Re: [AI] The disabled as an economic resource
Hi Mujtaba, I agree with your opinion. The condition of visually impaired from the job panorama is not satisfactory and pleasing in the government and as well as the private sector despite of a huge number of pronouncement and assurance given by the related authorities. I just shared the below article for the information, however, I am still not sure about it's complete trueness or falseness in terms of the job scope in the future. Such addvertisements and publications are more like a boaster, which is done just for a formality and fulfilling the socal responsibilities and legle obligations for that matter. Anyways, we have no option but to expect something good to be happened. Regards, Amit Bhatt - Original Message - From: "Mujtaba Merchant" To: Sent: Thursday, May 03, 2012 1:34 PM Subject: Re: [AI] The disabled as an economic resource Hello Amit, Thanks for the brilliant share. I will be further sharing this article on my professional networking site and page. There is change but very slow in the corporate sector, can't say much about the government sectors. I have heard some instances where the visually impaired were employed in a job with an government outfit, but not much work was deligated to this person and he ended up being a bench warmer just like the other government employees... Mujtaba Merchant Bangalore, India -Original Message- From: accessindia-boun...@accessindia.org.in [mailto:accessindia-boun...@accessindia.org.in] On Behalf Of Amit Bhatt Sent: Thursday, May 03, 2012 4:54 AM To: accessindia@accessindia.org.in Subject: [AI] The disabled as an economic resource The disabled as an economic resource Ajay Kela Posted: Monday, Apr 30, 2012 at 0324 hrs IST India has a very unique talent pool of an estimated three million educated disabled. What makes them so unique? The educated disabled have demonstrated tremendous resilience and have been toughened by the challenges of inadequate school facilities, lack of accommodating transport infrastructure and yet have graduated from high schools and colleges. This segment of society reflects an enormous 'can-do' attitude and is equipped with tremendous staying power which corporate India can leverage. Corporate India could derive better business value in terms of higher productivity, reduced attrition and lowered training costs by employing this talented pool within existing corporate jobs. Today, the average employment rate of disabled people in the private sector is only 0.28%. The public sector showed an employment rate of 0.54% even though the population of the disabled in the country exceeds 6%. The inherent reasons for the lack of sensitivity on behalf of the corporate sector are a matter of concern. But, it hasn't helped that the government too has fallen behind its plans. 'Scheme of Incentives to Employers in the Private Sector for providing Employment to Persons with Disabilities (PwD)', which was launched in 2008, was meant to create 1,00,000 jobs annually for the disabled. It has barely created a few hundred. The ministry of social justice and empowerment also seems unable to motivate the private sector through incentives that encourage the employment of the disabled. The government has agreed to reimburse the employers' contribution to the provident fund for disabled employees earning up to R25,000 for the first three years. R1,800 crore was sanctioned for this scheme under the 11th Five Year Plan. The revised estimate for 2009-10 was R3 crore, of which only R1 crore was released. The orthodox routes of disability management focused around welfare, reservations, concessions, subsidies and other short-term practices have clearly failed to deliver results. India has a large and unique population of educated disabled with excellent leadership skills, staying capacity and unparalleled productivity. Can the past be set aside and can corporate India realise the business value of the three million educated disabled? Large enterprises with foresight and taking a cue from western world, where the disabled fare are already part of the mainstream, are working towards leveraging this positive slice of the demographic pie. Companies such as Wipro, Tata, Mindtree, GenPact, Symphony Services and Mphasis have recognised that the disabled can solve many persistent human resource problems and are hiring the disabled in encouraging numbers. Across all sectors companies can employ people with disabilities that map to specific jobs. For instance, the BPO industry has greater than 50% attrition of current employees due to mismatch of job aspirations. Back-end data processing can be handled by majority of physically disabled or those with speech and hearing impairment. Recently, Gitanjali Gems Ltd announced a training centre in Hyderabad that would provide jobs to 1,000 PwDs. Others are creating similar examples in a bid to use a resource that has so far remained hidden
