DSE Psychology
Diversity and Inclusion in Institutions
RISHIKA PRAKASH
22/BAP/191
B.A. Program (HDFE + Psychology)
Semester 5
Assignment on
DISABILITY
Submitted to:
Ms. Drishti Kashyap
DISABILITY
Introduction
Disability is not just a condition; it is a complex, flexible human experience that can be
physical, mental, sensory, or intellectual. It touches upon every aspect of human life, cutting
across race, gender, class, religion, and more. By understanding disability as a core element of
diversity, we can better create environments that are accessible, equitable, and inclusive for all.
Understanding Disability
Disability is a diverse and multi-dimensional human experience. It can be temporary or
permanent, visible or invisible, and it can happen to anyone, at any time. It’s important to
remember that disability is not a deficit but a difference. Many people experience disability at
some point in their lives, whether it's a short-term injury or a chronic condition. The COVID-
19 pandemic has highlighted this, as many people now live with long COVID, a condition that
may have long-term disabling effects.
Disability is a socially constructed identity. In some cultures, it’s seen as something to be
hidden, while in others, it’s openly embraced. It is also a community - a culture that provides a
sense of belonging to those who identify with it.
Disability and Inclusion
For a truly inclusive society, we must ensure that people with disabilities have equal access and
opportunities. However, research shows that there is often a gap between diversity policies and
their implementation. For example, many companies have diversity, equity, and inclusion
(DEI) policies, but these do not always translate into meaningful action. Employees with
disabilities still face barriers, such as lack of accessibility, biased attitudes from colleagues, and
limited career growth opportunities. This can lead to discrimination and exclusion, making it
difficult for individuals to feel comfortable disclosing their disability and seeking necessary
accommodations.
Challenges in Employment
In the workplace, persons with disabilities often experience significant challenges. While
affirmative action policies, such as quotas, are intended to support their inclusion, they
sometimes have unintended negative consequences. Many professionals with disabilities report
that such measures can lead to positive discrimination, causing their colleagues to view them
as less competent or as having unfair advantages. This perception can undermine their
confidence and career development.
Moreover, there is a need for capability-driven career paths for people with disabilities.
Employers need to consider job roles that align with the capabilities of individuals and provide
appropriate accommodations to ensure that disabilities do not become a barrier to career
advancement. Having role models and platforms for inspiration is also crucial for career
growth, as they help foster a sense of community and support for those navigating their
professional lives with a disability.
The Intersectionality of Disability
It's important to understand that disability intersects with other forms of identity, such as race,
gender, and socioeconomic status. For instance, people of color with disabilities may face
unique challenges due to the combination of ableism and racism. Intersectionality helps us
recognize that disabilities are often compounded by other forms of oppression, which can
create barriers that are even harder to overcome.
Practices for Inclusion
To bridge the gap between policy and practice, organizations must focus on a few key areas:
Accessibility: Ensure both physical spaces and digital environments are accessible. This means
more than just having ramps or elevators—it also means providing sign language interpreters,
accessible technology, and ensuring all employees have the tools they need to succeed.
Support from Leadership: Managers and leaders need to be on board with DEI initiatives and
actively support employees with disabilities. This includes listening to their needs, adjusting
tasks when required, and ensuring that the working environment is supportive.
Open Communication: Creating channels for employees to share their experiences and report
issues without fear of retribution is crucial. Engaging in partnerships with disability advocacy
organizations can also help companies better understand the needs of their employees with
disabilities and implement effective accommodations.
Example: Microsoft’s Inclusive Hiring Program
A good example of putting these best practices into action is Microsoft's Inclusive Hiring
Program. Microsoft is a leading example of how to effectively include people with disabilities
in the workforce. The company has established an Inclusive Hiring Program that actively
recruits and supports individuals with disabilities, particularly those on the autism spectrum.
The program acknowledges that traditional interview processes can be challenging for
neurodiverse individuals, so Microsoft adapted its hiring process to be more inclusive. Instead
of the typical interview structure, they use an alternative model that focuses on assessing
problem-solving skills and creativity in a supportive environment.
Additionally, Microsoft has a dedicated Disability Employee Resource Group (ERG) that
provides a community for employees with disabilities and their allies. This group advocates for
accessibility improvements and offers mentorship opportunities to help employees with
disabilities grow within the company. Microsoft’s commitment to accessibility extends to its
products as well. The company has built accessibility features into its software, such as speech-
to-text, screen readers, and eye-tracking capabilities, making it easier for people with
disabilities to use their products effectively.
This approach not only benefits the employees by creating a supportive work environment but
also benefits Microsoft by bringing diverse perspectives to their teams, driving innovation, and
making their products more accessible to all users. It demonstrates how adjusting traditional
practices and focusing on accessibility can make a big difference in fostering an inclusive
workplace.
Conclusion
Disability is an essential aspect of diversity and a universal human experience. Creating an
inclusive society means understanding and valuing the diverse experiences of people with
disabilities. We must go beyond policies and actively work towards dismantling the barriers
that prevent people with disabilities from fully participating in society. By ensuring
accessibility, providing support, and fostering open communication, we can create
environments where everyone, regardless of ability, can thrive.
References
Chordiya, R., & Protonentis, A. (2024). Disability-affirming diversity, equity, and
inclusion. Handbook on Diversity, Equity, and Inclusion in Public Administration, 78-
107. https://doi.org/10.4337/9781802206173.00017
Equality, diversity and inclusion. (2024). Discover Journals, Books & Case Studies | Emerald
Insight. https://www.emerald.com/insight/publication/issn/2040-7149
Klinksiek, I. D. (2024). Bridging the gap between diversity, equity and inclusion policy and
practice: The case of disability. Transfer: European Review of Labour and Research, 30(2),
207-223. https://doi.org/10.1177/10242589241251698
