How to Build a Personal Brand That Inspires and Converts Before understanding how to build a personal brand at work, it is important to understand “why” building your personal brand at work matters. To be precise, the crux of personal branding is that it helps you resonate with the people you need to resonate with most, giving you an understanding of why you need to identify your core values, of why you need to be authentic while creating a personal brand statement, and of why you need to network strategically with value-driven content. In this digital age, there is no alternative to personal branding for entrepreneurs who seek big success.    Why Personal Branding Matters TodayPersonal branding is about consciously moulding how others look at you. There are certain nuances to it, which we will discuss now.What Is Personal Branding for Entrepreneurs?              Personal branding for entrepreneurs is defined as advancing the way people look at you and thereby your organisation’s goals. It is to be noted that personal branding is different from corporate branding, and how to build a personal brand and how to build a “corporate brand” are two separate processes. In personal branding, an entrepreneur turns into a trusted “human interface”, and in corporate branding, the product and the organisation become the sole focus. The Power of Personal Influence in the Digital AgeBuilding your personal brand at work, specifically in this digital age, empowers you in many ways. Personal influence in the digital age through clear and authentic communication helps you appeal to countless customers, investors, media personnel, and talent at one go. By highlighting your unique vision, mission, and values, it cuts through the crowd and establishes you as a real person whom others can connect with. Your Story Is Your SuperpowerWhen you harness the power of how to build a personal brand at work and connect with your audience through real stories, both your audience and your influence and authority become portable assets, which remain with you even when the organisation pivots and products change. Your story, i.e., your personal branding, turns into a real superpower, augmented by the digital age we are part of. How to Build a Personal Brand: Step-by-Step GuideThere are several core elements that can help you understand how to build your personal brand at work. In this section, we will discuss those elements core to personal branding, at length. 1. Recognise Your Core Values and Strengths                     You can say that your core values and strengths are a kind of emotional DNA of your personal brand. Hence, while building your personal brand at work, think about what values you hold higher than others. They could be integrity, innovation, loyalty, simplicity, empathy, or anything else. Objectively analyse your strengths, too. For that, you may take help from five people, including your friends, colleagues, or mentors.2. Specify Your Target Audience and Niche                       Defining your target audience and niche is very important while figuring out how to build a personal brand and sustain it. Target audience is defined as the group of people you want to serve; for instance, first-time female entrepreneurs in India who are aged between 25 and 50. Niche is defined as understanding the exact problem you want to solve for your target audience; for instance, helping them grow through digital marketing. You can test your audience and niche by talking to real people or posting content and then seeing what resonates with them.3. Craft a Unique Personal Brand StatementBuilding your personal brand at work also asks that you craft a unique personal brand statement. It includes conveying who you are, which audience you serve, what problem you solve for that audience, how you solve the problem any differently from others in the same segment, and why does any of it matter.                  4. Build Your Online PresenceYour online presence is how people discover you in this day and age. It helps them connect with you, understand whether they can trust you, and eventually decide whether they can work with you or learn from you. So, choose the platforms that work best for you and for addressing your audience’s pain points better, post content that engages, helps, informs, inspires, or clarifies, and stay consistent and real in imparting value. 5. Share Value-Driven Content ConsistentlyOne of the most important points to keep in mind while understanding how to build your personal brand at work through online presence is that you should share value-driven content consistently. Post at least 3 to 5 times a week, engage with others through comments or replies, and showcase real results and outcomes for your audience to connect deeply with you.6. Network Strategically and CollaborateStrategic networking for building your personal brand at work involves building relationships with people whose vision, mission, and values align with yours. First, decide what you want to learn or gain from these relationships, and it need not be sales. Mentorship, referrals, co-creation, collaboration, and mutual growth matter, too. Also, give first, and then ask. Introduce them to