Inclusivity is a fundamental aspect of creating environments where everyone can thrive. But most spaces, including many Indian workplaces, are inherently discriminatory, as they are designed for able-bodied (or non-disabled) people. It's up to this majority to enable persons with disabilities (PwDs) to participate equally in such spaces, and the world at large.

This is the approach that the Godrej Capital office at Thane has been championing since its inception in July 2022.

This office in Thane nestles within Centrum's 10-storey structure with a sleek glass facade, flooding each floor with natural light in the day. Negotiating changes within a larger structure requires collaboration with external stakeholders. Through meticulous negotiation and dialogue, Anurag K, the Officer - Administration of Godrej offices, led structural changes to ensure accessibility right from the main entrance of the office building to the work desk, looking into every tiny detail.

Wider entrance for wheelchair access and easy scanning

Structural inclusivity:

To begin with, the office building features separate entrances for two-wheelers and four-wheelers and is equipped with ramps in both places for smooth mobility. Godrej offers additional assistance at the Centrum entrance to those in need. To alleviate the discomfort of waiting in long lines, PwDs have access to the elevator reserved for senior management, typically during peak times when crowds gather around 10 AM. The braille-imprinted elevator buttons provided by Centrum offer essential support for persons with visual impairments.

Entrance to the Godrej Office

Upon reaching the Godrej Office floor, a ramp leading to a large double door facilitates easy wheelchair access. A Face ID scanner positioned at a slightly lower height allows for seamless face recognition and entry for those who require it, ensuring a hands-free experience

Face ID scanner at a lowered height

Cafeteria with ramp access

Shaping Inclusive Practices:

When contemplating the concept of disability, our minds often default to individuals with lifelong physical impairments. As we got a cup of coffee in the breakroom, Maira Q, the lead for Diversity, Equity, and Inclusion (DEI) at Godrej Capital, said something so simple yet striking, that it gave me a new perspective. "The way we define PwD overlooks several groups like pregnant women, individuals who experience temporary injuries from accidents, and those who develop disabilities over time due to aging or genetic factors. Let's not forget, mental health issues are also debilitating."

To alleviate these concerns, Godrej Capital offers flexible working arrangements and generous sick leaves for PwDs, ensuring that performance expectations are not linked to office presence.

Pravin Deshmukh, the Operations Executive, shared his experience of feeling at ease at Godrej despite a locomotor disability. He emphasized how the company's understanding was affirming during the interview as they asked questions about his ability to move and what assistance he would need. While the instances have been rare, Pravin has had several bouts of extreme knee pain arising from his disability. During one such bout, he needed extra help. "There was no hesitation, I was given the help I needed. The staff booked a cab to my house. Work-from-home is not a norm, but I was offered the flexibility to do so for a few days after this incident," he added.

Pravin Deshmukh at the Godrej Capital office

When a workplace is designed with inclusivity, it becomes a hub where diverse people learn from each other. Take, for example, an ex-employee with visual impairment who was impressively savvy using Excel. This was possible because of laptops with larger screens, unique displays, and text-to-speech features. Such examples serve as good practices for those who need to be made aware of the availability and effectiveness of such accommodations.

The Human Resource department is pivotal in empowering individuals to navigate these challenges. They work closely with employees to identify tailored solutions for all ability levels. This enables every team member to feel supported and confident to reach out to management for assistance in delivering their work to the best of their capabilities.

Managers are crucial in understanding their team and working with their strengths. Deepa Padmanabhan, the Head of Credit at Godrej's Bangalore office, highlights the significance of trust in her employees and confidence in their capacity to excel in their roles. She evaluates requests for flexible working arrangements and remote work on a case-by-case basis. Leaders like Deepa, who advocate for amenities that support work-life balance, also serve as role models for young women who wish to grow in their careers. As Deepa puts it, "Sometimes work requires more attention, and sometimes it's home, but with Godrej, I can prioritize based on where I am needed more."

Cultivating a Culture of Understanding:

Tejas Sapkal, Officer of the CC & Operations Department, beams as he speaks about his experience at Godrej. He has a locomotor disability, but can travel to the office on a scooter. Having spent lockdown working remotely for a multinational corporation, he was joyous at the opportunity to return to a physical workspace at Godrej where he could collaborate with colleagues instead of staring at a screen alone at home. "My colleagues say, if you have work pressure, we will manage. Just let us know. My lead, my manager, all of them are supportive," he adds, reflecting on the end-of-month frenzy at work.

Tejas at the Godrej Capital office

Monthly team gatherings and workshops for employee sensitization, including fire safety training, are designed and conducted with the understanding that PwDs will be assisted by a designated individual in the office in emergency situations.

Non-disabled employees who needed extra support, as everyone will at some point, have found these accommodations helpful. Mugdha More, who joined the Credit Department soon after its inception, shared how Godrej's mandates helped through her pregnancy. After delivering her baby and a 26-week paid maternity leave, the policy also affords employees a 26-week flexible working period. Godrej also offered a 15-day cooling period, where she could slowly absorb the changes and was brought up to speed for her return to office full-time. With this support, pregnancy did not become a deterrent in her role.

Mugdha at the Godrej Capital office

With its unwavering commitment to making the workplace more inclusive, Godrej is adopting a range of exemplary measures, policies, and awareness initiatives to build spaces that foster equal participation for everyone

View from the 'Healing Room' at Godrej Capital

Text and images by Ritu Desai.