1. Introduction
The National Bank of Pakistan (NBP) has unveiled a comprehensive Human Resources Plan with a strong focus on diversity, equity, and inclusion, particularly for Persons with Disabilities (PWDs). The initiative is geared towards creating an empowering workplace environment and bridging the representation gap for individuals with disabilities.
2. Current Representation and Future Goals
NBP currently employs 165 staff members with disabilities, constituting 1.12% of its total workforce. In line with State Bank of Pakistan directives, NBP aims to meet the sanctioned strength quota requirement of 2% (300 individuals) by the end of 2024.
3. Strategic Initiatives
3.1 Encouraging Applications
NBP actively encourages PWDs to apply for job opportunities by incorporating inclusive language in all advertisements, promoting female PWD participation.
3.2 Identifying Suitable Roles
Collaborating with departments and divisions to identify roles where PWDs can effectively contribute their skills and expertise.
3.3 Partnerships
Forming partnerships with organizations like Purple Tuesday, NOWPDP, and Connect Hear, which focus on the inclusion and empowerment of PWDs.
3.4 Sensitization Training
Conducting regular sensitization training for all employees to ensure a comprehensive understanding of PWDs’ needs and requirements.
3.5 Accessible Services
Launching model branches designed to cater to the needs of PWD customers, offering accessible services and facilities.
3.6 Accessibility Standards
Ensuring physical premises and digital platforms are accessible, user-friendly, and compliant with international accessibility standards.
3.7 Assistive Technologies
Providing assistive technologies and tools to enhance the efficiency and comfort of employees with disabilities.
3.8 Dedicated Support System
Establishing a dedicated support system within the organization to address the unique needs and concerns of PWD staff members.
3.9 Community Outreach
Actively participating in community outreach programs and collaborating with local organizations to create awareness about disability inclusion.
4. Phased Approach to Quota Fulfillment
NBP’s plan to meet the 2% quota involves a phased approach, including policy framework development, internships, batch recruitment, and collaboration with organizations to source suitable candidates.
5. Commitment to Diversity and Inclusion
NBP recognizes diversity and inclusion as integral to its social responsibility. By empowering PWDs, NBP aims to enhance its organizational culture, promote innovation, and foster a compassionate and understanding workforce, contributing to a more inclusive future.
For job opportunities and further information, interested candidates can visit NBP’s website at www.nbp.com.pk.