About Enable India’s Work

Table of Contents

Q: Main achievements of Enable India ...................................................................................................................................... 2

Q: Basic details about Enable India and its vision? .................................................................................................................... 2

Q: Enable India works with which disability? ............................................................................................................................. 2

Q: Enable India has reached how many locations? ................................................................................................................... 2

Q: How many people has Enable India impacted in the last 11 years? ..................................................................................... 3

Q: How many people has Enable India provided livelihood for? ............................................................................................... 3

Q: What types of jobs does Enable India provide to persons with disability? ........................................................................... 3

Q: What is the male female breakup of persons with disability engaged in livelihoods? .......................................................... 3

Q: What salary does disabled get versus non disabled? ............................................................................................................ 3

Q: What salary does a blind person or severe disabled get? ..................................................................................................... 4

Q: How does Enable India provide jobs in private sector? Companies are not obligated to take disabled, so how does it work?? ....................................................................................................................................................................................... 4

Q: Do companies hire people with severe disability? Do mostly MNCs and large companies hire or do smaller companies hire? ........................................................................................................................................................................................... 4

Q: How does Enable India’s training for persons with disability make a difference? ................................................................ 5

Q: How has Enable India built the eco system in companies? ................................................................................................... 5

Q: How does Enable India work with govt or PSUs where there is reservation in jobs? How have PSUs saved 1 crore per person with disability via inclusion? .......................................................................................................................................... 5

Q: Some details about your work as placement cell for govt of Karnataka? ............................................................................. 6

Q: How do persons with disability work? How does Enable India open up jobs?...................................................................... 6

Q: Some examples of workplace solutions developed by Enable India? ................................................................................... 7

Q: Who started Enable India? .................................................................................................................................................... 7

Q: How did Enable India start? .................................................................................................................................................. 8

Q: Rewards and recognitions for Enable India? ......................................................................................................................... 8

Q: What is the impact of the work? How has Enable India helped change society perceptions? ............................................. 8

Q: More details about Enable India staff? Are there staff with disability? ................................................................................ 8

Q: Do persons with disability trained and placed have CAREERS? Any case study? .................................................................. 9

Q: Does Enable India partner with other organizations? Provide consultancy? ........................................................................ 9

Q: Have people from other countries learnt from Enable India ?.............................................................................................. 9

Q: What is your long term vision for persons with disability? ................................................................................................... 9

Q: What are the macro level challenges for persons with disability and what are the solutions that Enable India has come up with? ................................................................................................................................................................................... 10

Q: Details of business case ....................................................................................................................................................... 10

Q: Details Of Innovative Employability Training Framework @EI and EI partners ................................................................... 12

Q: Can you give examples of how livelihoods are being scaled? ............................................................................................. 13

Q: Can you give examples of training tools and how they differ based on disabiliity? ............................................................ 13

Q: What types of content, tools, publications does Enable India have for NGOs or partners for scaling? ............................. 13

Q: Main achievements of Enable India 1,32,076 persons with disability across 11 disabilities, families, employees, leaders and community have been

positively impacted by the work of Enable India

600 companies across 27 sectors, 48% of these companies hired severe and sensory disabled, 23% have hired

over multiple years. 7% startup companies have hired

4500+ persons with disability gainfully employed across 11 disability. 26% females with disability in the

workforce

Scaling of employment via 272+ job roles opened up / developed for disabled. A job role opening up enables

disabled to get job on their own or via other NGOs.

Critical game changer jobs being done by blind include MIS executive, medical transcriptionist, Service

management executive, spam management etc and by deaf include jobs in loan operations, cash operations,

accounts payable, receivables and more)

PWD are engaged in 70+ self employment activities

Highest starting salaries of 15 lacs (15,00,000) per annum for severe sensory disability. 18 lacs for person with

physical disability.

Deaf blind person salary: Rs 1.8 lacs (deaf blind – cannot see, cannot hear, cannot speak)

Same wages as non disabled

70 to 81% disabled are supporting their families

Work has been across 359 locations in 28 states, 189 partner organizations, and stakeholders from 27

countries

10639+ leaders and decision makers have been coached to be inclusive and adaptive leadership

320+ trainers and employment officers across 189 partner organizations have scaled their operations with the

capacity building done by Enable India

50+ Workplace solutions, each solution enables job roles, each possible job role opens up exponential job

openings.

7+ innovations for scaling training, placements and independent living of persons with disability

80+ jobs opened up in the PSUs and banks for persons with sensory disabilities – these are in reservation /

quota based jobs.

Rs. 1 Crore per person with disability is saved by PSUs with their inclusion as a productive employee

87,000+ visitors to the open source collaborative platform for scaling livelihoods for PWD - Enable Academy

(and Namma Vaani)

Enable India is the PLACEMENT CELL FOR THE GOVT OF KARNATAKA

Every 1 Rupee inflow has created an economic impact of 6.55 Rupees

Enable India has scaled via 4+ mainstreaming partnerships

Enable India has been granted special consultative status by United Nations Economic and Social Department,

is representing India in the Workability Asia chapter, is the COE and TOT partner for Skill Council for PWD

(NSDC/Skill India), and is on the governing council of ScPWD

Q: Basic details about Enable India and its vision? Enable India was started in 1999 by Shanti Raghavan and Dipesh Sutariya and its vision is economic independence and dignity for persons with disability. Before Enable India started in livelihoods, most persons with disability especially severe disabled were getting jobs via reservations / quota. Enable India opened up the private sector and made companies understand the business value in hiring persons with disability especially severe sensory disabilities.