someone useful to them. Recommend their work. 7. Be Authentic and Consistent Across All ChannelsThough it might seem ordinary, being authentic and consistent across all channels is a remarkable solution for those figuring out how to build a personal brand. The world is already bearing the overload of shallow content. So, try not to fake your story in front of people who follow you because it was your real story, in the first place, that made them resonate with you.Common Mistakes to Avoid When Building Your Personal BrandNow that we have discussed the importance of personal branding at work and ways to build a personal brand step by step, let us also discuss the common mistakes which should be avoided. Inbound Opportunities and Media VisibilityAs stated at the beginning of this blog, you cannot appeal to everyone, and you cannot even be liked by everyone, if truth be told. Also, if people cannot describe you in one line, it is very unlikely that they will refer you to others. So, avoid making such mistakes, position yourself strongly, ensure that your positioning is visible consistently across all media platforms, and simplify how others reach you. Deeper Community and LoyaltyOne of the mistakes that people make while seeking long-term community and loyalty is that they focus almost exclusively on the “audience”. However, there will be no real community or real loyalty if your audience does not engage in conversation with you and convert. You need to create two-way channels and start treating your audience more than a metric. Celebrate their wins, too, and choose consistency over high-energy episodes. Higher Conversions with Less EffortWhen building your personal brand at work, be specific. One of the common mistakes that people make is that they are not obvious or specific, all while their audience wants clarity. Higher conversions with less effort are possible only when your audience feels ready and connected. Complexity and ambiguity delay that connection. Inconsistency in Messaging or PresenceIf your personal branding content sounds different across different platforms, that is a mistake you must avoid. If your bio says one thing, make sure that your content doesn’t say another thing. People should be able to say clearly what you do or what you stand for, and it is feasible only with consistency in messaging and presence. Ignoring Your Audience’s NeedsOne of the crucial lessons while learning how to build a personal brand is that your audience comes first. If you post what you want, instead of what they need, it is a mistake. If you share only your wins, instead of solving real problems, it is not the right approach, either. You should create your personal branding content “with” your audience, metaphorically. ConclusionIn this blog, we dug deep into the intricacies of personal branding at work in this digital age we are part of. We defined what the term personal branding for entrepreneurs means, we listed several key steps to follow while building your personal brand at work, and we also addressed the common mistakes that entrepreneurs make while making a personal brand. Let’s end here with one question: If only one person saw your content today, do you think they would feel that you understand them? If not, you really need to change your approach. 

Will the 2026 Census Count People with Disabilities?The 2026 Census of India will bring crucial perception regarding the nation’s demographic realities, and an essential question is whether or not people with disabilities will be sufficiently included. For inclusive development, welfare programs, and policymaking, accurate representation is crucial. Previous censuses have been criticised for underreporting because of their narrow definitions and limited survey techniques. A more inclusive society for all would be fostered by ensuring comprehensive disability data by 2026, which would enable authorities to effectively address issues and advance equal opportunities.Why the 2026 Census Must Include People with DisabilitiesThis section will clear your doubts about why persons with disabilities in India must be included in the 2026 Census, highlighting the need for accurate representation to promote fair policies and an inclusive social structure.What Does It Mean to Count Everyone? The 2026 Census on inclusion of people with Disabilities represents the fundamental concept of counting everyone. It ensures that they receive the recognition they deserve, maintains their equal dignity, and serves as a basis for laws that promote social justice, equity, and inclusion. The Impact of Being Left Out of National DataExclusion of people with disabilities from the 2026 Census would erase their presence from national data, hindering democratic governance. Such an omission causes systematic neglect, affects policy priorities, and inappropriately allocates resources. Moreover, it restricts the basis for inclusive growth that upholds national progress and social justice, which in turn affects the accurate representation and decision-making. How Past Censuses Overlooked People with DisabilitiesPeople with disabilities were not included in previous censuses, which resulted in insufficient census disability data and restricted the development of equitable policies, resources, and practices.A Brief Look at 2011 Census Data Gaps      The 2011 Census data highlighted significant data gaps regarding people with disabilities, mostly due to the limited survey mechanism and narrow definition. These flaws led to underreporting, resulting in limited efficacy of policies meant to ensure equal opportunities and inclusion. It left a substantial portion of the population unrepresented in official statistics.  