Wonder if the 'equal opportunity employer' gloated over in this article has confirmed the PWDs it was continuing to keep on roll-over contracts ? Unfortunate that the media presents only the glossy picture without caring to do some research to see whether the tall claims are justified.
Rgds RS -----Original Message----- From: [EMAIL PROTECTED] [mailto:[EMAIL PROTECTED] Behalf Of vishnu ramchandani Sent: Monday, October 01, 2007 9:17 AM To: [email protected] Subject: [AI] ABILITY is the only true qualification What counts is the ability to do a job well, say disabled people. Heeru Chandnani and Nevy George ABILITY is the only true qualification. Wishful thinking, this, you might say, but it's happening. eWorld chatted up people employed with IBM whose talents are more evident than physical disabilities. Here's what they say about coping with workplace challenges. But first, Martin Appel, Vice-President, Human Resources, IBM India, puts his company's policy in perspective. He says, "The IBM leadership understands that winning in the global marketplace requires us to advance talented people with disabilities throughout our company. Being a leader in diversity underscores our commitment to an inclusive work environment where ideas and contributions are welcome, regardless of where you're from, how you look, limitations in your physical capabilities or what personal beliefs you hold." `No curse but challenge' Jyotindra Mehta Congenital blindness due to Retinitis Pigmentosa (RP) took away Jyotindra Mehta's power of sight at a very young age. Emigration to the US on scholarship, coupled with a readiness to take up any challenge, resulted in Jyotindra's quick success there. Today he is India's only visually-disabled software programmer. Far from feeling disabled, Joe, as he is better known, prefers to say, `enabled', to use the IT terminology to advantage. He believes, "Disability is not a curse, but a challenge and no challenge is insurmountable." Contrary to accepted beliefs, he says, "Even though the West is technologically advanced, the attitude of the people towards the disabled is not any better than in India." He has conducted training classes on mainframes, participated in engagements and has managed the S/390 mainframe ever since it was received in Bangalore. "I find the S/390 Systems Administrator role to be very interesting and challenging," says Joe. "It was my career goal when I was based in the US. I also enjoy my role as senior IT specialist and teaching S/390 training courses, such as DB2 Database Administration, and participation in customer engagements." He worked as a technical advisor for India's National Association for the Blind, Karnataka Branch (NAB KB) and with the National Institute of Information Technology (NIIT) where he helped to launch one of India's first computer training programmes for the visually-impaired. Joe uses a voice synthesiser adaptive aid, which is designed to work on a Win95/98 workstation. It takes a normal keyboard input and produces speech output through a combination of voice synthesiser. It enables him to hear the text displayed on the computer screen. He was awarded the Helen Keller Award in 2004. Joe says, "I refer to online documentation using the screen reader as needed to research the problem and its resolution. All of the IBM product documentation is now available online which is immensely helpful to me. I also have developed my memory to an extent that I do know a good bit of stuff on commonly occurring problems by heart." Facing workplace challenges Heeru Chandnani, born visually-disabled, grew up hearing her parents both of whom sing beautifully. Today, at 25, Heeru works with the BTO (Business Technology Optimisation) HR, which handles employee-related queries within the organisation. Nevy George was born with cerebral paralysis, which affected his leg. Armed with an MBA from the School of Communication & Management Studies, Kochi, he has been with IBM since April 2004. Both have tips for the disabled facing their first interview and dealing with different organisational issues. Heeru says, "People with a disability about to face their first interview should ensure that they are prepared for it, have their knowledge and facts straight. They must not go in with the attitude that since they are specially challenged they will, or should be, treated differently. Also, it is up to them to convince interviewers that they have the capabilities and can do the job that they have come for. People are still ignorant about the capabilities of the disabled and it is up to us to convince them." Nevy says, "I work as an HR co-ordinator. Most work today is intellect-driven, so physical challenges should not stop any person from achieving personal and institutional goals. I face various challenges in reaching office but once I am in office I am no different than any other. Positions in Finance, HR, and Software development are ideal for PwD (people with disabilities). The reason you are called for interview is because your skill sets and experience match at least 60 per cent of the job requirement. Candidates may be asked about the disability and the willingness to travel or relocate. Focus on your abilities and don't let any disability hamper confidence." The pay is the same as for any other employee in the same position. If PwD are on a lower salary bracket, then it won't be a bad idea for corporates to pay a little extra for conveyance as most face problems using the public transport, he says. Chances for bias are nil or minimal if the company is an equal opportunity one. IBM follows an open system so concerns can be raised with your manager or someone above him. Ask people within the company regarding disability policies followed." Colleagues can be helpful or a hindrance and Heeru believes that "Most people have not actively dealt with a PwD person before. They often act like you do not exist and assume certain things. You have to tell them how you work, what you can and cannot do, how they should and could help you. Once you tell them, there shouldn't be any problem. I think one just has to be vocal and explain things. It is not their fault that they treat you how they might be wont to do. The first few days can be the most trying, so be normal, confident, expect some unexpected behaviour and be willing to help others by not taking everything personally. Come across as a normal human being and not like someone different in a shell. Do not expect any pity." Nevy believes, "Everybody comes with their own share of ability and disability. The only problem PwD face is that their disability is visible. Over time, the abilities will also become evident. So just set targets towards what you want to achieve and go after them. Over time, when you are successful, negative reactions will stop. Based on your first day's experience, specially if it is negative, do not come to conclusions about the organisation." Appel says "Today, worldwide, more than one billion people have a disability. That number is expected to significantly grow in the coming years as the world's population ages. For IBM, people with disabilities present a tremendous market opportunity as the need for best-in-class assistive technology continues to increase." The future presents a more open picture to disabled people. And technology is giving a whole new, and welcome meaning, to the term IT-enabled. Picture by K. Gopinathan [EMAIL PROTECTED] Forgot the famous last words? Access your message archive online at http://in.messenger.yahoo.com/webmessengerpromo.php To unsubscribe send a message to [EMAIL PROTECTED] with the subject unsubscribe. To change your subscription to digest mode or make any other changes, please visit the list home page at http://accessindia.org.in/mailman/listinfo/accessindia_accessindia.org.in To unsubscribe send a message to [EMAIL PROTECTED] with the subject unsubscribe. To change your subscription to digest mode or make any other changes, please visit the list home page at http://accessindia.org.in/mailman/listinfo/accessindia_accessindia.org.in
