Building Bridges: Advancing Disability Inclusion in Indian Workspaces

“True inclusion is about empathy and co-creation, not compliance.” — Rohan Sylvester, Talent Strategy Advisor, Indeed.

When it comes to diversity, equity, inclusion, and belonging (DEIB), disability inclusion is an area that requires greater attention. While strides have been made, barriers still exist — from inaccessible environments to unconscious biases. But with the right commitment and empathy, companies can create spaces where everyone can thrive.

Indeed and ETHRWorld’s recent webinar, “Building Bridges: Advancing Disability Inclusion in Indian Workspaces,” brought together experts from Kyndryl, HCLTech, Incluzza, and Indeed to exchange perspectives, share challenges, and explore actionable solutions. The discussion offered powerful insights into creating inclusive workspaces that recognize and harness the strengths of people with disabilities (PWD), while also addressing stigma, structural limitations, and policy challenges.

Barriers beyond the obvious

Disability inclusion isn’t just about ramps and elevators. Rajita Singh, Chief People Officer at Kyndryl, shared the story of a non-verbal employee who struggled to participate in virtual meetings despite having brilliant ideas. “Her insights were getting overlooked in the chat. It was a classic case of lateral ableism,” she said. This incident inspired Kyndryl to launch Kyndryl Inclusion Networks (KINs), where employees drive the inclusion agenda through storytelling and reverse mentoring.

Shristi Gajurel, Disability Inclusion Consultant at Incluzza, believes the biggest hurdle is attitude. “Many people have never engaged with persons with disabilities (PWD) at school, university, or work. Without that exposure, they’re unsure how to interact with them,” she explained. Shristi emphasized the power of language, advocating for respectful, neutral terms instead of outdated, demeaning ones like ‘handicapped.’

” It’s easy to think PWD can’t do certain jobs, but that’s often because we haven’t enabled them properly” — Chandini Kamal, Global Head-DEI, HCLTech.

Chandini Kamal, Global Head-DEI at HCLTech, echoed the need to address unconscious bias. “It’s easy to think PWD can’t do certain jobs, but that’s often because we haven’t enabled them properly. I can’t do my job without a laptop or Wi-Fi. For PWD, the right tech tools and support can create a level playing field,” she said. HCLTech’s approach includes employee resource groups (ERGs) for both PWD and allies, reverse mentoring, and a participatory approach to policy creation. “Instead of assuming what PWD need, we ask them directly, and that’s helped us build trust,” she shared.

Inclusive Hiring: Rethinking Recruitment

Hiring is often the first opportunity for companies to demonstrate their commitment to inclusion. Yet, traditional hiring methods can be exclusionary. Rohan highlighted how outdated practices like “stress interviews” are slowly being replaced. “At Indeed, we’ve shifted to inclusive interview processes where accessibility is a priority. This includes ensuring forms are easy to fill, job materials are accessible, closed captions are available on interview videos and clear, jargon-free job descriptions (JDs) are available,” he said.

At Kyndryl too, JDs are also being reimagined with Rajita emphasizing how they are redesigned to be more inclusive and sensitive. Shristi echoed this, pointing out that straightforward JDs are especially crucial for neurodivergent candidates. “They’re not going to read between the lines of a vague JD. Be clear and direct about what’s required,” she advised. She also noted that companies need to rethink video interviews, as they’re often exclusionary for deaf or speech-disabled candidates. “If there’s no provision for a sign language interpreter, how can we call that inclusive?” Shristi questioned.

The Role of Technology in Inclusion

Technology can be a game-changer, but only if companies leverage it correctly. Chandini highlighted the role of Web Content Accessibility Guidelines (WCAG) compliance in this. “All internal IT systems at HCLTech are now WCAG-compliant. It’s a non-negotiable checklist item for any new system implementation,” she said. The idea is to ensure that digital platforms are usable for all people and for varying degrees of impairment or cognitive differences.

Indeed is also exploring how responsible AI can support hiring for PWD. “We’re looking at how AI can help—but we’re aware that AI itself can have biases,” said Rohan. “So, we’re building principles around responsible AI use to ensure fairness and accountability.”

Shristi took it further, emphasizing that inclusive design shouldn’t be an afterthought. “When businesses don’t make products or services accessible, they’re ignoring the world’s largest minority. You’re missing out on a massive customer base by doing that,” she said, calling for products from banking apps to shampoo bottles to be made more accessible.

“When businesses don’t make products or services accessible, they’re ignoring the world’s largest minority” — Shristi Gajurel, Disability Inclusion Consultant, Incluzza.

Leading with Empathy

“Inclusion isn’t a quarterly goal. It’s a continuous journey” — Rajita Singh, Chief People Officer, Kyndryl
There was unanimous agreement on how culture change requires leadership buy-in. Rajita Singh stressed that senior leaders must stay committed for the long haul. “Inclusion isn’t a quarterly goal. It’s a continuous journey. Leaders set the tone for the entire company, and they must be clear that this is a long-term journey that demands patience and continuous learning,” she said.

Chandini echoed the sentiment. “We’ve seen leaders at HCLTech openly discuss disability inclusion. They’re leading by example, which shows employees that this is a priority,” she noted. Rohan emphasized on Indeed’s mission – to help 30 million people with barriers get employed by 2030 globally– and underscored how it can only be achieved if corporate leadership walks the talk. “True inclusion is about empathy and co-creation, not compliance,” he stated.

A Long Way to Go, But Steps in the Right Direction

The webinar revealed that advancing disability inclusion isn’t about ticking boxes — it’s about continuous learning, systemic change, and bold leadership. Companies like Indeed, Kyndryl, HCLTech, and Incluzza are leading the charge by challenging outdated hiring practices, building WCAG-compliant systems, and ensuring every employee feels seen and heard.