AN INTERSECTIONAL ANALYSIS ON THE NEXUS OF GENDER AND DISABILITY IN THE WORKPLACE: INSIGHTS, CHALLENGES AND OPPORTUNITIES

 

Source: Chemonics International 

ABSTRACT

This research article explores the complex intersections of gender and disability in the Indian workplace. The research takes a holistic approach to analyzing the compounded difficulties that disadvantaged women confront in professional settings, focusing on the specific problems they face. The essay is a call to action for stakeholders, such as legislators, employers, and advocacy organizations, to work together to create effective solutions that enable handicapped women to flourish in the workplace. Finally, the research hopes to inspire positive change and create a working environment that values diversity, inclusion, and equitable opportunity for everyone.

Author: ANUTTAMA DUTTA

INTRODUCTION

The workplace functions as a microcosm of society, reflecting its diversity and dynamism. This research article dives into the complicated intersectionality of gender and disability in the workplace, with the goal of shedding light on the specific problems experienced by persons who negotiate both identities. While there has been much study on gender inequality and disability rights separately, the interaction of these two factors has been comparatively studied. Therefore, intersectionality which was coined by feminist and critical race theorist Kimberle Crenshaw in 1989 offers an excellent opportunity to explore the nexus of gender and disability and its culmination into issues of social justice. The application of Crenshaw’s theory of intersectionality when applied to the workplace offers a vital opportunity to assess how various types of oppression overlap and how timely intervention is necessary for establishing lasting social change. This article draws on the existing literature of feminist scholars who look at workplace disability rights from the lens of gender discrimination. In doing so, this research advances a better understanding of the particular difficulties experienced by handicapped women by illuminating the intersections of gender and disability in a conventional corporate environment.

On an average, women with disabilities are less likely to be employed in high skilled jobs which mandate higher levels of autonomy and creativity (Fesko et. al, 2011). For instance, Lindstrom et al. (2011) in their empirical study on the career progression of a cohort of disabled youth conclude that women with disability are more likely to experience “longer periods of unemployment and part-time work because of health issues, family obligations or workplace constraints” (p. 9). Such “chaotic patterns of career development” stand in contrast to the “linear patterns of career development” enjoyed by their male counterparts (Lindstrom et al, 2011, pp. 9-10). The institutional understanding of the issue has, however, expanded over the past five years, and academics have made a concerted effort to gather information from the workplace in order to develop a qualitative hypothesis on the connection between gender disability and workplace well-being (Duffy, 2005). In a worrying statistic, a 2021 study suggested that disabled women in corporate settings are 13 times more susceptible to experiencing depressive symptoms in comparison to non-disabled female workers (Hughes et al., 2001). Therefore, the “dual burden of sexism and ableism” not only impedes disabled female workers from joining the labour force, but also erodes the morale of those within the system (Brown and Moloney, 2019, p. 112).

THE INDIAN CONTEXT

The progress of economic empowerment of disabled women in India has been lagging. Despite countless rights movements and legislations such as the Persons with Disability Act 1995, the reservation quota for women with disability in public and private sector roles seldom serve the interests of target referent. According to the 2011 census, out of the meagre 34% of the disabled population who have secured meaningful employment in India, only 23% include female PWDs in contrast to their male counterparts who make up 47% of the population pool (Office of Chief Commissioner of Persons with Disabilities, 2021). Women with disabilities in India confront a slew of societal problems, many of which are entrenched in deeply ingrained socio-cultural prejudices. Traditional gender norms sometimes increase the challenges experienced by disabled women, as they may be viewed as doubly vulnerable, as feminist scholar Anita Ghai summarizes by writing “Ek to ladki oopar se aapahij” (translation “born a girl, that too a disabled one”, Ghai, 2001, p. 53). The socio-cultural stereotypes surrounding the ‘usefulness’ of girls and unfavourable attitudes in Indian societies that regard disability as a burden or the result of previous misbehaviour have a significant influence on the self-esteem of disabled girls, affecting their confidence and motivation to seek an education. Therefore, girls with disabilities in India may not be prepared to handle the demands of the labour market if they do not receive access to inclusive education and specialized resources. The train of discrimination against female PWDs permeates into the workplace wherein existing stereotypes make employers hesitant to hire disabled women owing to the added expenditure the company may have to incur, for example on disabled friendly infrastructure, specialized training, assistive technology and maternity leaves. Additionally, persons with disabilities generally find themselves difficult to fit into the traditional corporate straightjacket due to a phenomenon called “lost opportunities effect”, which Shenoy (2011) defines as the stagnation in the development curve of a disabled individual in the workplace whereby they are no longer entrusted with critical assignments and projects owing to their disabilities (p. 8).