Why the Numbers Don't Reflect RealityDue to limited methodologies, vague definitions, and deep stigma, people with disabilities have been routinely left out of previous censuses. As a result, census data on disabilities is not accurate; the numbers understate prevalence, mask lived experiences, and ignore intersectional challenges, which distorts the scope and complex needs of this underserved group.Will the 2026 Census Include People with Disabilities?Ensuring representation, equity, and policies that reflect the realities of people with disabilities instead of their statistical invisibility is a crucial responsibility of the 2026 Census.Government Statements and Policy IntentionsA greater commitment to inclusivity is evident in government declarations and policy intentions for the 2026 Census. Authorities have placed a strong emphasis on addressing underreporting, enhancing data collection methods, and refining disability definitions. These actions represent a conscious attempt to ensure that individuals with disabilities are fairly represented in national demographic data, reflecting their actual circumstances.What’s Still Missing in the Planning ProcessDespite the efforts of the 2026 Census to include people with disabilities, there are still significant gaps. There is limited involvement of people who speak up for disability rights, a lack of standardised definitions, and inadequate accessibility measures, which run the risk of sustaining underestimation, which would leave this population's daily lives under-represented and poorly understood.Why Disability Data Matters for IndiaDisability data in India is crucial as it facilitates inclusion, fills systemic gaps, informs policy decisions, and utilises evidence-based methods to empower millions of people.Impact on Healthcare, Education, Employment & Infrastructure   Accurate disability data is essential for India to improve healthcare access, encourage equitable employment, create inclusive education, and build accessible infrastructure. It permits focused policies, effective use of resources, and well-informed planning, ensuring the full participation of individuals with disabilities in society and filling in structural deficiencies in these vital areas. Data as a Tool for Empowerment and Inclusion As a tool for inclusion and empowerment, the accuracy of disability data is essential for India. It directs the development of infrastructure, assures fair access to jobs, healthcare, and education, and informs evidence-based policy. Such data facilitates targeted interventions by identifying unmet needs, promoting social participation, equal opportunities, and dignity for all people with disabilities.How Better Data Can Improve Government Schemes and Budget AllocationThe actual needs of citizens with disabilities are revealed by accurate disability data.It makes specific government programs for work, education, and healthcare possible.Identifies priority areas to enable effective budget allocation.Aids in filling in implementation gaps for policies.Encourages equitable development and inclusive growth throughout India.What Needs to Change for a Truly Inclusive 2026 CensusFor a truly inclusive census 2026, authorities must make sure that accurate data is collected, taking into account the various needs of every citizen, and using accessible survey techniques.Use of the Right Definitions and Disability FrameworksWe must use the appropriate disability definitions and frameworks, such as the Rights of Persons with Disabilities (RPwD) Act and WHO's International Classification of Functioning, Disability, and Health (ICF), to have a truly inclusive 2026 Census. By using these definitions, underreporting is prevented, accurate representation is ensured, and policies are strengthened, allowing all people with disabilities to be recognised, counted, and supported fairly and with dignity.Training Census Officials to Identify and Record Disability AccuratelyTo accurately and carefully identify and record disabilities, census officials need to undergo specialised training. It is crucial to have clear guidelines, real-world case examples, and knowledge of the various kinds of disabilities. Such training improves inclusive policy planning and resource allocation, guarantees accurate data, and lowers underreporting.Involving Disability Rights Groups in Census Planning  Disability rights groups need to play a key role in the planning process for a 2026 Census that is truly inclusive. Their involvement will ensure sensitive data collection techniques, improved survey tools, and accurate representation. Collaborating with Rights of Persons with Disabilities India will close knowledge gaps, improve accountability, and ensure