Blazing down the summer heat in my recent trip to Mumbai, I was struggling behind the shutter to capture something interesting, something worth narrating. Juhu usually shocks me off with stories but this time maybe I was falling short of the vision. So, reluctantly I decided to hang in there for a moment.
"Well, maybe I should visit a cafe for some drinks", to my surprise I came across a cafe nearby named Arpan, a cafe with subtle soothing interior and special touch, only if you know it’s a cafe where you get catered by disabled peers, the beauty of the place is not just the work environment for the people working there but the flourishing but strengthening aspect attached to it, I was quite fascinated by the idea of inclusivity and existence of it.
Imagine a world where everyone is thoughtful and support one another as a citizen and believe in growing together. Wouldn’t it be a great sight?
Without a doubt, and positioning for the same has resulted in inclusive employment.
Inclusive employment strives on creating a workforce for foster creativity and equal opportunities because marginalization of the largest minority not only results in less productive work. But also results in the wasteful employed workforce. Inclusive employment has always been a part of the success ladder it’s just that the realization for the same hasn’t prevailed upon us so far.
There are organizations functioning on the same models with better positioning and strength than ever before. Business agendas aiming towards employment engagement and tackling prejudice set against the disabled have better success rates and work efficiency because they believe that inclusive spaces bring variety to the table, both in terms of experience and creativity. Let's take AXA and IBM, these global players dogmatically follow 3A’s i.e. Attitude, accessibility, and accommodation. IBM’s ‘Human Ability Resource Centre’, India focusing on modifying technology in order to gain manageable and accessible workplace are one good example to get influenced from. Not only IBM but world-class brands like L’oreal, Subway or for that matter Tommy Hilfiger's disability line are a flourishing example of inclusive employment.
Some of the identified practices under inclusive employments covers:
Rehabilitation strategies or employment strategy for unique skills: The strategy establish back the social dignity and helps in developing skill-set based on their unique skills.
Inclusive business models of MNCs: involves and open up opportunities for all the people.
Entrepreneurship, micro-financing: Government funding and NGOs supporting young entrepreneurs
Direct and peer education model: Involving disabled as an institutional asset for eg. teachers.
IBM quoting that 'every person is a reservoir of untapped talent' gives us better insight to the situation as the organization believes that every person needs to be financially independent, respected for who they are not for what they are composed of and have right to develop skills just like on-disabled peers. It not just act as a catalyst for innovation or brings a creative insight but also serves a larger audience.
Moreover, India’s ‘Inclusive India Initiative’ and disability act 2016 aims for equal opportunities, inclusive community, and protection of human rights, the key elements being education, employment, and community. Also, DPOs i.e. membership groups that engage disabled into leadership, self-help and community building activities by law, policies, and guidelines
The initiative marks its starts from getting down to 2000 corporate organizations opening arms to inclusive work environments and many more to come. The Act adds additional benefits to people with disability by accommodating seats and vacancies in the government establishment, education, and opportunity.