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In December last year, I alluded to the fact that being disabled in a world that isn’t built for you is challenging. As we approach another International Day for Persons with Disabilities (IDPD), The theme of the 2023 IDPD is: “United in action to rescue and achieve the SDGs for, with and by persons with disabilities.” The day aims to promote an understanding of disability issues and support for the dignity, rights and well-being of people with disabilities. It also seeks to increase awareness of gains to be derived from the integration of persons with disabilities in every aspect of political, social, economic and cultural life.
It always provides a moment to consider and reflect on what has been achieved in the last 12 months. Though time seems to be moving at warp speed, maybe a symptom of ageing, accelerated system change still drags. However, one thing that gives a sense of traction is the issue of reporting on disability performance, and organisations will tackle the issue of self-ID. We know that self-ID is a huge issue for organisations that have muted legislation as a reason not to lean into it. The way this is heading in the right direction is down to business and them taking ownership of it for themselves rather than waiting to be told. We must be taking action to drive system change and remove the barriers for their employees. This allows for true inclusion within the workplace.
Pivoting to business, without knowing who your employees are and what they need, it is not possible for them to thrive or work to their full potential if barriers are still preventing them from doing so. To encourage your employees to self-identify anonymously within the workplace, building a culture of trust is essential. David Carrigan, Group Director of Diversity, Inclusion & Wellbeing at Sky, recently discussed their internal campaign, “We recognise the critical role trust plays in encouraging disabled people to self-ID so that businesses can measure progress and understand the needs of employees. Sky’s Count Me In self-ID campaign tells the stories of our diverse workforce and shows the beauty of intersectionality told by our people. It has given visibility to disability and neurodiversity and built confidence and awareness at all levels.”
Creating a culture of trust can only be achieved when people are assured that it will be of benefit to them, their data will be protected, and that they will not be penalised for self-identifying. Organisations must take accountability to change things to accommodate the requirements needed. This is why businesses are taking the lead and not waiting for Government regulation for the change. A recent conversation with Sunita Cherian, Chief Culture Officer & Senior Vice President, HR, Wipro she gave a her thoughts on the important part business plays; “For over a decade, Wipro has worked purposefully towards creating an inclusive, equitable and accessible environment for colleagues with disabilities. We genuinely believe that inclusion is bringing people together to make it a diverse workplace and in ensuring it is a better space for everyone. Leadership at Wipro have been guiding various structural, behavioural, and systemic solutions to create a level playing field. Equity and accessibility benefits everybody by creating a more inclusive ecosystem. However real measurable change will not take place until disability inclusion becomes a mainstream agenda and hence our focus on accessibility and reasonable accommodations/ adjustments cascades across the organization and includes talent attraction strategies that encourage equal employment, engagement, and career growth opportunities. Our commitment for disability inclusion is for the long term and we believe in learning at every step along this journey to make it a better, sustainable future for all.”
By building an inclusive culture into the business strategy and the organisation’s infrastructure inevitably will positively impact all business areas. Sanofi is gearing up to introduce their global accessibility standard for the physical and digital environment ensuring that 100% of people with disabilities have workplace accessibility by 2025. Raj Verma, Chief Diversity, Culture & Experience Officer says: “The tone for Inclusion is often started at ‘grass roots’ but it should be set at the very top. Getting this in sync creates a catalyst big enough to spark systemic change across our organizations. Accountability must lie with each one of us at every level to make this happen. Because improving accessibility, physically or digitally, enhances lives and fosters greater equity for every individual.”
Teamwork is the essence of connecting the dots; building this culture of trust within an organisation allows the individual to believe and feel they can thrive within an organisation, it is imperative. For example, by having people with disabilities in the design teams helps to support the consumer.
Martin Migoya, Co-founder and CEO of Globant spoke about what they have been doing, he said, “At Globant, we believe in unlocking the full potential of every team member. Our commitment to equal employment and development opportunities means valuing people for their capabilities, skills, experiences, knowledge, and attitudes. Through initiatives that promote awareness, employability, and learning opportunities we want to create a workplace that not only recognizes differences, but celebrates them. Everybody needs a chance to thrive and contribute meaningfully.”
With the global population reaching an unprecedented 8 billion and an ageing population, most of us will experience some form of disability in our lives.
So, do we have to keep asking ourselves the same question: are we prepared and confident in supporting those with disabilities in our own countries – or will this 16 percent of the population continue to be left behind, and the road to full inclusion constantly have barriers that need removing? Business has an essential role to play in creating inclusive cultures that support the attraction and retention of disabled talent. When Business takes the necessary steps, society follows. Everyone benefits.
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