The Valuable 500

Our Valuable 500 companies and leaders have committed to putting disability inclusion on their business leadership agenda. We’re processing new companies all the time and are proud to announce the following confirmed organizations.

Valuable Leader: Julie Sweet

Region: Global

Accenture’s Valuable 500 Commitment:

Accenture’s Board of Directors reflects geographic, age, gender and ethnic diversity. Among the external directors, female representation is currently at 40 percent — including our non-executive chair of the board. The Board meets quarterly and in 2019, will discuss disability inclusion as part of its discussions around inclusion and diversity, which is driven by the Accenture Diversity Council.

As part of this review, our Accenture Diversity Council, made up of senior leaders across the business including members with disabilities, meet quarterly to set our inclusion & diversity goals. In the last two years, we have established an internal score card that measures the recruitment, retention and advancement of our employees with disabilities. This enables us to offer new benefits, accommodations and assistive technologies to our people and new candidates.

We also established the Accessibility Council – led by our General Counsel and Chief Compliance Officer, Chad Jerdee and Chief Information Officer, Andrew Wilson. The Council ensures accessible technology across our entire enterprise as we continue to advance disability inclusion as a source of innovation, creativity and competitive advantage. Accenture strives to create a workplace where everyone feels they belong.

Valuable Leader: Darian Pickett

Region: Global

Acosta’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Charles Penney & John Joyce

Region: Global

Addleshaw Goddard LLP’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Alain Dehaze

Region: Global

Adecco’s Valuable 500 Commitment:

At the Adecco Group, we are committed to making the future work for everyone. As a people business focused on providing integrated HR solutions, we put our expertise and our energy into improving everyone’s chance of being part of the workplace. We believe that the path to inclusion starts with a single- minded focus on skills: on what each candidate or employee can do, rather than what they cannot undertake. Each person is a source of talent.

As the world’s leading HR solutions company, we lead by example, creating shared value that fuels economies and builds better societies. We help people gain better access to the jobs and prospects they deserve. In more than half of our markets, we run programmes to integrate people with a disability in the workforce, including training. To define our approach, we have adopted the broad slogan of “Talent without Labels”.

As part of our commitment, we will continue to:

  • Champion the integration of people with a disability in the labour market and engage with employers to develop programmes and pathways that embrace diverse talent, through bespoke programmes and via dedicated solution lines such as our subsidiary Humando in France and the Fundación Adecco in Spain;
  • Help people with a disability overcome barriers to enter the workforce by strengthening their employability through programmes such as our Disability Work Programme in the USA and our global partnership with the International Paralympic Committee;
  • Progressively adapt our own employment policies and practices to reduce barriers to the inclusion of people with a disability in the world of work, including taking steps to ensure that the use of artificial intelligence technologies is fair to users and does not unjustly impact people based on sensitive characteristics;
  • Campaign for more inclusive employment worldwide and share best practices through partnerships and other initiatives, such as the “talento sin etiquetas” driven by the Foundación Adecco Spain, the initiatives of our Fondazione Adecco Per Le Pari Opportunità and our longstanding membership in the ILO Global Business and Disability Network.

We will continue to challenge ourselves and others, push boundaries, and strive to be at the forefront of delivering better futures for all.

Valuable Leader: Shantanu Narayen

Region: Global

Adobe’s Valuable 500 Commitment:

At Adobe, we believe that everyone deserves respect and equal treatment and opportunity regardless of gender, race, ethnicity, age, disability, sexual orientation, gender identity, cultural background, religious beliefs or anything else that makes us who we are. When people feel appreciated and included, they can be more creative, innovative, and successful. We call this vision Adobe For All.

Our commitment to advance the experience of people who have disabilities – both visible and invisible – includes three core focus areas:

  • Recruiting more employees from the disability community: We have invested in partnerships with DisabilityIN and Project Hired to advance our efforts to attract candidates with disabilities, and we will continue to build on this momentum.
  • Supporting our employees with disabilities through the AccessAdobe employee network. This network provides employees with support and sense of community across a wide array of disabilities. We will continue to grow this network as well as investing in necessary accommodations to ensure all employees can fully contribute in our workplace.
  • Improving the accessibility of our products and the work created through our products by building accessibility into Adobe’s Common Controls Framework (CCF). We are helping to lead industry progress in inclusive design though collaborative research with the Centre for Inclusive Design.We are also advancing Adobe’s efforts to implement inclusive design by delivering in-person training to all Adobe Design staff worldwide and will release our training materials to the public so all companies can more effectively design with disabilities in mind.We value all individuals and the value they bring to both our company and society, and we are honored to be part of this important initiative.

Valuable Leader: Sean Doyle

Region: Global

Aer Lingus’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Brett Redman

Region: Australia

AGL’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Yfat Reiter

Region: Israel

AIG’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Yasuzo Kanasugi

Region: Global

Aioi Nissay Dowa Insurance Co., Ltd.’s Valuable 500 Commitment:

We at Aioi Nissay Dowa Insurance Co., Ltd. promote diversity and inclusion as one of our priority actions. We aim to realize a workplace where “everyone can work with joy and pride” as well as a society where all community members can live in harmony by increasing the employment of persons with disabilities and enabling them to unlock their potential. We also work as a team to contribute to local communities by promoting sports for persons with disabilities and supporting athletes with disabilities facing challenges, in order to further realize the “community based” stipulated as action guidelines.

Aioi Nissay Dowa Insurance Co., Ltd. endeavors to become “a company with unique characteristics where the positive and energetic employees do their best in supporting the customers, increase corporate value, and realize sustainable growth.” Towards this goal, we position the promotion of diversity and inclusion as part of our management strategy.

 

 

 

Valuable Leader: Brian Chesky

Region: Global

Airbnb, Inc.’s Valuable 500 Commitment:

Airbnb’s mission is to build a world where everyone can belong anywhere, and this includes people with disabilities. We are committed to making travel inclusive for all and are working hard to improve accessibility across our platform. This ongoing work includes:

  • Accessibility features to allow hosts to highlight the physical elements of an Airbnb listing so that guests with mobility needs can make more informed decisions before booking 
  • Increasing the availability and accuracy of homes with accessibility features highlighted by hosts, improving the booking experience of these homes by travelers with disabilities, and improving the digital accessibility of our platform and app
  • An employee resource group to support and amplify the voices of our employees with disabilities 
  • Experiences designed by hosts with accessibility in mind 
  • Trainings and policies for Airbnb employees designed to improve our accessibility and strengthen disability allyship
  • Being a Worldwide Paralympic Partner in a nine-year, five-Games partnership and having ongoing relationships with disability rights organizations and nonprofits 

We commit to furthering accessibility in our products and continually working to improve accuracy and reliability for hosts and guests with disabilities. We are also committed to fostering a more inclusive work environment and improving internal policies. In these ways, we aim to demonstrate what accessibility and inclusion look like in a 21st century company.

Valuable Leader: Adnan Ahmed Yousif

Region: Global

Al Baraka Banking’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Rosaleen Blair

Region: Global

Alexander Mann Solutions’s Valuable 500 Commitment:

We are a global business connecting individuals  to opportunities to elevate the growth prospects of both businesses and talent. We want to be a  leading enabler of change in our communities, through  concrete actions with measurable impact.

As talent acquisition is at the heart of our activity, we want to inspire our clients to understand the value of a diverse workforce, including people who are living with disabilities.  We believe that change comes from within and we want our employees to be confident that they are valued not only for their skills, but also for what they are bringing to the company as individuals.

To underpin this we are committed to the following for 2020:

  • Broadening our relationship with our partner the Business Disability Forum, to ensure that we are making the right impact to include and support all employees, candidates and clients equally including those living with disabilities, across all geographical regions
  • Making reasonable adjustments to ensure that our current and future talent who may be living with a disability are provided with the same breadth of opportunity as employees and candidates without disability
  • Seeking other avenues to attract and retain talented people who are living with disabilities and engage our clients with this audience
  • Continuing to look for opportunities, together with our Board and C-suite executives, to ensure we provide an enriching experience and enable internal or external progress to our employees living with disabilities.

Valuable Leader: Pravin Chand Tatavarti

Region: India

Allegis Group’s Valuable 500 Commitment:

Our inclusion efforts strongly stem from within. As a recruiting and staffing firm, we live to ‘create opportunities’ for everyone and want to ensure that we impact mindsets on how to include persons with disability in the workplace. We commit to continue hiring more types of disability within our organization and support in their career progression. We would also open doors for any organization that would require support in their journey to hire more persons with disability and share best practices.  

 

Valuable Leader: Jason Trachsel

Region: Global

Allied Global Services’s Valuable 500 Commitment:

InclusionWorks provides the first end-to-end solution for businesses, organisations, and job seekers to realise the full benefits of an inclusive workforce. Our full-service solutions provide businesses and organisations the framework to retain and sustain an inclusive workforce to positively impact culture and performance. We offer the corresponding framework for job seekers, providing full support throughout the entire hiring process; with a particular emphasis on job candidates with disabilities.  Applying our industry specific tools, technology, and proven expertise, Businesses, organisations and candidates are positioned for success.

Within the next year we are committed to providing access to InclusionWorks materials to our current business clients as well as candidates. We have also created an online portal that works to educate both businesses and candidates regarding the importance of disability inclusion within business and self advocacy. Our aim is to position Allied InclusionWorks as a leader within the markets we serve as a leader in disability employment.

Valuable Leader: Nancy Brown

Region: North America

American Heart Association’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Avi Mousler

Region: Israel

Amot Investments Ltd.’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Paula Cave

Region: United Kingdom

Amplifon’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Yuji Hirako

Region: Global

ANA’s Valuable 500 Commitment:

Creating and Leading an Inclusive Society that Values and Welcomes All People

  1. Basic Approach

As we approach the year 2020 and our customers continue to diversify globally, continuing to be chosen and trusted by these customers will be crucial for the future of ANA Group growth. We believe our responsibility as a public transportation entity is to serve an inclusive society in which we can all move forward together. To create a sustainable society, the ANA Group respects the diversity of all customers, and we will accelerate initiatives aimed at providing world-class inclusive and universal services. In accordance with our 2015 Diversity & Inclusion Declaration, the ANA Group values the strengths of our individuals and diversity in our organizations, and we seek to leverage these individual differences and build systems that create new value.

 

  1. Major Initiatives

 

(1) A Legacy of Diversity through Our Facilities

We will continue to create facilities and equipment offering even greater comfort in any scenario, from pre-departure through final destination.

Our efforts have included:

  • Renovating airport facilities for improved ease of use;
  • Utilizing resin wheelchairs that do not set off metal detectors;
  • Leveraging digital communication support tools; and
  • Further installing wheelchair-accessible lavatories on some of our small-sized aircraft.

 

(2) A Legacy of Diversity through Our Services and the Implementation of a Barrier-free Mindset

We have implemented a range of initiatives to ensure that every employee embraces a barrier-free mindset in society and allow us to offer world-class inclusive and universal services. At the same time, we are working to create a framework that will allow our customers to use our services with peace of mind. The ANA Group is working to foster people capable of leading the movement toward a barrier-free mindset within society.

