Diversity in disability: leaders' accounts on inclusive employment in the Indian context

Abstract

Purpose

Despite several concerted efforts and directives, Indian organizations have a long road to travel with respect to the inclusion of persons with disabilities in the workforce. Disability taking different forms often impacts organizational decisions on employment and inclusion of persons with disabilities. Acknowledging the role of employers in improving their employment prospects, the purpose of this paper is to examine key factors that direct the decisions regarding targeted recruitment of persons with various types of disabilities.

Design/methodology/approach

The exploratory study is based on thematic analysis of senior executives' accounts to examine the factors that direct their decisions pertaining to employment of persons with varied types of disabilities.

Findings

Findings highlight organizational determinants that enable/disable employment of persons with varied types of disabilities. The organizational determinants reported are: knowledge about type of disability; work characteristics; accommodations based on type of disability; accessibility of physical infrastructure and external pressures; whereas, persons with orthopedic, vision, hearing and intellectual disabilities are represented in the employee base.

Research limitations/implications

The present study contributes to employer perspectives on workplace disability inclusion toward understanding the nuances of organizational dynamics and human perceptions. Future studies could explore perspectives of other key stakeholders and the conditions under which organizational determinants are perceived as enabling or disabling.

Originality/value

The present study highlights how disability type influences leaders' views on recruitment of persons with disabilities, in an under-researched study context of Indian organizations.

Citation

Suresh, V. and Dyaram, L. (2022), "Diversity in disability: leaders' accounts on inclusive employment in the Indian context", Equality, Diversity and Inclusion, Vol. 41 No. 3, pp. 454-473. https://doi.org/10.1108/EDI-05-2020-0133