Q: Enable India works with which disability? Ans: Livelihoods for 11 disabilities Enable India is the only organization in India to impact livelihoods across 11 disabilities in the country (visually impaired, physically disabled, hearing impaired, cerebral palsy, muscular dystrophy, autism spectrum disorder, spinal cord injury, intellectual disability, psychiatric disability/mental illness, learning disability, deaf blind)

Q: Enable India has reached how many locations? Ans: Reach of 359 locations in 28 states of India.

Enable India has reached 359 locations in 28 states in India via one or many of the following - training, placements, self employment, capacity building of trainers and employment officers, distribution of standardized content, innovative solutions, workshops and sensitization, field implementation and more. Specifically wage and self employment have happened across 55 locations.

Q: How many people has Enable India impacted in the last 11 years? Ans: 1,32,076 persons with disability across 11 disabilities, their families, company employees where PWD have been hired, leaders and community have been positively impacted by the work of Enable India

Q: How many people has Enable India provided livelihood for? Ans: Till Dec 2016, Enable India has provided 4500+ persons with disability provided livelihoods directly and indirectly provided training and jobs to 10000+ persons with disability by building capacity of partner organizations. Enable India has also given approx. 13,500 persons with disability opportunity for livelihoods. (We count a direct livelihood only if the person has been retained in their job or joined the job or took up a self employment activity. We do not count giving the opportunity to the disabled person – i.e if he was selected and got an offer letter but did not join on the first day as a direct livelihood)

Q: What types of jobs does Enable India provide to persons with disability? Ans: Enable India has provided skilled computer jobs to non computer manual jobs 272+ job roles across 35 functions in 27 sectors ranging from supervisory, design, technical operations to unskilled functions. In fact Enable India believes in providing game changer jobs for disabled as mentioned below which opens mindsets and enables the eco system:

Critical Jobs with high impact and pressure such as MIS executive, medical transcriptionist, service management, HR executive spam management executive are some of the game changer jobs for persons with vision impairment. These are traditionally considered visual jobs which cannot be done by blind. High pressure jobs such as loan operations, cash operations, accounts payable, receivables, insurance processing are game changer jobs where deaf persons have been placed. These require high degree of knowledge requiring rich language skills on which can be seen as difficult for deaf who have limited language capacity.

20% of trained candidates with vision impairment now are able to find jobs on their own due to the jobs being opened up for them” Each job role has the potential to give jobs to thousands of persons with disability. In fact persons with disability should be able to get jobs on their own 183+ jobs opened up for visually impaired who have traditionally been in 5 to 10 jobs such as candle making, telephone operator, recaning, lecturer. 112+ jobs opened up for hearing impaired who have traditionally been in 5 to 10 jobs such as helper, housekeeping and mechanical jobs.

267+ jobs opened for physically disabled 169+ jobs opened up for persons with cerebral palsy who have traditionally not been included in the work force 70+ self employment activities such as kirana shop, mobile recharge, ragi malt making, beautician, bakery, auto driving, areca nut farming, dairy farming, paper cup making, plumbing and sanitary work, flour mill, chaat shop, home based chemicals etc

80+ jobs opened up in the PSU banks for persons with sensory disabilities

See resource below with the listing of 273+ jobs which have been opened up for persons with disability http://www.enableacademy.org/resources/jobs-done-by-persons-with-disability/ and see publication http://www.enableacademy.org/register/?order=522

Q: What is the male female breakup of persons with disability engaged in livelihoods? 26% of the working PWD are females. In initial years, the number of women coming for training was 5% of the total batch. Over the years, due to word of mouth and alumni referrals, women with severe and sensory disabilities started coming for training. Providing jobs for female PWD pose even more challenges from safety and security and also have more restrictions in the type of jobs they can take up with societal and cultural contexts.

Q: What salary does disabled get versus non disabled? Ans: Same wages as non disabled

Enable India has ensured that persons with disability get the same wages as others by providing employability training and making them productive for the job. This is very different from countries like Japan, other Asian countries, and other developing and developed countries where they tend to pay less wages for persons with disability.

