The Visually Impaired Bank Employees Welfare Association (VIBEWA) has, on behalf of more than 500 visually impaired and other categories of disabled employees in IDBI Bank, conveyed apprehensions to Finance Minister Nirmala Sitaraman about job and service conditions in the bank post-strategic divestment.
In a letter addressed to the Minister, Himanshu Sahu, General Secretary, and Rajesh Asudani, President, VIBEWA, aired fears over continuity of service; preservation of statutory protections; and safeguarding of reasonable accommodation mechanisms presently available under public sector governance. Sahu is a Senior Manager with Indian Bank in Kolkata and Asudani, an Assistant General Manager, RBI, Nagpur.
National precedent
The manner in which divestment addresses disability safeguards will set a national precedent. Public sector banks have historically been pioneers in inclusive employment. Any perceived dilution of protection during privatisation could create insecurity across the banking sector for thousands of employees with disabilities.
The Centre has consistently upheld dignity and empowerment of Divyangjan. “We humbly seek your intervention to ensure this commitment remains intact during restructuring process. We request an opportunity for formal dialogue with Department of Financial Services to place detailed submissions,” the letter said.
Welfare legislation
The Rights of Persons with Disabilities Act, 2016 (RPwD Act) is a welfare legislation enacted to ensure equality, dignity, and non-discrimination in employment. Section 20 of the Act categorically prohibits discrimination and protects employees with disabilities from reduction in rank or arbitrary termination on account of disability.
“We respectfully submit that divestment or transfer of majority shareholding cannot dilute these statutory obligations,” the letter said. Any Transfer of Undertaking agreement must explicitly incorporate binding clauses protecting continuity of service; preservation of pay and allowances; pensionary and terminal benefits; and existing reasonable accommodation mechanisms, it added.
Absolute job security
Visually impaired and other disability employees have served the institution with distinction in roles ranging from branch operations to credit, risk management, audit, and IT. Many have acquired professional qualifications such as CAIIB and have demonstrated measurable performance.
“We humbly request that the Government ensure that no retrenchment, forced resignation, or adverse restructuring impacts visually impaired employees. Contractual and probationary PwD employees must be granted protection, considering their vulnerability during ownership transition.”
Protection of wages
Privatisation often leads to restructuring of pay architecture. The VIBEWA sought assurances that existing pay scales will not be altered to detriment of divyangjan employees.
Special conveyance allowance and disability-related benefits should remain intact. Pension and gratuity structures must be preserved. A formal “No-Loss and No-Reduction Clause” should be incorporated specifically for employees with benchmark disabilities.
Digital ecosystem
Banking is increasingly technology-driven. Visually impaired employees depend upon accessible digital platforms compatible with screen readers such as JAWS and NVDA. The VIBEWA urged that all future banking software and digital platforms comply with accessibility standards.
Assistive technology support must stay uninterrupted. Accessibility compliance must be made a binding obligation on incoming management.
Transition oversight
To ensure transparency and fairness, the letter requested that a representative from VIBEWA or a disability rights expert be included in any HR transition or restructuring committee overseeing post-divestment policy changes. This will prevent inadvertent policy shifts that may adversely affect employees with disabilities.
Published on March 6, 2026
