The workforce participation rate for persons with disabilities in India stands at around 36%, compared to approximately 60% for those without disabilities. The disparity is even starker when examining gender: while 47% of men with disabilities are employed, only 23% of women with disabilities have jobs. These figures point to systemic barriers—ranging from attitudinal biases and inaccessible infrastructure to educational inequities and limited inclusive hiring practices.

India’s Rights of Persons with Disabilities (RPwD) Act, 2016, mandates that establishments, including those in the private sector, must not discriminate against persons with disabilities. However, despite some progress—50% of corporates in India reportedly have policies for including persons with disabilities—implementation remains weak due to inadequate infrastructure, insufficient training, and persistent stereotypes. Many small and medium enterprises (SMEs) struggle to see a clear business case for disability inclusion, further hindering progress.

The Case for Inclusion 

Inclusion is not just a moral imperative—it’s an economic one. According to an Impact Future Project report, failing to create a disability-inclusive economy could cost India over USD 210 billion. Moreover, inclusive practices align with national and global frameworks, such as the UN Convention on the Rights of Persons with Disabilities (CRPD) in 2007, India’s RPwD Act and the Ministry of Corporate Affairs’ National Guidelines for Responsible Business Conduct, which emphasize diversity, equal opportunities, and non-discrimination.

As workplaces evolve, Indian companies increasingly recognize the value of Diversity, Equity, and Inclusion (DEI) initiatives. For example, the WTW Wellbeing Programmes India Survey (2022-23) found that 71% of employers now offer DEI-focused programmes, including diversity training and gender-neutral communication.

Pathways to Enhance Disability Inclusion

• Adopting cost-effective solutions for including persons with disabilities in the workplace is crucial to encouraging greater uptake and implementation by the private sector. Collaborating with Organizations of Persons with Disabilities (OPDs) and NGOs to access talent pools and training programmes can help reduce recruitment costs. For instance, Mirakle Couriers recruits hearing-impaired individuals through NGO collaborations, leveraging their strong memory and map-reading skills.

Additionally, digital solutions like virtual interviews and remote work lower operational costs, while public-private partnerships and government incentives. For instance, Tamil Nadu’s MSME Department offers a seed fund for startups led by transpersons and persons with disabilities, along with payroll subsidies for SMEs employing over 25% of their workforce from this group.

• Accessibility is the cornerstone of an inclusive workplace. Yet less than 25% of Indian workplaces provide accessible infrastructure such as ramps, adapted restrooms, or assistive technologies. Notably, 17% of workplaces provide no accommodation at all. Digital accessibility, including user-friendly websites and software, is equally crucial to productivity and engagement. For instance, SAP Labs India recently implemented accessibility audits and introduced evacuation chairs and braille signage. Long-term partnerships with startups developing affordable assistive technologies can also drive innovation and inclusiveness.

• Cultivating an inclusive workplace culture is key. A culture shift is needed to eliminate biases and stereotypes about the capabilities of persons with disabilities. This involves educating employees and management through workshops on disability etiquette and reasonable accommodation and celebrating success stories that highlight the value of diversity. For instance, Lemon Tree Hotels employs individuals with Down syndrome and other disabilities in client-facing roles, effectively debunking myths about their employability. Continuous training programmes and senior management commitment are critical for embedding inclusion into workplace culture.

• Leveraging tax incentives and awareness campaigns help promote the inclusion of persons with disabilities. Tax incentives, such as Bangladesh’s rebate model which offers rebates of up to 75% of salaries paid or 5% of tax payable for employers hiring at least 10% workforce of persons with disabilities and non-binary community, can inspire Indian SMEs to adopt inclusive practices. Additionally, raising awareness about the RPwD Act and building employer capacity can encourage the adoption of policies that promote equity. Skills training programmes can also empower persons with disabilities, equipping them with the qualifications needed to thrive in corporate roles.

Leaving No One Behind: A Partnership for Progress

The journey toward disability inclusion requires collaboration between the private sector, government, and civil society. Initiatives like UNDP India’s partnership with the Ministry of Social Justice and Empowerment (MoSJE) and other UN agencies—which includes an Innovation Challenge to support startups by and for persons with disabilities—highlight the importance of joint efforts.

By promoting inclusive hiring, enhancing accessibility, and fostering a culture of belonging, India’s private sector can play a transformative role in creating workplaces where no one is left behind. Together, we can build an equitable ecosystem that empowers persons with disabilities and drives sustainable growth.

      - Himanshi Goel and Amit Kumar work with the Sustainable and Inclusive Growth (SIG) Unit at UNDP India