Host: Viji Hari

The SAFE SPACE podcast, where we explore the importance of creating safer, happier, and inclusive workplaces. In each episode, we’ll hear from industry leaders, share best practices, and tell stories of personal growth hosted by Viji Hari, the CEO of CecureUs, Author, and Speaker, specializing in the areas of Prevention of Sexual harassment (PoSH), Diversity & Inclusion (DnI) and Mental Wellness across Corporates. We are grateful for the overwhelming response for the last episode.

As July marks Disability Pride Month, we’re here to discuss disability inclusion in the workplace. Shanmathi Senthil Kumar, a Mental Health Professional committed to fostering inclusivity in both societal and organizational contexts. With six years of experience, Shanmathi has dedicated herself to breaking barriers and promoting accessibility.

As a disabled woman, Shanmathi strives to normalize and visibilize the lives of people with disabilities. She is focused on challenging stereotypes and removing obstacles that hinder access. Her commitment to advancing inclusivity and equality makes this conversation essential for those working to create more inclusive workplaces.

Shanmathi’s Journey: Breaking Barriers

Shanmathi shared her journey of embracing her identity as a physically disabled woman with a locomotor disability, using a wheelchair for mobility. It wasn’t until 2020 or 2021 that she became comfortable with the terms “disability” and “disabled” due to the negative connotations and societal conditioning, taking nearly 26 years to come to terms with them.

Growing up in Chennai in a family of three, Shanmathi faced significant challenges due to the lack of accessibility in the early 2000s. Her school experience was particularly difficult, with classrooms often located on upper levels. Despite some accommodations, she had to rely on her parents to carry her to class, leading to a recurring sense of isolation and alienation. Watching her peers enjoy aspects of school that were inaccessible to her made her feel as though she didn’t fit into the spaces she was in.

It wasn’t until she attended university and met other individuals with disability with similar experiences that she realized the the problem lay not with her but with environments that weren’t designed to accommodate her needs. This understanding inspired her to become a counselling psychologist and disability specialist, offering mental health support to others with disabilities, often in partnership with NGOs.

Passions and Advocacy

“Loud and Proud”

Shanmathi is fiercely passionate about being vocal about her identity as a disabled woman and bringing others along on her journey. While she acknowledges the shared struggles among people with disabilities, she insists on celebrating the unique aspects of each person’s experience. Her current mission is to amplify the voices of those with disabilities, showcasing their vibrant lives filled with fun, adventure, and success. She believes in being “loud and proud,” proving that disabled individuals can thrive both personally and professionally. 

Bridging Personal Challenges and Professional Barriers: Navigating Disability Inclusion

“True accessibility goes beyond ramps and elevators; it starts with changing minds and hearts.”

Shanmathi discussed the personal challenges she faces as a disabled woman and the broader challenges organizations encounter when fostering disability inclusion. On a personal level, she emphasized that while physical inaccessibility is a significant hurdle, the more deeply rooted issue lies in societal mindsets. The negative connotations tied to disability often result in a lack of awareness and a reluctance to create accessible spaces.

Shanmathi recounted how people would show pity towards her parents because of her disability, reinforcing the harmful notion that disability is something to be pitied. This mindset perpetuates barriers, as it leads to the overlooking of necessary accommodations.

From an organizational perspective, Shanmathi noted that while there has been progress in making spaces accessible, these efforts are sometimes not executed thoughtfully. For instance, adding steps before elevators or hiring disabled employees without proper accommodations can lead to retention issues and negatively impact the mental health of those individuals.

Viji added that organizations often focus narrowly on locomotor disabilities and feel unprepared to address them, while other common disabilities, which don’t require major infrastructural changes, are overlooked. This limited perspective underscores how a closed mindset can hinder practical acts of inclusion.

Practical Steps for Inclusion

For DEI champions and HR professionals, Shanmathi offers practical steps to create a more inclusive environment for employees with disabilities. One of the first steps is conducting an accessibility audit to identify gaps, needs, and the scope for improvement in disability inclusion. Clearer policies are also crucial—while general anti-discrimination policies exist, there’s a need for specific policies that address the unique challenges faced by people with disabilities, such as microaggressions, and the expectation for them to be inspirational.