Q: What salary does a blind person or severe disabled get? Ans: STARTING Salaries range from Rs 65000 per annum to 18 lacs per annum. Severest multiple disabled salary has been 1.8 lacs (deaf blind – cannot see, cannot hear, cannot speak)

DISABILITY JOB TYPE AVERAGE SALARY (year) HIGHEST starting (year)

Physically disabled Skilled 1.36 lacs 18 lacs

Visually impaired Skilled 1.83 lacs 15 lacs

Hearing impaired / Deaf Skilled 1.09 lacs 15 lacs

ALL Manual job 65,000

ALL Self employment 66,000

Autism spectrum Skilled 2.16 lacs 6.24 lacs

Cerebral Palsy Skilled 1.9 lacs 5.4 lacs

Mental illness/Pscyhiatric Skilled 78,000

Intellectual disability - 81,900

Deaf blindness Skilled (only 2) 1.8 lacs

Q: How does Enable India provide jobs in private sector? Companies are not obligated to take disabled, so how does it work?? Ans: Enable India has opened up the private sector in India (across 600 companies in 27 sectors) where they have hired disabled especially 48% have hired severe and tough disabilities Before Enable India started in placements, most persons with disability especially severe disabled were getting jobs via reservations / quota. Enable India has opened up the private sector to understand the business value in hiring persons with disability. Previously, companies tend to take persons with mild disability such as one leg polio. Directly 600+ companies across 27 sectors have hired persons with disability and indirectly 1000+ companies have hired via partner NGOs whom we have trained

Q: Do companies hire people with severe disability? Do mostly MNCs and large companies hire or do smaller companies hire? Ans: No. Companies have been MNCs, SMEs, Indian companies, startups, two tier companies and in districts etc.

48% of the companies who hired from Enable India have taken persons with severe, sensory and tough

mental disabilities (287 companies). Enable India’s business case has shown direct impact on these

company leaders who have truly understood the business value and have evangelised the hiring of disabled

and hence have included disabled in their workforce

23% of the companies have hired in multiple years. Enable India has ensured that candidates are

employable for the job and can meet the company’s needs. The inclusion within the company and many

other success factors help companies to come for more candidates.

“Placements were consistent in the recession years in 2008 and 2014 due to employable products. “14

candidates with hearing impairment were hired in 2008 along with 16 non disabled for contract work at

Thomson Reuters. Due to their performance, most of the deaf were absorbed as employees. Most non

disabled were let go after the contract ended”

More than 7% are STARTUP companies who hired people with mostly severe and sensory disabilities. This

has happened due to word of mouth on the business value, good products (i.e candidates) and services and

support provided by Enable India. Startups usually have challenges in hiring and need people with very good

attitude who will get the work done.

“Startups in the internet boom such as Redbus, Qikwell, Big Basket, Farina, Krea, Karya hired people with

vision impairment, autism spectrum disorder, person with no motor function in hands or legs and other

severe disabilities. The employees have to work harder to get the work done since it is a startup”

“Different sectors such as food processing units, HR startups, Data entry startups, F&B startups, automobile

dealerships and more have taken severe and sensory disabled”

This challenges the perception that larger companies only can hire disabled and perhaps not worry about

performance. However, small medium companies and startups have the maximum need for good

employees and have gained from Enable India’s interventions.

Following videos showcase journey of companies. It also showcases the video as a powerful tool to scale awareness - Company story (skilled) and learn about collaborative train and hire model for scale - http://www.enableacademy.org/resources/thomson-reuters-using-diversity-as-a-business-tool/5/ - Company story (unskilled) and learn about life cyle components (job analysis, awareness and sensitization in companies, career growth, inclusion in training ) http://www.enableacademy.org/resources/retail-sector/1254/

Q: How does Enable India’s training for persons with disability make a difference? Enable India trains disabled with innovative employability training framework. The innovative employability training models and methodologies of Enable India help to get candidates job ready while overcoming disability related challenges. More importantly, candidates with disability have an edge due to the employability training. Hence the following impact has emerged Most disabled do not have access to education and hence EVEN if they get a job – it would be manual or semi skilled jobs. Perhaps if the barriers were not there, they would have done degree and got skilled jobs. In this situation - 2% of persons with disability placed by Enable India got a higher salary and got than the going market rate for their education qualification. This was because they were hired in skilled jobs. In fact, they were hired based on SKILLS not on education. Enable India was able to influence leaders because of the power of the employability training as well as the power of the business case. Today these best practices are available for scaling “Hearing impaired who are tenth standard pass are working successfully as SOFTWARE TESTERS in SM Netserv. These jobs usually require BCA, BTech” “BA graduates with vision impairment are earning 12 lacs per annum working in technical jobs such as network engineer and accessibility tester due to the training and influencing leaders” “10th and 12th standard pass visually impaired were hired for medical transcription after rigorous 12 month training” “10th standard cerebral palsy person with multiple disabilities earning 1.8 lacs per annum”

Q: How has Enable India built the eco system in companies? Ecosystem in companies built across 10639 leaders and 18,500 employees resulting in referral placements and candidates getting jobs on their own The impact with companies has happened due to the following

- 10639+ leaders and decision makers across India have been coached and mentored on the business

case and value of hiring persons with disability. Many have undergone the inclusive and adaptive

leadership training. They have been also been coached and mentored on how to include persons with

disability during interviews, initial hand holding after placements, on-boarding, induction, training

providing work and targets, performance management, daily inclusion, career growth and resolving

issues

- 18,500 employees have gained a new perspective on disability. The sensitization provides a new

perspective on disability by people understanding their own abilities and inabilities and learning to

find solutions for their inabilities and realizing that the only disability is a bad attitude!

