Only 1% of People with Disabilities in Corporates: Understanding the Barriers and Solutions

ରାଜନୀତି

ବିଜେଡି ଛାଡ଼ିବେ କି ଦେବାଶିଷ ସାମନ୍ତରାୟ? ବିଜେପିରେ ଯୋଗଦାନ ନେଇ...

May 25, 2026

ପଶ୍ଚିମବଙ୍ଗ CM ସୁଭେନ୍ଦୁ ଅଧିକାରୀ ଶପଥ ସମାରୋହ ବଙ୍ଗଳାର ପ୍ରଥମ...

May 09, 2026

ମହିଳା ସଂରକ୍ଷଣକୁ ନେଇ ଉତ୍ତର ପ୍ରଦେଶ ବିଧାନସଭାରେ SPର ବିକ୍ଷୋଭ,...

April 30, 2026

ଆନ୍ତର୍ଜାତୀୟ

ତୀବ୍ର ଗରମ ଓ ମଧ୍ୟପ୍ରାଚ୍ୟ ସମସ୍ୟା ମଧ୍ୟରେ ଆରମ୍ଭ ହେଲା...

May 25, 2026

ଇରାନ୍‌ ଚୁକ୍ତିକୁ ନେଇ ଟ୍ରମ୍ପଙ୍କ ପରିବର୍ତ୍ତନଶୀଳ ବୟାନ; ବଜାରରେ ବଢ଼ୁଛି...

May 25, 2026

‘ଖରାପ ଚୁକ୍ତି କରିବୁ ନାହିଁ’: ତେହରାନ ସହ ଆଲୋଚନାକୁ ନେଇ...

May 25, 2026

ଇଣ୍ଡୋନେସିଆର ମାଉଣ୍ଟ ଡୁକୋନୋ ଜ୍ୱାଳାମୁଖୀ ବିସ୍ଫୋରଣ, ୩ ପର୍ବତାରୋହୀଙ୍କ ମୃତ୍ୟୁ

May 09, 2026

Only 1% of People with Disabilities in Corporates: Understanding the Barriers and Solutions

"Do you have colleagues with disabilities at your workplace? For most, the answer is likely 'no.' Corporate India has been overlooking a significant pool of talent. Many companies fail to recognize what they are missing, highlighting the urgent need for a deeper understanding of PwD inclusion in the workplace."

Published by Somesh | January 11, 2026

Only 1% of Employees with Disabilities in Corporate India: Barriers and Solutions

India often talks about workplace diversity, butpeople with disabilities (PwDs) remain largely absent from corporate offices. According to theMarching Sheep PwD Inclusion Index 2025, most Indian companies haveless than 1% employees with disabilities, and many do not employ even one. This highlights a massive gap between intent and action, leaving a large segment of the country’s skilled workforce locked out of formal employment.

Barriers Are Cultural, Structural, and SystemicKrishna Raghavan, Chief People Officer of The/Nudge Institute, explains: “The barriers people with disabilities face aren’t just structural—they’re cultural, attitudinal, and deeply systemic.” Workplaces often treat inclusion as a favor rather than a source of strength, placing the burden of advocacy on the individual. Ankur Agrawal, founder of The LHR Group, adds that societal attitudes and lack of exposure to PwDs create “hiring anxiety,” leading companies to avoid inclusive hiring.

Infrastructure and Accessibility ChallengesEven when ramps or lifts exist, physical infrastructure often remains inadequate—Braille panels, accessible restrooms, and common areas are frequently missing. Digital systems and internal tools are often incompatible with assistive devices. Sony Thomas of CBM India notes that60% of companies had no dedicated recruitment initiatives for PwDs, perpetuating the myth that “there are no qualified candidates.”

Retention and Inclusion Beyond HiringIn many organizations, PwD employees are given low-stakes tasks, excluded from team activities, and denied promotion opportunities. True inclusion, experts say, goes beyond policies—itrequires cultural and behavioral change, such as flexible work hours, hybrid models, empathy-driven sensitization, and safe feedback mechanisms.

Practical Solutions

Conduct accessibility audits for both physical spaces and digital systems.
Adopt Universal Design principles in offices.
Track inclusion metrics: hiring, retention, promotions, and project allocation.
Train managers to discuss accommodations and evaluate performance based on outcomes.

Society’s RoleExclusion begins early, with segregated schooling and inaccessible public transport reinforcing bias. Dr. Jitender Aggarwal emphasizes shifting the perspective from viewing disability as a medical tragedy to seeing it as ahuman-rights issue.

The Business and Human Case for InclusionWith over2.86 crore people with disabilities in India, many highly skilled, the country cannot afford to ignore this talent pool. Inclusion bringsresilience, problem-solving, and innovative thinking, while reducing attrition and expanding opportunities. Stephen Hawking’s example reminds us: innovation is stifled when environments fail to adapt—not talent.

ConclusionInclusion is not charity—it is an economic and human necessity. Corporate India must move beyond compliance and embrace a mindset where accessibility, opportunity, and empowerment arenormal, not exceptional.