HR

1. Myntra Stylbiz
HR Problem statement
Enabling differently abled
to succeed at Myntra
Submitted By-
Team Remedy
Shristi Prasad
Pranav Kothekar
Animesh Mondal
MBA-HRM’22
IIM Indore

2. Enabling differently
abled to succeed at
Myntra
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● Disability inclusion activities improve corporate performance, notably
innovation, shareholder value, productivity, and market share according to a
research involving 140 US companies
● When companies that hire disabled employees are compared to companies
that score lower in their efforts to hire and include people with disabilities,
revenue is 28 percent higher, economic profit margins are 30 percent higher,
and net income is 111 percent higher for companies that hire disabled
employees
● Being the HR, understanding this aspect of diversity and inclusion and its
corporate and financial implications, becomes crucial for us. We were excited
to deep dive and bring some innovative solutions to administer the change
facilitating the journey of the differently-abled people along a socially
relevant context. So, we are going forward with this HR statement.

3. Roadmap - Hire to retire plan
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1 3 5
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Recruitment
Strategy
Engagement
Initiatives
Reward and
Recognition
Logistic
Support
Training and
Development
Programs

4. Recruitment Strategy
Differently-abled Employee
Network (DEN)
Myntra can take initiative to constitute DEN which is made
up of employees with disabilities, employees who are
parents of children with disabilities, and other supporters of
the DEN vision.
DEN will assist Myntra in long run as a primary source of
recruitment of differently-abled people.
Collaboration with NGOs working in the same field to
generate potential prospects.
Recruiting from that potential pool will assist in reducing
the recruitment cost. Stepping forward, Myntra can invite
other recruiters as well to hire from DEN. 4

5. Engagement Initiative
“MyStories”
To enhance the engagement of differently abled persons and synergize them with
the existing workforce, Myntra can share snippets/testimonials of their existing
differently abled employees, who have been performing and prospering in their
roles. Such people can act as “Role Models” for new joinees. It can help in
satiating the “self-esteem” needs (From Maslow’s hierarchy) of differently abled
employees, a great method to motivate them.
As per Gallup’s Employee Engagement philosophy, having someone at work who
encourages you and your development boosts Employee engagement. Such
stories will create conducive and perfect psychological environment for the
differently-abled employees to feel motivated as well as valued.

6. Logistics Support
Differently Abled Task Force
The task force will constitute of three committees focusing
on
★ Awareness - through sensitization training programs
★ Career support - Task force will be responsible to
provide the continuous career support to make their
performance visible as much as other employees, and
focus on growth and development of those employees
★ Accessibility
○ workplace accommodations if possible, can be
compensated with HRA to make it fair for all
○ transport and office space adaptation
○ Permanent flexible working options 6

7. Rewards and Recognition
MyntNominate
Myntra can nominate the differently-abled employees for their outstanding
achievements for National Awards for differently- abled person especially
outside the organisation. Beyond the monetary rewards, the recognition by
the employer will make Myntra to win the trust of the entire workforce.
Inside the organisation, Myntra should recognize their contribution towards
the organisation and organise the Annual Award Ceremony for differently-
abled workforce. The sensitization towards the most inclusive workforce will
lead to become the “Employer of the Choice” and attract and retain talented
workforce.
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8. Training and Development
Diversity & Inclusion Training
Programs
Prepares newly‐appointed leaders to cultivate a supportive and
inclusive environment for employees with disabilities. The
training equips the company’s leaders with tools and skills to
mentor and enhance the professional growth of differently-
abled employees, as well as positively affecting their retention
rate.
Thinking beyond PR & CSR, “Sensitization” of the existing
workforce towards differently abled people is extremely critical
to make them feel welcomed in the organization
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9. Looking forward...
● Employers are increasingly seeing the benefit of a
positive social corporate image in their community
through the hiring of PWDs.
● Differently abled candidates are more likely to stay
in the organisation. Thereby creating an internal
push for bump in retention rates for other
employees
● Organizations will incur no equalisation levy to the
government.
● It brings in much added diversity & difference in
perspectives to the table and enhance teamwork:
‘We’ not ‘Me’ attitude

10. Thanks!
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