that the census accurately represents the varied realities of people with disabilities.Voices from the Community: What People with Disabilities Are SayingCommunity voices bring to light the actual experiences of individuals with disabilities, highlighting their demand for policies that acknowledge, accommodate, and meaningfully include them.Personal Stories of Being Left Out Many people with disabilities have experienced exclusion at some point in time. As the first female amputee to climb Everest, Arunima Sinha, whose leg was amputated following a robbery, remembers how society questioned her abilities. Kanubhai Tailor, who has polio, also recalls being shut out of public places and schools. Their experiences highlight how systemic neglect exacerbates exclusion while calling for compassion, respect, and true inclusion.   What Inclusion Would Mean to Millions For millions of people with disabilities, disability inclusion in India means equal opportunity, dignity, and rights. It involves open access to work opportunities, public areas, and education, where hurdles are eliminated and opinions are valued. A society that respects diversity, ensures justice for all, and encourages self-reliance is the result of true inclusion.Conclusion: From Numbers to Visibility, Rights, and RespectIt is important to view India’s disability population as individuals who deserve respect, rights, and visibility rather than merely as statistics. Accurate data can ensure fair access to healthcare, education, and employment, improve budget allocation, and fortify policies, moving beyond mere numbers to meaningful representation. Removing barriers, elevating voices, and promoting dignity are all components of a truly inclusive approach. India can use its census as a basis for equality, justice, and empowerment for people with disabilities if it embraces inclusivity.

How to Cultivate a Culture of Forgiveness at Work? As opposed to popular beliefs, conflict is a sign of healthy relationships, more than a sign of unhealthy relationships. Thus, the issue at stake is not “conflict” but “poorly handled conflicts” in most organisations. Cultivating a culture of forgiveness at work plays an essential part when it comes to creating safe spaces for conflict resolution and emerging out of them stronger as a team. This blog makes an attempt to outline what forgiveness in the workplace is and how it benefits the organisation as a whole, as well as the individual. Also, the blog lists several ways to cultivate a forgiving workplace culture.Understanding the Importance of Forgiveness at WorkA forgiving workplace culture does not form by accident. It has to be created with intention. And for that, it is necessary to acknowledge its significance first.What Is Forgiveness in the Workplace?It is natural for someone at work to miss deadlines in any organisation. It is also natural for the ego to clash and for morale to drop due to grudges and the constant feeling of being emotionally unsafe. Forgiveness in the workplace is defined as a culture that creates spaces where each team member learns to let go of existing friction and move forward with mutual respect.The Psychological and Emotional BenefitsForgiveness at work has several psychological and emotional benefits. It helps build trust and create high-functioning teams that face setbacks together. When small or trivial issues are not escalated, when feedback becomes constructive rather than personal, and when there is growth rather than guilt after a conflict, know that forgiveness in the workplace is doing its magic.Impact on Team Morale and ProductivityConflicts lead to emotional overload, and forgiveness at work is a kind of strategic emotional intelligence at play. It encourages real accountability without any fear, which is foundational for positive relationships, avoids blame games, and allows employees to take healthy risks, ultimately increasing both team morale and productivity. Innovation picks up the pace in forgiving workplace cultures.Common Barriers to Forgiveness at the WorkplaceNow, the question is, when there are so many positive benefits of forgiveness at work, why do most organisations fail to cultivate a workplace culture of forgiveness? There are some common barriers.Unresolved Conflicts and Ego ClashesSince forgiveness in the workplace is often mistaken for “weakness” and “softness”, it doesn’t come easily to anyone. Therefore, unresolved conflicts and ego clashes breed resentment, stress, and anxiety, and they prevent the very thing that is required for their resolution, i.e., forgiveness.Fear of Repeating MistakesThe fear of repeating mistakes is yet another common barrier to cultivating a forgiving workplace culture. Generally, employees do not feel comfortable or even safe to make mistakes at the workplace, as once they make a mistake, it sets a bad example, with them at the helm. If the team leaders don’t forgive publicly, not necessarily with words, the team doesn’t either. The respective employses credibility, and fear eventually conquers all.Lack of Trust and CommunicationWithout open communication, it is difficult to build trust, which in turn prevents forgiveness at work. An open discussion about