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After 14 years, India’s Census is finally catching up with its disabled population < Back Disability, Health, News Why India’s 2026 Census could be a turning point for disability rights After 14 years, India’s Census is finally catching up with its disabled population MMS Staff 9 Jun 2025 4-min read In April 2026, India will conduct its long-overdue national Census — 14 years after the last one. And for the first time ever, the Census will recognise all 21 categories of disabilities listed under the Rights of Persons with Disabilities (RPwD) Act, 2016. A history of invisibility When the last Census was held in 2011, the government only acknowledged 8 types of disabilities. As a result, millions of disabled people across India were effectively excluded from the official record. And when you're not counted, you’re not planned for. India has consistently maintained that only 2.2% of its population is disabled. But global estimates by the WHO and UN agencies suggest that closer to 16% of the world’s population lives with a disability. The gap is massive. And it’s not just statistical — it's political, social, and deeply personal. Why is our official number so low? The reasons are many: – A limited definition of disability – Social stigma and fear of disclosure – Lack of awareness around invisible and intellectual disabilities – The sheer inaccessibility of self-reporting tools, especially in rural areas But the biggest reason? We haven’t designed systems that actually want to know the truth. Why data matters Over the last four years, we – Aditi & Aalap – have travelled across the country attending disability conclaves, public policy events, the Purple Fest in Goa, and countless inclusion panels. At nearly every event, one word echoes louder than the rest: data. Advocates, government officials, and corporate partners all agree — without accurate data, there can be no meaningful development. When a community isn’t counted, it becomes easier to exclude them from policies, budgets, infrastructure, and everything else that defines full citizenship. The private sector knows this well. Corporations spend billions collecting data to determine what to make, how much to make, where to sell it, and to whom. When that kind of basic insight is missing for millions of disabled people in India, how can anything — access, employment schemes, therapy programs, public toilets — ever be built at scale? Right now, the entire ecosystem runs on donations and goodwill. While that generosity deserves recognition, it’s simply not enough to sustain livelihoods for a population this size. What we need is structured, state-supported, and scalable change — and that begins with knowing who we’re building for. What’s changing in 2026 Here’s what’s new and significant about the 2026 Census: All 21 disabilities listed under the RPwD Act will be officially recognised Indian Sign Language (ISL) will be used as an official mode of communication during the Census Census Question No. 9 has been updated to be more inclusive of varied disabilities Government and NGO-led awareness drives will focus on increasing self-reporting and community-level participation It still won’t be perfect. Many disabilities like Bipolar disorder, ADHD, endometriosis, Fibromyalgia, Long COVID, Chronic Fatigue Syndrome (ME/ CFS), Ehlers-Danlos Syndrome (EDS), Postural Orthostatic Tachycardia Syndrome (POTS), Lupus/ Rheumatoid Arthritis (RA), among others remain outside the RPwD Act. And invisible disabilities continue to be misunderstood. But it’s a start — a start that means today’s children with disabilities won’t have to grow up hearing the dehumanising ‘R-word’. Until 2016, India’s official language for classifying intellectual disabilities included the term “mental retardation.” This language wasn’t just outdated — it was deeply hurtful, rooted in colonial and medicalised frameworks that stripped people of dignity and personhood. The RPwD Act of 2016 finally replaced this with more respectful and rights-based terminology: “intellectual disability” and “specific learning disabilities.” This change wasn’t just symbolic. It set a new tone for how institutions — schools, hospitals, census departments — describe and relate to disabled people. What this means for the next generation is powerful: children and families will no longer have to see that slur stamped on their identity papers, school records, or government forms. They won’t have to carry the burden of a word that for decades has been used to insult, isolate, and diminish. More than numbers At the end of the day, this is about people. It’s about the right to be seen and heard in the story of a nation. Because how do you plan for a country when you don’t even know who lives in it? The 2026 Census is our chance to change that. It’s an opportunity to give India’s disabled population something they’ve long been denied — not just visibility, but value. Once we have the numbers, the picture will become harder to ignore. Budgets can be argued for. Laws can be passed. Cities can be designed. Lives can be improved. Data is not the end goal. But it’s where the work begins. And it’s high time India got to work. Much much relate? Share it now! WhatsApp Facebook X (Twitter) LinkedIn Copy link < Back SHORTS

