Despite forming 15% of the global population, individuals with disabilities face considerable challenges in employment. In India, the unemployment rate for Persons with Disabilities (PwDs) stands at 63%. While access to education has improved, campus placements continue to pose a hurdle. A lack of awareness among recruiters and limited exposure to inclusive practices contribute to the issue.
Strengthening Campus Outreach
To encourage applications from PwDs, companies should clearly communicate their inclusive hiring policies through emails, posters, and events. Placement talks must outline available accommodations and showcase inclusive practices. Accessibility of venues, simplified content, proper lighting, and clear audio are essential. Follow-up Q&A sessions can help address specific concerns.
Rethinking Application Processes
Job descriptions should focus on essential skills and allow flexibility in task execution. Companies can adopt skill-based assessments and internships as alternative evaluation tools. Application platforms must be accessible, with clear instructions for requesting accommodations. Interviews should take place in inclusive environments with trained panels.
Sensitising Recruiters and Leaders
Recruiters should undergo disability sensitisation training to ensure respectful, inclusive interactions. Group discussion moderators must establish accessible communication norms. Business leaders also play a crucial role in promoting inclusive hiring by supporting diverse team-building strategies and understanding the value PwDs bring to the workforce.
Using Assistive Technologies
Assistive technologies such as screen readers and speech-to-text tools enable equitable participation. Reasonable accommodations—like extended test time, interpreters, or alternative test formats—level the playing field for candidates with specific needs.
Inclusive Onboarding
Inclusivity must extend to post-selection stages. Reference checks should focus on capabilities, not conditions. Onboarding materials must be accessible in multiple formats. Assigning peer mentors and conducting pre-joining accommodation interviews can ease transition. A dedicated budget for accommodations ensures long-term success.
By implementing these strategies, universities and employers can create a more inclusive placement ecosystem that recognises the potential of students with disabilities.
