Challenging stereotypes

In his own words

Overcoming labelling

As parents of a “special child”, pity was the last thing we ever wanted. We had to do the best with what we were given, without spiralling into self pity. We heard many statements made by friends and family that revealed their unconscious or in some cases conscious biases. This is what built the foundation for #THINKAGAIN.  It aims to tap every individual out there, who ever looked at a special child from their own biased lens.

There are many ways to learn more and get involved!


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Tell your #THINKAGAIN story. Are you a parent of a special child? Have you been looked at with pity? Share your story to raise awareness, and to help INDIA Think Again !



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When you donate to CFD , you are helping millions of children with disabilities. You are also extending your support to their families who are dealing with multiple emotional and financial and issues. Help us make a difference in their lives.

Disability inclusion is about creating an inclusive workplace where people feel welcome and comfortable and where they are seen, valued, and appreciated for what they bring to the table. Not in spite of their differences, but including their differences.



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Each of us have encountered a situation where subconsciously, we behaved or interacted “differently” with a special child or someone with disability. 

Think Again aims to create a massive wave to change at THIS “different” behavior. We’re not asking for sympathy, but equality and respect – a right equally deserved by one and all!

– Positive brand visibility across traditional, digital, and social channels

– Conduct seminars at your workplace to sensitize the people about Disability Inclusion

– Goodwill through cause association and enhanced issue-related visibility

Know the What, Why and How of Disability Inclusion

Disability inclusion in the workplace: The what, why and how

Banner with suitable Image – “If we are to achieve a richer culture, we must weave one in which each diverse human gift will find a fitting place.”
-Margaret Meade


While diversity is cited as a top value by almost every organization, people with disabilities often are overlooked or under-supported. Very few organizations include initiatives for hiring people with disabilities. And many don’t consider whether their policies and practices are making it harder than necessary for people with disabilities to fully participate.

As with other forms of diversity, disability inclusion goes much further than just making sure you’re meeting the quota. Disability inclusion is about creating an inclusive workplace where people feel welcome and comfortable and where they are seen, valued, and appreciated for what they bring to the table. Not in spite of their differences, but including their differences.

Why is disability inclusion a crucial part of today’s businesses?

As 96% of severe disabilities aren’t readily apparent, it takes compassion and foresight to plan for accessibility. Showing a commitment to accessibility, especially in multiple ways, shows people that their differences are accepted, welcome, and valued. Disabilities may include developmental disabilities, physical disabilities, or mental health conditions. In the workplace, this means taking special care not to set certain individuals at a disadvantage.

Building an inclusive workplace can improve morale and workplace culture. It sends an important message about your company’s values. More and more, employees with and without disabilities care about their workplace culture and believe it’s important to help them thrive at work. Inclusive practices not only support people with disabilities. Inclusion creates a more accepting and supportive workplace for all employees.

Working with people different from yourself isn’t a favour to them. It’s a favour to the people who get to work with creative thinkers, unique perspectives, and different backgrounds. An organization that prioritizes and embraces diversity gets to challenge stale ways of thinking and stays ahead of the curve.

Disability Inclusion Roadmap

Disability inclusion is a journey. Whether you’re at the very beginning or further along, Council for DiversABILITY is here to help at every point along the way!

Step 1: Know Yourself

The only way to grow your company’s level of inclusion is to know where you currently stand. You’ll also need to identify opportunities and define clear goals. Inclusion goes well beyond hiring—you can increase your levels of accessibility, enhance your self-identification rates, increase your partnerships with disability-owned businesses, and so forth.

Step 2: Build the Business Case

Once you can clearly articulate your disability inclusion goals, you’ll need to build a business case to secure buy-in from senior leaders and across business units. The business case might include:

  • Inclusive policies and design benefit all employees and enhance their happiness, productivity, and longevity at work
  • Improve product & service offerings as well as brand positioning to better tap the multi-trillion-dollar disability consumer market

Disability inclusion, as with any diversity segment, only works if the whole company is on the same page.

Step 3: Align Leadership + FormCoalitions

Now that you can clearly articulate the business case for improving your level of disability inclusion, it will be important to rally support from colleagues as well as senior leadership.

Step 4: Design Inclusive Policies

  • Policies should be standard enough to build culture and set expectations, but also flexible enough to accommodate your entire workforce
  • Policies might cover things like flex-time, adaptable interview and candidate screening protocols, access to adaptive technology, or other matters
  • Policies only work if people know them! Include policies in the appropriate employee reference materials, and alert stakeholders through internal communications channels

Step 5: Continue Building Your Culture

It’s important that your company be in compliance with regulations, but culture is essential, too. There are many ways to signal that inclusion matters to your company, including:

  • Disability awareness and etiquette trainings, which prepare all employees to interact with and be comfortable around each other, including embracing each other’s differences as strengths
  • Formalize and actively publicize your workplace accommodations policies to destigmatize requests and encourage employees to ask for the support that they need
  • Have leaders talk about their own disabilities, if appropriate. Such dialogue sends a very powerful signal to employees, job seekers, and consumers alike that it’s okay to talk about our challenges, ask for help, and support each other
  • Highlight people with disabilities in your communications materials. It’s easy to do and sends a strong message!

Step 6: Measure, Evaluate, Refine, Repeat

Inclusion is a journey that doesn’t end—there is no finish line. We can always strive to improve. To do so, we need to study what we’re doing: what’s working, what’s not, and what needs tinkering. So we’re back where we started; right where we’re supposed to be.

That is why the experts at Council for DiversABILITY are here – to track your level of employee engagement and correlate it to your level of disability inclusion and to find new areas towards which to strive.