Recent study reveals how AI ranks resumes with disability-related credentials lower < Back Work, Disability Disabled job seekers disadvantaged by AI bias in hiring Recent study reveals how AI ranks resumes with disability-related credentials lower MMS Staff 23 Jun 2024 5-min read The use of artificial intelligence (AI) tools such as ChatGPT in resume screening is becoming increasingly common among recruiters. And a recent study by researchers at the University of Washington has uncovered a significant issue: AI tools can be biassed against resumes that imply a disability. This finding has profound implications for disability inclusion and rights, as it highlights how technological advancements can inadvertently reinforce existing prejudices. The study and its findings This research, presented at the 2024 ACM FAccT (Conference on Fairness, Accountability, and Transparency) investigated how ChatGPT ranked resumes with disability-related credentials. Led by Kate Glazko, a doctoral student at the UW's Paul G. Allen School of Computer Science & Engineering, the study found that resumes with disability-related accolades — such as the "Tom Wilson Disability Leadership Award" — were consistently ranked lower than identical resumes without these credentials. Worse - when the AI was asked to explain its rankings, it revealed biassed perceptions of disabled individuals. For example, a resume with an autism leadership award was said to have "less emphasis on leadership roles," pushing the stereotype that autistic individuals are not capable leaders. Attempting to mitigate bias The researchers attempted to mitigate this bias by customising the AI with instructions to avoid ableism. While this approach reduced bias for five of the six disabilities tested (deafness, blindness, cerebral palsy, autism, and the general term "disability"), only three disabilities saw an improvement in rankings compared to resumes without any mention of disability. "Ranking resumes with AI is starting to proliferate, yet there's not much research behind whether it's safe and effective," said Glazko, the study's lead author. "For a disabled job seeker, there's always this question when you submit a resume of whether you should include disability credentials. I think disabled people consider that even when humans are the reviewers." Fair point. "In a fair world, the enhanced resume should be ranked first every time," said senior author Jennifer Mankoff, a UW professor in the Allen School. "I can't think of a job where somebody who's been recognized for their leadership skills, for example, shouldn't be ranked ahead of someone with the same background who hasn't." When researchers asked GPT-4 to explain the rankings, its responses exhibited explicit and implicit ableism. For instance, it noted that a candidate with depression had "additional focus on DEI and personal challenges," which "detract from the core technical and research-oriented aspects of the role." "Some of GPT's descriptions would colour a person's entire resume based on their disability and claimed that involvement with DEI or disability is potentially taking away from other parts of the resume," Glazko said. "For instance, it hallucinated the concept of 'challenges' into the depression resume comparison, even though 'challenges' weren't mentioned at all. So you could see some stereotypes emerge." Implications for disability inclusion and rights These findings are troubling for several reasons. First, they reveal that AI tools can reinforce biases, undermining efforts to promote disability inclusion and rights. If AI tools are used to screen resumes, disabled candidates may be unfairly disadvantaged, even if they possess the necessary qualifications and leadership skills. Second, the study underscores the broader issue of how technological advancements can replicate and amplify real-world biases. AI systems learn from existing data, which often contain historical biases and ableist notions. Without careful oversight and correction, these systems can push, and even worsen existing, discriminatory practices. Challenges disabled people face in finding meaningful employment Disabled individuals face numerous barriers when seeking employment, including: Biassed hiring practices, discrimination, and being faced with stereotypes about disabilities. Many workplaces are not fully accessible, creating physical and technological barriers for disabled employees. There are often fewer job opportunities made available for disabled individuals, particularly in competitive fields. Employers may be unwilling or unable to provide necessary accommodations, such as flexible working hours or assistive technologies. Negative attitudes and misconceptions about disabilities can affect workplace interactions and professional development opportunities. Tips for employers to promote fair and inclusive hiring To ensure fairness and inclusivity in hiring and promoting, employers can take the following steps: Provide bias training for hiring managers and staff to recognize and counteract biases. Write inclusive job descriptions that emphasise essential skills and competencies rather than unnecessary physical requirements. Ensure that job application processes are accessible to all candidates, including those with disabilities. Offer reasonable accommodations during the hiring process and in the workplace. Use diverse hiring panels to reduce individual biases and ensure a variety of perspectives in the hiring process. Clearly define and communicate the criteria for hiring and promotion, focusing on skills, experience, and potential rather than assumptions about disability. Provide ongoing support and development opportunities for disabled employees to thrive in their roles. Implement feedback mechanisms to allow disabled employees to voice concerns and suggest improvements. The nullification of disability inclusion and rights The use of biassed AI in resume screening effectively nullifies inclusion efforts towards communities that have historically been marginalised and their identities stigmatised. Disabled individuals already face numerous barriers in the job market, and AI tools that perpetuate age-old bias just adds another layer of discrimination. Something we don’t need at all. This issue is particularly concerning given the increasing reliance on AI in hiring processes. A fair scenario would include resumes that highlight leadership skills and achievements — whether related to disability or not — be ranked based on the candidate's qualifications and potential. The fact that AI tools can diminish the value of disability-related credentials is a reminder that technological solutions must be developed and implemented with a strong emphasis on fairness and inclusivity. Ensuring