Disability Legislation and
Making Recruitment Process Inclusive
Rama Chari
DEOC
www.deoc.in
Disability Legislation – UN Convention on the
Rights of Persons with Disabilities (UNCRPD)
Purpose: To promote, protect and ensure the full and
equal enjoyment of all human rights and fundamental
freedoms by all persons with disabilities, and to promote
respect for their inherent dignity.
Article 27 deals with “Work & Employment”.
Prohibit discrimination on the basis of disability with
regard to all matters concerning all forms of employment,
including conditions of recruitment, hiring and employment,
continuance of employment, career advancement and safe
and healthy working conditions;
Ensure that reasonable accommodation is provided to
persons with disabilities in the workplace.
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What is Equal Opportunity?
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Reasonable Accommodation
Reasonable accommodation" means ensuring, for
persons with disabilities, “necessary and appropriate
modification and adjustments”, wherever and whenever
needed.
Reasonable accommodation would refer to such steps,
facilities, or measures that are required to establish a
level playing field so that persons with disability can be
treated equally and on par with those who do not have
disabilities.
Types of Accommodations
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Making modifications to the premises to make it accessible
Assigning the person to a different place of work
Providing accessible transport
Assistive Device and/or technology
Modifying equipments
Altering the person’s working hours
Job Restructuring & reassignment
Modifying instructions or reference manuals
Modifying procedures for testing and assessments
Modification in Training
Providing a reader or an interpreter
UNCRPD (Cont.)
Article 9 - Accessibility
- Buildings, roads, transportation and other indoor and outdoor facilities, including
schools, housing, medical facilities and workplaces;
- Information, communications and other services, including electronic services and
emergency services.
• To ensure that private entities that offer facilities and services which are
open or provided to the public take into account all aspects of accessibility for
persons with disabilities;
• To provide training for stakeholders on accessibility issues
• To provide in buildings and other facilities open to the public signage in
Braille and in easy to read and understand forms;
• To provide forms of live assistance and intermediaries, including guides,
readers and professional sign language interpreters, to facilitate accessibility
to buildings and other facilities open to the public;
• To promote other appropriate forms of assistance and support to persons
with disabilities to ensure their access to information;
UNCRPD (Cont.)
Article 21 - Freedom of expression and opinion, and access
to information
a) Providing information in accessible formats
b) Accepting and facilitating the use of sign languages, Braille, augmentative
and alternative communication, and all other accessible means, modes and
formats of communication of their choice by persons with disabilities in
official interactions;
c) Urging private entities that provide services to the general public, including
through the Internet, to provide information and services in accessible and
usable formats for persons with disabilities;
d) Encouraging the mass media, including providers of information through the Interne
to make their services accessible to persons with disabilities;
e) Recognizing and promoting the use of sign language
Making Recruitment Process Inclusive
Sourcing
MAINSTREAM
- Advertisements
- Regular Walk-ins
- Employee Referrals
- Campuses
- Vendors
- Job fairs
- Online job portals
TARGETED
- NGOs/Consultants
- Special Employment
Exchanges
- VRCs
-Special Recruitment
Drives
-Job fairs for disabled
people
Application
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Ensure Application Form is non discriminatory.
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Communicate your EO Policy
• When you invite people to apply for a job, make it clear that you particularly
Welcome applications from people with disabilities and that you are happy to
adjust the arrangements for an interview in order to meet any particular needs
they may have.
• Make Applications available in Alternate Formats
The application form should be made available in alternative formats i.e. large print,
Braille or computer diskette.
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Have a system to answer any queries. (Give your mail & telephone numbers)
Selection
• Ensure that you provide accommodations to participate in the selection
Process (Venue, testing method, provision for scribes, time. Formats,
sign language interpreter etc.)
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Ensure your recruiters and interview panel are aware of disability etiquette
• Conduct interviews in a manner that emphasises abilities, achievements and
individual qualities.
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Ensure that selection/rejections are not on the grounds of disability.
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Have reasons clearly written for rejection, in case there are any dispute later.
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The terms and conditions, benefits, etc. should also be non discriminatory
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The Medical Tests should be non discriminating.
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Ensure Induction is inclusive.
DEOC
DEOC (www.deoc.in) is an inclusive company
that offers services to corporate, institutions
and NGOs • Consultancy Service
• Accessibility Service
• Research & Development
• Training Service
Some of our clients: Wipro, MphasiS, TCS, IIMB, CII, NCPEDP
Government of India (National Trust, RCI)
Publication: Values Route to Business Success – The Why and How
of Employing People with Disabilities
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