We went into Disability Pride Month with a conversation with Arman Ali, the Executive Director of the National Centre for Promotion of Employment for Disabled People (NCPEDP). With over two decades of experience in advocacy and policy change, Arman provided a unique perspective on the challenges and opportunities in creating a more accessible and inclusive society for people with disabilities. We’re grateful for his insights into his journey, insights, and actionable strategies for fostering disability inclusion in the workplace. Read on to delve into our discussion of practical steps and long-term solutions that can drive meaningful disability inclusion.

The interview has been edited lightly and condensed for clarity.

Prithvi Vatsalya: We know you’ve spoken about this before, but for those who are encountering your work for the first time, could also elaborate on your journey into the field of activism for PWD?

Arman Ali: As the Executive Director of NCPEDP, I would like to share my journey into the field of activism for people with disabilities (PWD). Well, I hail from Guwahati, Assam, a small city in the Northeast of India. Being a remote and underdeveloped area, it presents its own set of challenges. As many are aware, people with disabilities face numerous barriers, the most significant of which are accessibility and ignorance about disability.

While growing up, I had to drop out of school twice due to inaccessibility and the school's lack of awareness regarding disability rights and inclusion. I also encountered various challenges in trying to integrate into mainstream society, such as interacting with peers and making friends. Over time, I realised that the problem did not lie with me but with society. Society often overlooks the needs of disabled people when shaping its structures, resulting in multiple barriers.

My journey in advocacy began in 1998 when I connected with my predecessor, the late Javed Abidi. This marked the beginning of my commitment to disability advocacy, driven by my personal experiences and interactions. It has now been over two decades since I started working in this sector, and I am currently leading efforts to champion the rights of disabled people.

PV: Could you tell us a little bit more about your organisation and how it came to be?

AA: NCPEDP is India's leading organisation dedicated to research-based advocacy for the inclusion and rights of people with disabilities. Established 28 years ago, we initially aimed to bridge the gap between employers and people with disabilities. However, about 25 years ago, we realised that employment opportunities could not materialise without addressing education, and both education and employment were impossible without ensuring accessibility.

Recognising apathy towards disability and the poor implementation of disability rights, we conducted a survey in 1996 of the top 100 Bombay Stock Exchange companies. We discovered that less than 1% of their employees were people with disabilities. Delving deeper, we found that employers believed there were not enough qualified candidates with disabilities. This prompted us to investigate why so few people with disabilities pursued education or higher education. Can you believe that our findings showed that less than 1% of the disabled population received an education, and even fewer secured meaningful employment.

In response, we shifted our focus to advocacy, aiming to drive policy change and raise awareness about disability issues. Our work spans six core areas: education, employment, accessibility, law and policy, awareness and communication, and youth with disabilities. Over the past two decades, we have led numerous initiatives and discussions that have significantly impacted India.

We have been instrumental in incorporating disability considerations into the census, enhancing accessibility in elections, the UPSC, the National Building Code, railways, and promoting employment in the private sector. Our recent campaign focused on the political participation of people with disabilities in the current government reforms. We actively engage in ongoing discourses, whether related to COVID-19, elections, the national education policy, or insurance, ensuring that disability is consistently included in mainstream conversations.

PV: What are some of the ways in which Indian corporates can engage with NCPEDP?

AA: Disability advocacy requires substantial investment, and corporates can play a crucial role in supporting our work. One of the biggest challenges in our country is the lack of awareness. Although we have some of the best laws and policies globally, their implementation is hindered by the widespread lack of understanding among people with disabilities, the government, and the general public.

Corporates can support NCPEDP by helping us reach a broader audience across the country. They can assist in raising awareness about disability rights and the importance of policy implementation. Additionally, we can help corporates review their policies to become equal opportunity employers and adopt practices for reasonable accommodation.

I personally think that corporates can also collaborate with NCPEDP on research initiatives related to disability. We work on various projects, including education, employment, accessibility, health, and youth. Companies can engage with us on any thematic area that aligns with their interests, thereby contributing to the advancement of people with disabilities.