fairness in AI To address these issues, it is crucial for developers, researchers, and companies to prioritise fairness in AI development. This includes: Conducting regular audits of AI systems to identify and correct biases. Ensuring that training data includes diverse representations of disabled individuals and their achievements. Providing clear guidelines to AI systems on avoiding ableism and other forms of discrimination. Incorporating human oversight in the resume screening process to catch and address biases that AI may miss. By taking these steps, we can work towards a future where AI tools contribute to, rather than hinder, disability inclusion and rights. Ensuring that technological advancements promote fairness and equality is essential for building a more inclusive society. More information: Kate Glazko et al, Identifying and Improving Disability Bias in GPT-Based Resume Screening, The 2024 ACM Conference on Fairness, Accountability, and Transparency (2024). DOI: 10.1145/3630106.3658933 This article was originally published on Techxplore.com Much much relate? Share it now! WhatsApp Facebook X (Twitter) LinkedIn Copy link < Back SHORTS

The global autistic community shares how they respond to dismissive and ableist comments < Back Community, Neurodiversity Best responses to - “But you don’t look autistic” The global autistic community shares how they respond to dismissive and ableist comments MMS Staff 8 Jun 2024 5-min read Have you ever disclosed your autism to someone, only to have them drill holes in your head with their eyes and give you the classic, "But you don't look autistic" refrain? Though seemingly harmless, this line is more than just a misunderstanding. It shows a deep lack of awareness about the vast spectrum of autistic experiences. For many autistic people, comments like these are hurtful. When our autism goes unrecognized, it leads to a lack of crucial support. We might struggle in social situations or sensory overload without receiving the help that can make a huge difference. Not to mention this also takes its toll on our mental health. Imagine constantly being told a core part of you isn't valid, or being asked to prove your neurodivergence. Makes you feel isolated, confused and even depressed. We've said before, we'll say it again - Autism is a neurological difference, not a physical appearance. Autistic people exist in all shapes, sizes, and personalities. So, the next time someone throws that outdated comment your way, be prepared to respond with confidence and a touch of humor! How? Read on - Our amazing community shared some fantastic responses to "But you don't look autistic". We've written their comments down alongside their Instagram profiles. Oh! I have detachable wings and left them at home today - @ alt.life .immycool Sorry, I'm sharing my autism with a friend right now, so it might be diluted - @charlielittlechild It's so clear to see if you know Autism - @jackie_steed Decides who?! - @karolincze That’s an inside thought Karen … - @aglaematl You don't look like a burden - @le_randomiseur How about now? hand flaps "maybe you can only see it under a black light? - @cantstanja Your observation skills are rather poor, dear. Might I suggest some glasses to help you see my autism? - @yagamilight3000 Do you want me to say “thanks”…? - @karolincze We can't all be Rain Man or the Good Doctor, Karen. - @olivia.shorthair And you don’t look ignorant but here we are - @emhope98 Alright so have you ever heard about specific interests? Mine is [followed by a five minute monologue about very precise information]. Do I look more autistic to you now? If not, you might question your own spectrum. - @lelune_akemi Yes I do! Whether you say I do or not I still do and it will never change! So go away! - @magically_made_photography Shall I flap my wings a bit for you? - @arcanadi You might want to learn what "invisible" meant, would you like a dictionary? - @lelune_akemi Here, try on my glasses. - @jadenikita1998 This is what I say, “Stop, Stop right there. I do not need you to tell me this. I love being autistic, it's so freeing. This diagnosis is a good thing, not a bad thing. I love you, but this isn't a good comment to say to me. Please be happy for me.” - @lightningdragon1 Oh darling, and you don't look like someone who understands the full spectrum of fabulousness! But here we are, defying expectations and slaying stereotypes, one sequin at a time! - @officialqueemo I put whatever object is closest and put it on my head, and then say "how about now?" 😅 - @ audhdantics Well of course not. You can’t see Autism. whispers it’s inside my brain! - @trainerhalsitemshop Is this due to my confidence or hotness levels being at least 137x higher than yours? - @eldritchvampireofthefaewild YOU CAN SEE ME?! - @ andie.ink Really? I must have left my 'Autistic' uniform at home - @booleanhunter AHA… my disguise is working” *walk away laughing evilly - @the_other_abby2007 Oh because I don’t make blunt statements? - @halicope You should see me on a full moon—all of my ‘tism bursts out in full force then. 🌙 - @joannareese7 Well you don’t look allistic but here we are - @neuronandrosepsych Well, I am and I am proud of it! - @revajain__ takes a bow - @infamousswfan That's not really the compliment you think it is - @anjalir283 No? Oh you do!" (Let them wonder for a bit) Then say "See, that's just as weird as saying I don't". - @babette_2000 That's just all the plastic surgery I had 🤣 - @meranaphi Well you don't look normal, but here we are - @ausomecharlie I don't have enough time or crayons to explain the impact of your comment - @monera_ooo I know you're trying to be kind, but it's not where you can see it... it's in my brain! - @themindofmariavivienne I have horns which I file everyday before I leave - @theboywhogrewupasanaspie 1. What am I supposed to look like? 2. In-depth explanation of what masking is 3. Horror story about ABA, if applicable 4. Well you don’t look like a jerk, but here we are. 5. Because I’m not a six-year-old boy? Shocking. /s 6. Yes I do, you just don’t know what you’re looking at. 7. I literally only told you because you caught me doing X autistic thing. 