Re: [AI] The disabled as an economic resource
Hello Amit, Thanks for the brilliant share. I will be further sharing this article on my professional networking site and page. There is change but very slow in the corporate sector, can't say much about the government sectors. I have heard some instances where the visually impaired were employed in a job with an government outfit, but not much work was deligated to this person and he ended up being a bench warmer just like the other government employees... Mujtaba Merchant Bangalore, India -Original Message- From: accessindia-boun...@accessindia.org.in [mailto:accessindia-boun...@accessindia.org.in] On Behalf Of Amit Bhatt Sent: Thursday, May 03, 2012 4:54 AM To: accessindia@accessindia.org.in Subject: [AI] The disabled as an economic resource The disabled as an economic resource Ajay Kela Posted: Monday, Apr 30, 2012 at 0324 hrs IST India has a very unique talent pool of an estimated three million educated disabled. What makes them so unique? The educated disabled have demonstrated tremendous resilience and have been toughened by the challenges of inadequate school facilities, lack of accommodating transport infrastructure and yet have graduated from high schools and colleges. This segment of society reflects an enormous 'can-do' attitude and is equipped with tremendous staying power which corporate India can leverage. Corporate India could derive better business value in terms of higher productivity, reduced attrition and lowered training costs by employing this talented pool within existing corporate jobs. Today, the average employment rate of disabled people in the private sector is only 0.28%. The public sector showed an employment rate of 0.54% even though the population of the disabled in the country exceeds 6%. The inherent reasons for the lack of sensitivity on behalf of the corporate sector are a matter of concern. But, it hasn't helped that the government too has fallen behind its plans. 'Scheme of Incentives to Employers in the Private Sector for providing Employment to Persons with Disabilities (PwD)', which was launched in 2008, was meant to create 1,00,000 jobs annually for the disabled. It has barely created a few hundred. The ministry of social justice and empowerment also seems unable to motivate the private sector through incentives that encourage the employment of the disabled. The government has agreed to reimburse the employers' contribution to the provident fund for disabled employees earning up to R25,000 for the first three years. R1,800 crore was sanctioned for this scheme under the 11th Five Year Plan. The revised estimate for 2009-10 was R3 crore, of which only R1 crore was released. The orthodox routes of disability management focused around welfare, reservations, concessions, subsidies and other short-term practices have clearly failed to deliver results. India has a large and unique population of educated disabled with excellent leadership skills, staying capacity and unparalleled productivity. Can the past be set aside and can corporate India realise the business value of the three million educated disabled? Large enterprises with foresight and taking a cue from western world, where the disabled fare are already part of the mainstream, are working towards leveraging this positive slice of the demographic pie. Companies such as Wipro, Tata, Mindtree, GenPact, Symphony Services and Mphasis have recognised that the disabled can solve many persistent human resource problems and are hiring the disabled in encouraging numbers. Across all sectors companies can employ people with disabilities that map to specific jobs. For instance, the BPO industry has greater than 50% attrition of current employees due to mismatch of job aspirations. Back-end data processing can be handled by majority of physically disabled or those with speech and hearing impairment. Recently, Gitanjali Gems Ltd announced a training centre in Hyderabad that would provide jobs to 1,000 PwDs. Others are creating similar examples in a bid to use a resource that has so far remained hidden. Today's economy has the ability to deliver a win-win solution for the disabled in society and for corporate India. Businesses have begun to recognise the wealth that exists in PwDs. They are putting in place processes and support systems that can fine-tune this talent to meet their needs. It is a momentous change silently taking place within the folds of corporate India. Organisations like the Wadhwani Foundation are propelling the change with their mission of mainstreaming the educated disabled in corporate India. The Foundation is driving training and placement of 1,00,000 disabled (in five years) into sustainable high quality jobs within corporate India. They hope that the companies will recognise the business value through these initial hires and recruit the remaining educated millions, making it a self-sustaining model. The Foundation works with co
