HR CHALLENGES
Of views, thoughts and perceptions on Disability : The Challenged Human Resource
- Madhavi Latha M
Faculty, IBS,
Shankerapally, Hyderabad.
The author can be reached at madhavinarayan@yahoo.com
The article puts forth the issues related to employment of persons with disability. It depicts the present situation and the future perspective to get a glimpse of why the human resource from this segment of the population still needs to be used and tapped by providing ample opportunity.
Everyone of us reads, thinks, feels and then forgets most of the times. The same is applicable also to the persons with different abilities. Take the case of Sachin, an youngster with disability. He just could overcome his disability with his brains and could perform very well in academics. Then, there was the task of finding a suitable job which could match his academic credentials. Every time the words "we will get back to you" made him feel more disabled than the disability. The opinions s formed just by distorted face, eyes, lisping and other deformities are just not justified. The very fact that Sachin could make it to the interview because of his credentials is a point to prove. When the job demands intellectual abilities to perform, which Sachin is capable of, the physical restrictions imposed by disability can be mitigated by making suitable modifications in his work environment. So, the question is how long can we go about like this? Can the corporate outlook be changed in this regard? The very fact that there is no dearth of human resources is irrefutable but the right human resource for the right job is always at stake because often the perceptions and impressions influence the decisions. In lieu of this, are human resources of the disabled challenged? Let us see the facts and figures related to the employment of persons with disabilities to get a glimpse of "opportunities denied due to disability".
Employment of Persons with Disabilities - Facts and Figures
The disabled people constitute a significant 5-6% of the population of India, which is about approximately 70 million people. Only 0.1 million are employed in industries till now. A survey was conducted by National Centre for Promotion of Employment for Disabled People (NCPEDP) in India, in 1999 among the top 100 companies to study the employment practices vis-à-vis disabled people. It was found that most companies did not employ disabled persons. Some interesting facts that were revealed included that the average employment rate of disabled people in the private sector was only 0.28%, while the public sector showed an employment rate of 0.54%. The figure in multinational companies in the country was a mere 0.05%. Of the 100 companies to which the questions were sent, only 70 responded. The total number of employees in these companies was 7,96,363 of which 3,160 were disabled persons, including the visually impaired—9.87%, those suffering from loco-motor impairment—70.57%, speech and hearing impaired—8.26%, the mentally retarded—0.66%, those with other disabilities—1.87%, comprising 0.4% of the employees. People with loco-motor disability were the most commonly employed.
The dismal figures with regard to employment of persons with disabilities show that we need the support of laws, policies and legislations. For promoting employment of disabled people in our country "The Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act, 1995" come into force on February 7, 1996. The contents of the Act state that "The Act provides for both preventive and promotional aspects of rehabilitation like education, employment and vocational training, job reservation, research and manpower development, creation of barrier-free environment, rehabilitation of persons with disability, unemployment allowance for the disabled, special insurance scheme for the disabled employees and establishment of homes for persons with severe disability, etc."
To a certain extent this Act has helped to make a beginning in this direction where employment in the public sector is a little better than in the private sector. The Act will certainly assist in creating opportunities but needs the support of both public and private sectors. Initiatives taken by some private corporates are worth mentioning.
The National Centre for Promotion of Employment for Disabled People has listed about 62 organizations that have a friendly policy for disabled personnel on its website (http://www.ncpedp.org/employ/corp-list.htm). The website also mentions about Sakthi Trading Company, which is known to most of us through its brand Sakthi Masalas, has provided employment to 103 disabled persons. The company employs people with any disability; currently it has 35 persons with visual impairment, 10 with hearing impairment, 50 with orthopedical disability and eight persons with mental disability". A few other organizations include NTPC and Silence, a member of the International Federation of Alternative Trading (IFAT). The Export Promotion Council of the Government of India has been working in the field of socioeconomic rehabilitation of persons with hearing, visual and physical impairments.
