RECENTLY, chief executives of different companies received a letter from the adviser to the prime minister regarding the employment status of disabled persons in their respective organizations.
Here it needs to be mentioned that in 1981, the government promulgated an ordinance called the Disabled Persons (Employment and Rehabilitation) Ordinance, according to which industrial and commercial establishments should give jobs to one per cent disabled persons out of the total number of people employed in their respective organizations. The letter further stated that in case the disabled persons as defined in the ordinance were not employed, the employer should pay to the government Rs2,000 per month for every such person.
Since the last few years, officials of the government’s Social Welfare Department have from time to time queried companies regarding whether the ordinance was being complied with or not. In this respect, I would like to point out that unless both the government and the employer make serious and concerted efforts, the main objective of this law will never be achieved. Having a stern attitude and giving statements like, “This is the law and you will have to follow it,” will not work. The purpose should be to provide gainful employment to the disabled and not to add to the insignificant amount of tax to the exchequer.
In the existing situation, even progressive employers are confused and helpless as to how they can meet the requirement of this law. Without proper grooming and induction into a particular job, a disabled employee loses interest in work quite easily, gets frustrated and develops an inferiority complex, which is something that’s not desirable at all. The national and provincial councils for the rehabilitation of disabled persons constituted under the ordinance are required to take measures necessary for carrying out their job. They should seek help and guidance from companies like IBM, which is a pioneer in not only offering employment to handicapped people or persons with disabilities, but also in utilizing their full potential with the help of modern technology.
The council may invite experts from IBM to hold workshops for local employers, teaching them methods and techniques of fully utilizing the capabilities of disabled employees. Even the national training institutes such as the PIM, can also plan on organizing such workshops. In the June 2004 issue of American Workforce, it has been mentioned that at IBM, disabled workers contribute millions to the bottom line and provide a crucial point of view to a company that makes and sells technology for people with disabilities. One of its directors said: “We don’t hire people who are disabled just because it’s a nice thing to do. We do it because it’s the right thing to do from a business standpoint.”
IBM has become a model for effectively using the skills of thousands of disabled employees. The company’s top management believes that disabled workers have long been an untapped source of talent, and are expected to play an increasingly vital role in the workplace in the coming years. In its constant effort to attract disabled employees, IBM has developed outreach programmes throughout the US. The company employs several deaf research scientists, who are doing great work and can become role models for the younger generation. IBM not only provides conducive environment to facilitate the disabled in performing their jobs effectively, but also arranges mentors to coach and train the newly-employed in order to help them turn into productive members of their team. Taking the lead from the foreign company, conscientious employers in Pakistan must also set such a trend.
RECENTLY, chief executives of different companies received a letter from the adviser to the prime minister regarding the employment status of disabled persons in their respective organizations.