8. That’s not a compliment. 9. Are you sure? start stimming and staring off into space 10. Well you don’t look neurotypical! See how weird that sounds? 11. Sorry, I left my Rain Man costume at home. - @aureliaundertheradar I don't get it. Please explain." (Same as the response to racist/sexist/etc 'jokes') - @creatingwhilelearning But do I SMELL autistic?” Always confuses the hell out of them. Some people actually then say “Ah I see what you mean!” as in, it’s as ridiculous as saying autistic people all smell a certain way. Others don’t get it. So I let them continue to be baffled 💅🏽 - @sniffyjenkins you don't look stupid… - @hollylaike I show true colours only during full moon - @preeti.sharma_27 Hang on, let me just do some autism for you - @comfaclothing I'm undercover. - @kotoku_denjiro I put on the invisible cloak! - @manishachandini You don’t look rude either, but I guess we can’t judge a book by its cover - @thealyssaproject Shit, I must be overdue for my autism-causing vaccine booster - @wdc_nathan Laugh very loudly and leave - @purramids I was wondering if the new mask was working. Turns out it works both ways. You can’t tell I’m autistic and I can’t tell how much of your brain you have left. - @lauraliteatime Remember, the best response depends on the situation and your comfort level. You are autistic, and that's perfectly okay! Some final thoughts: Don't feel obligated to justify your diagnosis (whether you have one or not cuz self-diagnosis is obv valid) Educate politely, but don't feel like you have to be a teacher Embrace your individuality. Being autistic is a strength, not a weakness Let's break down the stereotypes and celebrate the beautiful diversity of the autistic community. With a little understanding and humour, we can create a more inclusive world As always, we'd love to hear from you. Share your favorite responses to "But you don't look autistic" in the comments below. Check out the original post here . Remember, if anyone ever tells you they can't see your autism, you can always tell them you left your invisibility cloak at home. 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Chris Martin and co’s latest “feelslikeimfallinginlove” celebrates love, representation, and environmental responsibility < Back News, Disability, Climate Coldplay’s new single ft sign language wins hearts globally Chris Martin and co’s latest “feelslikeimfallinginlove” celebrates love, representation, and environmental responsibility MMS Staff 4 Jul 2024 4-min read Seems like Coldplay has captured the hearts of millions yet again with their latest single, ‘Feels Like I’m Falling in Love.’ An ode to vulnerability and connection, the song - a Max Martin production - is the first release from Coldplay’s upcoming album Moon Music, set to drop on October 4. A historic setting for a modern message The music video for “feelslikeimfallinginlove” was shot at the ancient Odeon of Herodes Atticus in Athens, Greece. Directed by Ben Mor, who previously collaborated with the band on ‘Hymn For The Weekend’ featuring Beyoncé, the video features a blend of history and modernity. Fans were invited via the band’s social media to witness the shoot, making the experience inclusive and memorable. A step toward sustainability Upon its release, Moon Music will be available in various formats that adhere to new sustainability standards. Each vinyl copy will be made from nine recycled plastic bottles, and the CD version crafted from 90 percent recycled polycarbonate. These efforts are expected to reduce CO2 emissions in production by at least 78 percent and avoid the use of over five metric tonnes of virgin plastic. Representation matters The video for “feelslikeimfallinginlove” stars Natasha Ofili, who is well-known for her role as Principal Karen Vaughn in Ryan Murphy’s Netflix series The Politician. Ofili, who is Deaf, took charge of the video’s story and creative direction, incorporating her own American Sign Language (ASL) interpretation of the song throughout the video. Her performance is further enriched by the participation of Deaf members from the Venezuelan Sign Language section of El Sistema Venezuela’s Coro de Manos Blancas (White Hands Choir), supported by the Dudamel Foundation. One fan commented on their YouTube channel: “One reason why I love Coldplay so much: They make music for everybody.” Another fan wrote: “I’m a sign language teacher and my uncle is profoundly deaf from birth. I’ve grown up signing and have friends that are deaf. This video is so so beautiful and encapsulates the strength and emotion of sign language. Thank you Chris, Johnny, Will and Guy for not only being the best band ever with the most beautiful music, but for also genuinely caring and loving people. I know you guys probably won’t see this but I need you to know how much you’ve impacted my life and supported me through some dark times. You’re not appreciated enough for your talents and big hearts. Love you loads.” A global impact Coldplay frontman Chris Martin recently wowed fans in Singapore by incorporating sign language into his performance. This act of inclusion resonated deeply with the band’s Gen Z fans and sparked a wave of admiration for him across social media platforms. Coldplay’s efforts towards accessibility underscore the importance of representation in entertainment. By engaging with diverse communities and addressing social issues such as disability, the band sets a powerful example for youth worldwide. Add to that their commitment to sustainability, which inspires fans to embrace these values in their own lives. Something more role models need to consider doing. Looking ahead As Coldplay continue their European tour and prepare to headline Glastonbury for a record fifth time, their influence on music and social advocacy seems to be on a steady rise. With Moon Music, the industry is ushering in a new era of conscious creativity, where