“Enable India has opened up the private sector for persons with vision impairment” – Dipendra Manocha, Ashoka Fellow

Q: How does Enable India work with govt or PSUs where there is reservation in jobs? How have PSUs saved 1 crore per person with disability via inclusion? Employers in PSUs and govt do not know what to do regarding persons with disability especially vision and hearing impairment. Example: We collaborated with State Bank Of India to open up 80+ jobs in branches and back office with the help of workplace solutions. A simple solution such as “putting a barcode on pass book enabled the blind person to read the account number quickly” opened up this job across 24000 branches. With the help of our training, 800+ SBI Employees with vision and hearing impairment gained the necessary skills for the job. Our team provided awareness to branch managers across 175 villages and towns in 25 states and did the initial handholding for the employees with disability. The impact has been that the employee’s potential is being used by the bank. Hence the bank which was paying salary but now using the potential is saving (1 crore = 35000 * 12 months * 25 years) A case study is given below

“ No words to explain the way he is productive. Gopal is the branch pet. The word excellent is less to explain about him and his commitment is high. The sensitization conducted by Enable India has helped SBI to treat the pwd’s in par with the team” - Kadapa main branch AGM, Mr. Narasimham regarding visually impaired employee Gopal Gopal comes from the rural part of Kadapa, He is totally blind and had done his education in the regular school. Prior to Enable India training he was just issuing the empty challans to the customers and also sending them to various counters.

After undergoing the training by Enable India and now has turned to be a productive member to the bank by performing the tasks such as : Answering customer queries, linking UID to account , Answering customer’s enquiry, Making announcements in the bank for the convenience of the customers, along with old tasks of guiding customers to the counters and issuing vouchers Bhanu Chander is Gopal’s colleague who has been working with him since both joined the bank together says “ Gopal wanted to perform work from the beginning, now after the Enable India training he is able to really do it and we feel he is more satisfied. He says “I am now feeling the pressure with the amount of work he is performing”.

Q: Some details about your work as placement cell for govt of Karnataka? Enable India’s livelihood framework helps address the needs of diverse disabilities across education, geography, job types

and severity of disability. As the placement cell for the government of Karnataka, Enable India has leveraged partnerships

and worked on different models of employment such as wage employment, university connect model, self employment

model in partnership with RUDSETI/RSETI and by working closely with the govt machinery of DDWO and VRW/MRW

workers, inclusive outsourced model and work at home models for intellectual and psychiatric disabilities, job fair

model, entrepreneur CBR model, holistic district CBR model and more.

Enable India has worked across 30 districts of Karnataka. More than 40% of PWD who have been trained in self

employment have initiated activity resulting in an average earnings of Rs 66000 per annum.

One example of the work we have done as placement cell is KK Packers which is a vendor for Hindustan Unilever Limited

located in Gowribidinur district. By working closely with the local NGO GASS who have better idea of the local PWD and

cultural context, Enable India enabled the local disabled to identify their problems for working in a company as well as to

find local solutions. This helped place 30+ people with cerebral palsy, severe physical disability and intellectual disability

working productively. This 3 way partnership has created awareness in other PWD (persons with disability) who are now

asking for employment.

Q: How do persons with disability work? How does Enable India open up jobs? Persons with disability work using different workplace solutions. Enable India has been opening up jobs by finding, integrating or making different workplace solutions for disabled. WORKPLACE SOLUTION opens up and develops jobs for the disabled in places where they do not exist.

Any person with disability can do any job if they have a feasible workplace solution and a supportive work environment. A workplace solution is a solution used by a person with disability to overcome their inabilities and challenges and complete the task as per expectations.

To understand workplace solutions better: we need to understand that solutions are all around us. We use them on a daily basis. We use them to overcome barriers or to enable ourselves. For example, we use different tools on a daily basis to overcome our limitations– To reach somewhere quickly, we have an inability to walk that fast. This challenge is overcome with a bus, auto or car. The challenge of holding hot objects with our hand is overcome by using a vessel holder or gloves to protect our hands. If we are unable to climb stairs quickly, we use a lift.

People with disability or people without disability use different methods to get same output and use different solutions to overcome challenges. Just like we accept the solutions we use on a daily basis, we need to accept the solutions for persons with disability.

A workplace solution can be a combination of the following - Aid or Tool - New Process or Method to do the same work - Change or reengineering of existing tasks - Innovation

Q: Some examples of workplace solutions developed by Enable India? Some of the workplace solutions developed by Enable India are shown below. Many are simple solutions and some require the usage of aids or technology

- Communication board for hearing impaired CSAs to communicate at the Shell petrol pumps – this enables the hearing impaired to communicate ot customers effectively. This inclusive solutions is useful even for CSAs without disability. After the customer selects and writes on the board, the CSA delivers the service and wipes the board for a fresh customer. This solution has been appreciated by customers and has also been used in Pakistan! This