Our efforts have included:

  • Rolling out inclusive and universal service training for all executives and employees;
  • Creating unique pamphlet and video content for use by those preparing to travel;
  • Holding hands-on sessions for students from special needs schools before they travel on school and other trips;
  • Holding interactive seminars at homes for the elderly and people with disabilities;
  • Renovating our website for improved usability; and
  • Providing audio and braille versions of information in our in-flight magazine.

 

(3) Initiatives for Employing People with Disabilities

More than 830 employees in the ANA Group with disabilities play active roles and provide a competitive advantage across our businesses in duties related to safe flight operations, customer service, office work, and many other responsibilities. We aim to create workplace environments where people can work without hindrance, regardless of disabilities. Accordingly, we are working to spread the adoption of the 36K-Employee Kickoff (the Group code of conduct for hiring persons with disabilities) throughout the Group. At the same time, we are pursuing initiatives to systematically expand our hiring of persons with disabilities.

Our efforts have included:

  • Conducting stratified training, e-learning courses, and other educational activities; and
  • Establishing workplaces in which all employees can play an active role, regardless of disabilities.

 

  1. Creating a Legacy for 2020 and Beyond

The ANA Group aims to contribute to the revitalization of local communities and resolve social issues by connecting the world with all regions of Japan through our businesses, particularly through air transportation. Looking to 2020 and beyond, we intend to become an airline group that provides world-class inclusive and universal services, leveraging diversity for continued sustainable growth as a presence leading the way to the creation of a society in which anyone can live with ease.

Valuable Leader: Mark Cutifani

Region: Global

Anglo American’s Valuable 500 Commitment:

At Anglo American, we promote an inclusive and diverse environment where every colleague is valued and respected for who they are and has the opportunity to fulfil their potential. We will:

  • Consistently implement our global mental health framework to increase mental health awareness, support colleagues, remove any stigma, and encourage openness to build and sustain a safe and positive workplace with 5% of global colleagues being trained mental health first aiders by the end of 2020.
  • Foster an environment which involves, supports and enables colleagues living with a physical disability, learning difficulty or mental health issue to reach their full potential. Our Enabling You colleague networks will continue to provide education and awareness extending support to those colleagues who also care for someone living with a disability.
  • Maintain our partnership with the Business Disability Forum to become Disability Confident with a focus on ensuring all colleagues, and especially those in leadership positions, have the skills and knowledge they need to be inclusive of people with disabilities.

 

Valuable Leader: Shayne Elliot

Region: Global

ANZ’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Michael Anghie

Region: Australia

APM’s Valuable 500 Commitment:

APM was established 25 years ago to help people realise better and fuller lives. As Australia’s biggest provider of Disability Employment Services we know that for far too long People with Disability (PwD) have been excluded from the workplace and have suffered social and community isolation as a result.

Every day we work with hundreds of small and medium businesses across Australia and show them what great employees PwD are. Once these businesses see the value of building a diverse workforce they often come back to us when they have future vacancies.

It’s no secret that a job changes a life, but it doesn’t end there – a job for a Person with Disability helps them become a full and active member of society. The biggest barriers to employing them are outdated perceptions and it’s incumbent on all of us to break these down.

To help combat this APM has committed to:

  • Work with Australian SMEs to dismantle perceptions and barriers and demonstrate the value of building a diverse workforce with People with Disability.
  • Engage with the broader Australian community through traditional media, social media and community outreach to dismantle outdated perceptions.
  • Continue to be a strong advocate with Government to drive and deliver disability employment programs that make a difference.
  • As Australia’s first member of this important initiative, we commit to enlist a further three businesses to join The Valuable 500.

Valuable Leader: Dany Michel

Region: Israel

Aroma Espresso Bar’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Shadi I. Barakat

Region: Global

ARP Service’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Alan Belfield

Region: Global

Arup’s Valuable 500 Commitment:

At Arup, we celebrate our people and recognise the value of our differences in helping us to create the best designs and solutions for our clients and communities. In line with our purpose to shape a better world, our vision is to build environments inside and outside our organisation where everyone can flourish. In particular, Arup is committed to developing a global access and inclusion plan, with the aim of increasing our organisational accessibility and the accessibility of the projects we deliver, including:

  • Empowering and supporting colleagues to feel comfortable talking about their disabilities, including invisible disabilities, at work;
  • Educating and raising awareness around disability, learning from ourselves and others, and sharing best practice with other organisations;
  • Taking forward the principles of universal design and considering how to incorporate them into our work for clients

Valuable Leader: Ben Tidswell

Region: Global

Ashurst’s Valuable 500 Commitment:

At Ashurst, we believe that fostering a diverse and inclusive culture is a core part of creating the best place to work and being the most progressive global law firm. We are committed to creating a level playing field for all partners and staff living with disabilities through supportive policies, by raising awareness and understanding and by ensuring access to appropriate resources.  

We are committed to:

  • Tabling disability on the board agenda on a regular basis;
  • Reducing the stigma around the discussion of disabilities by showcasing the lived experiences of our people in relation to disability and resilience; and
  • Improving our reasonable adjustments process by introducing a global Workplace Adjustments Passport for all partners and staff.

Valuable Leader: Ari Shamiss

Region: Israel

Assuta Medical Centers Ltd.’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Andy Palmer

Region: United Kingdom

Aston Martin’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Elie Gerard

Region: Global

ATOS’s Valuable 500 Commitment:

  1. Improve the availability of assistive technologies for Atos Employees & improve the Accessibility of our core employee tools as an integrated part of our DigitalNow transformation Program & in line with our global accessibility policy.
  2. Support and Grow our Employee disability networks as part of our We are Atos program.
  3. Develop and deploy training programs focussed on disability and accessibility.

Valuable Leader: Bram Schot

Region: Global

Audi AG’s Valuable 500 Commitment:

› The inclusion of disabled people is an important goal in the context of the diversity strategy at Audi. These include, for example, flexible working time models, intelligent forms of employment, transparent processes and tailor-made programs for health promotion. The focus is not on the supposed deficits of the individual employees, but on their strengths and potential.

› An important success factor for inclusion is an appreciative approach and a positive leadership culture. The company supports them with a guiding principle, targeted qualification measures and events in which members of the board are also active.

› The company has set itself the goal of giving employees with disabilities tasks within the scope of operational possibilities in which they can optimally use and expand their skills. Barriers are also to be dismantled and ergonomics optimized so that severely disabled people also have natural access to the Audi world of work.

› For 2020, the Board of Directors makes the commitment to identify new value-adding activities, to source them and to operate them themselves. The focus is on activities that are particularly suitable for severely disabled people. People are supported by individual qualification programs so that they can quickly find their way in their new work environment.

Valuable Leader: Nathan Coe

Region: United Kingdom

Auto Trader’s Valuable 500 Commitment:

Work in partnership with the National Autistic Society for the launch of their Employment Programme and offer two 6 month placements for autistic people in our Manchester HQ.

Valuable Leader: Amanda Blanc

Region: Global

Aviva’s Valuable 500 Commitment:

Aviva has 31,000 people working in our offices from Toronto, Norwich to Singapore. Every single one of us brings unique knowledge and experience, attitudes and ambitions. We want to celebrate this diversity. It’s important to us that everyone is included. We’re looking at all aspects of our business to make sure inclusion informs everything we do from the way we treat our customers, intermediaries and partners, to how our people feel. It will underpin how we make business decisions and be part of how we aim to build stronger communities where we work.

Aviva has already made many great strides toward this inclusive environment through significant actions:

  • By structuring all of our employee resource networks into six Global Communities to truly reflect intersectionality. The AvivAbility Community, sponsored by two of our leadership team executives, represents colleagues with visible and hidden disabilities as well as mental health and neurodiversity.
  • Aviva has transparent and accessible policies that support our colleagues who have various abilities; such as the workplace adjustment passport and offering Carer leave.
  • Aviva has recently secured the UK government accreditation of being a Disability Confident Level 2 employer.
  • Training our staff on vulnerable customers and how we support them.

We will continue to challenge ourselves to be more inclusive by:

  • Expanding our suite of market-leading policies through smarter working initiatives.
  • Continue with property and facilities audits to ensure we know where and how we need to improve accessibility for all.
  • Increase visibility and support of AvivAbility allies.
  • Become members of the British Disability Forum (BDF).

Valuable Leader: Thomas Buberl

Region: Global

AXA’s Valuable 500 Commitment:

In 2015, AXA made an official commitment to support people with disabilities by signing the Business Charter on Disability developed by the International Labour Organization (ILO). The group has already implemented several concrete initiatives to create an inclusive workplace. We are committed in terms of recruitment, training, awareness of our managers for a better understanding of disability and good integration of employees with disabilities.  By focusing on abilities, we maintain an inclusive environment for differently abled people. 

Ability inclusivity continues to be an important priority for AXA, and that is why we will work to:

  • Reduce the stigma of disability in a workplace
  • Provide training to managers to support employees of all abilities
  • Publish accessibility guidelines for online communications 
  • Advance a policy that promotes a culture of ability inclusivity 

Valuable Leader: Arik Yogev

Region: Israel

Ayalon Insurance Co. Ltd.’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Arnon Toren

Region: Israel

Azrieli Group Ltd.’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Graham Bell

Region: United Kingdom

B&Q’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Christopher George Boardman

Region: Global

BAE Systems’s Valuable 500 Commitment:

  • Creating an inclusive environment where all individuals feel valued, included, and are empowered to reach their full potential.
  • Embedding inclusive recruitment practices throughout our business, to ensure that we attract, retain, and, develop employees with disabilities, building a diverse workforce for the future.
  • Ensuring that our leadership teams undertake regular training, attend external events and, engage with other organisations to continually asses our progress and to learn from best practice examples.
  • Providing a Workplace Adjustment Passport to ensure that employees with disabilities have access to the support and adjustments they require in a timely and effective manner.
  • Ensuring that people with disabilities are supported to progress their carers within the business and providing equality of opportunity.

BAE Systems will achieve our commitment by:

  1. Strengthening our recruitment process to attract increased applications from people with disabilities.
  2. Making employee experiences better and easier.
  3. Investing in training and education of leaders and team mates.
  4. Tracking outcomes – building an evidence base to measure progress.

Valuable Leader: Ari Pinto

Region: Israel

Bank Hapoalim’s Valuable 500 Commitment:

Bank Hapoalim, Israel’s leading bank, puts accessibility to all, including people with disabilities, as one of its core business obligations.

We guarantee that the Bank’s services will be accessible and available to all our customers with and without disabilities – in our branches, call centers and in our digital platforms. Accessibility is an integral part of the Bank’s decision-making process when examining new products and processes. We will work tirelessly to integrate people with disabilities into all aspects of life and to promote the employment of persons with disabilities.

Accessibility is one of the four strategic pillars in our social impact program. 