PV: What are some common mistakes you’ve noticed among companies led by non-disabled people that make working with PwD or increasing disability representation in their organisation, as their focus area? What are the reasons some of those DEI missions can fail?

AA: Firstly, there is insensitivity towards disability, compounded by numerous myths surrounding persons with disabilities. It is crucial to understand that disability cannot be addressed in isolation; there needs to be a supportive ecosystem in place.

One common mistake is the simplistic approach of only hiring persons with disabilities without addressing the broader challenges they face. For instance, people with disabilities often find it difficult to migrate. Moving from one part of a city to another, such as from Andheri to Bandra in Mumbai, can be challenging. Relocating from smaller towns to larger cities poses even greater difficulties. Additionally, finding candidates with the specific skill sets required can be challenging due to educational barriers.

While I've encountered CEOs who publicly state their intention to hire thousands of disabled people. However, the reality is that there are often not enough internships or apprenticeships available for people with disabilities, and those that do exist frequently do not offer stipends. These small yet significant factors contribute to the overall challenge.

According to our study conducted for the Ministry of Corporate Affairs, there are four broad challenges to the inclusion of people with disabilities in businesses. One major challenge is literacy, as many individuals with disabilities do not have the level of education that companies seek.

Moreover, accessibility is crucial. If your business, products, services, or offices are not accessible, you cannot hire people with disabilities. This vision cannot be pursued in isolation. You cannot simply parachute people with disabilities into your organisation without first addressing internal barriers. It is essential to review your policies, facilities, procurement processes, vendor policies, and recruitment practices.

Ensuring accessibility across all aspects of your business—be it products, services, or physical spaces—will create an ecosystem where people with disabilities can work effectively and become consumers of your offerings. Achieving this requires investment.

PV: In another interview, you said that “NCPEDP firmly holds the notion that education is an indispensable prerequisite for meaningful employment.” Could you please elaborate on what this means specifically for people with disabilities? What are two or three concrete ways in which educational institutions and the development sector can work on this?

AA: It is quite simple: the entire ecosystem must be considered. If you want to enrol someone in school, the school must be accessible, the curriculum must be inclusive, and the teachers must be sensitised and trained on disability issues. But it doesn't end there. What about transportation? What about the parents and the community itself? We need to look at an educational ecosystem that does not leave behind any person with a disability.

For example, people who are blind often cannot take STEM subjects, forcing them into other courses. The law is very clear on this matter. The Rights of Persons with Disabilities Act states that no educational institution funded or recognised by the government can deny admission to a person with a disability. It is a strong legal provision. The law also talks about reasonable accommodation. How are we providing reasonable accommodation to students who cannot do maths or other subjects? How are we supporting students who are deaf or have learning disabilities if they need to drop a language or another subject? How do we ensure they can participate in other activities?

The National Education Policy (NEP) approaches disability from a different perspective, encompassing everything from early childhood development to higher education and the use of technology. For instance, conducting this interview on Zoom would not have been possible at a certain point in time. There is a general lack of understanding of the diverse and evolving nature of disability, leading to inadequate inclusion efforts. While traditional disabilities like visual impairments, locomotor disabilities, and hearing impairments are often discussed, many invisible disabilities are overlooked.

To address this, we need to raise awareness and employ more assistive technologies. Accessibility must remain a core focus in education because, without it, we cannot empower a generation or any marginalised group.

PV: Have there been any educational models which have tried to be more inclusive or more accessible to persons with disabilities?

AA: There are examples in various parts of the world, particularly in the West, where many inclusive educational models exist. Technology is a great enabler, and other countries can incorporate these practices to bridge the gap we face. Funnily enough, we tend to look to the West for solutions, but it is important to recognise that India is the most populous country in the world and has the highest number of disabled people. Therefore, we must become leaders in providing solutions for disability, whether in education, employment, assistive technology, or accessibility.

At NCPEDP, we believe in this vision and work specifically in the education sector. We primarily collaborate with the government and have been involved in significant projects like the national education policy. We worked closely with the committee responsible for the national education policy, contributing to the document and engaging with our partners across the country through the national disability network. This policy addresses the inclusion of disabled people from early childhood development to higher education.