boundaries is important for nurturing a forgiving workplace culture, where everyone understands what is expected of them, rather than feeling confused. However, organisations rarely emphasise clear communication due to their inflexible, ego-based hierarchies or leadership.Steps to Foster Forgiveness in the WorkplaceTo foster forgiveness at work, the steps given below could be followed. One of the first things to do is to remove the barriers to forgiveness while taking active measures.Promote Open and Honest CommunicationUniversal toilet design fosters access to a toilet for every individual, irrespective of their ability, disability, or physical limitations. However, due to a limited awareness of inclusive toilet design in local authorities and construction workers and a major focus on the “number” of toilets, Swachh Bharat somehow misses the opportunity to create an equitable society.Budget Constraints and Misplaced PrioritiesNo one opens up when admitting mistakes is punished, speaking up is treated with coldness, and conflict is turned toxic. Everyone wants to be heard more than to apologise and get apologised to. Teams should be trained in how to listen actively, how to empathise without losing a sense of responsibility, and how to decide whether a conversation should happen in private or public, as equals. Instead of results, reconciliations and resolutions should be celebrated more.Lead by Example: Forgiving LeadershipForgiveness at work can also be encouraged through forgiving leadership. After all, it is the leader who sets the tone of the culture, first and foremost. When leaders demonstrate the strength to let go of ego clashes and friction, they subconsciously allow the subordinates, too, to do the same. After all, it is the leader who sets the tone of the culture, first and foremost. When leaders demonstrate the strength to let go of ego clashes and friction, they subconsciously allow the subordinates, too, to do the same.Create Safe Spaces for Conflict ResolutionForgiveness is more about doing right than anything else. Safe spaces for conflict resolution could help everyone voice their agreements or disagreements without any fear of revenge, embarrassment, or judgement. Shared rules, instead of power dynamics, should govern these spaces for conflict resolution and forgiveness at work.Role of HR and Management in Promoting ForgivenessThe role of HR and management in promoting forgiveness in the workplace is significant, and strong leadership from these departments is essential.Policy Making and Conflict MediationFor effective conflict resolution, it is important that the “release” is regular through proper check-ins. While traditional HR systems tend to engage more with escalation hierarchies and disciplinary action, instead of dialogue and restorative practices, it is crucial to enforce appropriate conflict mediation through guided frameworks.Training Programs and Emotional IntelligenceYear-round training programs in emotional intelligence, both for the teams and the leaders, are important for promoting forgiveness at work. Such programs equip individuals better with the art of forgiving without losing boundaries. Ideally, one workshop should be organised per month.Recognising and Rewarding Positive BehaviourAs mentioned earlier, forgiveness at work should not only be fostered but also be recognised, rewarded, and celebrated. It helps reinforce positive behaviour and even encourages it on its own account. It sets the standard that informs everyone what to aim for.Benefits of a Forgiving Workplace CultureThere are several more benefits of a forgiving workplace culture, apart from the ones discussed before.Stronger Team Collaboration and TrustEver wondered what goes on behind the working of those highly efficient and highly motivated teams that surpass other teams in terms of morale, collaboration, and productivity? Healthy and resolved conflicts build trust, which in turn brings people closer and strengthens team collaboration.Reduced Stress and BurnoutForgiveness at work lightens the emotional overload, thus reducing or preventing stress and burnout. It is the only thing that stops conflicts from escalating and turning toxic, where every individual bears the brunt in one way or the other, affecting the organisation’s overall well-being in a hideous manner.Higher Employee Retention and SatisfactionA toxic workplace culture is one of the major reasons that leads to low employee morale, low employee retention, and low employee satisfaction rates. A forgiving workplace culture is conducive to true success in the long run. An organisation is nothing without a strong, dedicated team.ConclusionAny workplace that is serious about making a difference cannot go without conflicts. A conflict is actually a sign that something is taking place, and a healthy and resolved conflict is a sign that something good is taking place. The real power lies in intentionally creating a culture of forgiveness at work, where everyone (including the leaders as well) feels safe and empowered to voice their opinions without anyone holding grudges, resentment, or a sense of retaliation. The magical strength of “second chances” should not be underestimated.