Inclusive hiring practices are another area of focus. Job descriptions should use non-ableist language that makes all candidates feel included and welcomed. Continuous conversations and employee resource groups should be established to ensure ongoing inclusive dialogue and visibility of disabled stories.

Shanmathi’s advice to individuals with disabilities is to leverage online networks for support, advocate for themselves in asking for accommodations, and seek apprenticeships and sponsorships from organizations. For organizations, fostering a culture of open conversations and holding space for the experiences of people with disabilities is key to creating a truly inclusive environment.

Final Thoughts

“Diversity is a fact, but inclusion is an act.”

In conclusion, disability inclusion is not just about physical infrastructure but about challenging and changing mindsets. As Shanmathi emphasized, By taking intentional steps towards inclusion, we can create workplaces where everyone, regardless of their abilities, can thrive and feel a sense of belonging.

This episode of the SAFE SPACE podcast sparks a transformative realization about disability inclusion, setting the stage for future discussions on creating inclusive workplaces. Stay tuned for inspiring stories and practical tips for both organizations and employees!

Please reach out to us for any queries on Disability Inclusion At Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program) , Diversity and Inclusion and Code Of Conduct.

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Addressing the Intersection of Disability and Mental Health

The intersection of disability and mental health is a significant yet often overlooked area. Individuals with disabilities frequently face unique challenges that impact their mental well-being, necessitating support from both allies and organizations to foster a supportive environment. Addressing these issues and implementing effective strategies is crucial for promoting an inclusive and equitable society.

In India, the interplay between disability and mental health is often overshadowed by other public health concerns. However, for many individuals with disability, daily life is a struggle with both physical and mental health challenges, compounded by social and systemic barriers. Addressing the mental health needs of individuals with disability is not just a matter of healthcare but also of human rights and social justice. By understanding the unique pressures faced by this community, we can begin to develop more effective support systems and policies to promote their well-being.

The Current State of Mental Health Among Disabled Individuals in India

Research highlights that individuals with disabilities in India experience higher rates of mental health issues such as depression, anxiety, and stress compared to the general population. A study published in the Indian Journal of Psychiatry found that individuals with intellectual disabilities have higher rates of psychiatric disorders compared to their non-disabled peers. The Indian Council of Medical Research (ICMR) and various universities have corroborated these findings, indicating that the lack of supportive infrastructure and pervasive social stigma exacerbate these issues.

Challenges Faced by Disabled Individuals and the Impact on Mental Health

Stigma and Stereotypes

• • Societal Biases: Disabled individuals frequently encounter pervasive societal stigma and stereotypes. They are often infantilized, perceived as lacking ability, or viewed as inferior and helpless. These negative perceptions lead to marginalization and discrimination, resulting in social exclusion, limited opportunities in education and employment, and inadequate access to healthcare. Constant exposure to such biases significantly impacts their self-esteem and mental health, fostering feelings of isolation and inadequacy. This environment contributes to the development of depressive disorders, anxiety, and suicidal ideations, creating a cycle of emotional and psychological distress.
  • Story-based Example: Emily, a talented software developer with cerebral palsy, is often underestimated by her colleagues. Despite her proven expertise, she finds herself excluded from key projects, with her abilities consistently questioned. Over time, this exclusion erodes her confidence, leading to severe anxiety and self-doubt. She begins to dread going to work, feeling like she has to prove herself repeatedly, even though her work consistently outshines that of her peers. This persistent stress contributes to Emily developing depression, impacting both her professional and personal life.

Accessibility Barriers

• • Physical and Technological Limitations: Physical, social, and technological barriers can restrict the access of individuals with disabilities to essential services, including education, job opportunities, and healthcare. Inaccessible environments, lack of adaptive technologies, and inadequate transportation options can prevent disabled individuals from seeking and receiving the support they need.
  • Case Scenario: Michael, who is visually impaired, struggles with navigating his university campus due to the lack of braille signs and accessible online materials. While his classmates easily access the digital resources provided, Michael must rely on outdated technologies that only partially meet his needs. These barriers not only hinder his academic performance but also cause him immense frustration and anxiety. The constant struggle to access information leads Michael to feel isolated and overwhelmed, affecting his overall mental health and academic success.