Talking cash counting machine for visually impaired – Enable India liase with vendor who makes the cash counting machine to work on a talking version of the same. This will open up jobs for visually impaired to be cashiers or work in banks where the cash counting is done on a daily basis Integrated Solution for severely disabled to work from home on the computer – Enable India has not developed these solutions but integrated existing solutions to ensure that the person with severe disability is able to dial the phone using her voice, use computer applications such as Excel to take down customer information. Extensive training has to be given to be efficient with the solution. Pass book printing by visually impaired – This solution was accepted by State Bank of India to enable the visually impaired to do pass book printing which is very visual. This solution is a good example of a change in process along with usage of existing technology. The pass book has an account number which has to be keyed in by the bank clerk. Though there are OCR solutions which enable visually impaired to read printed book, they do not work on the account number. We have requested that every pass book in SBI has a barcode with the account number. This can be read by the barcode scanner by persons with and without vision impairment. This inclusive solution which requires a process change is in the process of getting implemented

How deaf communicate at a petrol pump with customers - See https://youtu.be/5Sh_MfSy630 ) How do blind and deaf work? http://www.enableacademy.org/resources/how-do-blind-and-deaf-work/20/ How do people with multiple disabilities work? https://youtu.be/eKNs-SVf-Xc Shanti talking about workplace solutions and the power of technology - https://www.youtube.com/watch?v=wjn7T5edqrs&feature=youtu.be

4. Scaling of employment via inclusive and adaptive leadership.

Inclusive and adaptive leaders include abilities and adapt to peoples inabilities using alternate means and solutions. They harness the value of diverse people including disabilities. This is possible with an innovative business case which enables scale and the alternative perspective which will enable the world for all people! Inclusion of disability is central to the growth of any country

Enable India has created elearning modules which explain our business case Business case (9 minutes) - https://www.youtube.com/watch?v=lz7jM06ZK3I&feature=youtu.be The module below helps understand workplace solutions in detail Workplace Solutions (30 minutes) - https://www.youtube.com/watch?v=7PEi-ecsen0&feature=youtu.be

Q: Who started Enable India? Ans: Enable India was started by Shanti Raghavan and Dipesh Sutariya, both are software professionals with combined experience of 30 years in IT industry. Shanti Raghavan has over 12 years working in IT industry and worked in various technical positions latest being Program Manager. In addition to this Shanti has been full time working on the cause of economic independence and dignity for over 9 years. Dipesh Sutariya has over 18 years of experience working with IT

industry in various technical roles latest being senior director helping setup a offshore development center with 450+ employees. In addition Dipesh has been associated with Enable India since inception and last 3.5 years full time working for the cause of persons with disability

Q: How did Enable India start? Enable India started when Shanti’s brother started growing blind at the age of 15. After having successfully rehabilitated Hari, Dipesh and Shanti are now using their know-how & insights to empower others. Journey of Enable India founders (15 minute interview of Shanti Raghavan on the show “Chai with Lakshmi”) - https://www.youtube.com/watch?v=O-Nw-ZnCcco Shanti says “When my brother Hari was diagnosed with retinitis pigmentosa (RPT), a degenerative disease that eventually robbed him of his vision, my husband Dipesh Sutariya and myself were deeply involved in helping Hari become independent and build a future for himself. As part of his rehabilitation, we invited him to the United States and accompanied him in activities like swimming, kayaking, snorkeling, tandem cycling and many others. We also taught Hari computer skills that helped him prepare to receive a MBA. We witnessed first-hand Hari’s struggle for obtaining employment. Despite finishing his MBA in the top of his class, he was rejected in almost 70 job interviews. Today Hari is a global alliance manager at Dell. In 1999, Enable India was registered as a citizen sector organization to help enable persons with disability and in January 2004, I left GE to focus full-time on my work. http://www.youtube.com/watch?v=PsSRhGheB2U (Shanti Amazing Indian Enabling India)

Q: Rewards and recognitions for Enable India?

2016 - Finalists at the Social Entrepreneur of the Year 2016 awarded by Union Minister Nitin Gadkari (awarded to Dipesh and Shanti)

2015 - Best NGO award from Govt. of Karnataka awarded by Minister Umashree

2015 - Special Consultative Status by the United Nations Department of Economic and Social Affairs

2014 - Times Now Global Amazing Indian awarded by President Pranab Mukherjee awarded to Shanti Raghavan

2010 - South Asia Pacific Manthan Award for ICT Innovation

2010 - National Award awarded by President Pratibha Patil

2008 - Sadguru Gnanananda Award

2007, She is also the recipient of the Karmaveer Puraskar award

2005 - Prestigious Ashoka Fellowship for social entrepreneurs awarded to Shanti Raghavan

2005 - NCPEDP Shell Hellen Keller Award awarded by Minister Arjun Singh

Q: What is the impact of the work? How has Enable India helped change society perceptions? Ans: Impact of employed persons with disability has changed perceptions in society

81% of persons with disability are supporting their family in urban areas

70%*of disabled are supporting their family in rural areas after getting job (*this is from sample

survey).

95% of families who felt that the person with disability would be dependent on them are now

respecting them and being supportive

78% employers** have a positive perception of persons with disability after placements. 68% employers find persons with disability productive* employees and have been inclusive by providing solutions for 44% of the cases 35% are the primary bread winners in their family (** from SAN report of 2011, **retention analysis report march 2015)

Q: More details about Enable India staff? Are there staff with disability? Enable India has a passionate staff with diversity of disability, gender, age, religion, skills set and mainly the passion and hence high retention rate of the employees is the biggest strength of the organization.

