When Pranay Gadodia was in his third year of undergraduate studies, he was diagnosed with retinal degeneration. Within a few years, he lost his vision, but that did not stop him. Today, he’s the head of diversity, equity, and inclusion at Carelon Global Solutions, the technology and shared services centre of one of the largest American health insurers, Elevance Health.
Pranay says physical disability does not hamper a person’s growth, but rather, the impairment comes from inaccessible physical, digi tal, and social infrastructure built around those with disabilities.
Companies, decision-makers, technologists, coders and others he says, should keep accessibility in mind while designing physical anddigital infrastructure.
“Technology is a great enabler when done right. When reading became difficult due to my diminishing vision, it was screen reading software that came to my rescue. I worked in accounting and taxation, became an entrepreneur for some time, and then joined an NGO named Score Foundation which had a project called the Eyeway programme. This was supposed to be a stop-gap arrangement but I enjoyed my work here immensely,” he says.
He has produced nearly 150 radio shows on visual impairment. He created the content for these shows, which included success stories and technology available for persons with disabilities. The helpdesk he assisted in creating for those with disabilities helped over 2,000 people get answers to their queries.
But his father’s retirement meant that Pranay had to step in. He joined Deutsche Bank in its recruitment team, where he helped them set up a process for hiring more people with disabilities. He moved to Carelon in April 2022.
“Affirmative action is needed in hiring but that doesn’t mean that hiring of disabled people, especially in technolog -based companies, should be out of pity or for representatio. They must be hired for their talent. A person who matches 60-70% of the required skills, someone who shows the right knowledge and attitude and an ability to learn must be hired. The company can set up a system for appropriate orientation and training,” he says.
Being blind is not the disability, he says, but not having access to screen reading software or accessible websites and codes, makes it an impairment. Being hearing impaired is not the problem, he says, but the lack of knowledge about sign language in the common public makes it a disability.
Pranay says companies should focus on three steps to make the organisation an accessible workplace. Software and hardware must be made accessible. If the company acquires a new workplace or building, a disability consultant must be hired to ensure that the place and all its facilities are accessible – “it should not be limited to just disabled-friendly toilets.” And, he says, they should conduct awareness workshops for the workforce about disability, about communication etiquette, the need to use correct terminologies, and inclusive behaviour.
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