Apart from the legislation and policies, our approach and sensitivity towards these `differently abled' has to undergo a sea change. The society as a whole should make an effort to change our perspective for providing ample opportunities for persons with disability. The major impediments for doing this is our lack of awareness and sensitivity to the issue coupled with our attitude and perception about disability. We will look at this further by exploring the reasons for similar views.
What could be the Reasons for This Kind of Views?
As pointed out by the UN, one of the reasons for poor employment in most countries could be due to discrimination on the grounds of disability that hinders persons with disability from entering the labor market. Limited access to opportunities like education and training also restricts persons with disabilities to build their skills. Another reason for the sizable gap between the working conditions and employment trends of persons with disabilities more often could be because of negative attitudes, perceptions and views about disability. These could be some of the main reasons why persons with disabilities are disproportionately absent from the workforce. Let us look into the perceptions and attitudes of employers for offering resistance to employ persons with disability.
All about Perceptions
More often it is the influence of pre-existing perceptions that limit our expectations about the individual's capabilities. This leads to misconceptions that sets limitations to our being rationale and pragmatic which restricts our decisions and choices with regard to the differently abled. It is with this reference, the human resources from the differently abled are yet to be recognized for being utilized effectively. Some of the misconstrued perceptions about differently abled relate to work performance, work environment, health status and general conception about "burden". It is strongly believed that people with disabilities are unable to perform their roles and/or that it would be too expensive. These beliefs become stronger because of stereotyping which leads to assumptions like "people with disability often take ill", "they cannot work". Looking at the weakness only and not focusing on their abilities also has a major impact in strengthening the perceptions and beliefs.
The perception about work performance relates to "efficiency to perform" which is a major criterion to gauge productivity. When it comes to the differently abled the perception is equated to decreased efficiency only because of restrictions imposed by disability. It is always being proved time and again that if suitable opportunity is given the differently abled are no way less in terms of work efficiency. Let me give anecdotal information to prove this point. An youngster was my co-passenger when I was traveling to Bengaluru. The athetoid movements of the youngster made me to probe into the details. He mentioned that he was affected by cerebral palsy and had the problem to balance. He successfully could complete his engineering and was working for a software firm. The grit, determination and confidence shared by the youngster just showed that he is no less to anyone.
Another misconception is about health status. Many are of the opinion that differently abled are not healthy which again is a major deterrent for being considered for jobs. This needs to be ascertained and confirmed for further clarification.
The overall conception about differently abled being a burden for the organizations needs to be completely erased and looked at pragmatically. This can come about only when we are able to extend empathy but not sympathy. If we can empathize we can feel like the person and can understand the needs of the differently abled. This will go a long way in utilizing the human resources of the differently abled effectively.
Is There Evidence That Persons with Disabilities Can Perform?
According to the UN, empirical evidence shows that persons with disability have high performance ratings and retention rates, as well as better attendance record than their colleagues. In addition, the cost of accommodating workers with disabilities can be minimal, with most requiring no special accommodation at all. The UN empirical evidence has shown that employers of persons with disability are benefited in terms of "improved workforce morale" and "increased customer goodwill".
Our own observations and anecdotal reports in various newspapers and literature also reveal this sufficiently. This only proves our insensitivity to addressing the situation. For doing this there is a dire need for change in corporate outlook with particular emphasis on HR practices and policies.
Corporate Outlook-Changing Focus Coupled with Responsibility
Corporates cannot exist as independent entities in a society. Rather, they become a vital aspect of societal setup initiating economic, social and cultural reforms. When the influence is so pervasive it is imminent that corporates have to cater to the needs of all segments of people which includes the differently abled people. For creating right avenues for the right people becomes not only a social and moral responsibility, corporates can go a long way in bringing a phenomenal change in outlook by addressing the need to utilize the human resources from the disabled population. Many cases that we most often read and see in the media stand testimony to prove this fact.
