Over the past few years, the conversation around diversity and inclusion has grown louder across India’s startup ecosystem. From social media pledges to DEI panels at summits, there’s no shortage of good intentions.
Startups agile, visionary, and disruption-ready are uniquely positioned to lead this change.
But here’s the question we keep hearing (and asking): Are Indian startups moving beyond the talk to create truly inclusive hiring systems, especially for persons with disabilities?
At Speshally, we work closely with startups of all sizes to build equitable workplaces. And while we’ve seen strong intent and early progress, we’ve also noticed some consistent gaps that deserve attention not to criticize, but to help bridge the distance between purpose and practice.
The Shift Is Real and Promising
Let’s begin with the good news: many startups today are genuinely engaging with disability inclusion. We’ve seen:
● Internship programs designed for individuals with disabilities
● Collaborative hiring journeys led by DEI consultants
● Websites and job portals being made screen-reader friendly
● Founders actively advocating for inclusive workplace cultures
This mindset shift matters. It reflects an understanding that inclusion is not just about optics it fuels innovation, reflects your market, and attracts diverse talent that drives long-term growth.
But the Gaps Are Hard to Ignore
Despite the visible enthusiasm, execution often falls short. Some common roadblocks include:
● Inaccessible infrastructure: Office spaces and digital platforms that aren’t universally designed
● Bias in hiring decisions: Where assumptions often unconscious override objectivity
● Rigid role structures: With limited flexibility in job expectations or support systems
● Lack of training: Teams don’t always know what respectful, inclusive collaboration looks like
These aren’t deal-breakers but they are missed opportunities. And they highlight a truth we must all face: inclusive hiring takes eff ort, not just empathy.
Where Startups Can Truly Lead
The beauty of being a startup? You’re not weighed down by legacy systems. You can build intentionally from Day 1. Here’s how some of our partners are getting it right:
● Running bias-awareness workshops for hiring panels
● Using inclusive language in job descriptions and adding an accommodation note
● Offering flexible working hours or remote options during onboarding
● Partnering with experts like Speshally to build accessible, people-first hiring pipelines
● Creating feedback loops with employees who have lived experience and acting on it
Small changes. Big shifts.
Final Thought: Culture Starts With Hiring
Inclusive hiring isn’t a checkbox. It’s the entry point to building a culture of trust, belonging, and equity. When someone sees that your workplace is accessible, respectful, and genuinely ready for difference they show up fully. And when they do, your entire team gets stronger.
The question isn’t just “Are we hiring persons with disabilities?” It’s “Are we designing a workplace where every kind of talent can thrive?”
Let’s Build Startups That Include From the Start
At Speshally, we help startups and scale-ups move from intention to implementation with inclusive job design, hiring training, onboarding support, and more.
Together, we can build workplaces where every role is accessible, every hire is equitable, and every team is stronger.
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