As part of the program Bank Hapoalim is committed to:

– Include at least one person with disability in all its media campaigns;

– Place a special emphasis on recruitment of persons with disabilities and provide educational activities in the subjects of accessibility to all its employees;

– Promote industry wide initiatives to improve accessibility to banking products

– Support a start-up incubator aimed specifically at accessibility issues

– Promote the subject of accessibility to all in the general public by supporting educational activities

 

Finally, Bank Hapoalim is delighted and proud to have the opportunity to take part in such an important initiative and call for other leading companies to join.

Valuable Leader: Mark Carney

Region: United Kingdom

Bank of England’s Valuable 500 Commitment:

The Bank commits to further improving accessibility in the workplace and building an inclusive culture which supports disabled staff.  An important element will be the establishment of a ‘one-stop’ approach to reasonable adjustments to ensure that everyone who needs it can obtain specialist equipment in a simple and effective way.

 

Valuable Leader: Shaul Gelbard

Region: Israel

Bank Yahav’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Ashok Vaswani

Region: United Kingdom

Barclays’s Valuable 500 Commitment:

Being a disability confident leader is important to Barclays, because it enables us to broaden our understanding of the needs of all stakeholders – customers, clients and colleagues – and as a result, work to create opportunities and improve life for everybody. As the Executive Sponsor of the disability agenda, I am committed to driving change and levelling the playing field for disabled people and people with mental health conditions.

As an employer, we are committed to working collaboratively to share best practices to remove barriers to employment. Our proactive approach towards disability and mental health has had a positive impact on our organisational culture, opened up a wider talent pool and created opportunities for people of all abilities to join us, grow and fulfil their potential.

As a business, our ambition is to become one of the most accessible and inclusive companies in the world, not only because it makes good commercial sense, but because it’s the right thing to do. This has inspired us to develop better business solutions and outcomes for our clients and customers.

We are committed to sharing insights from our diverse range of programmes initiatives and partnerships published in our report: Becoming Disability and Mental Health Confident report

We recognise there is always more we can do, but are committed to creating ever more diverse opportunities for people of all abilities.

Ashok Vaswani,

Global Head of Consumer Banking and Payments, Barclays

Valuable Leader: Claudio Colzani

Region: Global

Barilla’s Valuable 500 Commitment:

We commit to putting a greater emphasis on disability inclusion as part of our Diversity and Inclusion Board’s agenda, which focusses on inclusion of employees of different genders, sexual orientations, abilities, cultures, ethnicities/races and generations. We will identify improvement opportunities based on the ILO Global Business and Disability Network self-assessment and develop a comprehensive action plan by the end of 2021 to increase the inclusion of people with disabilities in Barilla.

(http://www.businessanddisability.org/charter-principles-based-self-assessment/)

Valuable Leader: David Thomas

Region: United Kingdom

Barratt Developments Plc’s Valuable 500 Commitment:

“At Barratt we are committed to creating a workplace that provides an open and honest culture where everyone is treated equally.  We aim to create a truly inclusive workplace and our Diversity and Inclusion strategy, ‘Building without Barriers’ is moving us closer to this objective.

Our commitments on disability inclusion include:

  • Ensuring our recruitment processes are inclusive and accessible
  • Understanding and providing reasonable adjustments at work as required
  • Supporting all existing employees with a disability or long term health condition, enabling them to stay at work and thrive
  • Seeking out opportunities, including through our work with Leonard Cheshire and the RBLI, to provide work experience and employment opportunities for talented people with disabilities

We are a member of the Business Disability Forum, and are committed to the government-led Disability Confident scheme.

During 2020 we will carry out an accessibility audit of all our UK offices, and commit to whatever enhancements are necessary to ensure our work environment is disability-friendly and welcoming for all.”

Valuable Leader: Ralph Schweens

Region: Global

BASF’s Valuable 500 Commitment:

BASF is committed to drive implementation of the UN Disability Rights Convention and to further build an inclusive culture which supports disabled staff across all regions and businesses. In order to further strengthen inclusion, we will foster awareness and emphasize our engagement by designing a global Action Plan for 2020 and beyond.

 

Valuable Leader: Tim Davie

Region: United Kingdom

BBC’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Vasyl Latsanych

Beeline’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Robin Sheppard

Region: Global

Bespoke Hotels’s Valuable 500 Commitment:

Bespoke Hotels has conceived and continues to support the www.bluebadgeaccessawards.com and is determined to ensure that access remains a permanent item on our senior Board and individual hotel management meetings as a constant agenda item.  The work that we have done thus far has caused me to be selected as ‘Hotel Sector Champion for Disability Issues’ and we will continue to implement our own programme of design, training, mentoring and welcoming both staff and guests who have disability to contend with.

Robin Sheppard

Chairman, Bespoke Hotels

 

Valuable Leader: Steve Edwards

Region: Global

Black & Veatch’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Peter Grauer

Region: Global

Bloomberg’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Karen Prins

Region: United Kingdom

BMI Healthcare’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Todd Gibbons

Region: Global

BNY Mellon’s Valuable 500 Commitment:

“Homogeneity and more of the same is not a strategy for continued leadership and growth. In an increasingly diverse world, the future belongs to the inclusive enterprise. That’s the challenge we’re rising to, and why we are ensuring that diversity and inclusion are interwoven into our organizational culture.”

 

At BNY Mellon, we aim to build and empower the best global team, reflective of and dedicated to serving our increasingly diverse stakeholders. We are committed to supporting our people’s success in a culture and environment where they feel a sense of belonging, equity and respect.

 

Intentional inclusion of people with disabilities is central to our Diversity & Inclusion strategy, priorities and actions. As a member of the Valuable 500, we hope to inspire and support other leaders to make disability inclusion a business imperative.

 

In 2020, BNY Mellon is committed to:

 

  • Creating meaningful career opportunities for people with disabilities through programs, such as our neurodiversity and autism-at-work programs and campus recruiting initiatives with disability-focused learning institutions and student associations

 

  • Continuing to invest in inclusion education and improve accessibility to support the success of people with disabilities, such as sensitization workshops, training and resources to develop inclusive leaders, accommodations to enhance engagement of people with disabilities, and enterprise wellbeing initiatives and mental health resources for all employees

 

  • Continuing to engage with and support a strong community of people with disabilities (visible and invisible), inside and outside of BNY Mellon, such as sponsorship of HEART, our Diverse Abilities Resource Group for employees, and partnering across a broad stakeholder base, including clients, industry associations, nonprofits, academia and policymakers.

Valuable Leader: Dennis Muilenburg

Region: Global

Boeing’s Valuable 500 Commitment:

Boeing is on a journey to raise disability awareness and reshape conceptions of ability. This is another step toward creating an environment where talented people of all abilities can be valued and do their best work. Our commitment to an accessible culture is illustrated through our ongoing investment in professional networks, the internal Boeing Employee Ability Awareness Association business resource group, educational resources, a centralized accommodations unit, and accessible work spaces. Late last year, for the third year in a row, Boeing achieved a top score of 100% on the Disability Equality Index, a joint initiative of the American Association of People with Disabilities and Disability:IN. Further, in September, Boeing was recognized as a 2018 National Organization on Disability Leading Disability Employer.

Valuable Leader: Edwin Booth

Region: Global

Booths’s Valuable 500 Commitment:

The following two commitments will be made for 2020, followed by an overall appraisal of how we address disability inclusion at Booths.

1.We are planning to run an ‘I am the difference’ internal marketing campaign across the business that celebrates the differences within our workforce

2.We will be running workshops this year for all managers on ‘Leading an Inclusive Team’ that looks to increase their awareness of issues such as Unconscious Bias, Recruitment bias etc. and how they can personally positively influence D&I in their roles.

Diversity & Inclusion has been a key feature of our Business Plan since early 2019 and is an essential element of our ‘Feel Like You Belong’,  2 of the main initiatives around Mental Health & Well-being and Diversity & Inclusion.

There is a commitment at Board and Executive level to ensure that our colleagues feel a sense of belonging, no matter what their difference.

Key initiatives include:

  • All Managers have received training on Mental Health in the Workplace
  • We have created a ‘Culture Club’ that includes colleagues with a diverse range of differences (including disability). These meet to discuss how we can better improve Diversity & Inclusion within the business
  • Diversity & Inclusion is now a focus of our Employee Engagement Survey to ensure we hear directly from our colleagues regarding their experience
  • We provide a robust reasonable adjustment policy that ensures that we are able to support our colleagues with disabilities where possible

Valuable Leader: Rich Lesser

Region: Global

Boston Consulting Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Octavio de Lazari Junior

Bradesco’s Valuable 500 Commitment:

Banco Bradesco SA reaffirms, daily, the inclusive and transformer purpose which permeates the Organization’s culture since 1943, the year of our foundation, when we surprised the market by enabling the care of people with few financial resources, something unusual between the competitors of the time in Brazil.

We ensure that our employees fully realize their potential in a welcoming and respectful environment. Therefore, we value initiatives for inclusion, contributing to the well-being of all those who work in our company.

Through learning solutions developed by Unibrad (Bradesco Corporate University), we prepare our leaders and their teams to eliminate attitudinal barriers when receiving and welcoming employees.

We are “allies for respect” and we want each person, in their own way, to be able to add to our mission. This mission that, since 2010, has been in evidence with the Bradesco Disability Training Program.

In the initiative implemented in partnership with Bradesco Foundation, bank’s educational institution that promotes social inclusion through education, we qualify newly hired professionals with disabilities. For a year, the new employees are invited to experience an inclusive learning journey that begins in the classroom and reachs the activities they will perform at the Organization.

The qualification has guidance from tutors and managers and provides, since the beggining, access to didactic and pedagogical resources adapted to each one’s needs, with compatible remuneration with the market and a variety of benefits for those admitted by the Program.

We have an extensive portfolio of accessibility solutions designed to provide autonomy and independence to our employees. The resources are developed by a specific group that seeks to eliminate physical, architectural, communicational, methodological, instrumental, programmatic and attitudinal barriers in our relationships.

Thus, we assume the commitment of leverage this transformation, working to expand opportunities, promote respect and inclusion, disseminate the culture of coexistence with diversity and enable the inclusion of people with disabilities, valuing each competence, experience and difference.

Valuable Leader: Michael Pooley

Region: Europe

Brambles’s Valuable 500 Commitment:

“The Valuable 500 message aligns with our values at Brambles. We believe in creating an inclusive and diverse working environment which allows each individual to thrive, grow and succeed. Creating an inclusive environment for employees with disabilities is important to us. At Brambles, disability is understood in the broadest sense including physical and sensory impairments, mental health issues, medical conditions and specific learning difficulties.  Some of our current projects are as follows :

  • Partnership with Leonard Cheshire’s Change 100 program in the UK to take on graduates with disabilities for summer work placements
  • Working with the UK Down’s Syndrome association and WorkFit to assess how to welcome employees with Down’s Syndrome into our offices
  • Collaboration with Alapar association in Spain providing masterclasses and mentoring to people with disabilities
  • Fundraising for Araya association in Spain supporting people with autism
  • Inclusive Rugby events – bring CHEP employees together with disabled people for rugby training
  • Training on disability in the workplace planned for some of our major offices
  • Conducting a review across our businesses to ensure best practice and spread actions across Brambles

We believe that a more balanced workforce will provide us with the diversity of thought, skills and experience that we need. This mix of perspectives, approaches and styles helps fuel innovation, growth, agility and robust performance. Our people are practical and on the frontline of solving our customers’ challenges. By harnessing the power of diversity, we can be better positioned to deliver sustainable supply chain solutions for our customers and to connect people with life’s essentials, every day. Put simply, an inclusive workforce, which recognises the contribution of every individual, is better for our employees, better for our customers and better for our business”.