Why Accessible Toilets Are Missing in Swachh Bharat? Launched in October 2014, the Swachh Bharat Mission stands as one of the most remarkable phases in the country’s hygiene and sanitation narrative, and it has built over 106 million individual household toilets, thereby increasing access to sanitation facilities for the wider public. It is said that a significant effort has also been made to increase access for PwDs under this mission; however, an RTI filed by a disability rights advocate indicates that out of India’s 28 states and 8 union territories (36 in total), 19 lack even a single community or public toilet that is accessible. Understanding the Swachh Bharat MissionBefore this blog digs deeper into the reasons behind the lack of accessible toilets, due to which the true idea of Swachh Bharat remains elusive, let’s understand the basics of the Swachh Bharat Mission. Objectives and Achievements of Swachh BharatThrough the Swachh Bharat Mission, it is aimed that the country gets free of open defecation and that accessible toilets and waste management become a reality across rural and urban areas. This targeted approach aligns with the sixth Sustainable Development Goal (part of the SDGs), and it has considerably reduced diarrhoeal deaths and improved access to sanitation, enhancing safety, especially for women. Focus on Open Defecation and Sanitation Goals Swachh Bharat is primarily focused on open defecation and the collective goal of adequate and effective sanitation. The focus also extends to raising awareness about the importance of hygiene and cleanliness to encourage positive behavioural outcomes in the general public and meet the larger goal of waste management.  Inclusion Gaps in the Sanitation Drive Though the Swachh Bharat Abhiyan has brought about crucial and most-needed changes in the country, several inclusion gaps can be seen, particularly pertaining to persons with disabilities, in addition to the urban poor and marginalised migrants. Further, sustainability is an emerging concern due to the lack of proper maintenance of the toilets built under this mission. Who Is Being Left Behind? Who is being left behind when the mission of Swachh Bharat is visualised and discussed? The answer would be the ones facing the most challenges. Challenges Faced by the Disabled and Elderly The mission’s benefits are yet to reach the disabled and the elderly in their entirety, breaking the barriers of inaccessible toilet design and social stigma. Most toilets designed for Swachh Bharat lack ramps, wider doors, grab bars, and inclusive commode options. This hinders PwDs as well as the elderly and other individuals with mobility issues from enjoying the benefits of the mission. Universal toilet design is key. Impact on Women, Especially in Rural Areas The Swachh Bharat Mission positively impacts women’s safety, dignity, and all-round well-being by restricting their exposure to open defecation. The mission also enhances their leadership in local governance. However, the Swachh Bharat Mission mainly takes the infra-first approach, often disregarding women-specific needs. For example, in many rural households, there is a lack of adequate water availability and disposal bins for sanitary products. The Reality of Urban vs. Rural Toilet Access In rural areas, open defecation is so deep-rooted in behavioural norms that changing behaviour is one of the major challenges. Also, some percentage of toilets are poorly constructed, owing to the speedy implementation of the Swachh Bharat Mission. On the other hand, toilet access in urban areas faces the challenge of overcrowding and inadequate waste management, among others, especially in slum areas.  Reasons Behind the Lack of Accessible Toilets Let’s now understand the reasons for the lack of accessible toilets. It will help gain a completely informed perspective. Limited Awareness About Universal Design Universal toilet design fosters access to a toilet for every individual, irrespective of their ability, disability, or physical limitations. However, due to a limited awareness of inclusive toilet design in local authorities and construction workers and a major focus on the “number” of toilets, Swachh Bharat somehow misses the opportunity to create an equitable society. Budget Constraints and Misplaced Priorities The Swachh Bharat Mission is one of the most ambitious initiatives by the government, but budget constraints and misplaced priorities pose a significant challenge, overlooking behavioural change reinforcement, proper follow-ups, and waste management. Further, more funds are needed to build strong ground-level systems to achieve the primary objectives of the mission. Absence of Accessibility in Policy Guidelines The absence of accessibility for all in policy guidelines affects the elderly, injured, PwDs, pregnant women, children, and other individuals with temporary or permanent limitations alike. Enforceable standards pertaining to inclusive infrastructure and access should be mandated to construct more accessible toilets under the Swachh Bharat Mission.   