Walking Together with India’s ‘Divyangjan’

Let's look into disability-related issues in India.

- Sacred Potential Born from Difference - On April 20th, Korea observes ‘Disabled Persons' Day,’ a time to reflect on where the barriers in our society still stand and how much accessibility we have truly secured in our daily lives. As the scope of global business and collaboration expands, understanding the systems and cultures of our overseas partners becomes more than just acquiring information—it becomes the standard that determines the ‘depth of respect’ we hold for one another. Today, focusing on India, a country with which Korean companies share close ties, we would like to take a thoughtful look at how disability is perceived there and the mindset we should adopt in our shared daily lives. 1. From Deficiency to Special Potential: ‘Divyangjan’ In recent years, the term ‘Divyangjan’ has become the official designation for persons with disabilities in India. In Hindi, it carries the meaning of ‘one with a divine faculty.’ This name reflects the Indian government's resolve to move away from past perspectives that viewed disability as ‘Karma’ (from a previous life) or a family burden, and instead view them as proud citizens with rights and potential. While a name alone cannot erase all inconveniences, it is important to first understand this effort to begin a dialogue centered on ‘special potential’ rather than ‘deficiency.’ ★ Note: Even within India, there are diverse opinions regarding this term. While its meaning is positive, some raise concerns that it might overshadow the reality of discrimination and lack of infrastructure. Therefore, we should understand ‘Divyangjan’ as an expression of respect , while maintaining the balance to recognize the realities that exist behind the term. 2. The Reality and Environment of Local Employment Realistically, creating an environment to work alongside persons with disabilities in India requires a great deal of sincerity and time. This is not merely a matter of will, but rather due to practical constraints arising from structural differences in India. Infrastructure Limitations: Even in large cities, accessibility for wheelchairs on sidewalks and public transportation remains low, making the daily commute a challenge for many. Administrative Requirements: According to the ‘Rights of Persons with Disabilities Act (RPwD Act, 2016),’ workplaces with 20 or more regular employees are required to establish an ‘Equal Opportunity Policy’ and appoint a Liaison Officer. Job Matching Challenges: In environments focused on manufacturing and field operations, a long-term approach is needed to identify suitable roles within each process and match them with skilled personnel. ★ Note: For these reasons, rather than ‘applying strong pressure,’ approaching local employment as a form of information sharing—at a level of understanding the system and culture—can be a more realistic and sustainable choice. 3. New Trends Emerging in the IT Industry Nevertheless, hopeful changes are being detected, particularly in IT hubs like Bengaluru. Breaking Barriers through Technology: As work-from-home (WFH) and flexible working hours become commonplace, instances of individuals with disabilities demonstrating their capabilities in digital spaces—beyond physical limitations—are increasing. Digital Accessibility Education: Cooperation between the government and the private sector is expanding IT training for persons with disabilities. This is becoming a valuable opportunity for companies to meet skilled talent who hold a ‘UDID (Unique Disability ID) Card.’ 4. A Responsible Stance Toward Unexpected Accidents Disability can be congenital, but it can also occur later in life due to workplace accidents, traffic accidents, or illness. In such moments, the stance we demonstrate sends a message of trust stronger than any words. Legal Obligations and Procedures: Immediate medical action and reporting are fundamental when an accident occurs. Under Indian labor law, it is generally prohibited to terminate a colleague who has acquired a disability during employment ; instead, priority must be given to reviewing job adjustments or reassignments . A Response from the Heart: Indian society values ‘human duty’ as much as ‘regulations.’ Personally checking on the well-being of the individual and their family immediately after an accident and sincerely looking after the rehabilitation process—beyond mere compensation—is the most honest way to build trust as a community. ★ Note: Even if re-employment is difficult, acting as a facilitator for social connection —such as providing recommendation letters or linking them to educational opportunities —is a basic human courtesy that earns a company deep-rooted trust, even if it is not a legal mandate. 5. Small Etiquettes to Protect Mutual Respect When working with local colleagues or partners, subtle considerations for the cultural background complete the circle of respect. [Actions to be Cautious of] Use of the Right Hand: Out of respect for religious and cultural sentime