Every year on 3 December, the International Day of Persons with Disabilities is observed around the world to promote the rights and well-being of people with disabilities in every part of society.
Understanding disability
Nearly one billion people, around 15% of the world’s population, live with a disability. According to the Rights of Persons with Disabilities Act (2016), a “person with disability” means a person with long-term physical, mental, intellectual or sensory impairment which, in interaction with barriers, hinders their full and effective participation in society equally with others.
The health, social and economic effects of global crises have hit people with disabilities (PwDs) disproportionately hard. The day is observed to encourage people with disabilities to take part in the world’s long-term development.
Why disability inclusion at work matters
Despite growing awareness and real progress, many people with disabilities still face major challenges finding work. At its root, disability inclusion in the workplace is the recognition that employees are people. Employees do not, and cannot, leave the complexities of their bodies and minds at the door.
One in every four adults has a visible or invisible disability. Yet even though they want to work, people with disabilities have a much lower employment rate than others. The overwhelming majority want to work but lack the support to do so.
Companies that had strong disability inclusion plans in place before the COVID-19 pandemic were likely able to adapt more quickly. They were already prepared to think creatively about problems, meet employees where they were, and recognise and value their employees’ humanity.
A well-designed disability inclusion programme makes it easier for all employees to reach their full potential. Done well, it builds a culture that values diversity and encourages employees to “bring their whole selves to work”, something many forward-thinking businesses aim for.
Disability and mental health
Adults with disabilities report more emotional distress than those without disabilities, according to a recent study. Frequent mental distress is linked to poor health behaviours, greater use of health services, mental disorders, chronic disease and limits in everyday life. During the COVID-19 pandemic, isolation, detachment, disrupted routines and limited health services had a significant impact on the lives and emotional well-being of people with disabilities.
How companies can support employees with disabilities
Companies need to create a more inclusive and safe space for employees with disabilities. It is not that they can’t perform exceptionally well; it is that they often lack the support or resources to reach their full potential. The day raises an important question every company should ask: “How can we make our organisation and culture more inclusive and accessible to all?”
- Offer a flexible but structured hiring process that works for all candidates.
- Educate hiring managers, team members and all employees about inclusion and diversity, for example through mental health workshops for employees, and help them find solutions.
- Identify and change processes where bias is observed, even if it is unconscious.
- Make reasonable adjustments wherever necessary and remove barriers within the company.
- Take a proactive approach and build a mutually supportive community. Training programmes and opportunities to network with other employees help people with disabilities develop and succeed.
Building an inclusive culture
Employees want these conversations. They want to know they can bring their whole selves to work, including their disabilities, without fear of being treated unfairly.
As part of caring for employees, companies must make sure they provide the mental and physical healthcare people need, along with the right technology, tools and skills to help them shine. Many people with disabilities are talented and can add significant value to the workforce and the economy.
Empowering these individuals, and building a diverse workforce through an inclusive culture, can go a long way towards making the workplace a safe space for everybody.
Getting support for your workplace
Very few Indian workplaces sign up for an Employee Assistance Programme (EAP), for various reasons, but healthcare professionals highly recommend one. At Trijog, we provide personalised EAPs and corporate wellness solutions trusted by 80+ leading organisations, and every service goes through numerous quality checks. Our programmes include:
- A dedicated customer care helpline, 7 days a week
- Verified domain expertise with accreditation
- A customised 24×7 landing page for bookings
- Reports and metrics
- Support in 15+ languages
- Self-help tools and reminders
If you are an employee who needs support right now, you can book a session with a Trijog therapist or call the Trijog helpline on 1800 202 7180.
