Walk into any major Indian corporation’s annual report or ESG presentation, and you’ll likely find glowing statements about their commitment to diversity, equity, and inclusion. But there’s one glaring gap in this narrative that’s impossible to ignore: disability inclusion. A stark new report has laid bare the uncomfortable reality—most companies in India employ fewer than 1% persons with disabilities (PwDs) . This isn’t just a statistic; it’s a systemic failure that locks millions of capable, talented individuals out of the formal economy.
Table of Contents
- The Shocking Statistics from the Marching Sheep Index
- The Law vs. Reality: What the RPWD Act 2016 Actually Says
- The Real Culprits: Systemic Barriers to Employment
- Beyond the Quota: What True Disability Inclusion Looks Like
- Conclusion: A Call for Authentic Action, Not Just Lip Service
- Sources
The Shocking Statistics from the Marching Sheep Index
The Marching Sheep PwD Inclusion Index 2025 is a wake-up call for corporate India. Based on data from 876 listed organizations, the report paints a bleak picture . The headline finding? Persons with disabilities make up a mere 0.65% of the total corporate workforce . Even more alarming, a staggering 37.9% of these companies reported having zero permanently employed PwDs .
This data exposes a massive chasm between the public rhetoric of diversity and the private reality of hiring practices. It’s not a talent shortage—it’s an opportunity gap created by deeply ingrained biases and inaccessible systems.
The Law vs. Reality: What the RPWD Act 2016 Actually Says
India isn’t without legal frameworks to support PwDs. The landmark Rights of Persons with Disabilities Act, 2016 (RPWD Act) was a significant step forward . It mandates a 4% reservation in government jobs
Critically, the RPWD Act does not impose a hiring quota on private companies . Instead, it encourages them to provide a “friendly workplace” and ensure non-discrimination. This lack of a binding mandate, combined with weak enforcement mechanisms, has allowed many corporations to treat disability inclusion as an optional CSR activity rather than a core business imperative.
The Real Culprits: Systemic Barriers to Employment
The problem isn’t a lack of qualified candidates. India has an estimated 13 million employable PwDs ready to contribute to the workforce . So why the disconnect? The barriers are multifaceted and deeply rooted:
1. Inaccessible Infrastructure and Technology
From office buildings without ramps or accessible restrooms to digital platforms that aren’t screen-reader friendly, the physical and virtual workplace is often designed without PwDs in mind . This creates an immediate and often insurmountable hurdle before a candidate even gets to the interview stage.
2. Outdated Mindsets and Unconscious Bias
Many hiring managers still operate under the misconception that a disability equates to lower productivity or higher costs . This bias, often unconscious, leads to PwD candidates being overlooked, regardless of their skills or qualifications. The focus is on the perceived limitation, not the person’s capabilities.
3. Lack of Targeted Skill Development
While skill development programs exist, they are rarely tailored to the specific needs and learning styles of PwDs . This gap in accessible training further widens the employability divide.
Beyond the Quota: What True Disability Inclusion Looks Like
For corporate India to move beyond tokenism, it must adopt a holistic approach to disability inclusion. This goes far beyond simply checking a box. Leading global firms have shown the way, and some Indian companies are starting to follow . Key strategies include:
- Universal Design Principles: Building workplaces and digital tools that are accessible to everyone from the outset, not as an afterthought.
- Inclusive Hiring Practices: Partnering with specialized job portals for PwDs, using skills-based assessments, and providing reasonable accommodations during the interview process.
- Employee Resource Groups (ERGs): Creating communities within the company for PwD employees and allies to share experiences and drive internal change.
- Leadership Accountability: Tying executive compensation to measurable diversity and inclusion goals, including those for PwD representation.
[INTERNAL_LINK:inclusive-hiring-practices-guide] can be a powerful first step for HR teams looking to build a more equitable recruitment pipeline.
Conclusion: A Call for Authentic Action, Not Just Lip Service
The findings of the Marching Sheep Index are a national embarrassment. India’s corporate sector cannot continue to champion a hollow version of diversity that excludes its largest minority group. The talent, resilience, and unique perspectives of PwDs are a massive, untapped resource for innovation and growth . Moving forward, companies must shift from performative allyship to authentic action. This means investing in accessibility, challenging internal biases, and building a culture where disability inclusion is a non-negotiable pillar of their business strategy. The time for talk is over; the time for real, measurable change is now.
Sources
- Marching Sheep. (2025). PwD Inclusion Index 2025 [[1], [2], [5], [9]].
- The Rights of Persons with Disabilities Act, 2016 [[13], [14], [20]].
- National Centre for Promotion of Employment for Disabled People (NCPEDP). (2023). Employment Statistics for PwDs in India .
- World Health Organization (WHO). Disability and Health. https://www.who.int/news-room/fact-sheets/detail/disability-and-health.