On January 13, 2026, the Supreme Court urged companies to see disability inclusion as a strategic advantage rather than just a compliance matter. A Bench of Justices JB Pardiwala and K.V. Viswanathan highlighted that businesses have a constitutional duty beyond profits, including social and environmental roles. The court used its powers under Article 142 to direct Coal India Limited (CIL) to give Sujata Bora, who has multiple disabilities, a supernumerary post with a separate desk and specially-designed computer at its North Eastern Coalfields office in Assam. Ms. Bora qualified for the management trainee post as a visually-handicapped reserved candidate but was declared "unfit" by CIL after they learned of her additional disability, Residual Partial Hemiparesis. The company argued the job notification did not mention multiple disabilities. Justice Pardiwala said, "Ms. Bora was rejected for no fault of hers." He also spoke compassionately with Ms. Bora online, mentioning Stevie Wonder to highlight her capabilities. The court quoted U.S. Supreme Court Justice William O. Douglas: the right to work includes "the right to live with dignity." It stated, "lack of physical sight cannot be equated to the lack of vision." Disability inclusion is a key part of the social dimension in the Environmental, Social, Governance (ESG) framework, which guides companies on impact and responsibility. Justice Pardiwala emphasized that putting "I" for inclusion in ESG is crucial. Disability inclusion is a strategic advantage for corporate sustainability and investors. The court's move follows a December judgment where it ruled that corporate social responsibility (CSR) includes environmental protection as a legal duty. This ruling underlines that the hard-fought human rights of disabled individuals must be respected by corporations and that inclusion is a path to stronger business and social impact.