Michael Pooley,

President, CHEP Europe (Brambles Group)

Valuable Leader: Staci Kroon

Region: Global

BraunAbility’s Valuable 500 Commitment:

BraunAbility was founded with an innate commitment to improve the lives of people with disabilities because we have always built solutions through the eyes of our consumers. Today, we are one of the most well-known and trusted names in the mobility industry and we remain devoted to this purpose.

We have made inclusion a top priority in 2019 and are committed to the following actions:

  • Inviting disability candidate referral sources from around the state to our production facility to establish a partnership and reach more employment candidates with disabilities.
    Opening a new global headquarters in Carmel, Indiana, designed to meet the highest standards of accessibility to ensure it is well-suited for employees with disabilities.
  • Launching a new social impact platform, Drive for Inclusion, to unite and listen to the voices of people with mobility disabilities, and mobilize this group, along with employees and volunteers, to take action to improves access. Our first action is an initiative designed to prevent abuse of accessible parking spaces.

Staci Kroon
CEO, BraunAbility

Valuable Leader: J Boopesh Reddy

Region: India

Bren Corporation’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Christian Kohlpaintner

Region: Global

Brenntag’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Sean Doyle

Region: Global

British Airways’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Simon Carter

Region: United Kingdom

British Land’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Simon Litherland

Region: United Kingdom

Britvic’s Valuable 500 Commitment:

We exist to make life’s everyday moments more enjoyable, for customers, consumers, partners and employees around the world.
To include everyone in our purpose, we are building a community that not only represents diverse hearts and minds, but also respects them.

We take our responsibility to contribute and make a difference in society seriously, and everyone at Britvic is proud of this.

Diversity as a whole is high on our agenda; our specific disability inclusion commitments are:

  • We will partner with Purple Space via our diverse ability employee network group; which offers support and points of contact to all employees who are dealing with visible & invisible disabilities in their everyday life. We will then listen to the feedback and recommendations.
  • By the end of 2020 we will have reviewed key policies and practices and improve or remove barriers where we see the opportunities to. This will include simplifying the process for reasonable adjustments.
  • By the end of 2025 we will have taken positive actions in the areas of Representation, Brand Experience and Communication.
  • We will continue to provide senior sponsorship to all our D&I network groups and persist with our D&I strategy until every employee feels safe to “B-Yourself”

Valuable Leader: Alok Aggarwal

Region: India

Brookfield Properties’s Valuable 500 Commitment:

We, at Brookfield properties, stand for equal opportunity. We believe an organization’s culture is derived by its people not by organization. In line with this, we have successfully launched key disability inclusion initiatives and infrastructure upgrades across our campuses. The existing infrastructure in our campuses have been mapped taking in view accessibility standards. Every innovation we undertake will make sure our campuses stay people friendly today and in the future. 

Brookfield Properties has demonstrated its commitment to creating a supportive and comfortable environment and infrastructure for people with disabilities through a wide range of initiatives. 

Disability inclusion initiatives include: 

• Enhancing the physical accessibility in its campuses across India

• Ensuring universal accessibility guidelines are followed 

• Partnering with organisations globally. 

• Running and driving awareness programs and events.

We are privileged to share the news that we are bringing disability inclusion onto our agenda as we join The Valuable 500. 

Valuable Leader: Philip Jansen

Region: United Kingdom

BT’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Jonah Peretti

Region: Global

Buzzfeed’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Cheryl Abel-Hodges

Region: Global

Calvin Klein, Inc.’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Maxime Saada

Region: Global

Canal Plus Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Michael Ethelston

Region: United Kingdom

Capco’s Valuable 500 Commitment:

At Capco, we recognise that inclusion in the workplace is about more than having traditional diversity networks. True inclusion is about fostering an environment where all employees are encouraged to be themselves at work. We celebrate individuality in our work environment and reject a ‘once size fits all’ approach in our policies, processes and management. This includes those with visible and invisible difficulties, including neurodiversity and mental health.

We are committed to continuing to focus on the promotion of individuality within our organisation, acknowledging that every person can bring something different to the table. We will continue to focus on embracing difference and uniqueness – both internally and as we face our clients.

In 2020 we will identify, develop and implement strategies that address our most pressing inclusion needs, with a disability inclusion roadmap put in place by the start of 2021. In particular, we commit to prioritise a review of our recruitment processes, training and development, and working environment to ensure that they are inclusive and accessible and to identify where changes and reasonable adjustments are required.

Ultimately, we are committed to ensuring that everyone at Capco can “Be Yourself at Work” #BYAW

Valuable Leader: Aiman Ezzat

Region: Global

Capgemini’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Farouq Sheikh

Region: United Kingdom

Caretech Holdings PLC’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Josh Weinstein

Region: Global

Carnival UK’s Valuable 500 Commitment:

At Carnival UK, we’re working hard to build an inclusive community where employee experience is personalised and people feel valued and that they belong. Our long-term ambition is that people choose to work with us for precisely this reason.

In 2020, we’re going to focus on shaping a positive working environment for colleagues with disabilities and long-term health conditions by

  • leveraging our strategic partnerships with the Business Disability Forum, Inclusive Employers and The Princes’ Trust, to create drive and knowledge around our disability agenda
  • sharing practical guidance and case studies with our managerial community, so they’re motivated and confident to have quality conversations with their teams about disability, long-term health conditions and reasonable adjustments
  • measuring, monitoring and understanding their lived experiences to identify and address unintentional bias and barriers to progression
  • making our organisation and opportunities within it more visible through strategic recruitment and employer brand engagement activities.

Valuable Leader: Carolyn Fairbairn

Region: United Kingdom

CBI’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Pichai Chiravithat

Central Group’s Valuable 500 Commitment:

Region: Thailand

  • In 2020 we will hire 789 people with disabilities, which is above the law that states we must hire 740 people.
  • As a retail business, we will always welcome people with disabilities and provide full accessibility and services for them.
  • When working with us, we strive to create a supportive environment for any person with disabilit
  • We collectively believe in the ability of people with disabilit
  • We will continue to employ people with disabilities over the requirement of the government.
  • Our disabled employees will have the same standard benefits as all other employees, including training and adjustments.
  • We believe in sponsoring various disability projects across Thailand in order to improve the lives of people living with disabilities.
  • We currently sponsor the “Sports Association for Disabled of Thailand”, focusing in Table Tennis, Athletics and Swimming.

 

 

Valuable Leader: Iain Conn

Region: Global

Centrica’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Juan Manuel González Serna

Region: Global

Cerealto Siro Foods’s Valuable 500 Commitment:

The integration of people with disabilities into our workforce is a guiding principle in our organisation. They are an example of tenacity, self-improvement and enormous commitment, and they teach us every single day that nothing is impossible.

We have committed to promoting high quality job opportunities for these groups and to ensure their inclusion in society, through the following actions:

  • Have the inclusion of people with disabilities at the top of our business agenda.
  • Secure that at least 10% of our workforce are people with barriers to work, specifically, people with disabilities.
  • Introduce a volunteering experience with these groups to increase awareness within our workforce and promote a more open and accepting work environment.
  • Collaborate with new organisations that aim to facilitate the labour inclusion of people with disabilities.
  • The Grupo Siro Foundation will continue to promote the inclusion of people with disabilities in society and to sponsor the Paralympic games.

Valuable Leader: Tara McGeehan

Region: United Kingdom

CGI IT UK Limited’s Valuable 500 Commitment:

We commit to making CGI in the UK an inclusive place to work, where our employees can bring ‘their whole selves’ to work, and actively support them to work to the best of their ability – irrelevant of any disability or other condition or situation that they may impacted by.

We will actively promote this commitment both internally and externally.

Valuable Leader: Alex Mahon

Region: United Kingdom

Channel 4’s Valuable 500 Commitment:

1) Disability leadership reporting, and workforce targets

We report our disability data to the Board on a quarterly basis and have introduced a new real-time diversity reporting tool at leadership level which looks at representation, attrition, and pay gaps broken down by departments, which allows for greater transparency and accountability. We have made a commitment to doubling our workforce disability target from 6 to 12%.

2) New awareness and data sharing campaign to ensure our staff data is up to date

It is important that we continue to have accurate data to inform our approach to disability and ensure we can provide adjustments where needed, and a key part of that is raising awareness and creating a culture where staff feel able to share a disability. We will create a new campaign to help us achieve that, which would also have the positive additional impact of creating more role models.

3) 4Talent Initiatives

Following on from the successful Rio Production Training scheme in 2016 which saw 18 production trainees travel to Rio to be part of the Games’ crew, in 2020 14 disabled trainees have been placed with independent production companies around the UK.  We have had to make adjustments given the impact of Covid-19 and the postponement of the Tokyo Paralympics  but will offer contract extensions to all apprentices affected to ensure they still get maximum value out of the scheme.  Additionally, we are exploring the possibility of giving some of the trainees the opportunity to work on Channel 4’s Tokyo Paralympic coverage upon successful completion of their training.

Valuable Leader: Christopher Page

Region: Global

Charles Russell Speechlys LLP’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Victor Dodig

Region: North America

CIBC’s Valuable 500 Commitment:

At CIBC, we believe that diverse teams working in an inclusive environment are more innovative, make better decisions and deliver a superior experience for our clients.

All team members have a role to play in helping us achieve CIBC’s inclusion and diversity goals and creating an accessible workplace where everyone feels they belong.

The future competitiveness of our country depends on engaging all of our intellectual capital. That’s why CIBC created an Inclusion and Diversity Strategy that is implemented throughout the bank via a number of initiatives. This includes a dedicated Inclusion and Diversity team, a leadership council, ten People Networks connecting more than 14,000 team members around the globe, and a goal of ensuring eight to nine per cent of our annual hires are persons with disabilities.

Our commitment to The Valuable 500 reinforces that accessibility, inclusion and diversity are top organizational priorities.

Valuable Leader: Avi Edery

Region: Israel

Cinema City’s Valuable 500 Commitment:

At Cinema City Israel , we make it a top priority to maintain a diverse and inclusive cinema entertainment center where everyone, a customer or an employee can be completely themselves in our Cinema City experience.

When people feel confident to come to Cinema City no matter what their disability is, we can unlock the full potential of our experience. After all, it is the movies

Among the many things that we are doing, I have committed to ensure we make progress in these areas:

  • Speed up the process of implementing all the adjustments for people with disabilities and making them feel welcome in our properties.
  • On top of our commitment to hire employees no matter their age, gender and ethnic diversity we have nominated a committee whose goal is to combine disabled employees and adapt our working environment and tasks to meet their disabilities.
  • Improving the “welcome” feeling of our disabled customers in our cinema not just in accessibility terms but in adaptive service and equality terms.
  • As part of our charity work, we are making it a goal to expose young disabled people to the cinema experience no matter what their disability or economic situation is.
  • Developing accessible technology across our entire enterprise as we continue to advance disability inclusion as a source of innovation, creativity and competitive advantage.