• Age ranges from 20+ to 65+ years

• 40% Female 0% TRANSGENDER (till now) and are in the core management team

• 40% Staff have disability –(6 types) visually impaired, low vision, hearing impaired, physical disability, cerebral

palsy, mental illness and learning disability and are in the core management team

• Education ranges from 7th standard to post graduate

• Work experience ranges from 0 to 40 years

• From 12 states – Karnataka, Tamil Nadu, Kerala, Andhra Pradesh, Telangana, Bihar, Meghalaya, Gujarat,

Maharashtra, Kashmir, Uttar Pradesh, Delhi

• From urban metros, rural areas and towns

Q: Do persons with disability trained and placed have CAREERS? Any case study? Ans: Creating change agents: Diversity lead for MNC company EMC2 Deepa Narasimhan has muscular dystrophy and is wheelchair bound and cannot move any part of her body except one finger. She came to Enable India for a job 11 years back. Today she is the diversity SPOC at EMC2 and is enabling many more disabled. Her salary has tripled in the last 7 years. Her disability is so severe that she needs help for every activity. When she came to Enable India, for 3 years she was put on an internship at Enable India. She was encouraged to develop her own solutions to get ready to join a company. She was given a lot of love, solutions and stringent feedback to improve her performance during the internship – nothing less was expected from her despite the severity of her disability. After much struggle, when Enable India finally placed her in EMC2, she was ready to face the corporate world armed with solutions. Over the next 8 years, she grew to be a program manager and then was promoted to be the diversity lead for Asia Pacific Japan. As a champion for persons with disability, she increased EMC2’s hiring across different disabilities. Enable India encouraged the CEO to take on more people with severe multiple disabilities. The collaborative internship with EMC for 8 persons who have various multiple disabilities including deaf blindness has resulted in them earning 1.2 to 1.8 lacs per annum. She is a role model for persons with disability and embodies what Enable India believes in – when a person with disability works well and works for society, they become an agent of change

Deepa’s video is on Enable academy - http://www.enableacademy.org/resources/climbing-the-corporate-ladder-with-muscular-dystrophy/449/

Q: Does Enable India partner with other organizations? Provide consultancy? Ans: Enable India believes in partnering, sharing and growing the eco system. Enable India is engaged with 189+ partner organizations across country and world. Enable India has worked with 189+ partner organizations via collaborations, capacity building, dissemination of standardized content, internships, coaching and mentoring, consultancy and/or exposure visits to Enable India

Q: Have people from other countries learnt from Enable India ? People from 27 countries have visited from Enable India for the following

- Exposure visits, volunteering or internships

- capacity building, dissemination of standardized content

- collaboration, coaching and mentoring, consultancy

People from following countries -> from EUROPE: France, UK, Norway, Spain, Poland, Germany from AFRICA: Liberia, Mauritius, Digambia, Nigeria, Ethiopia, Rwanda from Asia: Japan, Thailand, Taiwan,Korea, Nepal, Afghanistan, Malaysia, Hong Kong, Vietnam, Bangladesh, China, Mongolia and US, Peru and Australia

Q: What is your long term vision for persons with disability? Ans: We see the role of persons with disability (PWD) in a larger context. We feel PWD are central and mainstream to the DEVELOPMENT OF INDIA and any other country as shown below

a. As an agent of change: Apart from their right to economic empowerment, we have seen the effects of a person with disability who is a change agent working in their job with quality and efficiency. The effect is very positive where others get hope and feel motivated to perform with sincerity. (For example: In a state like Jharkand where there are very few jobs generated, one PWD working extremely well in a tough job can motivate others that IT IS POSSIBLE)

b. As an agent of inclusion: When the company, business or group starts hiring more persons with disability, they get opportunities to learn to be inclusive. If the organization learns to be inclusive, it is of great benefit to them because an inclusive culture leads to retention and better productivity. In the current global economy, only companies who can be inclusive will be able to survive and flourish.

c. Solution oriented thinking: When persons with disability are seen in “game changer jobs” –i.e jobs which are unexpected or difficult and are seen using innovative simple solutions to overcome their challenges, it creates an environment which is solution oriented in the company

d. Building better Indians: We have seen the effects of giving a vision to PWD candidates: we have given the VISION to our candidates with disability that they NEED TO BE AGENTS OF CHANGE – that they should be better Indians and better global citizens who will work with sincerity, quality and efficiency and where they will be inclusive. This vision has a profound effect on their thinking and actions where they think beyond their livelihood alone and work towards a larger vision.

e. Celebration of human spirit: We see PWD in the context of upliftment of all human beings – for every PWD who becomes a contributing citizen, we can celebrate the triumph of the human spirit.

f. Shift in consciousness: We feel that our work will enable people to shift their thinking and enable the Indian psyche especially to rise above their helplessness and apathy that prevails

Q: What are the macro level challenges for persons with disability and what are the solutions that Enable India has come up with?

Challenge Strategy / Product / Services Examples / Explanation

There is a mindset regarding PWD and a lack of awareness How do we change mindsets?

