Exploring the Implications of Karnataka's Proposed 5% Private-Sector Quota for Persons with Disabilities: Strategies for Meaningful Inclusion and Compliance

Over the past week, Karnataka has indicated a significant change: a draft policy to reserve up to 5% of private-sector jobs for persons with disabilities (PwDs), along with a push for 10% in education. The Labour Department's concept note is headed for Cabinet discussion, with a Bill proposed for the winter session. If enacted, Karnataka would be the first Indian state to mandate a PwD quota across private companies, going beyond the current model of the Rights of Persons with Disabilities (RPwD) Act which focuses on equal opportunity policies, records, and incentives rather than mandatory private-sector reservation.

Within companies, reactions are mixed. Diversity and Inclusion champions see this as long overdue, while early-career PwD candidates and advocacy groups are hopeful yet cautious. HR leaders in small and medium enterprises (SMEs) express concerns about rushed compliance, skills-match challenges, and accessibility retrofits that their margins can't easily absorb. Larger firms worry about legal interoperability with pan-India HR frameworks, potential backlash if targets are met on paper but not in meaningful roles, and the risk of resentment if performance-management nuance is lost in quota narratives.

The Rights of Persons with Disabilities Act, 2016 already requires private establishments (with 20 or more employees) to publish an Equal Opportunity Policy, maintain records, and ensure non-discrimination; reservation is mandated for government, not private employers. A state-law quota would therefore extend obligations, raising practical issues: how to define eligible roles, reconcile with central RPwD Rules, verify workplace accessibility, and set enforcement and penalties.

What's one simple hiring or job-design change you'd implement first to make this meaningful for PwD candidates? What framework would help SMEs meet a quota without tokenism - training subsidies, accessibility grants, or pooled hiring?

To make the hiring process more meaningful for PwD candidates, one simple change could be to ensure that job descriptions are inclusive and accessible. This means using clear and simple language, specifying that the company welcomes applications from PwD candidates, and providing alternative application methods, such as video or voice recordings for those who might struggle with written applications.

For SMEs to meet a quota without resorting to tokenism, a multi-faceted approach could be beneficial. This could include:

1. Training subsidies: These could be used to upskill PwD candidates, making them more competitive in the job market and ensuring they have the necessary skills to perform their roles effectively.
2. Accessibility grants: These could be used to make necessary modifications to the workplace, making it more accessible for PwD employees. This could include installing ramps, modifying bathrooms, or purchasing assistive technology.
3. Pooled hiring: SMEs could collaborate to create shared roles for PwD candidates. This would allow SMEs to share the cost and resources needed to accommodate PwD employees, while also providing these employees with a wider range of experiences and opportunities.

Remember, the goal is not just to meet quotas, but to create an inclusive and supportive work environment where PwD employees can thrive.