Avi Edery

CEO, Cinema City Israel

 

Valuable Leader: Alejandro Ramirez Magaña

Region: Mexico

Cinépolis’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Oren Sagi

Region: Israel

Cisco’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Michael Corbat

Region: Global

Citigroup Inc’s Valuable 500 Commitment:

At Citi, our commitment to disability inclusion is a central part of our continued efforts to build a workplace where all of our colleagues feel welcome and can reach their full potential. This commitment extends beyond our firm to the communities we serve globally, where we’re working to change perceptions of people with disabilities and offering resources that improve economic opportunity and financial stability for all.

By joining the Valuable 500, we aim to bolster the case alongside our peers that meaningful inclusion of people with disabilities can and should form a core part of the business leadership agenda. We also see this as an opportunity to reaffirm Citi’s commitment to disability inclusion as we enter 2020:

  • Led by our disability affinity group, we’ll continue to evaluate the assistive technologies and accommodations we provide for colleagues with disabilities to ensure we are enabling their success at work. To better meet the needs of our colleagues, we recently launched a firm-wide accessibility resource center, formed an assistive technologies working group, and established a dedicated channel for assistive technology issues.
  • Citi Community Development’s support for EmpoweredNYC, a municipally-led initiative to improve the financial stability of New Yorkers with disabilities and their families, has brought specialized financial counseling to hundreds of individuals. Building on this success, we helped launch, and will continue to back, Empowered Cities as it boosts financial inclusion and economic opportunity for people with disabilities in other major U.S. cities.
  • Through our global partnerships with the International Paralympic Committee and 18 National Paralympic Committees, as well as our support for over 40 Para athletes who comprise Team Citi, we’ll continue to shine a spotlight on the worldwide Paralympic Movement. The achievements of these extraordinary athletes and our colleagues’ engagements across the globe are helping to change how individuals with disabilities are perceived.

Valuable Leader: David Henshall

Region: North America

Citrix’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Yorem Naveh

Region: Israel

CLAL Insurance’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Matthew Layton

Region: Global

Clifford Chance’s Valuable 500 Commitment:

At Clifford Chance we aim to be the global law firm of choice. Our ambition on inclusion should match that standard. We believe that the best teams are diverse and inclusive, and that people flourish in an environment where they are supported in expanding their careers and developing their resilience.

Our Disability Action Group aims to provide an inclusive, open environment for colleagues to raise and discuss aspects of working life – including where the workplace may be experienced differently by those with disabilities. We strive to create opportunities for rich discussion, sharing and establishing solutions across the firm, enabling colleagues – with and without disabilities – to thrive at Clifford Chance.

The Group has three core areas of focus:

  • raising awareness 
  • providing support 
  • accessibility

We are active members of the Business Disability Forum and work closely with them to drive our disability strategy, providing a range of support for Managers and colleagues. Last year we hosted two Disability Action Group Forums which brought together employees to discuss the three core areas of focus and hear updates that have taken place across the Firm. We invest in workplace accessibility, through lighting upgrade, kitchen refresh, and expansion of loop enabled client meeting rooms. We also offer adjustments to the recruiting process to assist candidates with disabilities.

We will commit to:

  • Continuing to raise awareness, provide support and increase accessibility for the Firm on a global level
  • Ensuring our recruitment process is inclusive and accessible
  • Communicating and promoting vacancies
  • Offering an interview to disabled people who meet the minimum criteria for the job
  • Anticipating and providing reasonable adjustments as required
  • Supporting any existing employee who acquires a disability or long term health condition, enabling them to stay in work
  • At least one activity that will make a difference for disabled people 

Valuable Leader: Damian Gammell

Region: Global

Coca-Cola European Partners’s Valuable 500 Commitment:

At Coca-Cola European Partners (CCEP), we make the world’s most loved drinks brand accessible to more than 300 million people.

We aim to be a diverse organisation, reflective of society, the customers we serve and the communities and markets in which we operate. And we believe that creating an inclusive environment where everyone can contribute, regardless of their (dis)ability, is vital to our future innovation and sustainable growth.

Enabling more people with (dis)ability to join, develop and succeed at CCEP is a priority that forms part of the foundation of our inclusion and diversity strategy, agreed and endorsed by our Board.

Over the next 3-5 years we will:

  • Commit to (Dis)ability remaining a board level priority as a key component of our company inclusion and diversity strategy, included in future Board meeting updates on Inclusion & Diversity progress
  • Work towards achieving, by 2025, the Gold standard benchmark awarded by the Business Disability Forum
  • Ensure that the principles and concrete examples displayed by our achievement of Level 2 in the ‘Disability Confident’ Scheme, wherein we commit to employing, welcoming and supporting disabled people, are extended and built upon in all of our territories and markets, and progress to Level 3 (Disability Leader status)

Valuable Leader: Dominic Blakemore

Region: Global

Compass Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Christopher Caldwell

Region: Global

Concentrix’s Valuable 500 Commitment:

At Concentrix, diversity and inclusion is the foundation of our organization.  It’s so important that we’ve included it in our Vision Statement: “We will be the greatest customer engagement services company in the world, rich in diversity and talent.” 

Diversity and Inclusion are inherent and essential in Concentrix’s culture, operating philosophy and core values. We recognize that diversity is more than age, disability, ethnicity, gender identity and expression, religion, or sexual orientation. It is about creating an environment that removes conscious and unconscious bias and about being open and accepting of everyone’s ideas. 

This makes for better business and contributes to our objective of being the greatest customer engagement services company.  Concentrix is committed to providing a work environment that does not discriminate against people based on disability by using inclusive recruitment practices and the development of accessible workplaces and provision of work enablement tools.

We pledge to continue our focus on these priorities and to provide an inclusive, respectful and dignified workplace that offers opportunities to everyone.

 

Valuable Leader: Tom Linebarger

Region: Global

Cummins’s Valuable 500 Commitment:

In November 2018 Cummins Chairman’s Diversity Council moved to advance a strategy for disability inclusion and established an Executive Director level position to lead the initiative globally.

Our Vision for Disability Inclusion at Cummins: 

We will strive to make Cummins an employer of choice for people with disabilities and will work to eliminate employment barriers within our communities.  

Our Objectives:

Build inclusive infrastructure ~ Cummins will make more proactive workplace adjustments and create an inclusive work environment for people with disabilities.

Communicate ~ Cummins will communicate this work and its importance internally and externally to attract and retain more employees with disabilities and build support among existing employees.

Engage employees and partners ~ Cummins will empower our employees and inspire other companies and institutions to hire more people with disabilities.

Valuable Leader: Ola Källenius

Region: Global

Daimler’s Valuable 500 Commitment:

At Daimler, we value the diversity of our workforce. For our global business, we make the most of different experiences, skills, and perspectives. Our workforce reflects the diversity of our customers, suppliers, investors, and our general environment. Everyone at Daimler is committed to a working environment of appreciation and mutual respect. That is how we shape our company’s future.

Diversity is the driving force behind our ideas, renewal and spirit of invention; it increases our innovation potential and our creativity. Inclusion for us means involving and treating everyone equally by dealing with the diversity of our employees in a conscious, integrative, and respectful manner. This is how all colleagues at Daimler can reach their full potential.

We include everyone! This is our commitment for inclusion of people with disabilities.

  • We promote an enabling and inclusive work environment.

This comprises:

  • Employment: We include people with disabilities on an equal footing: On the basis of our inclusion agreement, we create jobs for people with disabilities and promote their further qualification. Our action plan for severely disabled trainees opens up a wide range of commercial and technical professions for young people.
  • Inclusive culture: We offer trainings for employees and managers to form an inclusive mindset and promote inclusive leadership. With specific communication activities and events, we sensitize our workforce for diversity and inclusion. Communication material and guidelines help our employees to be inclusive themselves.
  • Accessibility at work: We focus on digital accessibility. Having installed an interdisciplinary working group, we put our attention on developing accessible IT systems by pursuing a human-centered design approach and on implementing accessible communication in our company. A training concept supports the development of accessible tools in our IT departments.
  • We contribute to societal inclusiveness.

This comprises:

  • Accessible Products & Costumer Services: We offer a comprehensive portfolio of driving aids for our cars & vans, if required even individually tailored, for example a hand control unit for throttle and braking. In terms of wheelchair accessibility and transportation, we cooperate with international bodybuilders. Furthermore, we are working on digital solutions to promote sustainable inclusive mobility.
  • Stakeholder Engagement: We cooperate with charitable organizations and associations that support people with disabilities. We put the topic on the agenda of events and exchange with partners to strengthen our common impact on inclusiveness. Additionally, we back the civil engagement of our employees with donations and sponsorships by supporting social days or fund-raising.

Valuable Leader: Keiichi Yoshii

Region: Global

Daiwa House Industry Co., Ltd.’s Valuable 500 Commitment:

  1. Focus on the promotion of diversity and inclusion, including the inclusion of people with disabilities, and raise awareness and education for creating an inclusive environment.
  2. In order to deepen understanding of disabilities, lectures by instructors with disabilities are given, and social inclusion programs are being implemented to improve universal manners and support diverse people.
  3. We will continue to implement social inclusion programs in the future in order to realize a society where people live richly.

Valuable Leader: Kevin Kingston

Region: Northern Ireland

Danske Bank’s Valuable 500 Commitment:

“We have committed to discuss disability inclusion at Board level and have set up a disability action group within the bank to actively promote inclusion around disabilities in the workplace.”

Valuable Leader: Boaz Chechik

Region: Israel

Delek Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Sharon Thorne

Deloitte’s Valuable 500 Commitment:

Region: Global

Global commitment to be submitted by January 21st 2021.

____________________________________________________________________________________________

Deloitte UK’s Valuable 500 Commitment:

Valuable Leader: Richard Houston

Region: United Kingdom

At Deloitte we pride ourselves on being a great place to work. Yet – as is our way – we’re always striving to be even better. We want all our people to thrive and succeed – that’s why we continue to make inclusion an Executive priority.

We are committed to providing an environment of respect, dignity and belonging for all, where our people feel able to be themselves and can realise their ambitions based on their talent, no matter what their background, preferences or personal characteristics. We believe that an inclusive culture that embraces difference is crucial to our firm’s success, both in terms of attracting and retaining the best people and enabling us to provide innovative solutions to our clients’ most complex issues.

Our commitments to disability inclusion include:

  • Implementing a seamless process for workplace adjustments, enabled by agile working and technology
  • Ensuring our working environment is accessible, inclusive and welcoming for all
  • Scaling our approach to recruiting and retaining neurodiverse talent, working with our charity and social enterprise partners
  • Providing awareness and education to ensure that all of our people lead and are led in an inclusive and bias-free way

____________________________________________________________________________________________

Deloitte Israel’s Valuable 500 Commitment:

Valuable Leader: Ilan Birnfield

Region: Israel

Commitment to be submitted by January 21st 2021.