Healthcare Disparities

• • Gaps in Service Provision: Disabled individuals often encounter disparities in healthcare, including mental health services. Misdiagnosis, inadequate treatment options, and a lack of specialized care can exacerbate mental health issues. Moreover, the intersectionality of disability with other factors like race, gender, and socioeconomic status can further compound these disparities.
  • Case Scenario: Sara, a woman with a hearing impairment, visits her local clinic for anxiety treatment. However, the clinic lacks staff who are trained in sign language, leading to miscommunication about her symptoms. Consequently, Sara is misdiagnosed and prescribed medication that worsens her condition. The lack of accessible mental health services leaves Sara feeling helpless and frustrated, worsening her anxiety and causing her to lose trust in the healthcare system.

Financial Instability

• • Economic Barriers: Many disabled individuals face significant financial challenges due to limited employment opportunities and the additional costs associated with their disabilities, such as medical expenses, assistive devices, and specialized care. Financial instability can lead to increased stress, anxiety, and depression, as individuals struggle to meet basic needs while managing their health.
  • Case Scenario: Carlos, who has multiple sclerosis, faces mounting medical bills that his insurance only partially covers. Despite being highly qualified, he struggles to find stable employment due to workplace discrimination. The financial strain of paying for medication, therapy, and daily living expenses overwhelms Carlos, leading to severe anxiety and depression. He feels trapped in a cycle of poverty and poor health, with no clear way out.

Social Isolation

• • Lack of Social Support: Disabled individuals often experience social isolation due to physical barriers, lack of accessible social spaces, and societal stigma. This isolation can lead to loneliness, depression, and a decline in overall mental health, as individuals are deprived of meaningful social interactions and support networks.
  • Case Scenario: Aisha, who uses a wheelchair, finds it difficult to participate in social activities with her friends due to inaccessible venues and transportation. Over time, her friends stop inviting her to gatherings, assuming she won’t be able to attend. The growing isolation leaves Aisha feeling lonely and disconnected, leading to a deep sense of sadness and hopelessness. Without a strong social network, her mental health deteriorates, making it even harder for her to reach out for help.

Legislative and Policy Framework

1. Mental Healthcare Act, 2017
   • Focus on Inclusion: The Mental Healthcare Act, 2017, seeks to provide mental health care and services for all individuals, including those with disabilities. It emphasizes the rights of people with mental health issues to access treatment and live with dignity.
2. Rights of Persons with Disabilities Act, 2016
   • Protecting Rights: This Act aims to protect the rights of disabled individuals and ensure their inclusion and participation in society. It mandates accessibility in public buildings and transport, and provides for special education and employment opportunities. 

Moving Forward

Addressing the intersection of disability and mental health in India requires a multi-faceted approach. Enhancing accessibility, combating stigma, and improving mental health services are key to building an inclusive society. Legislative action and awareness are essential for creating a more equitable environment.

For Corporates:

• Inclusive Policies: Ensure accessibility and accommodations for disabled employees.
• Mental Health Support: Provide tailored mental health resources and train staff to recognize and address mental distress.
• Awareness: Regularly conduct training to break stereotypes and foster inclusion.

For Individuals:

• Advocate: Speak out against discrimination and support accessibility.
• Educate: Learn and share knowledge about the challenges faced by disabled individuals.
• Support: Be mindful of mental health needs and encourage seeking help.

Together, we can create a society where disabled persons are fully supported in their mental health.

Please reach out to us for any queries on Addressing the Intersection of Disability and Mental Health.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program) , Diversity and Inclusion and Code Of Conduct.

The post Addressing the Intersection of Disability and Mental Health appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.

Women and girls with disabilities face a heightened risk of sexual violence, and the workplace is no exception. This vulnerability is exacerbated by the nature of their disabilities, which often hinder their ability to escape or report abuse. Physical disabilities can limit mobility, making it difficult to flee from dangerous situations. Those who are deaf or hard of hearing may be unable to call for help or communicate abuse effectively. Additionally, individuals with intellectual or psychosocial disabilities might not recognize nonconsensual sexual acts as crimes due to a lack of accessible information.