entertainment meets social responsibility. Watch the video below - Lyrics I know that this could hurt me bad I know that this could feel like that But I just can’t stop Let my defences drop I know that I was born to kill Any angel on my windowsill But it’s so dark inside I throw the windows wide I know La-la-la-la-la-la-la-la-la I know La-la-la-la-la-la-la-la Still I don’t let go And fields of flowers grow Oh It feels like I’m falling in love Maybe for the first time Baby it’s my mind you blow It feels like I’m falling in love You’re throwing me a lifeline This is for a lifetime, I know I know that in this kind of scene Of two people there’s a spark between One gets torn apart, one gets a broken heart I know La-la-la-la-la-la-la-la-la I know La-la-la-la-la-la-la-la Still I don’t let go And fields of flowers grow Oh It feels like I’m falling in love Maybe for the first time Baby it’s my mind you blow Feels like I’m falling in love You’re throwing me a lifeline This is for a lifetime, I know Feels like I’m falling in love You’re throwing me a lifeline Oh now for the first time I know I’m not alone Much much relate? Share it now! WhatsApp Facebook X (Twitter) LinkedIn Copy link < Back SHORTS

Tech leaders push for merit-based policies, but at what cost to diversity and innovation? < Back Work, News, Gender The MEI vs DEI debate: Is this a step back for inclusion Tech leaders push for merit-based policies, but at what cost to diversity and innovation? MMS Staff 30 Jun 2024 4-min read ‘Scale is a meritocracy and we must always remain one.’ Tech entrepreneur Alexandr Wang posted on X last week saying his company Scale AI was replacing DEI (diversity, equity, inclusion) with ‘MEI.’ MEI, Wang added, stands for merit, excellence, intelligence. ‘Talent is our #1 input metric,’ the founder said. Unsurprisingly, Tesla CEO Elon Musk applauded Wang on the move. “Great!” Musk responded, in a reply to Wang. Musk wasn’t alone in the list of company heads congratulating Wang on the move; Sequoia partner Shaun Maguire and Coinbase CEO Brian Armstrong hopped onto the appreciation bandwagon as well. Musk and plenty other leaders have been more than vocal about their dislike for DEI. In a post on X earlier, Musk had said: “DEI is just another word for racism. Shame on anyone who uses it.” Alarmingly, there’s a growing community of people actively in support of MEI over DEI. What this community gets wrong is that DEI does not mean prioritising diversity while ignoring other qualifications. Ironically, Wang’s post ends up lending credence to the very cornerstone of DEI hiring. “There are a lot of things in this post that are actually, perhaps surprisingly, aligned with the goals of a lot of DEI practitioners,” said Natalie Johnson, cofounder and managing director of strategy at DEI consulting firm Paradigm, in this story on Fortune. “I think for many, many years now, we have failed to recognize that and have failed to make that connection that, oftentimes, we have the same values, the same principles, that we’re building off of.” Speaking of diversity, in the AI industry alone, women make up just 30% of global roles. This is especially concerning considering how many Large Learning Models (LLMs) have biases in-built because of the lack of diversity within the teams working on them. Ranking high among AI’s biases is gender bias. The Artificial Intelligence and Gender Equality report by UN Women has identified a clear gender gap in access to the Internet, which manifests in the gender bias in AI. This study by the Berkeley Haas Center for Equity, Gender and Leadership analysed 133 AI systems across different industries and found that 44 per cent of them showed gender bias and 25 per cent both gender and racial bias. If AI is trained on data that is biassed, a natural consequence is it will learn and internalise that bias and incorporate it in the results it throws up. And gender bias is not the only kind AI perpetuates. Recently AI also came under fire for discriminating against people with disabilities by ranking CVs of disabled people lower than able-bodied people. DEI policies are put in place not only to ensure the right representation among the workforce but also to make sure every voice is heard, every person has a level playing field, and decision-making is fair and just. As Lisa Simon, chief economist at analytics platform Revelio Labs rightly puts it: “...as soon as you remove (DEI policies), people go back to hiring people that look like them.” Bias and discrimination are the prime reasons DEI came into being in the 1960s . Since then, companies have made significant strides in diversifying their workforce through internal policy reforms and structural changes in their hiring & talent development processes. Lots of data has emerged over time that shows how effective DEI boosts innovation , leads to higher revenues and results in greater employee satisfaction. There is also ample data to show that a large percentage of employees who are dissatisfied by ‘non-inclusive workplaces’ plan to quit within 12 months. And that is the fundamental issue with placing MEI over DEI - a less diverse team means a more homogenous outlook of the world, which severely limits the potential of both artificial intelligence as well as human teams, both of which are crucial in ensuring organisational success in today’s day and age. Not to mention rallying against DEI invisibilises the lived experiences of people who have been systemically marginalised, and denies them the opportunity to present their perspectives to the world. It ensures that systemic oppression is never weeded out. If the pushback against DEI goes on, AI-powered technology and services will evolve to be severely deficient of diverse perspectives. The teams in our workplaces will homogenise and innovation might come to a complete standstill. The gap will consequently result in a lower quality of services as well as biassed decisions about jobs, credit, health care and more. What are your thoughts about the DEI vs MEI debate? Much much relate? Share it now! WhatsApp Facebook X (Twitter) LinkedIn Copy link < Back SHORTS