Valuable Leader: Hiroshi Igarashi

Region: Global

Dentsu’s Valuable 500 Commitment:

In pursuit of respect for human rights as set forth in the Dentsu Group Code of Conduct, we are committed to respecting employee diversity and developing solutions for people with disabilities in the advertising communication domain. As a member of The Valuable 500, Dentsu will maintain and enhance activities conducted up to now, while promoting the following initiatives.

Dentsu’s Commitment

1. Organization and Governance

  • The Human Rights Education Committee will establish policies related to people with disabilities and human rights education to be inculcated by employees in charge of human rights education in each division.
  • Provision of a consultation service, as well as psychological and physical support for employees with disabilities

2. Office Environment

  • Application of universal design (floor renovations, signage, and marker changes, etc.)
  • Introduction of inclusive design Braille Neue in elevators and other spaces

3. In-house Training and Awareness

  • E-learning, training and seminars for all employees to raise awareness about people with disabilities and human rights
  • Dissemination, using the Company intranet, of new topics related to people with disabilities and human rights to all employees
  • Use of human rights slogans and art projects. Employees are to participate in the creation of slogans and posters aimed at raising awareness of people with disabilities and human rights
  • Human rights awareness surveys: Internal human rights awareness is to be assessed every five years to aid employee understanding and awareness of people with disabilities
  • Dissemination of consultation tools and case studies regarding expressions used in advertising related to human rights and disabilities

4. Dentsu Business Domain (Advertising and Communications)

  • Dentsu Diversity Lab: Focusing mainly on the creation of spaces for the active participation of employees with disabilities and the development of solutions for clients with disabilities, the lab supports corporate marketing communications to build sustainable businesses that practice diversity and inclusion
  • Parasports promotion:
  • Contribute to the Para-Sports Development Network of Japan, which supports parasports competition organizations, and the development of each competition.

– Parasports Lab: Use powers of technology and creativity to expand the possibilities for para-athletes and the parasports spectator experience to promote parasports.

– Leverage owned media (Dentsu-ho Japanese-language website) to serialize parasports coverage and promote an understanding of parasports competitions

  • Development of Content Supporting People with Disabilities

– Develop and promote the NIN-NIN robot attendant for the visually impaired

– Develop and promote the Palm Beat music teaching tool for the hearing impaired

– Invest in the Taiwa-no-Mori® Dialog Museum, promote creative direction and other efforts

– In collaboration with Nippon Television Network Corporation and others on the 041 (ALL FOR ONE) project, develop and promote methods and designs enabling people with disabilities to enjoy sports and fashion

Dentsu will continue to create work environments facilitating the active participation of people with disabilities, while exploring the potential, ideal conditions, and a better future for all humanity. It will do this through the development of communications, tools, and designs promoting the active participation of people with disabilities in order to contribute to society.

Valuable Leader: Michael Morley

Region: United Kingdom

Deutsche Bank’s Valuable 500 Commitment:

____________________________________________________________________________________________

Valuable Leader: Kaushik Shaparia

Region: India

Deutsche Bank’s Valuable 500 Commitment:

As a global organisation, Deutsche Bank is committed to an inclusive culture that respects and embraces the diversity of our employees, clients and communities. Diversity and inclusion are central to our culture. We seek to:

  • Build talented and diverse teams to drive business results;
  • Create a respectful and inclusive environment where people can thrive;
  • Strengthen our relationship with clients, partners, regulators, communities and potential employees.

Deutsche Bank’s commitment to disability inclusion includes becoming more disability confident through better policy, practice, procedure and more open discussion; building awareness of visible and invisible illness or disabilities; education and practical support for employees and managers and inclusion and personal development for people with disabilities.

Valuable Leader: Penny James

Region: United Kingdom

Direct Line Group’s Valuable 500 Commitment:

Diversity and inclusion is a vital ingredient for us at Direct Line Group. It enables us to build a workplace where we value and respect difference because it brings us new perspectives, qualities, ideas and opinions – so we can better serve our customers and empower our people to thrive. As part of our diversity and inclusion priorities, we commit to supporting colleagues with non-visible and visible disabilities as follows:

  • We will empower our colleagues to talk about their mental health in an open way and equip our Mental Health First Aiders and people managers to have these conversations
  • We will embed our workplace adjustment process to make it easier for our disabled colleagues to receive the right support to be the best they can be  
  • We will share stories and showcase our disabled role models to build greater understanding and respect across all our colleagues

Valuable Leader: Yoshinari Kitajima

Region: Global

DNP Group’s Valuable 500 Commitment:

 The DNP Group’s DNP Group Code of Conduct advocates, “Respect for human dignity and diversity”. In addition, based on the DNP Group Human Rights Policy established in March 2020, all employees, including those with special needs, will combine their strengths to overcome social challenges and create new value that meet the expectations of consumers. 

1: We will provide a variety of opportunities so that people with special needs can leverage their strengths and work.

2: We will train employees to promote their understanding of inclusion and build an environment where everyone can play an active role.

3: We will promote Inclusive Design that involves the participation of a variety of people, including those with special needs, in the development of products and services. 

We will make efforts to realize our corporate philosophy: “The DNP Group connects individuals and society, and provides new value,” by respecting the individuality of all employees, mutually accepting each other, and leveraging each other’s diversity as a strength. 

DNP advocates “Respect for human dignity and diversity” as one of the 10 items in the DNP Group Code of Conduct,” which indicates the action to be taken by all employees. The Code stipulates respect for the diversity of culture, nationality, creed, race, ethnicity, language, religion, gender, age, and ways of thinking of all people, and that we conduct ourselves in a disciplined manner. We aim to fully understand that the human rights of all people affected by DNP’s global business activities must be protected, and will endeavor to fulfill our responsibility to respect human rights. 

Valuable Leader: Jim Fitterling

Region: Global

Dow’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Dwain McDonald

Region: United Kingdom

DPD Group’s Valuable 500 Commitment:

Inclusion for all is part of the culture at DPD. We commit to including everyone primarily through two programmes, Inspire and by being a Disability Confident Employer. We are delighted to now join other organisations committing to Valuable 500.

DPD’s Inspire aims to include people with special needs and learning difficulties by offering opportunities of work experience, internships, apprenticeships and employment.

We link with local colleges to encourage young people to join the Inspire programme with the goal of gaining full time employment with DPD.

DPD has achieved stage two of being a Disability Confident Employer. This means we actively seek to recruit disabled people and will always offer interviews to those who meet the minimum role requirements.

DPD’s Senior Management Team commits to reviewing the progress of these and other inclusion initiatives at our monthly board meeting.

Valuable Leader: Sitesh Reddy

Region: India

Dr. Reddy’s Laboratories’s Valuable 500 Commitment:

In this age of growing inequality, Dr Reddy’s is committed to accelerating access to affordable and  innovative medicines. For a company whose motto is “Good Health Can’t Wait”, the progress of the differently abled among our own remains front and centre for our leadership. Over the past few years, the Apex Diversity Council, headed by our Chairman Mr Satish Reddy himself, has driven the cause of Diversity & Inclusion in general and PwD inclusion in particular.

While there have been steady improvements in terms of both hiring in accessibility, this year, the ADC committed to our board an ambitious target increase of 10% in the number of people with disabilities we had in our organization. Since hiring is not only a check-box exercise but inclusion – and therefore retention – are key, the commitment was for a net increase (i.e. accounting for any departures).

In the past few months, our R&D arms alone(Biologics and IPDO) have on-boarded 11 PwD employees; their achievement however does not stop with numbers. There have been multiple steps taken to ensure that in terms of both infrastructure and interpersonal integration, colleagues with special needs are afforded every opportunity to make an impact.

Some of our key leaders also visited organizations known for their inclusion of deaf-and-mute employees, to bring back learnings to implement a dynamic shift in the way disability inclusion is perceived.

Having met our numbers committed this year for the Valuable 500, our focus going ahead will be not only to hire more, but also to ensure  enablement of those brought on board & to drive greater sensitization among our managers on inclusion & the role they play.

Valuable Leader: Feike Sijbesma

Region: Global

DSM’s Valuable 500 Commitment:

DSM is a global purpose-led, science-based company specializing in Nutrition, Health & Sustainable Living. Our purpose is to create brighter lives for all.  Inclusion is core to our culture, so we are proud to support the Valuable500 Campaign, as a visible commitment to improving the lives of our workforce, customers and the communities we serve.

Across the DSM regions and businesses we have many policies, procedures and practices in place to ensure that employees with disabilities have open and fair opportunities to work and develop within DSM. We also proactively offer programs to address disability challenges.  However we recognize that we can, and should, do more, and that we are on a journey of learning about disability inclusion.

Our commitment to action includes:

  • Incorporating a Disability Inclusion plan in a revised global DSM Inclusion & Diversity Strategy from 2020
  • Creating a positive and safe environment for all DSM colleagues with disabilities to speak openly about themselves and their expectations, in order to reach their fullest potential.
  • Listening to our own employees, existing DSM disability partnerships, and colleagues from the Valuable500 network, to learn and improve disability inclusion across all DSM businesses.

 

Valuable Leader: Shamsher Puri

Region: India

DTSS’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Edward Breen

Region: United States

DuPont’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Tirtadjaja Hambali

Region: Asia

DynaPack Asia’s Valuable 500 Commitment:

Dynapack Asia has always given opportunities for people with disabilities to work in our workplace and factories, as we believe disability inclusion creates a positive contribution to our business value.

Our CEO has now aligned to put disability inclusion as one of the key priority initiatives from 2019. We will encourage all our subsidiaries in Indonesia, Singapore, Vietnam, Thailand, Malaysia, and China to get more engaged and increase their cooperations with disabled communities and institutions. We trust this will support people-development with skills required in our manufacturing industry, as well as enhancing their daily lives with stable revenues.

Valuable Leader: Douglas Baker, Jr.

Region: Global

Ecolab’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Felipe Bayón 

Region: South America

Ecopetrol’s Valuable 500 Commitment:

Ecopetrol is committed to foster Diversity and Inclusion. We want everyone to feel welcome, appreciated for their uniqueness. We drive an inclusive environment that embraces the differences and offers equal opportunities to contribute the best of themselves. We developed a holistic approach to integrated Diversity and Inclusion (D&I) into our corporate strategy, processes as well as to all of our seven stakeholder groups, especially employees, community and suppliers within our value chain. Now we are able to monitor and present developments in different categories. Our program is comprised of 5 components, which include the following:  1. Gender, 2. Disability, 3. Victims of Internal Conflict, Veterans and Excombatants, 4. Ethnicity and Other Social and Cultural Conditions, 5. Sexual Orientation and Gender Identity and Expression. All of these fall within the Diversity Umbrella, which symbolizes the whole expression of ideas and diversity of thinking. We have 6 sponsors of high management levels who support the implementation of affirmative measures for D&I, along with more than 200 other employee champions who volunteer to work with them on this purpose. Our Disability category, foster equitable conditions for people with disabilities, their families, and caregivers with initiatives designed to moving from integration to inclusive environments.

