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The IUP Journal of Management Research :
Disability Inclusion: An Analysis of Annual Reports of Nifty Companies in India
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The role of a diverse and inclusive workforce in promoting an organization’s economic and social wellbeing has been widely accepted in the extant literature. People with disabilities are an important form of diverse workforce and their employment contributes significantly to the corporate culture and success of an organization which may provide a necessary impetus for sustainable competitive advantage. This study was undertaken to examine the disability inclusion initiatives undertaken by nifty companies in India. By means of qualitative content analysis of the annual reports of nifty companies for three consecutive years i.e., 2011-2014, the disability inclusion initiatives undertaken within the organizations were examined. The findings revealed that several themes related to disability inclusion in Indian companies have emerged wherein the most disclosed theme was “Employment Inclusion of employees with disabilities”. Other themes include “Training of Employees with Disability” and “Disability Inclusion and Corporate Social Responsibility”. The findings suggest that some of the organizations engaged in disability initiatives through direct recruitment of people with disabilities and others dealt with it in the form of CSR.

 
 

The role of a diverse and inclusive workforce in promoting an organization’s economic and social wellbeing has been widely accepted in the extant literature. The burgeoning literature demonstrates that diverse individuals are productive sources of organizational value creation bringing in a compendium of competencies and skills (Bengisu and Balta, 2011; and Varlander, 2012). It has also been recognized that people with disabilities are an important form of diverse workforce and disability inclusion returns value to an organization and it may provide a necessary impetus for sustainable competitive advantage (Ball et al., 2005; Samant et al., 2009; ILO Report, 2010; Bengisu and Balta, 2011; Zappella and Dovigo, 2014; and Kulkarni and Scullion, 2015).

Employment and disability inclusion is a recent phenomenon and has gained importance for people with disabilities, employers and policy makers across the world. International Labor Organization (2010) reports that 10%, i.e., 650 million of the total population comprises people with disabilities in the world out of which 450 million fall into the working age category. Another report reveals that unemployment rate among people with disabilities ranges from 80% to 90% in developing countries and 50% to 70% in the industrialized world (World Bank, 2011). People with disabilities are the world’s largest minority (World Bank, 2011) and the single largest minority in India (ILO Report, 2011). In India, over 26 million people have disabilities and only a minority (37.6%) are employed (World Bank, 2011). A report by the World Bank states that while estimates vary, through alternative sources, there is growing evidence that persons with disability are around 40-80 million, which constitute between 4-8% of India’s population and majority are capable of being employed yet the employment rate is lower than the general population with a widening gap over time.

This study analyzes the specific disability inclusion initiatives undertaken by India’s valuable organizations i.e., nifty companies organizations through disclosures made in their annual reports. The purpose is to gain an understanding of specific organizational initiatives undertaken for including people with disabilities at workplace i.e., both internal and external activities and to identify the trends in reporting from 2011-2014.

 
 

Management Research Journal, Disability Inclusion,Analysis of Annual Reports, Training and Development