Empowering persons with disabilities – the skilling imperative

Recently, I read a great story, full of promise for the future. One individual’s efforts in the state of Telangana have ensured that persons with disabilities can exercise their right to vote on an equal footing with the rest of population. People with visual disabilities are now expected to have Elector’s Photo Identity Cards supporting braille and volunteers will support the process with braille ballots. Measures to provide for the needs of persons with other types of disabilities are underway. 

The case for inclusion is well established. It drives innovation, powers profits and socio-economic growth, and makes the world a better, more equal place. Yet, with higher expenditures, lower education and limited employment opportunities, the journey to equal opportunities remains arduous for persons with disabilities (PWDs). 

Efforts to improve the situation are under way and the Rights of Persons with Disabilities Act 2016 introduced many new provisions to provide equal access to education, create employment opportunities, and make physical spaces more accessible. It also expanded the definition of what counts as a disability. It helped move the needle and brought attention to many of the challenges before us.

Of all challenges, to me it’s clear that bridging the gap in education and skills is the most pertinent. As we race into the digital economy, the lives of marginalized communities such as PWDs will be impacted the most. They are likely to face a double-disadvantage, a higher risk of technological disruption from automation and the loss of new opportunities. Research indicates that people with a limited financial safety net, lower job security, lower proficiency in high-demand skills and unequal access to training are at highest risk.  

As per the last count, one in two PWDs in India are illiterate, compared to one in four of the total population. In 2014, one third of children with disabilities between the ages of six and 13 years were out of school, and children who did make it to school dropped-out as they moved up, at a much higher rate. Nearly 50 percent dropped out in class eight, compared to less than three percent of other children. The picture wasn’t much better in higher education, with a 2015 survey by the National Centre for Promotion of Employment for Disabled People (NCPEDP) revealing that persons with disabilities form only 0.5 percent of the college going student population.

As a result of the Rights of PWDs Act of 2016, today children with disabilities between the ages of six and 13 have access to free education, and colleges too have seats reserved. More recently the Ministry of Health amended a Medical Council of India guideline, allowing students with 40 percent dyslexia to apply for a degree. The policy changes are laudable, but implementation and enforcement will be key. Cultural and attitudinal barriers need to evolve, teachers need to be trained, and more focus is needed on skills readiness.  

The private sector has a big role to play in skilling persons with disabilities for the future. To begin with they can set an example for others with inclusive hiring, retention and growth policies. At Accenture we commenced our journey a few years ago, and today have strong programs in place to ensure that persons with disabilities have the opportunity to thrive. Besides an expanded medical policy that now addresses the needs of persons with disabilities, and investments in providing technology tools and physical infrastructure, we have a focus on creating a culture of inclusion through open dialogue – for example, we run a #LetsTalk Mental Wellness program that encourages people across the organization to seek or offer support. Open conversations on the topic are the first step towards a world without stigma.

Another route is to lean on experts – non-government organizations such as Enable India that work with persons with disabilities. Accenture has helped develop a mobile social networking platform, Hamaari Vaani that helps persons with disabilities in rural areas easily find information on welfare schemes, education and employment. We have also partnered with the Leonard Cheshire Disability to launch the ‘Jobability’ portal that matches job seekers with job vacancies and resources such as support with managing their applications and providing training opportunities.

Leading companies need to role model and work towards making disability inclusion a key point on the corporate social responsibility and mission-driven investing agenda. We need to see more brands like Lemon Tree Hotels which is bringing people with disabilities into customer facing roles. CEOs and investors need to appreciate the strong qualitative and quantitative business case for robust disability inclusion programs. If companies become more aware of the potential gains, share success stories and demonstrate how to build these programs, we can quickly get more PwD into the workforce, where they can thrive, and prove to the world that when we focus on inclusion, everyone emerges a winner.