred to by many in India as the ‘differently-abled’, as part of their overall talent management strategies. These companies recognise the potential of disabled individuals as a largely untapped talent pool and are keen to understand the needs of this target group so they can attract them to their organisations and support them to develop meaningful careers.”
The research is designed to increase understanding on the issues around recruiting people with disabilities in India and focuses particularly on university students with disabilities. In conducting the research, Community Business interviewed eight leading disability experts in India and engaged with over 100 university students with disabilities from 50 different universities in India through an online survey and face-to-face facilitated dialogues.
Drawing on the findings and perspectives shared, the report highlights that when it comes to the recruitment of students with disabilities, companies should:
View students with disabilities as an important talent pool. Recognise that students with disabilities – who have overcome the personal challenges they face and make it through to university – are likely to be well-educated, determined and committed individuals. Students with disabilities are no different from other ambitious graduates and their desire for long-term, well-paid and interesting work is the same as their peers.
Recognise the business case for hiring people with disabilities. Overcome the mindset that bringing candidates with disabilities into a team is something that a company ‘should’ or ‘needs’ to do. Fully acknowledge that, if harnessed correctly, tapping into this pool of talent provides a potential source of competitive advantage.
Develop a targeted approach. While students with disabilities look to a broad range of sources for information and advice when they think about applying for a job, most of them (60%) rely on their personal network (including their friends, classmates and families) and very few (15%) participate in mainstream graduate recruitment fairs.
Work in partnership with universities and local disability-organisations. Companies are encouraged not to work alone as, by working together, each party can leverage their unique strengths and resources to create meaningful and appropriate programmes that increase opportunities and prepare future employees to be effective in the workplace.
Demonstrate commitment – actions speak louder than words. The research highlights that when it comes to looking for an employer, the students’ most important criteria for selecting an employer is whether a company can clearly state its commitment to diversity and inclusion and/or being an equal opportunities employer (83%).
Paul Arkwright
Publisher