Past performances to predict future outcomes have always been recognized as vital to selection processes. This calls for decisions by considering the issues in proper perspectives and face the challenge of managing "conceived uncertainties". The outlook both at individual and corporate level is to focus on utilizing the human resources and capabilities "like yet another individual".
To bring this kind of change it is essential to bring about awareness in people dealing with human resources. This can help in making these personal sensitive to issues related to the differently abled and clear their perceptions. Most often the term "equal opportunity" stands as a phrase that has more of semantic relevance. It is time that we take note of this term and make it a practical reality. This relates more to recognizing the individual rights and needs of every individual.
Value of Human Rights
The right of every individual is determined by opportunities created by society for the individual to be employed to address basic psychological needs for recognition. The directives of the National Human Rights Commission provide equality of opportunity for every individual to exercise and use intellectual capabilities despite physical limitations. Corporates have vital responsibility for considering human rights in a proper perspective. Exercising the values and ensuring equality of opportunity should seldom be restricted to policies but "needs to be implemented". Thinking about the individual or thinking about the cause is not sufficient for an organization to boost its image of being humane. Going out of the way is not the stand but recruitment for creating right opportunities with the right purpose seems meaningful. This also ensures that human resources are deployed and used most effectively.
Is there a Hope? Present and Future Initiatives
Though the figures look bleak, the initiatives for making a beginning in this direction are well in place and have started to work. The preliminary initiative was taken by Confederation on Indian Industries (CII) which is the only corporate association to come up with a concrete step. In April 2003, the CII announced the constitution of the core group on disability. The core group will play a pioneer role in sensitizing the corporate sector to various issues related to disability.
Other initiatives include "The `Employability 2006', organized in Chennai recently by the Ability Foundation, in association with CII and Lions Club, Padi-Shenoy Nagar. It is already into its third year since inception. `Employability' is a job fair aimed at providing employment opportunities for the disabled and creating a platform for corporates to reach out to them. "The number of corporates participating in the fair increased from 32 in the first year, to 69 this year", said, Jayashree Raveendran, Founder of Ability Foundation. The first year saw 600 disabled people take part and this number went up to 1,100 from 13 States this year (as reported in The Hindu dated January 3, 2007).
Another step is this year's International Day of Disabled Persons which focuses on how to ensure decent work for persons with disabilities and on ways to tap into the abilities of this marginalized talent pool. The International Day of Disabled Persons, December 3, was proclaimed by the United Nations General Assembly in 1992. It aims "to promote an understanding of disability issues and mobilize support for the dignity, rights and well-being of persons with disabilities.
As specified by the United Nations, the focus was "to increase awareness of gains to be derived from the integration of persons with disabilities in every aspect of political, social, economic and cultural life". The theme of the day was "on equal enjoyment of human rights and participation in society by persons with disabilities". The recently adopted Convention on the Rights of Persons with Disabilities recognizes in Article 27 the rights of persons with disabilities to work and employment on an equal basis with others. The emphasis is on "right of persons with disabilities to earn a living from freely chosen work" and "work in an environment that is both accessible and accepting.
Corporates need to emphasize and make a beginning to bridge the existing gap between persons with disabilities and those without disabilities. This will mean that workplaces and practices are adapted to suit the needs of persons with disability. This will go a long way towards empowering the persons with disability.
Conclusion
The world of disabled persons revolves around challenges not because of their limitations, but because of views and thoughts of the not challenged people. While the challenged people have learnt to overcome and fight their challenges because of adaptability, the not challenged people create more challenges that they find it hard to resolve them. The issue though sensitive has to be looked to reframe our perceptions and breaking the stereotypes on disability to meet the challenge and make way for providing suitable opportunities.
Therefore, this calls for rationalization of our approach to recognize human resource as a resource whether the person is disabled or not. It is ultimately the right human resource for the specified job. When the person has the capabilities it needs to be effectively utilized and not challenged. The views, thoughts and perceptions about human resources from the "differently abled" needs to be addressed and recognized as a best considered choice on the part of the corporates.
Reference # 12M-2008-01-12-01. |
