Nearly 2.13% of India's population is disabled in some way. Long-term exclusion of this sizable population has cost the nation greatly in terms of employable workers and productive work hours. Due to a feeling of hesitation regarding how to approach the impaired employee, most people experience some level of discomfort around them. Many individuals with disabilities possess strong intellectual capabilities and have the potential to be excellent performers if they are given the proper opportunities and assistance from their organisations. In conversation with People Matters, Swati Rustagi, director, DE&I, International Markets, Consumer, Amazon, shares her thoughts on how businesses must create a strong policy and strategy to accept people with disabilities who can be accommodated within the organisation's operational framework.

Persons with Disability in India face many challenges when looking to develop employable skills and in gaining meaningful employment. How can these challenges be addressed?

 As per International Labour Organisation, around the world, PWDs have lower employment rates than the general population. We, in DE&I, have been at the forefront of executive discussions for some time now and demonstrated that it is more than just a trend but a sustainable way of living for the firm through the numerous programmes and activities dedicated to the group over the years. 

Amazon has the right approach to develop a diverse, equal, and inclusive environment to upskill and enable individuals from diverse backgrounds and create meaningful work opportunities for them to prosper and grow in ways that work best for them. Our LOI with DePwD and SCPwD focuses on skilling, certification, and entrepreneurship, which are designed to uniquely enable and position PwD participation in mainstream society.

These opportunities help the challenged people to be productive members of society and the organisation. It instills in them a sense of self-worth and confidence which might open the doors to creativity and innovation that will benefit the organisation. Amazon recently signed a Memorandum of Understanding (MoU) with Sarthak Educational Trust (SET) for a special grant of Rs 25 million, which is directed towards reducing the skill gap in employable young PwDs through a state-of-the-art Global Resource Center (GRC).

What are some myths, stigma attached to disability, and stereotypes that hinder employment and growth opportunities for differently-abled talent? How can the issue be addressed?

Inclusion is the foundation of diversity programmes. As a first step, we must initiate sessions and modules which help different groups feel included. Small acts like creating gender-neutral restrooms, offering same-gender partner health insurance coverage, and creating opportunities for persons with disabilities and others make a big difference. Many lack awareness of issues associated with diversity. DEI initiatives should go beyond CSR compliance and make sure that various individuals get opportunities to be financially independent. A focused contribution is needed to bridge the accessibility gap to such opportunities or education.

Establishing diversity, equity, and inclusivity in the workplace goes beyond business growth; companies must make a sustainable positive difference.

How do you ensure that upskilling of PwD translates into employment and training offered to them is meant to uplift and not further entrench stereotypes about the kind of work that PWDs can do?

We believe that building a culture that is welcoming and inclusive is integral to people doing their best work and is essential to what we can achieve as a company. We actively recruit people from diverse backgrounds to build a supportive and inclusive workplace. We take steps to ensure employees have a sense of belonging, value, and opportunity. Equity in a workplace means everyone receives respectful and dignified treatment. There is transparency to cause and effect, and everyone knows what to expect in terms of consequences and rewards. When equity exists, people have equal access to opportunities. 

At Amazon India, we have a range of programmes like inclusive leadership training, unconscious bias training, and more to help our leaders understand what works best. The idea is to build a diverse as well as inclusive workforce that drives successful and impactful results. We emphasise that diversity is not just about gender, but also about including different cohorts of people who are underrepresented today.

We continuously aim to bring them to the forefront and provide them with ample opportunities and support when they enter the workspace. They are also provided with specific training to bring the equity that they would need to have a level playing field with everyone else. With the right policies and behaviour in place, organisations can truly build an inclusive and high-trust culture. It will always be a work in process: continuously reworking the points where employees may feel left out and investing in an environment where people are free to be themselves.

How will companies eliminate reasonable accommodation at work, access to public transport, discrimination, and ignorance about persons with disabilities potential at work?

Workplace accommodations, such as flexible work schedules or modified job duties, have the potential to play a major role in the ability of many people with disabilities to participate in the workforce.

In the last few years, we focused our efforts on women, the LGBTQIA community, military veterans, and the differently-abled. Amazonians with disabilities contribute in almost every aspect of Amazon in India, be it ecommerce, seller support, fulfillment centres, sort centres, delivery stations, or customer service. Leveraging its massive tech and innovation infrastructure, we have been enabling employees with disabilities throughout the vast network, empowering them with financial independence and helping them realise their true potential.

We also push our effort to overcome common barriers, such as the use of ableist language, learning to approach PwD the right way when expressing our concerns and offering our help, as well as to recognise and reinterpreting communication styles. From having buddies and coaches at the workplace for smoother onboarding to resource groups for PwD employees to connect on shared interests and support each other, our efforts have been diverse. 

With the right policies and behaviour in place, organisations can truly build an inclusive and high-trust culture. It will always be a work in process: continuously reworking the points where employees may feel left out and investing in an environment where people are free to be themselves.

Do offering skill courses ensure inclusivity for Persons with Disability? 

Disability is not an inability, yet it is sometimes given attribution or misrepresented in society. Take, for instance, the situations of Stephen Hawking, Nick Vujicic, or Esther Mary Vergeer. While each of them was differently-abled, their efforts and talents allowed them to overcome the contextual exclusion. This is conclusive evidence that skill development helps shatter biases. Skill is critical for defining one's abilities because it allows us to carry out our plans successfully.

However, employees and the organisation must receive the appropriate education to express compassion and assistance.

Image credit: YS