[AI] The disabled as an economic resource
The disabled as an economic resource Ajay Kela Posted: Monday, Apr 30, 2012 at 0324 hrs IST India has a very unique talent pool of an estimated three million educated disabled. What makes them so unique? The educated disabled have demonstrated tremendous resilience and have been toughened by the challenges of inadequate school facilities, lack of accommodating transport infrastructure and yet have graduated from high schools and colleges. This segment of society reflects an enormous 'can-do' attitude and is equipped with tremendous staying power which corporate India can leverage. Corporate India could derive better business value in terms of higher productivity, reduced attrition and lowered training costs by employing this talented pool within existing corporate jobs. Today, the average employment rate of disabled people in the private sector is only 0.28%. The public sector showed an employment rate of 0.54% even though the population of the disabled in the country exceeds 6%. The inherent reasons for the lack of sensitivity on behalf of the corporate sector are a matter of concern. But, it hasn't helped that the government too has fallen behind its plans. 'Scheme of Incentives to Employers in the Private Sector for providing Employment to Persons with Disabilities (PwD)', which was launched in 2008, was meant to create 1,00,000 jobs annually for the disabled. It has barely created a few hundred. The ministry of social justice and empowerment also seems unable to motivate the private sector through incentives that encourage the employment of the disabled. The government has agreed to reimburse the employers' contribution to the provident fund for disabled employees earning up to R25,000 for the first three years. R1,800 crore was sanctioned for this scheme under the 11th Five Year Plan. The revised estimate for 2009-10 was R3 crore, of which only R1 crore was released. The orthodox routes of disability management focused around welfare, reservations, concessions, subsidies and other short-term practices have clearly failed to deliver results. India has a large and unique population of educated disabled with excellent leadership skills, staying capacity and unparalleled productivity. Can the past be set aside and can corporate India realise the business value of the three million educated disabled? Large enterprises with foresight and taking a cue from western world, where the disabled fare are already part of the mainstream, are working towards leveraging this positive slice of the demographic pie. Companies such as Wipro, Tata, Mindtree, GenPact, Symphony Services and Mphasis have recognised that the disabled can solve many persistent human resource problems and are hiring the disabled in encouraging numbers. Across all sectors companies can employ people with disabilities that map to specific jobs. For instance, the BPO industry has greater than 50% attrition of current employees due to mismatch of job aspirations. Back-end data processing can be handled by majority of physically disabled or those with speech and hearing impairment. Recently, Gitanjali Gems Ltd announced a training centre in Hyderabad that would provide jobs to 1,000 PwDs. Others are creating similar examples in a bid to use a resource that has so far remained hidden. Today's economy has the ability to deliver a win-win solution for the disabled in society and for corporate India. Businesses have begun to recognise the wealth that exists in PwDs. They are putting in place processes and support systems that can fine-tune this talent to meet their needs. It is a momentous change silently taking place within the folds of corporate India. Organisations like the Wadhwani Foundation are propelling the change with their mission of mainstreaming the educated disabled in corporate India. The Foundation is driving training and placement of 1,00,000 disabled (in five years) into sustainable high quality jobs within corporate India. They hope that the companies will recognise the business value through these initial hires and recruit the remaining educated millions, making it a self-sustaining model. The Foundation works with companies to identify functional areas and required competencies for potential jobs within the enterprise; it then recruits and trains candidates in these competencies; and finally it facilitates placement and provides post-placement support to the company and the candidate. By matching skills to abilities of disabled candidates and providing targeted, market -linked vocational training that is relevant to the needs of employers, it enables PwDs to offer higher quality of work over a sustained period of time. The Foundation's approach, which is replicable, has delivered success in a wide variety of industries such as business process outsourcing, remote infrastructure management, retail sales and facilities management. On the other hand, industry
