How IIMB alumni and faculty are enabling disability inclusion at the corporate level

Recently, two innovators associated with the Indian Institute of Management Bangalore (IIMB) were honoured with national awards by the President of India for their groundbreaking and sustained contributions to disability advocacy.  

Vineet Saraiwala, a 2015 alumnus, received recognition for founding Atypical Advantage, one of the largest platforms in India for Persons with Disabilities (PwD). The initiative has facilitated livelihood opportunities for over 20,000 talents and partnered with more than 300 corporates. Alina Alam, the founder of Mitti Cafe and an incubatee of IIMB’s NSRCEL, was celebrated for her venture’s transformative impact. Mitti Cafe promotes equitable and dignified employment for persons with disabilities, operating inclusive spaces across the country, including at Rashtrapati Bhavan and the Supreme Court of India. 

As the two IIMB alumni received the award, Professor Mukta Kulkarni, Organisational Behavior and Human Resources Management, IIMB, shared with The Hindu how the institution has been one of the pioneers in making its space more inclusive for PwDs thus helping create greater inclusivity for them in the corporate sector.   

If a student has hearing difficulties, he/she will be made to sit in the first row. Similarly, digital boards or tablets that help take a closer look at what’s written on the board are provided to students with low-vision. | Photo Credit: SPECIAL ARRANGEMENT

Inclusivity in classrooms

“IIMB is very inclusive, starting from the Common Admission Test (CAT) exams. This is the case with all IIMs. The CAT exam is quite inclusive, it is accessible for people with special requirements, including the visually impaired. Once a student is admitted inside the institution, they meet with an expert who assesses them and can seek facilities like physiotherapy, hearing aids, assistive technology and more. Communication regarding each student with a disability is sent to every faculty member during each semester,” she explained.  

For instance, if a student has hearing difficulties, he/she will be made to sit in the first row. Similarly, digital boards or tablets that help take a closer look at what’s written on the board are provided to students with low vision. Kulkarni recollected an instance where one of her students who had hearing difficulties was provided in advance with a transcript of the video that was to be shown later in the class.   

Inclusivity in corporate sectors

Kulkarni, a former member of EnAble India’s Advisory Board, said that she has been engaged in building disability-inclusive organisations since 2003.

“I remember when I first began working on the topic, about 5% of the organisations I encountered were doing much beyond building basic ramps. Today, when I meet with organisational leaders, more than 50% are aware of what disability inclusion and reasonable accommodation entails,” she said. 

“One important change in hiring practices is moving away from traditional verbal interviews and adopting skills-based assessments such as simulations or project-based tasks to evaluate candidates, particularly for neurodiverse candidates. Traditional interviews often rely on verbal communication skills, which may not accurately reflect the strengths and capabilities of neurodiverse individuals. For instance, someone with autism or ADHD might excel in problem-solving, technical tasks, or creative thinking but may struggle with the social dynamics or stress of a verbal interview setting. By using skills-based assessments, employers can create a more level playing field,” she added. 

Kulkarni says that simulations or real-world projects allow candidates to demonstrate their true abilities in a practical context, rather than relying on their ability to answer questions in a conversational format. These assessments focus on what the candidate can actually do, such as completing tasks that are part of the job they’re applying for, providing a clearer picture of their capabilities. “This approach not only benefits neurodiverse candidates but also enhances the overall hiring process by shifting the focus to tangible skills and competencies, fostering a more inclusive and fair recruitment environment,” said Kulkarni.  

Kulkarni said that offering mentorship or training opportunities tailored to employees with disabilities can further support their career development, ensuring they have the tools and support needed to thrive in their roles. | Photo Credit: SPECIAL ARRANGEMENT

Highlighting success stories

According to the IIMB professor, a clear example of championing career development for disability inclusion could be a company featuring an employee with a disability in an internal newsletter or on the company’s website, highlighting their journey, achievements, and career progression.

“For instance, an employee who uses a wheelchair might be celebrated for leading a successful project or receiving a promotion due to their skills and leadership qualities. By showcasing this individual’s abilities and success story, the company not only celebrates their abilities but also sends a powerful message to the organisation about the value of diverse talents, helping to break down stereotypes and inspire others.”

Kulkarni said that offering mentorship or training opportunities tailored to employees with disabilities can further support their career development, ensuring they have the tools and support needed to thrive in their roles. 

Srinivasu Chakravarthula, Rakesh Paladugula, Ashutosh Chadha, Dr. Meenu Bhambhani, and Prof. Mukta Kulkarni, at a roundtable on Digital Accessibility hosted by IIMB. | Photo Credit: SPECIAL ARRANGEMENT

Contributing to an inclusive environment

“Another point is about creating a culture where everyone is informed, engaged, and actively contributing to a more inclusive environment. For example, imagine a company launching an internal disability network where employees with disabilities and allies come together to share experiences, offer support, and collaborate on solutions. These networks can host workshops, awareness campaigns, and guest speakers to help break down misconceptions about disability and foster empathy among all employees,” Kulkarni explained. 

She said that to make sure everyone’s needs are truly being met, the company can also conduct regular audits of assistive technology and accommodations, ensuring that tools like screen readers or ergonomic workstations are up-to-date and effective. “This means that employees, like someone with a visual impairment, can comfortably access the same resources and contribute to projects without barriers,” she said. 

Kulkarni said that sensitisation workshops can also be made more effective. “For example, the facilitator’s experience and credibility in the disability space make a significant difference. Involving people with lived experiences or expert trainers ensures the content is authentic and relatable. Once I taught an MBA class where we were discussing how those with visual impairment work across organisational spaces. I did not engage in any lecture. Instead, I requested a blind person to demonstrate how he uses applications to get dressed, how he matches his clothing and accessories, how to understand currency, and so on. That was very helpful for the students,” explained the professor. Similarly, if sensitisation workshops are conducted by those with lived experiences, the impact on the audience is greater, she added.   

Partnering with disability associations

The professor suggested that companies could also build strong partnerships with external disability associations, connecting employees with valuable resources, mentorship, and opportunities. “These relationships can help expand the company’s reach, foster collaboration, and create a broader, inclusive network that benefits everyone - employees, customers, and the community at large. This holistic approach to disability inclusion not only empowers individuals but also strengthens the organisation’s culture of belonging,” she said. 

“Recently, I have been focusing on how organisations can collaborate to create an ecosystem that fully includes persons with disabilities. This goes beyond just making spaces accessible. It is about encouraging their active participation and empowerment in all aspects of life. Imagine a community where different groups, even though they operate independently, come together to create value through collective action. In simpler terms, a disability-inclusive environment can be built through partnerships with a variety of groups—like non-profits, the government, parents, and schools. These collaborations have the potential for a wide-reaching impact, offering a range of inclusion activities that benefit not just persons with disabilities, but also the organisations involved, and the broader community,” said Kulkarni.