How Disability Affects the Workplace in India

How Disability Affects the Workplace in India

            There has been extensive research on managing diversity in the United States. However, the operation of most businesses is in a global environment in various sovereign states. The global business environment is faced with various aspects that are alien to the home business environment of the organization. The exogenous aspects influence decision making on how organizational resources are used and resource exploitation. It is in light of these different aspects that a study into how dimensions of diversity in workforces in the global environment are necessary. The heterogeneity of the worldwide business environment defines the cross-cultural and multi-national components of workforce composition (Just, 2020). The global business environment heterogeneity varies with that of the United States depending on the laws, cultures, and beliefs of the sovereign country. This research project seeks to provide answers on how disability affects the workplace in India.

The Indian workplace has evolved to be an economically liberalized country. India forms part of the fastest developing economies in the globe, having attained rapid economic growth and development over the last decades (Mahadik, 2016). This has opened the Indian economy to foreign capital and foreign investment, therefore, enhancing the global business environment and encouraged international organizations. The Indian population of 1.353 billion is widely diversified along ethnic, religious, and gender dimensions. Indian culture plays a crucial role in workplace composition and diversity and inclusion (Kulkarni, Boehm & Basu, 2016). An analysis of the Hofstede dimensions for India indicates a society with considerable power distance. Even though the scores are an indication of change, the attitude of traditional caste that had been outlawed still impacts Indian society. The country records the relatively moderate score for the other Hofstede dimensions. With a score of 77, the country has a high-level power inequality and wealth.

Also, India scores 61 in the Long-term orientation depicting a society that is unwavering despite challenges and unwilling to spend. The masculinity dimension scores 56; this indicates that the male population is more competitive than their female counterparts. The Indian society displays collectivistic traits scoring 48. It indicates a preference to belong to the larger social framework. The Indian uncertainty avoidance index is at 40, and this indicates the culture is welcoming to unstructured opinions and circumstances (Thampi, Jyotishi & Bishu, 2018).

The disabled workforce in India holds several stereotypes and internalized prejudices. The disability workforce also faces a number of stereotypes and prejudices that affect how they are treated in the workplace and how they view themselves (Rawat & Basergekar, 2016). The disabled feel pity and shame on themselves for their situation. The people have negative attitudes with inaccurate beliefs about their abilities and capabilities. This leads to low expectations and less allocation of responsibilities. The disabled are considered to be lesser human and limited in their abilities. The disabled are also considered to be a bother to the society and the business environment (Sharma, 2018). There are prejudices that disabled members of the workforce cannot take organizational leadership roles; the disabled therefore settle for lower rank positions. There are prejudices that the disabled category in the workplace cannot handle complex and intricate tasks. This implies they cannot be assigned roles and responsibilities that require critical skills but simple roles that can be handled by everyone. They, therefore, face immeasurable discrimination and are, at times, excluded from diversity inclusion policies.

Cultural and institutional pressures and biases impact how disabled members are integrated into the workforce and their retention. Institutional bias is evident in India, and in this case, workforce recruitment policies for organizations and businesses are not favorable to people with disabilities even though they possess qualifications as fellow applicants (Gacche, 2020). Organizations may lack structural facilities to facilitate and support workers with disabilities, and this limits their access to resources in the organizations and the easiness to operate tasks in the workplace. Institution leadership in most organization’s in India underestimates people with disabilities. These attitudinal biases are credited with the few or no work promotion among employees with disabilities. In India, people with disabilities face cultural stigma and discrimination. In New Delhi, females with disabilities are driven into mental health facilities where they face mistreatment. The people are denied access to education programs and equal chances to pursue careers that are helpful in the workplace (Wolfe, & Werhane, 2017). These biases render disabled members of the workforce in India disadvantaged and excluded.

India has, for a long time, recognized the significance of the inclusion of people with disabilities diversity in the workplace. Some policies and regulations mandate the inclusion of the disabled in employment opportunities and treatment in the workplace. The laws prohibit discrimination and stigmatization of persons with disabilities in the workplace. From as early as 1872, India had conducted census counts on persons living with disabilities, and this has been fundamental in policymaking. In April 2017, the rights of persons with disabilities Act 2016 was asserted into law. The Act served to complement the United Nation’s convention on the rights of people who are disabled. This Act extended the reach into private organizations and required them to make them bearable for persons with disabilities (Nanda, 2019).

Also, Businesses in India have realized the positive impact of having a diversified workforce. The businesses are, therefore, undertaking several measures to promote the inclusion of diversity in the workplace. This stems right from organizational policies and the foundational mission and vision sentiments. The businesses are adopting policies that are diverse friendly and encourage the hiring of employees with diversities, including disabled persons. Most businesses have or are in the process of effecting structural and architectural advancements to business premises. Businesses are valuing diversity and offering equal chances for promotion or role-playing to all qualified candidates, including disabled persons. Businesses are also providing training and education programs to their workplace on the importance of diversity and ways to value diversity.

Businesses operating in India need to take note of the report on Doing Business published in 2019. The report indicates that India is ranked among the most progressing economies. It is also ranked number 77 in nations where it is easy to conduct business in the world. Businesses should utilize the market niche. The disabled constitute 2.1% of the total population in India, and as evident, businesses should design measures to ensure the inclusion of disabled persons in their workforces (Gupta, Yadav & Malhotra, 2016). Businesses should design policies that are friendly with the culture of Indian society. The diverse cultural environment is mostly traditional, and people are willing to side with the popular view. The disability group in the workforce is a group that businesses need to give keen interest. The business environment in India should, however, devise better ways to address challenges they face in beating cultural and organizational pressures.

References

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Gupta, S., Yadav, R., & Malhotra, A. K. (2016). Assessment of physical disability using Barthel index among elderly of rural areas of district Jhansi (UP), India. Journal of family medicine and primary care, 5(4), 853.

Just, V. (2020). Research On The Improvement Of Business Processes In Global Companies Within A Sustainable Framework. In Sustainable Business Processes in Global Companies (pp. 107-164). Springer Gabler, Wiesbaden.

Kulkarni, M., Boehm, S. A., & Basu, S. (2016). Workplace inclusion of persons with a disability. Equality, Diversity and Inclusion: An International Journal.

Mahadik, Y. (2016). BuIldIng a dIvErSE wOrkplaCE In IndIa. NHRD Network Journal, 9(2), 46-53.

Nanda, B. C. (2019). Disability and Empowerment: A Reading through the Rights of Persons with Disabilities Act, 2016.

Rawat, P. S., & Basergekar, P. (2016). Managing workplace diversity: Performance of minority employees. Indian Journal of Industrial Relations, 488-501.

Sharma, A. (2018). Myths about disability: A literature review. Economic and Social Development: Book of Proceedings, 1-7.

Thampi, P. P., Jyotishi, A., & Bishu, R. (2018). Revisiting Hofstede in the Indian context: understanding the influence of entrepreneurial culture on performance of micro, small and medium enterprises. International Journal of Entrepreneurship and Small Business, 33(3), 380-399.

Wolfe, R. W., & Werhane, P. H. (2017). Introduction: The Indian context: Breaking Boundaries. In Global Women Leaders. Edward Elgar Publishing.