NON TRADITIONAL INVESTMENT APPROACHES

INVESTMENT IN DISABLED EMPLOYEES

“Someone who is disabled has an illness, injury or condition that tends to restrict the

way they live their life, especially by making it difficult for them to move about.”

Thus, the employee, who is working for the organization, will be termed disabled if

he/she is suffering from an injury or illness which affects or restricts them from

performing their job effectively.

There can be two types of disabled employees

I. Disabled - while employed : i.e. the person was fit and sound during the start of

employment relationship, however, during the tenure of his/her service he

turned disable, which can be either:

a) On-the-job: This is during the work hours while working at premises.

b) Off-the-job: This is not at work premises, but surely after the start of

employment relationship.

II. Disabled - prior to employment: Here the employer is well aware of the disability

yet employ the person for the job.

I Disabled – while employed:

There can be short- and long-term disability (STD and LTD).While dealing with

such a case the employer must follow the following procedure.

The Interactive Process, whereby through an informal open discussion with the

disabled employee, the precise job related limitation imposed by the employee's

disability are being realized and how those limitations could be overcome with a

reasonable accommodation. Even if the department's ability to accommodate

the employee's disability seems doubtful, the department must still conduct a

good-faith interactive process.

There are four levels of possible accommodation:

1. Job Accommodation: Modification of job duties, job environment and/or

work schedule.

2. Modified Work: Lateral transfer into an existing position for which

employee is qualified.

3. Transferable Skills: Transfer to "demoted" position or position of lesser

terms/conditions ("last resort accommodation.").

4. Alternate Work: However, consideration should be given to his present

salary and the distance of the new work place from his residence.

Consider the preference of the individual to be accommodated and select and

implement the accommodation that is most appropriate for both the employee

and the employer. The employer should not accommodate the employee in

case:

1. The disabled employee cannot perform the essential functions of the job;

and that no reasonable accommodation exists.

2. The person would create an imminent and substantial danger to him/her

self or to others by performing the job; and there is no way to remove or

reduce the danger.

In such a scenario employer may use medical separation and also appoint a

rehabilitation counselor for the disabled employee.

II Disabled prior to employment: There could be any form of disability namely

i) Mental health

ii) Physical Disability

iii) Learning Disability

which the employer is aware of prior to employment. But still considers their

employment as a part of social responsibility, alongside trusting their

capability to perform the task fit for them.

The trend of employing disabled as well as keeping provisions for employees disabled

after employment is gaining momentum which can be due to:

i) Realization of social responsibility by employers.

ii) Government intervention

iii) Trade benefit schemes, tax benefits etc.

Reasons for this change

Disability Confident employers will have access to a wider talent pool.

Technological developments and increasing use of flexible working mean that

organizations are able to create enabling environments where more disabled

people can contribute to business success.

Engaging with potential employees (disabled)

Attracting talented disabled candidates can be problematic. Experience of

leading employers suggests that multiple (project based) recruitment tends to

attract more disabled candidates than single-post advertising.

Employer needs to build a brand which symbolize welcome and fair treatment.

Consider offering work experience and internship opportunities to disabled

people.

Sector based initiatives can help to change people's views of working in a

particular industry.

Take for example, in ITES sector companies like Hero ITES, a part of Munjal group,

openly mentions the special invitation to disabled in its employment advertisement.

Similarly there’s a lot of potential to hire these people in the sunrise sectors like

banking, software, etc though companies like Satyam & Infosys have taken initiative yet

lot has to be done. Considering high staff turnover and an acute shortage of skilled

workforce, qualified technical people who are disabled can be good alternative.

Unfortunately when it comes to recruitment, employers tend to look the other way if

the job candidate is a person with disability. Top of the charts in the IT job market

include vacancies for software developers, programmers, web designers, database and

system administrators, graphic artists and system analysts.

But still the percentage of disabled employees is very low. Most employers are reluctant

to employ the disabled because of concerns regarding safety regulations, the need to

modify premises such as installing ramps, disabled-friendly toilets and extra medical

costs.

Even if they are employed, the system that is being followed in the organization does

not work in their favour. There is, however, concern that some management practices,

even those imposed without prejudice on all employees, might have a disparate effect

on the health and performance of some disabled employees.

With the advancement in technology, the potential of these employees can be

enhanced to a higher level. For example, speech device can be used as a tool to support

the person who is verbally impaired. Similarly, visually disabled can convey through

special computers. Thus we need such things along with training for the disabled

employees as well as the normal employees to help them adjust to the changes, and

their differently-abled employees. Though, this may seem as an investment but the

benefits are far reached and rewarding. Return on investment is far greater considering

people with disabilities tend to be appreciative and loyal employees, because they have

difficulties finding jobs. Their commitment to work has to do with their self-esteem. This

notion of work, as a prideful activity, is something they definitely feel.

Cost to keep disabled employee (employed)

Employers experience multiple direct and indirect benefits such as retaining qualified

employees, considering

i) the cost of training the new employee

ii) productivity of retained employee is higher

iii) cost of accommodation is lower than inducting new employee

iv) Employers want to retain valued and qualified employees.

There are lot many industries which have a scope of employing disabled employee. its

just the initiative which is required, considering Titan, Tata group which is one of the

world's largest timepiece manufacturers started introducing disabled employees to it’s

facility since 80’s . "Titan was clear that these people are an intrinsic part of our society

and need understanding, support and opportunities, not charity or misplaced

compassion," says Mamatha Bhat. Thus, the capable candidates of 18 -24 yrs were

adopted and proper measures were taken to get them into main stream, like

i) ergonomically designed workspaces

ii) training to enhance technical competence

iii) non-discriminating policies, effective grievance handling, counseling etc.

With time, Titan has realized that the disabled members of its family are more loyal and

far more focused on the job. Despite the physical shortcomings of these employees,

productivity and quality had never been an issue. Titan's children of a lesser god

are no longer classified as disabled, merely 'differently-abled'.

Thus, such an investment is worth not only for it’s return in terms of loyalty earned. But,

employers should consider their responsibility towards the society and help in making

these people self dependent and getting them into the main stream.

INVESTMENT IN EMPLOYEE ASSISTANCE PROGRAMMES (EAPs)

EAPS are used to make professional help available to the employees. Typical EAPS offer

assistance to employees in such areas as alcoholism, drug abuse, emotional stress,

family problems and financial indebtedness.

Although research findings tend to vary, it is believed that EAPs are valuable

contributors to both employees and employers.

First of all, giving employee assistance is simply the right thing to do from the standpoint

of humanity, and there are some cost-benefit arguments in favor of EAPS. Certainly, the

resolution of personal problems tends to make the employee a more effective

contributor to employer objectives. That is, money spent on abating alcoholism among

the workforce is perceived to be cheaper than money spent on ineffective performance,

lost time, illness and death on the part of employees suffering from the disease of

alcoholism.

Characteristics of an effective EAP

The EAP should be staffed with competent professionals who respond to employee

problems with empathy and who know what services are available in the local

community.

The EAP should be accessible to all employees 24-hours a day, seven days a week.

The EAP should be advertised to all employees so that all are aware of the program.

The EAP should be available to all employees and their dependents.

The EAP must guarantee complete confidentiality.

The EAP staff members should be willing to meet at any location where the

employee or dependent feels comfortable.