Valuable Leader: Brett Osrin

Region: Global

Ecowize’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Richard Edelman

Region: Global

Edelman’s Valuable 500 Commitment:

Diversity fuels innovation. As a global communications firm, we recognize that our efforts to foster a diverse workforce and an inclusive workplace are critical to our business success. As we continue to advance diversity, inclusivity, equity and equality, we want to ensure we effectively reflect, understand and meet the needs of the disability community.

To establish and maintain a space of inclusion and belonging for every employee, and specifically to better serve and support those living with disabilities, our current and future efforts include:

  • Conduct an internal audit and review of our current policies to identify areas where we can be more supportive, transparent, and inclusive
  • Work to identify disability-owned business enterprises as part of our supplier diversity commitment
  • Broaden our internal D&I training to include disability-focused scenarios
  • Host internal disability education/awareness events

 

Valuable Leader: Esther Eldan

Region: Israel

Egged Ta’avura’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Lindsley Ruth

Region: Global

Electrocomponents Plc’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: José Bogas

Region: Iberia

Endesa’s Valuable 500 Commitment:

Endesa is deeply committed to promoting human rights, non-discrimination, equal opportunities and diversity, everywhere it operates. Namely, the promotion of diversity and inclusion is core to the company’s strategy focused on innovation and sustainability.

The Company is working to replace boundaries and obstacles with new opportunities leveraging on the unique mix of talents that everyone brings to work. One of Endesa’s aims is to make energy available to everyone by developing the potential of the Company’s most precious assets, the people it works with. Endesa has a focal point to attend any specific need of their staff with disabilities, launching initiatives aimed at improving autonomy and promoting inclusion. The presence of a focal point for staff with disabilities represents a specific target of Endesa’s Sustainability Plan. Furthermore, the Company is committed to enhancing and expanding actions regarding digital accessibility, autonomy, mobility, development and employability of people with disabilities.

When it comes to the specific initiatives, Endesa was the first energy utility to introduce Pedius for customers in Spain in 2019. The App aims to facilitate communication by using “speech to text” recognition and synthesis that converts a text message into an artificial voice and, likewise, the voice into a text message. 

In addition to Pedius, the Company has launched other initiatives aimed at the inclusion of people with disabilities and in 2020, Endesa is working on the development of an action plan to deepen its commitment and develop internal and external actions.

The Valuable 500 is a campaign working to ensure businesses globally recognize the value of people living with a disability. Companies and business leaders that have committed to putting disability inclusion on their agendas by joining the Valuable 500 include some of the foremost players in every sector. Endesa shares this approach with its parent company, Enel, which has already joined the Valuable 500 in 2019. 

Valuable Leader: Francesco Starace

Region: Global

Enel’s Valuable 500 Commitment:

  • Enel is deeply committed to promoting human rights, non-discrimination, equal opportunities and diversity, everywhere it operates. Namely, the promotion of diversity and inclusion is core to the company’s strategy focused on innovation and sustainability.
  • The Group is working to replace boundaries and obstacles with new opportunities leveraging on the unique mix of talents that everyone brings to work. One of Enel’s aims is to make energy available to everyone by developing the potential of the Group’s most precious assets, the people it works with. In every country where staff with disabilities are present a focal point attends to their specific needs, launching initiatives aimed at improving autonomy and promoting inclusion. The presence of a focal point for staff with disabilities represents a specific target of Enel’s Sustainability Plan. Furthermore, the Group is committed to enhancing and expanding actions regarding digital accessibility, autonomy, mobility, development and employability of people with disabilities.
  • When it comes to the specific initiatives, Enel is evaluating the extension by 2022 of the Pedius App for deaf people in all the countries where it operates. Launched by the company in Italy in 2018, the Pedius App aims to facilitate communication with deaf colleagues and customers. The App uses “speech to text” recognition and synthesis that converts a text message into an artificial voice and, likewise, the voice into a text message.  The App is available for all Enel staff and customers in Italy. The App also allows deaf Enel staff to contact their IT helpdesk, to participate in Skype meetings through the generation of subtitles and to receive safety alerts. In addition to Pedius, the Group has launched other initiatives aimed at the inclusion of its disabled customers, including accessible web sites and documents, as well as bills in braille.

Valuable Leader: Khaled Shahbo

Region: United Kingdom

Enterprise Holdings’s Valuable 500 Commitment:

  • A fully inclusive, supportive and accessible recruitment process which enables disabled candidates with a fair and equal opportunity for success
  • A streamlined experience for disabled customers to gather information in a variety of ways coupled with a smooth booking process
  • Continuous embedding of our wellness passports along with a transparent process for workplace adjustments
  • Enabling line managers with the tools that they need to better support disabled employees

 

Valuable Leader: Jan Woerner

Region: Europe

European Space Agency’s Valuable 500 Commitment:

Under the leadership of the Director General Jan Wörner, the European Space Agency (ESA) has affirmed  its commitment to Diversity and Inclusiveness (D&I) by putting those values high on the corporate agenda.

The objectives pursued develop along two axes. On one side, ESA strives to foster a broader interest for STEM (science, technology, engineering, mathematics) and space careers and to attract, recruit and retain a more diverse pool of talent. At the same time, ESA is also increasing its efforts to create a modern, inclusive working environment where people value diversity in teams and take others’ perspectives into account and make sure they feel comfortable being themselves – regardless of gender, gender identity and expression, age or working experience, sexual orientation, physical or mental challenges, ethnicity and educational, religious or social background.

Over the last two years, ESA has focused on attracting talents with disabilities, striving to ensure a collective effort in reducing those visible and invisible barriers constraining the ability to pursue greater inclusiveness. In particular, significant steps have been undertaken in opening up to young people with disabilities, paving the way for making ESA a more inclusive, modern and forward-looking Agency.

Following the successful implementation of a pilot internship programme for students with visual impairment at ESA’s site in Spain in 2018, actions have been taken aiming at recruiting  young graduates with disabilities by end of 2020 in a number of establishments across Europe. We are sure that this experience will increase our awareness of the challenges related to disability inclusion, and the benefit that this inclusion could bring to the organisation.

Valuable Leader: Keith Froud

Region: Global

Eversheds Sutherland’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Michael Mapes

Region: Global

Exal Corporation’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Peter Kern

Region: Global

Expedia’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Carmine Di Sibio

Region: Global

EY’s Valuable 500 Commitment:

Diversity & Inclusion are essential elements of culture, which defines any organization. These are core pieces of the EY Vision 2020+ strategy. We know we can’t be successful unless our workforce is made up of diverse talent, and all EY people are fully involved and engaged. Our differences make us better. Leveraging our unique strengths and capabilities makes us stronger.

Around 1 billion people in the world have a disability, and 80% of people who experience a disability acquire it between the ages of 18 and 64 – the age range of our workforce. Our aim is to create a better working world, and this is why we are committing to the following areas of focus:

  • Enabling EY people to proudly bring their authentic and full selves to work every day
  • Delivering an inclusive employment journey for EY people – from how we recruit to how we develop, retain and promote
  • Providing a more accessible workplace through accommodations and accessible technology and building design
  • Equipping EY people with the skills and knowledge they need to be inclusive of people with disabilities

Valuable Leader: Anne Richards

Region: Global

Fidelity International’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: John Ridding

Region: Global

Financial Times’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Gilbert Ghostine

Region: Global

Firmenich’s Valuable 500 Commitment:

At Firmenich, we create positive emotions to enhance wellbeing, naturally.

Swiss and family-owned, we create fragrances and flavors for the world’s most desirable brands, delighting billions of consumers every day. Since our creation in 1895, Firmenich has always been more than a Company, we are a family with a unique legacy of responsible business.

Firmenich places its people at the heart of its success and is committed to enabling a working environment where everyone can thrive around the world.

Firmenich’s pioneering “Diversity and Belonging” agenda, embraces people from a diversity of backgrounds, race, gender, age, experience, perspectives, sexual orientation and people with different abilities.

More than 40 years ago Firmenich started working with a local non-profit in Switzerland to integrate colleagues with physical disabilities. Over the years, it expanded this work across seven countries, reaching close to 100 colleagues worldwide.

In 2016, we started employing blind and visually impaired professionals across our sensory panels worldwide and count over 100 today, from Singapore and Mexico to Brazil. They are great contributors to our sensory analysis with their heightened sense of taste and smell and more acute memory for tastes and odors. Through this work we are sharpening our edge and expertise in sensory analysis, while offering fulfilling career opportunities to people with different abilities.

Today, 2% of our global workforce is differently-abled.

Our Valuable 500’s commitment includes:

  • Enabling our People to bring their authentic and true selves to work every day by educating and raising awareness on all dimensions of diversity including differently-abled people through our Global Awareness Campaign
  • Delivering unconscious bias trainings across our organization
  • Fostering an inclusive recruitment process
  • Conducting an assessment of the physical accessibility of our sites
  • Defining a catalogue of reasonable workplace adjustments
  • Piloting a Mental Health program in Switzerland.

Valuable Leader: Edward Braham

Region: Global

Freshfields’s Valuable 500 Commitment:

Our aim is to continue to build an inclusive, supportive and collaborative workplace where everyone has the opportunity to reach their potential. As such, we are delighted to join the Valuable 500 and share our commitments to disability inclusion publicly. Ensuring an inclusive future of work is core to our values and principles.  Around 1 billon people across the world have a disability with 80% of people acquiring their disability at working age, we believe business has a pivotal role to play in pushing disability inclusion up the worldwide agenda. We know we still have some way to go, but are committed to progress and will focus on the following:

 Appointing senior sponsors to ensure disability is on the inclusion agenda at board-level.

 Promoting a common understanding and language around disability across our global network, enabling us to role model disability confident behaviours.

Learning from and sharing knowledge with others including, expert partners such as Business Disability Forum, our disabled colleagues, peers and clients, so we continually challenge ourselves and our approach to creating a truly disability inclusive culture.

Valuable Leader: Paul Patterson

Region: Europe

Fujitsu’s Valuable 500 Commitment:

At Fujitsu, we make it a top priority to build a diverse and inclusive workplace where everyone can be completely themselves and succeed. When people feel confident to talk openly about their disabilities and request the adjustments they need to carry out their roles effectively, we can unlock the full potential of disabled talent.

We have committed to hold a board discussion to ensure we make progress in 4 key areas:

  • Speed up the process of implementing workplace adjustments for people with disabilities
  • Improve accessibility in internal and external communications, such as insisting on subtitles on all videos and including accessibility ribbons on our blogs
  • Introduce Work Experience for young people with learning disabilities
  • Autistica has just been appointed as our UK national charity partner so I intend to ensure we maximise our learning for supporting people with autism

Valuable Leader: Unnathan Shekhar

Region: India

Galaxy Surfactants Ltd.’s Valuable 500 Commitment:

Galaxy Surfactants  is committed to including differently abled members of society in our world and integrating them into the business.

We have committed ourselves to including 40 differently abled members within Galaxy by 2022.

Unnathan Shekhar,

Managing Director, Galaxy Surfactants Ltd.