Demand Creation Business case on why a person with disability should be employed Employer outreach program (collaboration with the company to ensure hiring and retention of PWD) Placement via matching of job with candidate profile

See elearning module for business case - (9 minutes) - https://www.youtube.com/watch?v=lz7jM06ZK3I&feature=youtu.be

There are less jobs available for PWD. There are less solutions and access to jobs. How do we develop jobs for PWD?

Workplace Solutions Short term workarounds or solutions in collaboration with companies Long term solutions in collaboration with vendors Long term solutions

See Shanti talking about workplace solutions and the power of technology - https://www.youtube.com/watch?v=wjn7T5edqrs&feature=youtu.be

Even if there are jobs, PWD are not available due to lack of education or rehabilitation. PWDs who are available lack the confidence, skills and attitude required for the job. There are also disability related issues.

Source Creation Candidate Development Programs

Please see question regarding innovative employabilty training at Enable India

There are too many barriers for PWD in communication, visual, transport barriers.

Company service Analysis of jobs to provide workplace solutions on how PWD will work with efficiency and quality Initial handholding and retention services after placement Services for better inclusion: such as awareness workshops, inclusive policies and procedures, workplace solutions, post employability training for PWD etc Candidate services Post placement guidance and grievance handling Career counseling Personal Workplace solutions Financial support

Our workshops have proved to be effective in a limited time of 1.5 hours where the company employees will have an enhanced perspective on life and on disability with humour and self introspection. They have worked across cities, cultures and ages.

Q: Details of business case Points mentioned below are used to convince companies about hiring the disabled. Please note, the attitude and thoughts of the employment officer are critical. If the employment officer is not convinced of the points mentioned below, company will not be convinced. Also, this business case has a basic expectation: The candidates who will be sent to these companies have the required qualifications, skills and attitude expected. These candidates have learnt to accept their disability, solve their daily problems with solutions and know how to overcome their disability. The business case points written below are

from Enable India’s real time experience in the last 8 years. They come from a real understanding of companies’ challenges and understanding the true value of an employee with disability who is sincere and extremely employable. Many company CEOs, managers and team leads have seen the benefits of hiring persons with disability and usually mention the points stated below BACK TO ENABLE INDIA! Please note: Companies who have seen the benefits of hiring disabled have also experienced employees with disability with the wrong attitude and skills. But when good role models with disability are working in the company, the company stops stereotyping the disabled and are able to understand that disability is only one aspect of a person for which there are solutions. 1. Hire alternate pool of candidates with good skills and attitude. For their talent

Companies face challenges in getting people with good skills and attitude. Even though India’s population is large,

small and big companies face challenges in finding the right candidates. There are 70 million persons with disability in

India and there are disabled people with the right skills and attitude. There will be some disabled who may be suitable

for the company. They have the potential to develop. They want to achieve something in their lives. They use

alternate methods and solutions to overcome their disability

Companies should HIRE ONLY THE SUITABLE EMPLOYABLE CANDIDATES WITH DISABILITY.

2. Companies hire right people from everywhere

Companies overcome their hiring challenges by hiring the right talent from everywhere – different genders, regions,

religions, languages, cultures, castes, economic backgrounds and DISABILITIES. Such companies only care about

candidates having the right attitude and skills.

3. Companies that are successful are solution oriented

Companies constantly have challenges and have to come up with solutions for each of their challenges which could be

with budgets, people, infrastructure and more. Companies that have hired disabled have to think of solutions to use

the talent, skills and attitude of a disabled person effectively. Such companies are more solution oriented. They do

not think of problems in projects or problems with deadlines. They always think of solutions and get better. Persons

with disability work in any job by overcoming their challenges with solutions and using different methods to get the

work done.

4. The bar gets raised at the company

When employees with disability use their potential, others get motivated to use their potential and do better at their

work and hence the bar gets raised. When there is better performance from more people in the company, the bar

gets raised which leads to higher standards being set in the company.

5. Companies get loyalty of all employees when the employees feel valued. This results in less attrition

In today’s world, employees leave companies even for a small pay hike or when they face a small problem. Employees

will stay only when they feel good about their company and when they feel valued.

When companies hire persons with disability and enable/help them to work well, other employees will definitely feel

good about their company. If the company values even an employee with disability, then they are able to look at the

ability and merits of a disabled person. That means they will be able to look at the ability and merits of every

employee. Company is also able to understand that every person has some weaknesses or inabilities and learns to use

the abilities of their employees well.

6. Diversity or differences between employees benefits companies

Many companies understand the value of having diverse people or differences.

Smaller companies initially want to hire similar people because they think that it will be easy for them to get work

done if everybody is similar in behavior. However, many issues arise as shown in the case study from Bihar.

Larger companies usually have policies on diversity. They know that their employees will be open and tolerant of

different ideas and suggestions only when they welcome diversity and differences of all kinds. As companies become

big, they can become bigger only with better ideas and better execution. This will happen only when there are people

with different kinds of thinking give different ideas which are respected. In the beginning, differences are tolerated

and after some time, DIFFERENCES ARE UNDERSTOOD.