Access to justice and support in the workplace is particularly challenging for women and girls with disabilities. The stigma associated with both their sexuality and disability often results in inadequate support throughout their experiences in the workplace. This lack of support can deter them from reporting abuse or seeking help. As Lalitha Kumaramangalam, former chairwoman of the National Commission for Women, stated, “One of the biggest challenges for women [with disabilities] is access [to services], not just physical but access across the board.”

To address these challenges, legislative amendments have introduced several provisions to safeguard the rights of women and girls with disabilities and facilitate their participation in workplace processes. These provisions include:

• Recording Statements: Women and girls with disabilities have the right to record their statements in a safe and comfortable environment within the workplace.
• Support During Processes: They are entitled to assistance from an interpreter or support person during the recording of complaints and throughout any internal investigations or hearings.
• Accommodations for Communication: This includes access to sign-language interpretation, the presence of a special educator, the use of simple language, and the option to file reports in braille.

Despite these legal protections, support is often inadequate in many workplaces. Many organizations lack the training and resources required to handle such cases effectively, which is a significant barrier to justice. Although the Protection of Children from Sexual Offences Act (POCSO) and the 2013 amendments mandate these accommodations, they are frequently not implemented within corporate policies and procedures.

The Rights of Persons with Disabilities Act, adopted by India’s parliament in December 2016, marks a significant step forward. This act protects all persons with disabilities from abuse, violence, and exploitation, and outlines specific measures for appropriate workplace accommodations and support.

While these legislative measures are critical, there is still much work to be done to reform workplace policies and ensure equal access to justice for women and girls with disabilities who are survivors of sexual violence. These cases should no longer remain in the shadows. By continuing to advocate for and implement necessary reforms, we can help ensure that all individuals, regardless of their abilities, can work in a safe and supportive environment.

Tips for the Internal Committee (IC)

The Internal Committee (IC) plays a crucial role in addressing and preventing sexual harassment in the workplace. Here are some tips for the IC to effectively support persons with disabilities:

1. Understand the Needs of Disabled Employees: Gain a comprehensive understanding of the specific needs and challenges faced by employees with disabilities. This can be achieved through training sessions and consultations with disability rights experts.
2. Provide Accessible Reporting Mechanisms: Ensure that all reporting mechanisms are accessible to employees with disabilities. This includes providing options for verbal, written, and digital reports, as well as ensuring that all forms are available in accessible formats such as braille and easy-to-read language.
3. Ensure Confidentiality and Privacy: Maintain strict confidentiality of all complaints and ensure that the privacy of complainants is protected throughout the investigation process. This is crucial to encourage reporting and protect the dignity of the complainants.
4. Offer Support Services: Provide necessary support services, such as counseling and legal assistance, to employees with disabilities who report harassment. This support should be tailored to meet the specific needs of the individual.
5. Train Committee Members: Regularly train IC members on disability rights, the specific challenges faced by employees with disabilities, and the best practices for handling complaints from disabled individuals. This will help ensure a sensitive and informed approach to each case.
6. Collaborate with Disability Experts: Include disability rights experts or advocates as part of the IC or as external consultants. Their expertise can provide valuable insights and guidance in handling cases involving employees with disabilities.
7. Monitor and Review Policies: Continuously monitor and review workplace policies to ensure they are inclusive and effective in preventing sexual harassment. Seek feedback from employees with disabilities to identify areas for improvement.

By implementing these tips, the Internal Committee can create a more inclusive and supportive environment for all employees, ensuring that those with disabilities receive the protection and justice they deserve.

Please reach out to us for any queries on preventing sexual harassment of persons with disabilities.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

Sources

• Human Rights Watch, “Invisible Victims of Sexual Violence: Access to Justice for Women and Girls with Disabilities in India”​ (Human Rights Watch)​
• Rights of Persons with Disabilities Act, 2016​ (Mondaq)​
• Lalitha Kumaramangalam’s statement, December 2015​ (Human Rights Watch)

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Nimith, a manager at a textile mill, gets the diagnosis for severe hearing impairment (61-80 dB) in one ear. He gets irritated, angry and disturbed more often than normal. Lately, he had difficulty keeping up with colleagues on the phone. He was missing the instructions and there were communication gaps during the conversations. This became obvious in one of the face-to-face conversations with his subordinates. Rajan, his subordinate, discovered that Nimith could hear certain words if shouted into his better ear. Rajan was sensitive enough and reported this to the other senior manager. Nimith was immediately put on Audiometry tests and a series of other tests. The result is, that he has a hearing impairment in one of his ears. Constant exposure to loud noise caused an increase in sound intensity. This sound intensity of greater than 70 dB caused hearing loss. Currently, Nimith is under treatment and medications. Many Indian workers working in heavy industries like mining suffer hearing loss. 17% of adults aged 20-69 years suffer from permanent hearing loss due to noise.

