Hiring Differently Abled by the Hospitality Sector in India: Lemon Tree Hotels Limited - A Case Study in Policy Intentions and Operational Persistence (A Female Centric Approach)

In a life full of barriers, Person’s with Disability (PwD) face numerous challenges from the day of their birth until their death. Many significant obstructions restrict the growth and empowerment of a person with a disability and their participation in the labour market. The major challenges include lack of education, limited financial resources, poor infrastructure, lacking a skill development programme, and more often than not it is simply the prejudice and discrimination of the society at large that continues to deprive PwDs dignity in life.
The “decent work for all” has been promoted through Sustainable Development Goal 8 for inclusive and sustainable economic growth. Work or employment is essential in everyone’s life, especially persons with disabilities (PwDs). It provides a sense of accomplishment as well as a source of income. It improves their quality of life, socially and economically, incorporates them into the mainstream, and ensures integrity and respect in the family and community. They are often isolated from ordinary life, only to remain stereotyped, vulnerable, and marginalised. PwDs are also primarily denied access to economic resources such as job opportunities, sustainable wages, and a chance for their 4% of seats reserved for the disabled in government jobs (Behera et al, 2022).
India’s hospitality industry is labour intensive and employs millions, making it a potentially major driver for inclusive employment. About 21.9 million people in India are differently abled, with government estimates showing only around 36% of them are employed—this rate is even lower within hospitality. Nevertheless, the industry offers a wide range of roles, and some chains have created innovative workplaces that cater to the strengths of differently abled individuals, like Echoes Café and Mitti Café, which employ only such staff.
The vulnerability of women with disabilities is based on the naturalistic interpretation which perceives them as physically and mentally weaker sections of the community. This notion overlooks the social, cultural, and political aspects that put women with disabilities in a subordinate position. They face multiple and intersecting forms of discrimination because of which they are side-lined from the mainstream approach and are caught up in a “catch-22” situation.
It is ironic that feminists involved with the issue of difference are interconnected in their challenges to empower the powerless and determined to transform societal disparities but have not focused on the adversities related to disability and impairment for women with disabilities (Ghai.2021).
All laws and reservation policies can be easily circumvented if there is a lack of intention and determination. This paper is based on literature review and direct interview with the senior Human Resources leadership team of Lemon Tree Hotels Limited (India). Mr. Rajesh Kumar (Co-author or this research paper, SVP HR of LTHL) and his team give the credit of their hiring success of PwDs to clear direction and simple process of their policy document along with sincere and determined implementation of this policy.

Persons with disability, Employment, Women First, Private Sector, Reservation

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