Abhishek Singh awarded Man of the Match, Sai Akash bags Player of the Series < Back News, Disability Indian Deaf cricket team beats England in bilateral T20 series Abhishek Singh awarded Man of the Match, Sai Akash bags Player of the Series MMS Staff 3 Jul 2024 2-min read Only a couple of days ago did India win the international T20 World Cup. And the entire nation erupted in celebration. Streets were filled with cheers and celebration, and fireworks lit up the sky. And yet, when the Indian Deaf Cricket Team had achieved their historic victory just two days earlier, there was complete silence. On June 27, the Indian Deaf Cricket Team emerged victorious at the County Ground, Leicester in the bilateral series against England. They beat the English Men’s Deaf Cricket team by 5 - 2 in a 7-match series. The Indian team’s success is a moment of celebration for the entire nation, marking another milestone in the journey of Indian cricket. The men in blue continue to inspire, paving the way for future generations of D/ deaf cricketers. The Indian team dominated the series, defeating the hosts in the final match by six wickets. In the finals, India - electing to bowl - restricted England to 164 for 4 and then chased down the target with four balls to spare, riding on half-centuries by Abhishek (68) and Umar Ashraf (56). Despite not having the best of starts losing the first three wickets for only 46 runs, Abhishek and Ashraf’s 95-run partnership rebuilt the innings and took the side over the line. Abhishek Singh was awarded Man of the Match, while Sai Akash Man of the Series. Captain Virender Singh took the maximum wickets. Speaking on this achievement, Sumit Jain, President of the Indian Deaf Cricket Association (IDCA), said, “The victory in this bilateral series against England is not just a win on the field but a testament to the dedication and skill of our hearing-impaired players. It marks a significant milestone for deaf cricket in India, showcasing our capability to compete and succeed at the highest levels of the sport.” The series win underscores the growing talent and potential within the D/ deaf cricketing community. Roma Balwani, CEO of IDCA, said, “I am thrilled by India’s historic triumph against England in the bilateral series. This victory underscores our team’s commitment to excellence in cricket." The team’s achievements highlight the importance of inclusivity in sports and demonstrate that with the right opportunities and support, athletes can excel at the highest levels. Much much relate? Share it now! WhatsApp Facebook X (Twitter) LinkedIn Copy link < Back SHORTS

Former Chief Justice opens up about how most Indian homes remain unfit for disabled people < Back Disability, News, Parenting India isn’t built for the Disabled — DY Chandrachud Former Chief Justice opens up about how most Indian homes remain unfit for disabled people MMS Staff 19 Apr 2025 3-min read When the 50th Chief Justice of India Dr DY Chandrachud recently spoke about his struggle to find an accessible home for his daughters with disabilities, it wasn’t just a personal anecdote, it was a national wake-up call. Speaking at a recent event on disability rights, Chandrachud said, “We have two beautiful daughters who are children with special needs. But every house we go to is just not equipped for a family with disabled members.” Chandrachud, who must vacate his official residence by April 30, shared that his family has been actively searching for a home to rent. But the options, even in India’s capital, are startlingly inaccessible. “We saw a lovely house today,” he said. “But the rooms were at different levels, separated by a step. And the landlord said, ‘I’ll put a wooden ramp,’ not realising that accessibility isn’t just about connecting Level 0 to Level 1. It’s much more.” When the system fails the system The irony is hard to miss. Here is one of the most powerful men in India’s judiciary, someone who has presided over landmark rulings on disability rights, now confronting the very barriers he has spent years trying to dismantle. If Chandrachud and his family are facing these obstacles, what about the millions of Indians with disabilities who lack the same influence, resources, or legal knowledge? A country still not built for disabled people India passed the Rights of Persons with Disabilities Act (RPWD) in 2016. The law mandates accessibility in buildings, transport, communication, and digital services. But implementation has lagged. Budget allocations remain inadequate, and public and private infrastructures alike continue to ignore basic design standards. Where they exist, accessible infrastructure is patchy. Ramps, if present, are often too steep. Elevators are missing or non-functional. Tactile paving is placed in arbitrary directions. Toilets are not usable for wheelchair users. And in most Indian homes, steps at the entrance or inside rooms make independent living nearly impossible. The issue is not a lack of laws but a lack of will, societal understanding, and inclusive design. From the courtroom to the community To be clear, Chandrachud is no stranger to the disability rights movement. As Chief Justice, he delivered the 2017 judgment in the Rajiv Rathod case, directing states to draft comprehensive accessibility plans. He also established the Supreme Court Accessibility Committee in 2022, and released the Supreme Court’s Disability Handbook in 2023, guiding judges on disability-inclusive jurisprudence. At the event, he emphasised that law alone is not enough. “Courts can only go so far,” he said. “There must be incentives — like tax benefits — for accessible design. And there should be monetary sanctions, not criminal ones, for non-compliance.” He also addressed the need for empathy-led judiciary reforms, supporting the idea of benches that understand disability rights, even if not exclusively dedicated to them. Who designs for whom? India’s cities — its