As the company has more and more diversity, differences are accepted and respected. This requires good leaders who

allow differences openly and encourage diverse thinking. Such companies have an open culture and are generally

more successful.

“When there is a major festival, all the employees from that region and religion take leave at the

same time. But because the company had people from different regions and religions, they did not

face problems - the other employees were able to handle the work. Thank god the company hires

diverse (different types of) people!” -Small organization in Bihar

Q: Details Of Innovative Employability Training Framework @EI and EI partners The employability training framework developed at Enable India is based on understanding the root causes which affect a person with disability shown below

The biggest root cause we have identified is the lack of expectation and empowerment. Enable India built the core employability for candidates and collaborates with companies for the technical training, domain awareness and the role specific training required.

Enable India Core Employability Framework

Enable India has innovated training methodology for employability training for persons with disabilities. Core Employability training consists of four modules:

Kindling aspirations – Encouraging candidates to short term and long term goals and develop an attitude to work

to achieve the set goal by overcoming challenges they face in their journey.

Building job skills – Making candidates aware of the skills necessary to succeed in any job role in any

domain/sector such as working with quality, using common sense and having attitude to learn on own.

Developing disability related skills – Facilitating candidates to increase knowledge about their disability so that

they speak about it using positive language and learn about using tools and solutions to live and work at par with

the non-disabled.

Strengthening workplace readiness – Enabling candidates to get ready for the job that matches their educational

qualification and skills.

Enable India framework has 7 stages

The most important aspect of our training is the TRAINING ENVIRONMENT which is maintained from day 1 where

Training rules are set by the candidates: Candidates get empowered by coming up with the rules for the training for the student and trainers

Candidates are responsible for the functioning of the entire training –responsibilities are divided amongst candidates (managers) for smooth functioning.

Please see the link on youtube (change quality setting to 480 – to see video in HD

quality) http://www.youtube.com/watch?v=ghqv1uzW5wc&feature=youtu.be )

Role Specific Training

Domain Awareness

Technical Training

Core Employability Training

Targets are given from day one and performance feedback is done weekly, Please see link in youtube (http://www.youtube.com/watch?v=docXIOoL1-M&feature=youtu.be -- please change quality setting to 480 – to see video in HD quality)

Enabling solutions and problem solving: Candidates are expected to find solutions for their personal life and take every opportunity to solve their problems. Example: Visually impaired Candidates are asked to take the medicines at the training centre on their own without intervention. The solution they came up with is shown below

Volunteer work – Each person with disability is expected to contribute to society by doing volunteer work Please see link in youtube (change quality setting to 480 – to see video in HD quality (http://www.youtube.com/watch?v=NMN6kx5_Fwc&feature=youtu.be)

Q: Can you give examples of how livelihoods are being scaled? 1. Model for scaling entrepreneurship dev for PWD (30 mins) - https://www.youtube.com/watch?v=fnI6nTfM-jo&feature=youtu.be

2. Model for scalng awareness via disruptive social networking platform for rural disabled(20 minute video provides awareness on the power of the platform) - https://youtu.be/K4bEd44AJb4 3 Scaling of changing mindsets - Innovative course which has been used on more than 35000 people – This course will take 45 minutes - http://www.enableacademy.org/disability-awareness/?sid=124 4. Scaling of Inclusion of visually impaired after they join company - The 30 minute module below is used to create awareness on persons with vision impairment. It uses a common sense approach and makes the viewer feel familiar with the “unknown” and the viewer, in fact, is able to “relate” to the person with vision impairment thereby bridging the gap and changing their mindset. - https://www.youtube.com/watch?v=xZXopHfX-jA&feature=youtu.be 5. Scaling of inclusion of hearing impaired after they join company (optional) - The 30 minute module below is used to create awareness on persons with hearing impairment. It uses a common sense approach and makes the viewer feel familiar with the “unknown” and the viewer, in fact, is able to “relate” to the person with vision impairment thereby bridging the gap and changing their mindset. - https://youtu.be/y-ZF1gYoSLI 6. Scaling via open source collaborartive community platform – Enable Academy – www.enableacademy.org, 7. Scaling via Employability and development model for unskilled - https://www.youtube.com/watch?v=tRYc-CKE3nM&feature=youtu.be 8. Scaling via tools - EYE tool for scaling digital literacy for visually impaired- https://youtu.be/V2FCYmHMAu4

Q: Can you give examples of training tools and how they differ based on disabiliity? Demo of training is done for hearing impaired for interviews -https://www.youtube.com/watch?v=f8gwd0vtI3I Audio content used by trainer to teach candidates for visually impaired and physically disabled - https://youtu.be/KqVz3r1C-HQ

Q: What types of content, tools, publications does Enable India have for NGOs or partners for scaling? All material is on Enable academy in enabler page. For example: TUTORIAL – how do I teach employability is available for all enablers (for replicability) http://www.enableacademy.org/tutorials/how-do-i-teach-employability/122/ https://www.youtube.com/watch?v=0O2l34ky4_U&feature=youtu.be TUTORIAL – how do I teach computers to blind http://www.enableacademy.org/tutorials/how-to-teach-computers-to-visually-impaired/117/