From an employer perspective, a 2017 study on level of awareness surrounding disabled persons was performed on 53 employers from Hyderabad, India. The study revealed that only 3.8% employers had a section on the rights of disabled employees in their company policies and 73% of employers did not have any measures in place to promote inclusive hiring and bullying-free workspaces (Ramachandra et al., 2017). Undoubtedly, women with disabilities, if at all hired by these organizations, face the compounded implications of a lack of awareness and employer empathy, since there are no policies in place to safeguard their rights and boost their development. Alongside employment discrimination, women with disabilities are at heightened risk of workplace sexual harassment and violence due to their physical or mental vulnerabilities. However, a social stigmas surrounding rape and a tedious judicial review system forces most women to suffer their plight in silence. “The fact that I experience dual burdens and the social stigma around disability, somewhere affected my silent subordination to harassment and harassers. I was oppressed not only as a woman but also as a disabled individual”, writes Devyani Tewari, a victim of workplace sexual violence and bullying due to her epileptic disorder (Tiwari, 2021, p. 425).

ROADMAP FOR THE FUTURE

Tackling workplace discrimination against females with disabilities is a vital step towards achieving women empowerment and inclusive economic development. While Western countries have made significant progress towards the above, India still has a long way to go. Emerging from bygone stigmas and promoting measures that prevent the othering of female PWDs will automatically permeate to the workplace wherein employers will learn to harness the talents of such individuals rather than focus on their shortcomings. Treating women PWDs as equals rather than categorizing them as individuals with lesser potential and in need of constant sympathy will boost the morale of workers and encourage them to undertake challenges. India can establish an atmosphere where the rights of female workers with disabilities are protected and their contributions to the workforce are recognised and rewarded by encouraging accessibility, and introducing inclusive legislation. If successful, the country will make great progress towards creating a society that is inclusive, egalitarian, and values the unique abilities of all of its citizens.

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REFERENCES

Brown, R. and Moloney, M. (2019). Intersectionality, Work and Well-Being: The Effects of Gender and Disability, Gender and Society, 33(1), 94-122.

Duffy, M. (2005). Reproducing labor inequalities: Challenges for feminists conceptualizing care at the intersections of gender, race, and class. Gender & Society, 19 (1), 66-82.

Fesko, S, David, T, and Graham, A. (1997). Unrealized potential: Differing employment outcomes for individuals with mental retardation and other disability groups. Boston: Institute for Community Inclusion

Ghai, A. (2002). Disabled Women: An Excluded Agenda of Indian Feminism. Hypatia. 17(3), 49-66.

Hughes, R., Swedlund, N., Petersen, N., and Margaret A. Nosek (2001). Depression and women with spinal cord injury. Topics in Spinal Cord Injury Rehabilitation, 7, 16-24.

Lindstrom, L, Bonnie D, and Miesch, J. (2011). Waging a living: Career development and long-term employment outcomes for young adults with disabilities. Exceptional Children, 77 (4), 423-34.

Office of Chief Commissioner for Persons with Disabilities. (2021). Disability in India. Retrieved on 12 November 2023, from Ministry of Social Justice and Empowerment website, http://www.ccdisabilities.nic.in/resources/disability-india

Ramachandra, S.S, Murthy, G.V.S, Shamanna, B.R, Allagh, K.P, Pant, H.B and John, N. (2017), Factors Influencing Employment and Employability for Persons with Disability: Insights from a City in South India, Indian J Occup Environ Med, 21(1), 36-41.

Shenoy, M. (2011). Persons with Disability & The India Labour Market: Challenges and Opportunities. International Labour Organization, Retrieved on 12 November 2023 from https://shorturl.at/ovQVY

Tiwari, D. (2021), Tales of a disabled woman working at ableist, sexist workplaces, O.P Jindal Global Law Review, 12, 417-431