DIVERSITY & INCLUSION (D&I) IN WORKPLACE
According to a report published by British Council in 2014, around 14% of Pakistan’s population suffers from a disability (mental, physical, or intellectual), a problem linked to numerous social stigmas that hinder their inclusion in the Pakistani workforce. “Inclusivity of Differently-Abled People in the Workforce” by Nayyer shows that because of the exclusion of Specially Abled Workers, the Pakistani economy suffers a loss of up to 6.3% of its GDP each year. The Disabled Persons (Employment and Rehabilitation) Ordinance of 1981 states that 1% of jobs in all organizations employing more than 100 people should go to persons with disability. After power was devolved to Pakistan’s provinces, the quota was doubled to 2%. However, this has not been well implemented because no strict penalties exist for violating this ordinance. As we advance, Diversity & Inclusion is going to be an integral part of global employment trends. Hence, organizations in Pakistan need to have relevant procedures, and HR policies in place will be crucial for valued global integration. This will not only make organizations fit in better with global trends but will be imperative if they want to remain competitive globally.
Human Capital Solutions at Abacus Consulting has conducted a pulse survey across several industries (Telecommunication, Chemical, Pharmaceutical, Distribution, Food, Manufacturing, and Textile) to help create an analysis of what the status quo is with D&I in the Pakistani workplace, especially around Specially Abled Workers. Specifically, trying to understand how many are employed, and what measures are taken to make the work experience easy and comfortable for them. Download the article to read how this survey helps us gauge how far Pakistani HR policies have come with respect to D&I and how far they have to go.