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Introduction:
In the dynamic landscape of workplace diversity, Indian law firms are making commendable strides toward inclusivity, particularly during Disability Pride month. A standout example of this commitment is Shardul Amarchand Mangaldas & Co (SAM), which has taken a proactive approach to understanding and addressing the needs of persons with disabilities. This marks a departure from tokenistic efforts toward genuine inclusion, as illuminated by the experiences of recent law graduates and seasoned lawyers who have faced and navigated the challenges of working in law firms with disabilities.
Shardul Amarchand Mangaldas' Initiatives for Inclusion:
Shardul Amarchand Mangaldas & Co. stands out as a trailblazer in fostering an inclusive workplace. The firm's collaboration with V-Shesh, a disability representative organization specializing in employment inclusion, ensures that the specific needs of persons with disabilities are not only acknowledged but actively addressed. SAM goes a step further by conducting sensitization training for all staff, aiming to foster awareness, and understanding to facilitate the smooth integration of new recruits.
Challenges Faced by Persons with Disabilities in Law Firms:
Despite the positive steps taken by some law firms, challenges persist for law graduates with disabilities. Amar Jain, co-founder of Mission Accessibility and a seasoned professional with seven years of experience at Trilegal and Cyril Amarchand Mangaldas, shared the unique challenges encountered as a lawyer with blindness. Jain's disappointment at not receiving any promotion during his tenure sheds light on persistent barriers within law firms.
Discrimination: A Default Response:
A prevailing issue arises from the lack of awareness among able-bodied individuals regarding the appropriate approach when working with persons with disabilities. Discriminatory behavior often becomes a default response in the absence of understanding. Amar Jain's case serves as a poignant example, underscoring the need for continuous efforts in raising awareness and promoting inclusivity within law firms.
Perspectives from Recent Graduates:
Anchal Bhateja and Ali Feroz, recent law graduates, shared their experiences navigating the legal landscape with disabilities. While acknowledging positive strides made by some firms, they emphasized the imperative need for a cultural shift within the legal profession. Initiatives like SAM's sensitization training is recognized as significant contributors to changing the mindset of legal professionals and fostering a more inclusive environment.
Pivoting to In-House Roles and Activism:
Some lawyers with disabilities, such as Tapas Bhardwaj, have chosen to pivot from law firm practice to in-house roles or initiate endeavours in disability rights activism. These transitions, beyond being personal choices, reflect the broader need for a supportive and inclusive work environment. By sharing their stories, these individuals inspire change and encourage law firms to reassess their practices.
Conclusion:
As law firms in India strive to embrace inclusivity, the journey is marked by both progress and persisting challenges. SAM's proactive approach serves as an exemplary model for other firms to emulate. However, the experiences of lawyers like Amar Jain underscore the ongoing need for education, awareness, and policy changes within law firms, fostering a more inclusive culture to unlock the immense potential of diverse talent.
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