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Inclusive Employer Toolbox

The five dimensions of an inclusive company

 

15% of the world population lives with a disability. According to ILO, over 80% of people with disabilities are excluded from the labour market, which entails a global GDP loss of US$ 2 trillion a year.

You wish to hire more staff with disabilities and better inlude them in your company? HI offers you free tools based on its field experience to get started on your inclusion journey:

Navigate through the five dimensions of an inclusive company to explore this free content!

 

GOOD PRACTICE

 

Taking an holistic approach to successful and sustainable inclusion in companies

The example of Michelin in INDIA

Study: Situation of Wage Employment of People with Disabilities

10 low- and middle-income countries in focus. A qualitative study by HI, including innovative recommendations. 

 

Success Story: Michelin's Inclusion Journey

(COMING SOON) Michelin describes how they piloted a disability inclusion programme at their site in Chennai, India. The document includes useful tips & lessons learned.

 

1. Policies & Leadership

 

It is vital that senior management makes firm commitments to diversity and promotes them internally as well as externally. These commitments must translate into disability-inclusive policies and decision-making processes within the company, in a non-discriminatory approach.
This means that all institutional data, company policies and processes should include disability issues and quality monitoring for global commitment and change.

Testimony: Michelin in India

The Director of Michelin's site in Chennai (India) tells us how he championed the "Inclusive Employer" program in the plant, with help from HI and the Michelin Foundation.
 

GOOD PRACTICE

 

Committing to inclusion in all its dimensions

Red Enlace’s experience in BOLIVIA

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Defining an Inclusion Plan at a Workshop

Michelin’s experience in INDIA

 
 
 

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Setting up a Committee to Monitor the Inclusion Action Plan

Michelin's experience in INDIA

MEMO CARD

 

Drafting your disability policy

HI's recommendations for companies

 
 

2. HR & Management

 

To ensure inclusive HR & management practices, companies should transform the entire HR cycle from sourcing, recruiting and welcoming, to retaining, career development and retiring. For example, this includes reasonable accommodation, salary equality, equal internal mobility opportunities, etc.
This dimension also involves the review of management practices so that they become more inclusive and respectful of all staff members’ situation and needs.

 

GOOD PRACTICE

 

Reviewing the recruitment process with jobseekers with disabilities

The experience of a hotel chain in INDONESIA

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Adapting job conditions to avoid discrimination

Alfamart’s experience in INDONESIA

 
 
 

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Making sure that AI tools are non-discriminatory

IBM’s international experience

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Adapting staff training courses for deaf employees

Michelin’s experience in INDIA

 
 
Show Transcript

Kiki’s daily work thanks to reasonable accommodation

The story of this employee with hearing impairment tells us how small changes can make all the difference in a job.

 

MEMO CARD

 

The inclusive recruitment process

HI's recommendations for companies

MEMO CARD

 

Disability inclusion and compensation at work

HI's recommendations for companies

 
 
 

MEMO CARD

 

Examples of workstation adaptations

HI's recommendations for companies

Study: Employment Policies for Persons with Disabilities

Comparative study in 13 countries: Legal obligations and recommendations for companies.

 

Study: For a More Integrated Recruitment of Persons with Disabilities

A study for employers on inclusive recruitment frameworks, issues and practices throughout the world.

 

3. Internal Culture

 

Discrimination is one of the biggest barriers faced by people with disabilities when accessing employment. By transforming its corporate culture using information and awareness-raising events, the company will create a more enabling environment for people with disabilities, facilitating recruitment and increasing comfort in the workplace.
This dimension therefore involves improving the level of information on disability, changing staff attitudes and behaviour, setting up accessibility rules for documentary resources, improving communication tools and spaces, etc. All these activities will help reduce the communication bias on disability.

 

GOOD PRACTICE

 

Raising awareness of inclusion in your teams with Blind Football

Casanet’s experience in MOROCCO

 

GOOD PRACTICE

 

SHARING FOR A CHANGE OF PERSPECTIVE ON DISABILITY

Michelin’s experience in INDIA

GOOD PRACTICE

 

Putting employees in the shoes of people with disabilities for a day

Michelin’s experience in INDIA

 
 
 

MEMO CARD

 

Understanding disability

HI's recommendations for companies

MEMO CARD

 

Stereotypes, cognitive bias and discrimination

HI's recommendations for companies

 
 

4. Physical & digital accessibility

 

Accessibility is not just about removing physical barriers with an access ramp to the office. For example, it should also mean checking whether the website is accessible for all jobseekers and employees, whether the font used in documents is easily readable, and whether subtitles appear in videos, etc. After assessing all barriers, the company should consider what adaptations can be made – the solutions are often simpler than you might think!

Show Transcript
Introducing digital accessibility

Discover why digital accessibility is important and how to make technology work for everyone. In employment, it can impact recruiting processes as well as training, internal communication, etc.
 

MEMO CARD

 

Accessibility in the workplace: where do we start?

HI's recommendations for companies

GOOD PRACTICE

 

Assessing company accessibility using a participatory audit

Michelin’s experience in INDIA

 
 
 

MEMO CARD

 

Accessibility for buildings open to the public

HI's recommendations for companies

GOOD PRACTICE

 

Facilitating the mobility of employees with disabilities

Gourmet Collection and Alfamart’s experiences in INDONESIA

 
 

5. Tailored Partnerships

 

Inclusiveness cannot be achieved alone. Many organisations work in the field of disability and can help companies become more inclusive employers. Building partnerships with OPDs (Organisations of Persons with Disabilities) in the area will allow the company to assess the needs of people with disabilities better and find relevant answers. This involves using a participatory approach with representatives of people with disabilities to ensure fair changes.

Show Transcript

Egypt: Successful Partnerships for Disability Inclusion

The company’s Director and several employees with disabilities talk about their experience working together after finding one another through the help of specialised organisations.

 

GOOD PRACTICE

 

Joining forces to change attitudes on disability

Webhelp's experience in MOROCCO

 

GOOD PRACTICE

 

Training recruits with disabilities directly in the company

Ouidah Pain’s experience in BENIN

GOOD PRACTICE

 

Partnering local organisations for disability inclusion

Michelin’s experience in INDIA

 
 

Guide: "Good for Business"

A guide for collaboration between employers and organisations working in the field of disability inclusion, with demonstration that inclusion facilitates companies' growth and productivity. 

 

Global Business Disability Network's Publications

Discover the many resources of the Global Business Disability Network (GBDN), founded by the International Labour Office (ILO).

 

Going further with HI

 

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HI’s expertise on the inclusion of persons with disabilities dates back to 1982. Through our Inclusion Technical Assistance (ITA), we are already supporting other NGOs in improving the inclusion of persons with disabilities, from the initial inclusion assessment to long-term coaching.
Starting from 2022, we will also help companies, international agencies and governments to become more disability inclusive employers. Contact us now to learn more!

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