PWD (Persons with Disability)
Disability Inclusion:
Less than 1% of Indian Corporate workforce are PwDs, there is an urgent and acute need to implement progressive measures to include and tap into the PwD talent pool. Despite increased awareness towards disability-friendly workplace at global level, accepted inclusion of Persons with Disability (PwD) is still a challenge in India. Disability inclusion means understanding the relationship between the way people function and how they participate in society, and making sure everybody has equal opportunities to participate in every aspect to the best of their abilities and desires.
From sourcing to rolling out focused initiatives -The Outcast Collective partners with organisations.
- Creating targeted and customised sourcing tie-ups with NGOs, job fairs and tapping into other sourcing channels
- Consulting organisation on technology and infrastructure investments to meet the needs of every category of disability
- Identifying the right roles and fitment
- Designing need-based training and development
- Rolling out focussed sensitisation initiatives
LGBT+ Inclusion
Workplace diversity has been in vogue for some time, but many companies are still struggling to define what it means for their organization, why it is important, and how to include LGBT+ persons in their talent management strategy. A well-managed diverse workforce will both reduce costs and generate greater profit, with companies that employ a diverse workforce having 35 percent higher financial returns than national averages.
TOC not only helps to define diversity and inclusion charter but collaborates and aids at every step of the implementation process.
- Anti-harassment and antidiscrimination policy consultation.
- Compensation and Benefits policy consultation to ensure benefits package is relevant to all employees.
- Organization-Wide Diversity Training
- Specific diversity and inclusion training for people managers to ensure they fully understand this responsibility and know how to act on it.
Racial Inclusion (Race, Caste, Ethnicity, Religion, and Culture)
Today, most organisations are truly global with remote teams located at far locations. Organisational leadership is now being challenged to place its focus on inclusivity, rather than delivering on agendas that centralize diversity. Racial inclusion, as a continuous organizational objective, must be at the forefront of organizational discussions.Instead of trying to change some people to fit the organization, focus on transforming organizations to fit and accommodate all people.
- TOC enables organisations to become truly inclusive
- Anti-racism policy framework and consultation
- Defining Racial equity agenda and charter
- Racial equity framework and implementation
Neurodivergent inclusion
Neurodiversity is a kind of diversity that embraces a range of differences in individual brain function and behavioral traits. It regards these differences as part of normal variation in the human population.It is estimated that 15-20% of the population is neurodivergent and around 1 in 45 people is on the autistic spectrum. Too often neurodivergent persons are noted as under-performing. Feedback is often focused on what the individual needs to do in order to improve, instead of looking at environmental factors which could be limiting their ability to be successful. TOC helps organisations ready for neurodivergent persons.
- Targeted and customised sourcing tie-ups with NGOs, job fairs and tapping into other sourcing channels
- Identifying the right roles and fitment
- Designing need-based training and development
- Specific training interventions for People managers