Ashajobs is an online portal devoted to workforce diversity empowerment. The high-quality portal provides job offers and employment opportunities especially to Female and PwD(Person-with-Disabilities) candidates. It maintains and regulates one of the largest databases and resources curated for diversity inclusion in organizations across India.
Organizations interested in DNI(Diversity and Inclusion) are welcome to partner with us in building an environment that transcends conventional, professional workspaces that leverage DNI hiring along with training and skill development for the same.
Any condition that limits routine human body functions such as speaking, walking, hearing, etc. to an extent can be termed as disability. Disability can result from an accident or one may carry it from birth. Broadly there are 4 kinds of disabilities:-
Physical – The person would bear restricted muscular movements. They may be active only with a helping device.
Visual – The person might be blind in one or both eyes, experiencing limitations in acknowledging their surroundings fully.
Aural – The person might be deaf or mute in one or both ears. It would be difficult to properly communicate or absorb information.
Mental – The person may experience such as short episodes and effects of anxiety, panic, aggravated stress, depression and remain absolutely fine the rest of time.
Intellectual – The person would display below-average speed of thought. They might not be able to adapt to or learn from new changes as quickly as others.
At AshaJobs we look at disabilities with a different perspective. We strive to offer Persons with Disabilities, the opportunities with which they can thrive, envision a life beyond their conditions and live the way they deserve to.
Fact: There is no such proof to that. PwD are as likely to run into accidents as their peers with no significant disabilities. It’s a misconception that the challenged people are susceptible to getting injured often at the workplace. Insurance premiums and covers are evaluated based on the nature of accidents and shouldnt contain angles that take into account characteristics of the person insured, in this case, disabled or not disabled.
Fact: Many employers out there think that employing PwD will bring down productivity and make them miss their targets. That is not true. In actuality, when PwD are assigned tasks that fit close to their current capabilities, they perform almost equivalent to other employees and take home full salary.
Fact: It is actually other way round. Many customers appreciate when they observe that the company that is serving them has taken responsibility for hiring persons with disability. It not only translates to good optics but also sends out an inspiring message for many out there such as employees with disabilities can be equally efficient and competent as others for nearly all kinds of jobs.
Fact: Companies that devote a certain percent of their employee-base to PwD, intern them, train them and raise them to nearly all kinds of skills and competency, subsequently, those employees move up the ranks crossing each level of hierarchy.
Fact: Employers believe that PwD remain absent for most of the time without permit or any accounting because of their condition. That is just another ignorant belief. Any PwD is as careful about keeping their jobs just like everybody else. And disability is not the same as sickness, it actually is a restricted ability of some part of the human body which people confuse with lying in bed for days. So even if any PwD reports for a sick leave, they are just as likely to report back with wellness as their able peers.
Fact: Again it is the other way round the cost of hiring, training and validating permanence of PwD as an employee is much lower than that of fully-abled ones.
We cannot freely say that the world is very PwD – friendly. But we can only do our part. AshaJobs is here to do its part to change that by 180 degrees, step-by-step, beginning with serving PwD with the most vital of their lives’ opportunities, employment.
No PwD should be assumed with lack of skills, competency, experience, knowledge, insight and acumen. They might be challenged to an extent with restricted ability but may communicate understandably enough otherwise.
Our aim to make professionals evolve their thoughts and theories about PwD and consequently integrate them smoothly in the current work culture.
Let’s take a look at how we can do that.
Physically challenged: This goes for people with any disability, one shouldn’t assume that they always are looking for help. Instead ask if they need help at the moment. Do not touch their assistive devices such as walker, cane, crutch, braces etc., unless they allow since these helping equipment happen to be their personal. Do not gesture surprises when you observe their activities as that can leave a negative impression. Think of ways with which you can help them beforehand such as keep their parking spot vacant, a bit earlier to their arrival, make way on the slope if they are likely to use it or help provide access to the venue they are likely to enter. You can also help them with their accessories such as their workstations, laptops, briefcase, coats, etc.
Visually challenged: To aid those with visual impairments, you can begin by speaking out helpful directions such as telling them to move a little to their right or left, take 2 steps forward, to reach out to what they are trying to get at. If they are entering a new workspace that you are familiar with, help them register space in their mental imagery such as by helping remember the paths to the restroom, first-aid/sick room, grievance office, canteen/cafeteria, stairs, lift parking, entry and exit. Importantly as you introduce them to the fresh spaces, introduce them to new co-workers as well.
The visually challenged colleague might require a bit of adjustments with incident light in the workspace and software that supports text-to-speech or vice-versa on their computers. When speaking with them make it a point to keep your voice at a normal pitch. Some of the PwD with visual difficulties keep pets as their day-to-day guide. Try to keep yourself away from the pets as getting familiar with them could distract them.
Aurally challenged: Those who are hard of hearing or are deaf, are able to communicate in some way or form primarily by use of sign language. So when you have someone who is challenged similarly, it is often better to face them or gesture them so as to catch their attention and then convey any information. Learn a few common signs, expressions and indications that’d make the communication between you and them better. Patience is the real key here, if you can’t grasp what the person is trying to pass then you can ask them to repeat or communicate via writing on a notepad.
Mentally challenged: One of the proven methods of getting familiar with mentally challenged persons is inclusion. Make sure that you don’t isolate them. Include them in activities, programs, teams, etc. so that they feel supported. It may happen that your colleague is on active medication, so if you have come to notice that then at best you can remind them to not break their routine with that and also to consume plenty of water.
Another important endeavor at your end can be to keep the workspace atmosphere flexible for the mentally challenged colleagues. Such as letting them meet their caretakers and healthcare guardians, such arrangements will help them cope up with side effects of medicines they are on.
Intellectually challenged: This category may be hard to figure at first as it has a spectrum of difficulties that aren’t tangible or strikingly evident. People who have intellectual disability experience weakness of reason and thought which translates to either being short on memory, frail reading or writing abilities. The best way to handle that is to help them in their everyday learning and training, it would require you to put in some time for that but would definitely bear fruits in the long run. Notes, reminders, locations, routes are somethings you can help them keep. Help them understand the work culture; the schedule, tasks, salary structure, etc.