We have a white paper on the national education policy available on our website. Additionally, we run a scholarship programme for students with disabilities in Maharashtra and Uttar Pradesh and have conducted research on the challenges disabled people face in education from school to college. From an advocacy and research perspective, we continuously engage with students with disabilities and the government to identify and address gaps.

Furthermore, we collaborate with educational institutions like Symbiosis, Christ College, and Delhi University. We offer a certificate course on disability and law, which universities recognise by awarding two credits. This is one of the many initiatives we undertake to support educational institutions in becoming more inclusive.

PV: We hear a lot about accessible infrastructure. What are your thoughts about the cultural aspect of accessibility? How can the corporate sector become more accessibility-oriented through its values and cultural practices?

AA: I believe that leadership plays a crucial role in fostering a culture of accessibility. This initiative must be driven by the CEO and senior management rather than being a directive from a middle manager. Leadership must ensure that company policies and practices are inclusive, adhere to all relevant laws, and do not discriminate against any group.

As I mentioned earlier, aspects like procurement policies must ensure that all purchased goods and services are accessible. The same applies to any infrastructure or services developed by the company. Adopting a 360-degree perspective on disability—beyond just hiring people with disabilities—is essential.

Corporate culture should encompass how you induct employees, the training provided, and the everyday practices within the company. Many companies have their own unique cultures, and it is important to integrate accessibility into this culture, rather than treating it as a separate CSR activity. True cultural change can only be led by top leadership, setting an example for the entire organisation, rather than something done sporadically.

PV: We’ve heard more disability inclusion in the last decade than before, especially because there is vocal support from government and the corporate sector. How is this really playing out on the ground, according to you?

AA: I think we have come a long way in the last two decades. It is heartening to see many young people with disabilities articulating their concerns and addressing issues at their level, whether they come from a small district, a smaller town, or a major metropolitan city. However, challenges remain, particularly in terms of awareness and accessibility.

Disability is often approached with the right intentions, but there is a lack of understanding about how to effectively address it, whether in government or corporate sectors. It is frequently viewed as a welfare or charity issue rather than a central component of the development agenda, you know. This perspective needs to change for genuine progress to occur.

India remains an extremely inaccessible country. As a wheelchair user, I can attest to the difficulties of navigating even a short distance. For example, while metro services might be accessible, reaching the metro station poses a significant challenge. The same applies to accessible buses; reaching the bus stop is often a major obstacle. Disability is not adequately integrated into the overall planning system, and this remains a significant challenge.

Substantial investment is required to address these issues. The current government budget for disability is minimal, and more support is needed. This includes raising awareness, conducting research, and encouraging young people with disabilities, particularly women, to take on leadership roles.

We run a fellowship for youth with disabilities, supporting about 25 fellows across the country. Each one of them is doing phenomenal work in areas such as climate change, accessibility, education, and employment. This gives me a lot of hope that the future is in safe hands.

PV: What are some things that companies can do immediately to advance disability inclusion at their workplace, and what are some long-term ideas they can start implementing right away?

AA: Immediate measures companies can take include starting internship programmes and apprenticeships for disabled people. Additionally, evaluate whether your business, products, or services are accessible to disabled people. If they are not, invest in making them accessible. Disability requires support, and this involves understanding and addressing the needs of disabled people.

Companies should also support organisations run by disabled people, helping them in their work and investing in understanding disability better. Becoming an equal opportunity employer and implementing reasonable accommodations are crucial steps that need to be taken immediately. Disabled people do not need pity or charity; they need equal opportunities, and this is non-negotiable.

It is rare to see CEOs or senior management, such as VPs, who are disabled. While there are disabled people at entry-level or mid-level positions, they are seldom found in higher echelons of the corporate world, apart from a few exceptions. Addressing this disparity is essential for true inclusion.

Text by Prithvi Vatsalya, with inputs from Jai Shah. Image provided by the NCPEDP team..