homes, schools, airports, parks, courts, and buses — are largely designed for the non-disabled. For the 26.8 million disabled people in India (as per Census 2011, though estimates are likely much higher), the world outside is often a series of closed doors. And while accessibility is often painted as a “special need,” it is, in fact, a universal need. An elderly person recovering from surgery, a parent pushing a stroller, a delivery worker carrying heavy loads... everyone benefits from barrier-free design. A moment of reckoning That it took a former Chief Justice’s personal housing struggle to reignite this conversation says something about the invisibilisation of disabled voices in public discourse. The path forward Chandrachud concluded with a note of quiet urgency: “Disability law cuts across the whole of society. It’s not like insolvency law, which requires niche expertise. What it requires is understanding and design that respects dignity.” Until then, the former Chief Justice — and millions of disabled Indians — will keep encountering steps where there should have been bridges. Much much relate? Share it now! WhatsApp Facebook X (Twitter) LinkedIn Copy link < Back SHORTS

Inconsistencies in India's assessment system prevents disabled representation in STEM fields < Back News, Disability, Education Disabled NEET candidates face challenges with college admissions Inconsistencies in India's assessment system prevents disabled representation in STEM fields MMS Staff 13 Jun 2024 3-min read In India, the road to becoming a medical professional is - to say the least - rigorous, demanding superlative academic excellence and resilience. But for candidates with disabilities, the challenges often go beyond academic difficulties; they deal with systemic inequities obstructing their rightful access to education. Today, Times of India carried a report on Lakshay Sharma, a visually impaired NEET-UG (National Eligibility cumulative Entrance Test) 2023 candidate, scoring an impressive 548 out of 720, which should have been a straightforward ticket to medical school under the disability reservation. But he was rejected during the counselling process at a hospital where he was incorrectly deemed ineligible for disability reservation due to perceived 0% vision. Simply speaking, they incorrectly assessed him as having no vision at all when in fact Sharma had valid disability certificates from JP Hospital, Bhopal, and AIIMS, New Delhi stating the contrary. It took an intervention from the chief commissioner for persons with disabilities (CCPwD) to straighten this out, ordering a reassessment at another eye centre, which correctly identified him as 40% disabled, confirming his eligibility for the reserved seat. Recurring challenges and advocacy for standardisation This is hardly a one-off incident. A lot of NEET candidates with disabilities face similar bureaucratic and medical oversights every year. Laxmi Chaudhary and Usman, two other disabled candidates, had similar experiences at hospitals only to be deemed eligible after reassessments. This highlights a pattern of inconsistency in the assessment process mandated by the National Medical Commission (NMC). Disability rights activists, along with disabled candidates, are now advocating for a standardisation of the disability assessment process, putting extra emphasis on the need to implement stringent guidelines that ensure fairness and accuracy in disability evaluations. Understanding the Unique Disability ID (UDID) certification process The Unique Disability ID (UDID) system was introduced in India in 2016 to streamline the identification and verification of persons with disabilities. The UDID serves as an identity document that contains relevant details about a person’s disability and/ or health condition, with the aim to eliminate the need for multiple documents and make it easier for card holders to avail benefits. To obtain a UDID, an individual must undergo a medical examination at a designated medical centre approved by the government. In the assessment, the medical board evaluates the type and extent of disability (usually determined in percentage), and a card is issued based on the findings from the test. This ID (called the UDID) has been put in place to allow for transparency and uniformity in the process of certification across the country. Proposals for reform Dr Satendra Singh, renowned disability rights activist and a person with disability, suggests the following reforms to safeguard the rights of disabled candidates: Video recording of assessments: To ensure transparency and accountability in assessments, all evaluations must be video recorded. Inclusion of doctors with disabilities: The presence of medical professionals who are themselves disabled on assessment panels can ensure more empathetic and accurate evaluations. #NothingAboutUsWithoutUs Penalties for non-compliance: Institutions deviating from standard protocols in the UDID certification process should face strict penalties. Historical challenges in STEM for disabled individuals Disabled people have long faced difficulties in pursuing careers in STEM (Science, Technology, Engineering, and Mathematics) fields. These challenges aren't just limited to physical accessibility; they include discriminatory attitudes as well as a lack of supportive resources that are essential for learning and working in these disciplines. The systemic barriers show up in various ways such as inadequate adaptive technology, insufficient training for faculty to address diverse needs, and a pervasive culture of low expectations from disabled students. To pave the way for true inclusivity, educational institutions, government bodies, and the multiple stakeholders in the medical space need to refine their approaches not just by limiting the extent of their involvement in these matters to merely compliance with legal requirements, but actively supporting and empowering all students. Disclaimer: the above image is AI generated and used for representational purposes only. Much much relate? Share it now! WhatsApp Facebook X (Twitter) LinkedIn Copy link < Back SHORTS

