Inclusive Career Growth: Supporting Employees with Disabilities
– Prof Mukta Kulkarni
OB & HR, IIMBangalore
Research shows that when we design work environments that welcome everyone, we not only boost overall morale and creativity, but we also tap into a broader range of talent. Inclusive workplaces, especially ones wherein organizations enable inclusive career growth, lead to more innovative solutions, higher productivity, and a stronger team spirit.
Making workplaces inclusive for people with disabilities is not just the morally right thing to do, it is also a smart move for any business. Research shows that when we design work environments that welcome everyone, we not only boost overall morale and creativity, but we also tap into a broader range of talent. Inclusive workplaces, especially ones wherein organizations enable inclusive career growth, lead to more innovative solutions, higher productivity, and a stronger team spirit. I believe that when everyone has the chance to shine, the whole organization benefits.
Along with my co-authors and I have conducted several studies to explore how workplaces can become more disability-inclusive by implementing key strategies and principles. In this article, I build on these previous collaborative efforts, with a particular focus on a study specific to India. This study has provided valuable insights into organizational career development initiatives for employees with disabilities, demonstrating how such initiatives can enhance inclusivity and productivity for all employees.
Based on the research and work we’ve done, it was found that inclusive organizations embrace a broad career development philosophy. These organizations typically prioritized a unified approach for all employees, regardless of their (dis)abilities. They focused on hiring based on merit and capability, with the belief that a disability should not impede one’s ability to work effectively. The goal was to avoid special treatment based on sympathy or preferential consideration, emphasizing that careers should be shaped by individual skills rather than by one’s disability. By adhering to a common approach and avoiding both positive and negative discrimination, these organizations prevented specific policies from unintentionally creating divisions or making people feel singled out. This uniform approach helped maintain equality by keeping everyone on an equal footing.
These organizations also embrace inclusive human resource practices. For example, in discussing the importance of language and terminology, organizational respondents highlighted that using the right terms is crucial for inclusion and career development. Specifically, they emphasized that in administrative and daily workplace contexts, it’s essential to use respectful and accurate language: instead of terms like “blind” or “deaf,” they use the person-first language. As another example, employee sensitization programmes included modules that were run periodically to explain inclusion norms and what reasonable accommodation meant in the workplace. Respondents emphasized that inclusion should not be mistaken for sympathy. Sensitization also involved explaining to employees with disabilities that some of their inappropriate or excessive expectations might hinder their career growth or acceptance.
The final set of practices that these organizations engaged in were the provision of accommodations and assistive technologies that help mitigate the impact of disabilities in the workplace. These resources were available to all employees upon request, not just those with disabilities. Flexibility in work hours and job types was offered broadly, extending to working mothers and other staff members as well. Ability-building programmes aimed at enhancing career development were conducted alongside general training sessions, ensuring that all employees, rather than just a specific group, had access to growth opportunities.
In conclusion, the research that was conducted especially the focus on India, highlights that a unified approach to career development, respectful language, and flexible accommodations are crucial for avoiding discrimination and supporting every employee’s growth. By implementing these inclusive practices, organizations not only enhance individual success but also strengthen their overall teams.
Source: Economic Times
