Disability And Employment - Pdf Download

Thank you to John for contributing his article regarding Disability and Employment (which can be viewed at /articles/disability_employment.htm). It sounds like a common-sense approach to a very real dilemma. John holds the distinction of being the VERY FIRST contributor. Thank you.

I would like to invite other HR Practitioners to submit articles for inclusion on this website that are aimed at supporting job-seekers. Articles should:

- Be relevant to job-seekers (e.g., Resume/CV/Interview techniques)
- Include author's details (bona fide name/email or URL of home page required)
- Allow for the author's bio if desired
- Allow for a linked company logo if desired. (A reciprocal link is requested if the company logo is displayed)
- Be freely available to the public
- Not have restrictions on length
- Be consistent with the theme of the site
- Be subject to minor editing

This is a relatively new site, and the template for articles can be viewed at the following URL . If you are interested, please email me at [Login to view].

PROGRESS ENTERPRISE

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Hello.

I am very much interested in knowing if Indian companies really recruit disabled professionals. By disabled, I mean wheelchair-dependent. Or is it only on paper? Even if the companies are satisfied with the skill of such persons, do they have the infrastructure? Or do they make an effort to improve the infrastructure?

I have visited some of the best IT companies and BPOs and noticed that although they have state-of-the-art infrastructure, they are yet not wheelchair-friendly. They have steps and/or floors where independent access to the wheelchair is not possible.

Any members having such employees in their organization (especially in HR), I would like to know the name of the company.

Thank you, ~MAVERICK~

Umm, very true...

It's surprising, though, that there are hardly any replies to this topic. I'm sure at least 50% of the members on this site are part of the HR teams in their respective companies.

I would like an honest answer from each of you. You may not disclose your company name. However, if your company does recruit, I would love to know the company name through PM or email.

Thank you very much.
~MAVERICK~

Hi Maverick,

During my college days, there was a girl who was the university topper. She was offered employment by Progeon (an Infosys company). Later, they revoked the offer stating that she is medically unfit (wheelchair-bound). It is very shameful on their part when a company like Infosys does that. All these people say that they are equal opportunity employers, but then, you know...

Regards,
Vishal

Thank you, Vishal.

Yes, I totally agree with you. Unfortunately, most companies design their infrastructure to look classy and posh; however, they overlook making arrangements for the less abled. There is an act (around 1992) that states all new constructions should be made wheelchair-friendly. However, I believe this is only on paper.

As HR professionals, we must consider employees who are academically and intellectually well-suited for the job, but their work environment does not accommodate them.

The biggest issue faced in many industries today is attrition. If our infrastructure allows us to hire qualified individuals who are less abled, we can potentially retain employees for a longer duration. Satisfied employees with disabilities are less likely to seek better job prospects elsewhere.

I appeal to all HR managers who have a voice in their companies to ponder this issue. There are many highly qualified and intelligent individuals with disabilities who struggle to secure desired jobs solely due to their disabilities.

Thank you, and I look forward to receiving more insights from all of you on how your companies address these situations.

Regards,
~MAVERICK~

Vishal, I think this kind of problem is ingrained in human behavior. Like you, I find it very disappointing when I encounter it.

The world of work is a constant balancing act between the business needs of the organization and the needs and rights of the individual. In my experience, when people are looked after well (with dignity and respect), their productivity and contributions are even greater than you would otherwise expect. I'm sure you would agree.

I've now worked with a number of people with a disability, and it amazes me how quickly you forget the differences as you work together as a team. As you build relationships, they are simply people. Maybe you have to adjust the office layout or equipment, but when this is done well, the disability is secondary to the person's abilities and humanity.

PROGRESS ENTERPRISE <link outdated-removed>

I was just thinking about an issue I am providing some guidance on now. One of the managers in our department has asked me about his obligations to an employee with a degenerative condition. She falls over regularly (in an office) and has recently sustained severe dental injuries as a result.

I think this manager would really like to say that the employee is "not fit to undertake her duties", but in fact, he admits she gets the work done as well as anyone else. It may be that he is worried that he will be blamed for having an unsafe work environment because of these repeated falls, but I suspect he also feels a little uncomfortable around her.

This employee has never spoken with management about her condition, though she has confided in some of her colleagues. I think this says a lot about the lack of trust in management and an "attitudinal block" on the part of management.

My approach has been to come at the situation from the perspective "What can we, as management, do to support you in your workplace and keep you safe". I don't yet want to go down the path of assessing her fitness for work since her performance is as good as anyone else.

I have attached a PDF file with a flow chart as a tool to work with and manage people with a disability or serious health issue. I would love to get some feedback on this if anyone has the time or inclination.

Progress Enterprise

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First of all, my sincere appreciation for the humanity you show while dealing with your employees. I will go through the PDF and post my views soon.

Can you please send me a private message on the site to let me know which company you work for, if you don't mind? I assure you of the confidentiality of the same. It would be of great help to me. Let me assure you that if we had more people like you, organizations would benefit greatly from both the management and the employees.

Kudos once again,

Cheers,
~MAVERICK~