An open letter by one of our readers to their mom < Back Parenting, Neurodiversity Dear mom, thank you for celebrating my Autism An open letter by one of our readers to their mom Shaily (they/them) 25 May 2024 2-min read Dear Mom, I want to take a moment to share how much your love and support have meant to me. Growing up autistic wasn't always easy, but you made sure I had the best possible environment to thrive. Your efforts to understand and support me were invaluable, and I want you to know just how much they've shaped my life. You knew that understanding autism was key to helping me, so you dedicated yourself to learning about it. You took the time to understand my unique traits and how autism manifested in me. Instead of trying to change me, you celebrated my individuality and embraced the fact that being autistic is a part of who I am. That acceptance meant everything to me. Communication was another area where you truly shined. You realized that I had different ways of expressing myself and you adapted. Whether it was using visual supports, social stories, or technology, you found ways to help me communicate comfortably. Your patience and willingness to meet me where I was made all the difference. You also understood how overwhelming sensory overload could be for me. You created sensory-friendly spaces at home with dim lighting, soft textures, and noise reduction. These spaces became my sanctuary where I could recharge and feel safe. Your thoughtful design of our home environment showed how much you cared about my comfort. Your advocacy was relentless. Whether it was at school, during extracurricular activities, or in public spaces, you made sure my needs were met. You fought for accommodations and ensured I had the support necessary to succeed. Your determination paved the way for my growth and development, and I can't thank you enough for that. Routines and structure were crucial for me, and you recognized that. You established predictable schedules and clear expectations, which provided stability and reduced my anxiety. Knowing what to expect each day helped me navigate life with greater ease. Social interactions can be tough for someone like me, but you facilitated opportunities that were tailored to my comfort level. You encouraged friendships with understanding peers and organized inclusive activities. Thanks to you, I was able to develop social skills and form meaningful connections. You also taught me the importance of self-care. You modeled healthy coping strategies and encouraged me to engage in activities that brought me joy. You made sure to take care of yourself too, which was crucial for maintaining a positive and supportive environment at home. Above all, your unconditional love and support have been the foundation of my growth. Your belief in my abilities, even during the toughest times, gave me the courage to embrace my autistic identity with confidence. Your support has been my constant source of strength. Thank you, Mom, for everything you've done and continue to do. I hope other autism parents learn from you. I wish there was better support for you too. With all my love, Shaily Much much relate? Share it now! WhatsApp Facebook X (Twitter) LinkedIn Copy link < Back SHORTS

Neurodivergence & innovation: How strengths-based support transforms lives < Back Neurodiversity, Parenting, Education Boy with learning disabilities turns entrepreneur making $5K an hour Neurodivergence & innovation: How strengths-based support transforms lives MMS Staff 21 Nov 2024 2-min read At just 14 years old, Tucker Findley is a successful entrepreneur with a six-figure business. But his journey wasn’t straightforward. Diagnosed with learning disabilities and a neurological condition, Tucker couldn’t read, write, or count past 10 by the time he was 9. School was a daily struggle, and he felt like he didn’t belong. Everything changed the day Tucker found golf balls near his Sterling, Virginia, home. Instead of seeing them as just objects, he saw an opportunity. “I found golf balls everywhere,” he recalls. He started cleaning and selling them on Facebook Marketplace, where they sold out — 2,000 in just three days. Tucker reinvested his profits, hiring friends to help and even buying a kayak to collect more balls. From there, he expanded his focus to antiques and collectibles, inspired by TV shows like Antiques Roadshow. With his parents’ support, Tucker opened an eBay store and quickly realized he had a knack for spotting undervalued items. A $6 BMX bike frame turned into $500 in parts. A Barbie doll sold for $1,000. “It wasn’t just about making money,” says Tucker’s mom, Rebecca. “It was about seeing him excited to learn.” Tucker, who has dyslexia and dyscalculia, found ways to improve his math and reading through his business. Counting golf balls, tracking profits, and negotiating deals taught him skills he’d struggled to grasp in traditional classrooms. His online school even built lessons around his business activities. Today, Tucker runs his business - Tucker’s Vintage Treasures - out of a 2,500-square-foot warehouse at home. He sells everything from sneakers to vintage toys through eBay and livestream auctions, sometimes making over $5,000 in just an hour. What sets Tucker apart isn’t just his business success — it’s how he gives back. When he earns big profits from items he buys cheaply, he often returns to the seller and shares the earnings. “I’m honest and fair,” he says. Tucker’s journey underscores the importance of focusing on neurodivergent children’s strengths instead of their challenges. His father, Ryan, left his job to homeschool Tucker, tailoring his education to what he loved. “The most important thing is to find what you’re good at,” Tucker says. Tucker’s story is a reminder that every child has potential. Sometimes, all they need is the right environment to let it shine. Much much relate? Share it now! WhatsApp Facebook X (Twitter) LinkedIn Copy link < Back SHORTS