As per Marching Sheep’s PwD Inclusion Index 2025, about 4 in 10 companies, 37.9% to be exact, in India, have no permanently employed persons with disabilities (PwDs).
The less than 1% representation of PwDs in Indian workplaces highlights how far inclusion in India still has to go. The index was finalised based on information gathered from 876 listed companies across 59 sectors. It revealed that India only employs 33,841 PwDs on a permanent basis, comprising about 0.65% of the workforce.
Compared to last year, about 4.1% more companies now employ at least one disabled person. However, the percentage of companies with no PwD employees on their payroll is still high at 37.9% in FY25, though it is still a decrease from FY24, when the number was at 42.02%.
“People with disabilities must have a place in our organisation and society beyond just symbolic reference or a box to be ticked off as optional. Data indicates we are making strides toward inclusivity; however, we need to pick up the pace,” said Sonica Aron, founder and chief executive of Marching Sheep, in a press release.
Aron added that representation remains “less than 1%” and, combined with “the widening entry trust gap and limited career pathways available to those who qualify,” it shows the gap between intent and outcome.
As per the study, the difference between the number of PwDs employed in the public sector versus the private sector is significantly large. About 72% of PwDs employed in India are in the public sector, at 26,418 in FY25, whereas the private sector employs 12,324 PwDs.
The hiring of PwDs in the private sector did increase by 5.27% this year, but the overall number remains significantly lower than in the public sector, where PwD hiring increased only by 1.66%.
The report further pointed out that PwD participation increased in 184 companies, decreased in 247, and remained null at 212 companies. Additionally, companies that employ at least 10 PwDs showcase stronger stability and retention. The report described this trend as a “magic number” threshold where workplace inclusion becomes self-sustaining.
Aron stated that “mere benevolence is insufficient toward building true inclusion for PwD in the workforce,” calling for a shift from charity-driven thinking to viewing disability as an integral component of talent development. She emphasised that inclusion in the future of work will only occur “if we make a conscious decision to include PwD every single day.”
The report also featured employee insights that back up Aron’s words. 73% of the PwDs surveyed felt they did not receive equal pay for equal work, and 68% said their workplaces were not accessible enough. Many claimed that they were funnelled into entry-level or blue-collar roles regardless of education or capability. Additionally, invisible disabilities remain largely overlooked, and recruitment processes often filter out candidates early due to bias or lack of awareness.
In the report, the Marching Sheep talked about the “PwD pyramid,” which pointed out how PwD roles are disproportionately concentrated at the lower tiers of organisational hierarchies. PwDs are minimally represented in management, white-collar or CXO-level roles, with most placements restricted to blue-collar jobs or white-collar positions that mirror blue-collar pay structures.
