The Role Of HRM in Inclusion of People with Disabilities

 Persons with Disabilities(PwDs) and Its Sri Lankan Context

According to the Mudannayake and Weerasinghe(2021) Disability is “a form of social oppression involving the social imposition of restrictions of activity on people with impairments and the socially engendered undermining of their psycho-emotional wellbeing”. Based on the same  disability can be defines with three interconnected dimensions. As per the definition, the dysfunctioning of one or more of these dimensions refers to a disability;

• Impairment - problems in body function or structure such as a significant deviation or loss
• Activity limitation – difficulties face in the execution of a task or action by an individual
• Participation restrictions – problems face when involving in life situations.

According to latest United Nations(UN) report published on 2024 In Sri Lanka, approximately 8.7 per cent of the population, or 1.6 million people, are identified as persons with disabilities. These demographic faces high levels of unemployment and poverty, compounded by limited access to education, healthcare, and employment opportunities which causes socio-economic disparities and deeply ingrained social stigmas.Additionally, there is a high level of unemployment evident, with only 29 per cent of Sri Lankan’s people with disabilities engaged in economic activities These high levels of unemployment and poverty among persons with disabilities are explained by constrained income generation due to lack of employment opportunity for both wage and self-employment.

                                           Source : UN Country Report 2024

Hence HRM has Pivotal role to play for inclusion of PwDs in to the Sri Lankan labour force and get their contribution to the economy.

How HRM can Pomote Inclusion of PwDs

1. Inclusive Recruitment and Hiring Practices

One of the primary responsibilities of HRM is to ensure that the hiring process is accessible and unbiased. Organizations must adopt recruitment strategies that encourage applicants with disabilities to apply. This includes:

·         Designing job postings that use inclusive language.

·         Ensuring that online application systems are accessible.

·         Partnering with organizations that support disabled job seekers

·         Training hiring managers to recognize and eliminate biases.

2.Ensuring Workplace Accessibility and Accommodations

An inclusive workplace goes beyond just hiring; it requires an environment that supports all employees. HRM must work closely with facility management teams to ensure that workplaces are physically accessible.

3. Training and Sensitization Programs

A truly inclusive workplace requires a cultural shift, which can be achieved through education and awareness.

4.Implementing Inclusive Policies

HRM must develop and enforce policies that promote inclusivity and prevent discrimination. Some key policies such as Anti discrimination, Equal opportunity, Flexible leave and Grievance handling should be implemented.

5. Performance Management and Career Growth Opportunities

Employees with disabilities should be given the same opportunities for career advancement as their peers. 

6.Employee Support Systems and Well-being Initiatives

HRM can further promote inclusion by introducing employee support programs such as:

• Employee Resource Groups (ERGs) for individuals with disabilities.
• Mental health support and counseling services.
• Open forums for employees to discuss challenges and suggest improvements

7.Legal Compliance and Ethical Responsibilities

HRM must ensure that the company complies with national and international disability employment laws. In Sri Lanka, the Rights of Persons with Disabilities Act outlines key regulations regarding employment opportunities for individuals with disabilities. 

Challengers for HRM to PwDs Employements 

1.Doubts About Capacity 

Employers frequently have concerns about the skills of people with disabilities and whether or not they are suitable for particular professions. These uncertainties result from misunderstandings and a lack of knowledge regarding employment accommodations for impairments.

2.Education Gap 

Because of socioeconomic considerations, people with disabilities often experience educational discrepancies, which can make it difficult for them to compete for jobs on an equal basis with their counterparts.

3.Stigmatization 

People with visible impairments are more likely to be stigmatized, which can result in social exclusion and low self-esteem. People with impairments may feel excluded as a result of this stigma and lack the self-assurance to follow their professional ambitions.

4. Attitude Barriers

Persistent exclusionary practices in the workplace are a result of deeply ingrained preconceptions and stereotypes regarding disabilities that give rise to discriminatory attitudes

and actions.

5.Accessibility Barriers

People with disabilities frequently face obstacles to inclusion due to the physical design of workspaces, as well as technological advancements and communication systems.

Conclusion

The inclusion of people with disabilities in the workforce is not just a moral obligation but a strategic advantage. Organizations that embrace inclusivity benefit from diverse perspectives, increased innovation, and a positive brand reputation. HRM, as the driving force behind workforce management, must take proactive steps to break barriers and build an inclusive workplace where everyone, regardless of ability, can thrive.

By integrating inclusive recruitment, workplace accessibility, training, and policy implementation, HRM can create an environment that fosters equal opportunities and respects the unique abilities of every employee. In Sri Lanka, where disability inclusion is gaining traction, HR leaders must ensure that their organizations not only meet legal requirements but also actively promote a culture of inclusivity and empowerment. After all, a truly inclusive organization is one where diversity is celebrated, and everyone has a fair chance to succeed.

References

Mudannayake,M.,Weerasinghe,T(2021)Role of human reasource management in recruitment and providing decent work for persons with disabilities in Sri Lanka.Kelaniya Journal of human resource management.Vol.16 issue 2 pp 37-50. (Online) Available at https://kjhrm.sljol.info/articles/93/files/submission/proof/93-1-274-1-10-20220531.pdf. (Accessed on 01/04/2025)

Jarvis,A.,Barder,B.,Bohm,S.(2022) The role of human resource practices for including persons with disabilities in the workforce: a systematic literature review.The international journal of human resource management. Vol.33 issue 1 pp45-98.(online) Available at https://www.researchgate.net/publication/356384596_The_role_of_human_resource_practices_for_including_persons_with_disabilities_in_the_workforce_a_systematic_literature_review. (Accessed on 02/04/2025)

Zulmi,M.,Prabandari,S.,Sudiro,A.,(2021) Inclusive human resource management practices for employee with disabilities as an effort to manage diversity. Journal on studies of applied economics.Vol 39-12 pp3-10.(online) Available  at https://www.researchgate.net/publication/356583243_Inclusive_Human_Resource_Management_HRM_Practices_for_Employees_with_Disabilities_as_an_Effort_to_Manage_Diversity.(Accessed on 02/04/2025).

Chauhan,T.,Srivastava,R.(2024)The Role of human resource in Rehabilitation (employement) of persons with disabilities.International journal of advances in engineering & management.Vol: 6 Issue 4 pp 417-425. (online) Available at https://ijaem.net/issue_dcp/The%20Role%20of%20Human%20Resource%20in%20Rehabilitation%20(Employment)%20of%20Persons%20with%20Disabilities.pdf. (Accessed on 02/04/2025).

UN partneship on the rights of persons with disabilities (2024). Situational analysis of the rights of the persons with disabilities in sri lanka.United Nations(UN). (online) Available at https://unprpd.org/new/wp-content/uploads/2025/01/SriLankaSitAn.pdf. (Accessed on 02/04/2025).

 

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