Safer and More Inclusive Workplaces for People with Disabilities

A 2021 survey by The Indian Express reported that while India has 30 million disabled individuals, only 3.4 million are employed. The disparity is upsetting. Jehaan, a partially blind 22-year-old young adult, shared his experience of having graduated with a bachelor’s in business administration but finding it hard to find an organization with accessibility accommodations like braille and audio cues in the office. Inclusion should be treated not merely as a concept, but as an ongoing, actionable practice woven into daily workplace decisions. Disabilities can be visible or invisible. Disabilities can be developmental (e.g., autism, ADHD, Down syndrome), physical (e.g., blindness, deafness, muscular dystrophy), or related to learning (e.g., dyslexia, dyscalculia).

What Disability Inclusion Looks Like in the Workplace

Disability inclusion in a workplace is more than just recruiting disabled people. An inclusive workplace is one that values the strengths of all its employees. It offers its employees a fair chance to succeed and learn. There are several ways a workplace can become more inclusive for people with disabilities, as explored in the sections below.

Empowering Disabled Voices 

Ableism often involves assuming control over the lives of disabled individuals without their input. In contrast, an inclusive and safe workplace prioritizes the voices, choices, and lived experiences of disabled people. Asking disabled employees what accommodations they need and including them in the decision-making process are some of the key ways in which an organization can practice inclusion. Disabled individuals can bring in fresher and more diverse perspectives, creative and innovative thinking, and first-person experiences. 

Accessible Infrastructure

Creating a safe and accessible work environment includes installing ramps, lifts, and wheelchair-accessible washrooms for employees with mobility challenges. Quieter spaces can also offer valuable support for autistic and neurodivergent individuals who may benefit from reduced sensory input. Ensuring technological accessibility means providing tools like screen readers for visually impaired employees. In some cases, offering printed materials in braille can also support those who need non-digital formats.

Disability Sensitizations and Workshops 

Diversity, equity, and inclusion conversations need to be emphasized and participated in by all stakeholders in the organization, from newer employees to senior management and leadership. Disability sensitizations can support people in learning more about the experiences of disabled folks and understanding ways in which they can interact, work, and support disabled colleagues at work. Disability sensitization also aims to unpack the discourses, biases, and prejudices that individuals may have about disabled people and their work. There are many available online and offline disability sensitization workshops for corporates in India. 

Building a Future Where Inclusion Is the Norm

Disability inclusion in the workplace is not a one-time effort—it is an ongoing commitment to equity, empathy, and intentional change. When organizations actively listen to disabled voices, create accessible environments, and invest in education and sensitization, they cultivate a culture where everyone can thrive. Inclusion benefits not just individuals with disabilities but entire teams and systems by fostering richer collaboration, deeper understanding, and more innovative outcomes. Building a truly inclusive workplace begins with recognizing that accessibility is not a favour—it’s a fundamental right. A lack of prioritization of diversity often results in missed opportunities to include valuable perspectives that can lead to more effective and equitable decision-making. Physical and attitudinal barriers—such as inaccessible meeting spaces and assumptions about capability—also limit the participation of people with disabilities in leadership roles, including lay leadership. This insight is emphasized by Ariel Simms, President of Disability Belongs, who advocates for greater inclusion in decision-making spaces.