A lot of people end up without a job. Some are unable to secure employment that matches their skills and qualifications. Though Nimith receives compensation through the Workman’s Compensation Act and other acts. Still, there is very little awareness about this hidden disability.

Hearing loss – a Hidden Disability

Hearing loss is also known as an invisible disability. We can identify a cast on an injured person’s leg by looking at him. Hearing loss is not obvious as it is not visible by looking at them. It is tragic to know that only 1 in 5 who have hearing loss seek treatment. The rest goes untreated. In India, approximately 63 million people suffer from significant auditory impairment.

Acquired hearing loss

Acquired hearing loss appears as a result of a disease, a condition or an injury. ACH usually appears after birth, at any time in one’s life. NIHL (Noise-Induced Hearing Loss) is partial or complete hearing loss in one or both ears. This occurs as a result of one’s employment. For example, employment in industries like textile, printing, and mining. These industries are responsible for excessive and hazardous noise. NIHL is the second most common form of acquired hearing loss.

Hearing loss due to devices like earphones

Headphones and earbuds can cause noise-induced hearing loss (NIHL). Globally, around 1 billion teenagers are at risk of hearing loss due to excessive use of these headsets. Bluetooth headsets are not harmful to your health. Overuse of these devices can cause permanent damage to the ears and deafness. We can prevent this by reducing the volume and the exposure time.

Hearing loss and mental trauma

Hearing loss has a profound impact on daily life, health and well-being. Persons with hearing impairment have difficulty of various degrees in hearing sounds. People with hearing loss will not be able to communicate with family and friends. This makes them face social isolation, feelings of loneliness and depression. On the emotional level, they may feel anger, anxiety, and frustration in life. This leads them to insomnia and fatigue. Other health effects of hearing loss are headaches, lack of concentration and irritation. We can understand the mental trauma and helplessness they are going through.

How can we support them

Adapting to life with a disability is not easy. Appropriate treatments, hearing aids, and protectors can help and support. Mandatory education and training programs will raise awareness about noise hazards. Employers and co-workers in the workplace can do the following measures:

When approaching a co-worker with a hearing disability be empathetic and not sympathetic.

• Move past their hearing impairment and concentrate on getting to know them as a person.

• Provide them with hearing protectors like earmuffs, ear plugs and ear canal caps at the workplace.

• Employers can arrange for staff training programs on deafness issues.

• Employers should conduct a sign language training program for all employees.

• Employers should ensure that the workplace is well-lit and allows natural light. This helps in better face-to-face conversation.

• Communicate with them through facial gestures and sign language. You can also write down what you want to communicate. Also, you can ask them how best to communicate.

• Make sure the workplace is well signposted.

• The employer should ensure that the workplace should be with minimal background noise.

• Ensure that hearing-impaired workers understand all evacuation procedures during emergencies. A written instruction booklet can be kept handy.

• Use a ‘visual alert system’ such as a flashing light on any device that is a health or safety risk.

• Some of the suggested equipment for smooth office work are:

1. Telephone typewriter
2. Volume-enhanced telephone
3. FM and infrared listening systems
4. Audio loop – a wire loop that encircles a particular area (such as a conference room). It provides amplified sounds to the person via their hearing aid.

International Sign Language Day

The UN proclaims 23rd September as the “International Sign Language Day” to create awareness of this hidden disability. It also protects the human rights of the hearing impaired.

Let’s be supportive, empathetic and inclusive of the people with hearing impairment. Let’s build a supportive environment to make them feel empowered and capable, rather than hindered or inferior.

Please reach out to us for any queries on Understanding Hearing Loss as a Hidden Disability.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

The post Unmasking the Unseen : Understanding Hearing Loss as a Hidden Disability appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.