The Importance of Inclusive Sanitation Infrastructure Inclusive sanitation infrastructure as a human right is not up for negotiation. It is essential for safety, privacy, and dignity. What Makes a Toilet Accessible? Various assistive devices can help make a toilet accessible and inclusive for all, such as ramps, low taps, and grab bars. Proper lighting and disposal bins are also crucial. Affordability and maintenance cannot be compromised as well, while discussing accessibility for Swachh Bharat. Global Standards vs. Indian Practices Global standards in inclusive sanitation infrastructure tend to prioritise universal accessibility as well as the user’s dignity. Indian practices so far, on the other hand, tend to focus less on inclusion and more on the numbers. With the Swachh Bharat Mission, an overhaul is continuously at work.   Social and Health Benefits of Inclusive Toilets The social and health benefits of inclusive toilets are many. Common diseases like cholera are reduced. Also, inclusive toilets reduce urinary tract infections (UTIs), among others. From a social perspective, inclusive toilets minimise invisibility and discrimination, and they allow every individual to move freely and participate in civic life. Government Initiatives and Missed Opportunities This section looks at government initiatives and missed opportunities in the context of sanitation, public health, and hygiene. What the Swachh Bharat Mission Has Done So Far The Swachh Bharat Mission has led to the attainment of the Sustainable Development Goal of health much ahead of time, through an open defecation-free status. Positive behavioural reinforcement is also underway. Schemes That Could Support Accessible Toilets Accessible India Campaign (Sugamya Bharat Abhiyan), for instance, is a major initiative, apart from the Swachh Bharat Mission, that aims to enhance accessibility and inclusivity for everyone, with accessible toilets being a key point of concern. Also, numerous other schemes for construction workers and PwDs, like Shauchalaya Sahayata Yojana, could support the construction and regular maintenance of accessible toilets.   Missed Integration With Disability Welfare Programs As of now, Swachh Bharat misses proper integration with disability welfare programs, workers’ welfare programs, and community toilet schemes. However, that does not take away the positive impact that the Swachh Bharat Mission has had on the country’s sanitation intervention attempts. Way Forward: Making Swachh Bharat Truly Inclusive Swachh Bharat should also be an inclusive and accessible Bharat. So, what’s the way forward? It is time to discuss.  Incorporating Accessibility in Future Phases By incorporating accessible sanitation infrastructure design, Swachh Bharat should contribute to enhancing accessibility for more people in its future phases. For this purpose, community participation could also be encouraged, as well as targeted behaviour change campaigns. Role of NGOs and Community-Led Models In the Swachh Bharat Mission’s future phases, NGOs and community-led models, as outlined above, could play an important part in making the sanitation practices, such as the proper use of toilets, sustainable. NGOs, for example, have the power to conduct door-to-door campaigns and community meetings through street plays to educate the masses. Community-led models, such as local sanitation committees, could help develop a sense of ownership. Monitoring, Feedback, and Policy Reform It is high time that technology is also leveraged to create vigorous monitoring mechanisms and feedback platforms to identify the room for improvement and ensure policy reform. Public-private partnerships could also be explored in every step of the process, especially to improve the lives of sanitation workers.   Conclusion Though there is still much to be done to make sure that all the objectives of the Swachh Bharat Mission reach their desired outcomes, the fact cannot be ignored that the mission has had a far-reaching impact on public health, hygiene, and sanitation in India. It is expected that the future phases of the mission would take care of the gaps and contribute to the creation of a completely inclusive, empathetic, and equitable society.