UL-Care is an institution that is focused on skill building and providing a better life for those referred to as intellectually challenged. This case highlights the numerous challenges faced by UL-Care and its novel initiative named ‘Sargaseshi’ for skill development among intellectually challenged individuals. This is a compilation of 3 stories bringing out the experiences of 3 individuals mentored by UL-Care. Ramnik, was a trainee at UL-Care who excelled in his role at a hospital but owing to the manipulation by colleagues into voicing their demands, suffered suspension. Although restored, the incident significantly damaged his confidence in people, thereby changing his outlook. Similarly Nikhil got his placement at another medicare establishment but in his mind formed an imaginary persona of a doctor, leading to disruptive behaviour at an important meeting. His adamancy and reluctance to change his attitude resulted in him being reassigned to a Sargaseshi retail outlet. Swathi was another promising trainee whose employment prospects were hampered by gender stereotypes and safety concerns. UL-Care highlighted a recurring issue for female trainees despite all the efforts by UL-care to seek out organisations equipped and willing to handle these difficulties. Abhilash who is a key decision-maker at UL-Care, faces a complex dilemma: 1) advocating for trainees’ rights while respecting employer autonomy, 2) addressing behavioural outbursts through enhanced training, and 3) developing strategies for safely integrating female trainees into the workforce. Added to that his concerns about keeping the employer’s interest in hiring trainees intact is a major challenge. The case delineates the need for tailored interventions to support trainees, promote workplace inclusivity, and ensure industry placements, addressing societal and organizational biases.

Learning Objectives

1. To understand and critique the existing challenges that the structure of the organisation and in the larger context the society, present to those suffering from a disability.
2. To evaluate the degree of intervention that initiatives like UL-Care can provide and the effectiveness of such intervention.
3. To take the employer’s perspective on why diversity hiring is important and how can the organisation prepare itself for welcoming special employees.
4. To analyse the problem of double jeopardy in the scenario of women with a disability and understand additional challenges occurring through gender categorisation.