Valuable Leader: Stewart Wingate

Region: United Kingdom

Gatwick Airport’s Valuable 500 Commitment:

“London Gatwick aims to be the UK’s most accessible airport, giving everybody an equal opportunity to fly. We will continue to work with charities and passenger groups to provide an accessible environment for all our customers and to deliver excellent support and service for those with both physical and hidden disabilities.”

 

Gatwick was the first airport to introduce a hidden disability lanyard scheme which has since been introduced by all UK, and several international, airports. The airport places a particular emphasis on training with all passenger-facing staff taught to recognise a range of hidden disabilities. To ensure consistent standards, Gatwick also offers this training free to airlines, ground handlers and other organisations across the airport campus.  So far 2,200 staff have been trained to recognise and help people with dementia across 14 different businesses. Uniquely, staff at Gatwick’s special assistance provider are also trained to NVQ Level 2 & 3 in Passenger Services, including Disability Awareness.

Gatwick has also invested significantly in new facilities, including the UK’s first airport sensory room and a new £2 million ‘premium-style’ lounge for special assistance passengers.  All new facilities and services are also designed in consultation with a range of disability and passenger groups.

Further, the airport has recently established a new Independent Gatwick Accessibility Panel of experts in the travel needs of disabled passengers and people with reduced mobility.  Through this group, and through continued dialogue with a wide range of other partners, we aim to build on our recent success and continue to improve the services we provide for our disabled passengers.

Valuable Leader: Mark Oun

Region: Israel

Gett’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Jeroen Temmerman

Region: Global

GHD’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Sam Nickless

Region: Australia

Gilbert + Tobin’s Valuable 500 Commitment:

Gilbert + Tobin values and is dedicated to inclusion.  We are committed to providing and maintaining a diverse and inclusive environment and a culture which fosters and celebrates difference. For G+T it is about diversity of thinking and bringing people’s life experience into the mix and making sure that we are as diverse as the Australian community is.

We celebrate the diversity and uniqueness of our people and that of our clients and know that our people can achieve all that is possible if they are safe and supported by a culture which encourages them to bring their whole selves to work.

Gilbert + Tobin recognises the importance of engaging people with disability in an ethical and inclusive manner, and we are committed to removing barriers to inclusion among our staff and our clients.

Gilbert + Tobin formalised its Diversity Council in 2018 and has already taken steps towards improving accessibility including:

  • Delivering Disability Awareness and Confidence training throughout our offices in Sydney, Melbourne and Perth;
  • Conducting an internal and external audit of our company through the Australian Network on Disability (AND);
  • Hosting interns with disability through the AND Stepping Into Internships program; and
  • Holding a workplace adjustments workshop.

Our Valuable 500 Commitment in 2020 is to prepare and launch a 3 year Disability Access and Inclusion Plan (2020 to 2022). The action plan will address some key areas around disability, including but not limited to:

  • Conducting Disability Confidence, Document Accessibility, Mental Health Stigma Reduction and Unconscious Bias training for staff;
  • Launching flexibility and workplace adjustment policies;
  • Ensuring our premises provide dignified access for our staff and visitors;
  • Ensuring all digital content is compliant with WCAG 2.00 AA or higher; and
  • Embedding the principles of inclusive design within all products to deliver dignified and accessible services to our clients.

Valuable Leader: Raúl Manuel Beyruti Sánchez

GINgroup’s Valuable 500 Commitment:

Region: Latin America

Commitment to be completed by January 21st 2021.

Valuable Leader: Patrick Donoghue

Region: Europe

Gleneagle Group’s Valuable 500 Commitment:

Our mission is to become Ireland’s leading leisure provider offering universal access for all.
We believe everyone should be treated equally regardless of age, access needs, long or short term health conditions and our mission is to provide a welcoming environment for all. We are committed to making all our facilities, services, information and employment accessible.
To this end we have implemented the following:

  • We are certified by the ENAT World Tourism for All Quality Programme and, in line with this programme, we have audited and implemented many structural changes in our facilities and services.
  • We have developed and are continuously implementing our detailed action plan with any new products.
  • We have developed an access policy and an access guide for property users with accurate information which is updated regularly.
  • We have an ongoing training programme, from induction, so that our team members recognise the importance of universal access.
  • Have been awarded the ENAT World Tourism for All Quality Accommodation accreditation, which stipulates that our premises, facilities, customer services and information meet universal access requirements.

Our Access Policy is making The Gleneagle Group more accessible for people with different needs including mobility, sight, hearing, learning issues or any hidden impairments from pre-birth to old age.”

Valuable Leader: Barak Regev

Region: Israel

Google’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Patrick Coveney

Region: United Kingdom

Greencore Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Nick Mackenzie

Region: United Kingdom

Greene King’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Roger Whiteside

Region: United Kingdom

Greggs’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Emma Walmsley

Region: Global

GSK’s Valuable 500 Commitment:

GSK has signed up to the Valuable 500 pledge as part of our ongoing commitment to building Trust with our people by creating an inclusive workplace which enables our people to thrive. We will continue to prioritise disability inclusion through the work of our Global Disability Council and our Disability Confidence employee resource group. In 2020 we’re committed to:

  • continuing to invest in workplace accessibility, based on assessments at GSK sites, and rolling out our Workplace Adjustment Services to more countries
  • building the skills and knowledge of our people so they can be disability confident and inclusive of people with disabilities
  • further improving the accessibility of our products’ packaging for our patients and consumers
  • developing a measurable 3-year strategic disability confidence plan agreed by our Corporate Executive Team

Valuable Leader: Katherine Garrett-Cox

Region: United Kingdom

Gulf International Bank’s Valuable 500 Commitment:

  • Encourage and support colleagues to talk about any physical or mental disability at work.  Through this we aim to educate each other, raise awareness, and ensure open and honest conversations can take place without judgement or prejudice in a safe and supportive environment.
  • Train mental health first aiders
  • Learn from and share best practice with other companies and leading disability organisations to ensure we are fully equipped to recruit, retain and progress colleagues with disabilities and long term conditions.  We commit to reviewing our recruitment practices and ensuring as many vacancies as practicable are open to those with disabilities
  • Ensure our office space is accessible to those with physical, and where possible, mental disabilities
  • Ensure staff and candidates with disabilities are aware, and offered the use, of assistive technologies

Valuable Leader: David Shelley

Region: United Kingdom

Hachette UK’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Yair Hamburger

Region: Israel

Harel Insurance’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: C Vijayakumar

Region: Global

HCL’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: John Holland-Kaye

Region: United Kingdom

Heathrow Airport’s Valuable 500 Commitment:

The best teams bring together a variety of experiences and perspectives, challenge the status quo, innovate and push each other to be better every day. As a Disability Confident Leader, our ambition is to become leaders in valuing diversity and promoting the inclusion of people with every kind of disability.

By creating opportunities for improved representation and progression of our colleagues who have a disability, and by embracing the diversity of all our abilities as a prized asset, we hope to build a truly inclusive environment for all of our colleagues enabling them to be their authentic and talented selves.

We are proud to sign up to the Valuable 500 campaign, and commit to the following actions:

– Place diversity and inclusion on the Executive Committee agenda, and drive a real cultural shift across the organisation to ensure colleagues understand why inclusivity matters.

– Give all colleagues a platform to support each other and the ability to implement their own inclusion initiatives through our disability diversity network.

– Ensure inclusive design is at the heart of our future infrastructure plans and service development, for both passengers and colleagues.

– Review our recruitment processes to ensure they are as fair and inclusive as possible, and extend support to those who experience barriers to work including people with additional learning needs and disabilities.

Valuable Leader: James Palmer

Region: Global

Herbert Smith Freehills’s Valuable 500 Commitment:

Herbert Smith Freehills commit to joining The Valuable 500 and supporting a global movement to put disability on the business leadership agenda.

In 2020 we will:

1.  Ensure that disability inclusion is on our senior leadership agenda

2.  Make at least one firm commitment to action (see below)

3.  Share our commitment with the business and the world

Herbert Smith Freehills is committed to creating a culture of inclusion across the firm, including for those who experience disability. Aligned to our global diversity & inclusion strategy – Leading for Inclusion – our commitments under The Valuable 500 are to:

  • Improve access to and understanding of workplace adjustments;
  • Empower, educate and provide support that enables all of our people to talk openly about mental health;
  • Champion the recruitment and retention of those with autism; and
  • Ensure our workplace is more inclusive and accessible for people with disabilities.

Valuable Leader: Dani Shimoni

Region: Israel

Hertz’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Partha DeSarkar

Region: Global

HGS’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Christopher Nassetta

Region: Global

Hilton’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Miguel Zaldivar

Region: Global

Hogan Lovells’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Alex Hirst & Lizzie Penny

Region: United Kingdom

Hoxby Limited’s Valuable 500 Commitment:

Hoxby’s purpose is to create a happier, more fulfilled society through a world of work without bias.  The whole ethos of the business and community is built on the understanding that everyone is different and celebrating that fact.  The values of the business (love what you do, respect the workstyle, better together, play your part, happier world, always improving) are strongly referenced every single day which we believe helps to keep the community feeling positive and supported.  As a business, we recognise that people are all individuals and need to be treated as such.  Difference is embraced.

Our commitment to the Valuable 500 will include:

This is a board level commitment is backed by our joint CEOs and as such, progress will be reviewed monthly by them

  • Researching and using technologies that break down barriers between people – we rely heavily on technology to be able to interact with each other (given we are all home based), we want to find ways to make that technology work better for everyone.
  • Finding out more about our community with regard to physical disability – what % of our community would currently self identify as disabled, and how can we proactively look to increase that % (eg by actively promoting Hoxby in places where physically disabled people are more likely to be engaged).
  • Reviewing our application, selection and curation processes to ensure that we minimize opportunities for unconscious bias.
  • Cross reference the work that we are doing in our other cause areas (eg ageism, mental health, working parents, gender equality) to strengthen and improve the work we are doing against the area of physical disability
  • Actively share best practice and highlight the reality, and potential, for those impacted by disability in the workplace to the wider Valuable 500 team.

Valuable Leader: Nuno Matos

Region: Mexico

HSBC Mexico’s Valuable 500 Commitment:

At HSBC, diversity is part of our roots. We are certain that diversity brings innovation, attracts and retains our talent and improves our work environment. HSBC Mexico will continue to support and promote an inclusive and diverse organization. Specifically for disabilities we commit to:

  • Focus on inclusion and diversity with senior sponsorship, including a disability agenda
  • Raise awareness around disability with the objective of creating an inclusive environment
  • Work together with other companies, in order to learn from and share best practices
  • Promote and increase the inclusion of people with disabilities as part of our diverse workforce

Valuable Leader: Ian Stuart

Region: United Kingdom

HSBC UK’s Valuable 500 Commitment:

Many people with disabilities struggle to find a job or get the support they need in the workplace to thrive and reach their full potential.

In this day and age, it’s simply not acceptable that people with disabilities face barriers like this – we must lead by example to ensure HSBC UK is open and accessible to everyone.

Becoming a disability-confident employer not only means we can draw people from the full pool of talent, it’s also the right thing to do and will help to change attitudes for the better in businesses and the community.

Our commitment is to focus on ability, ensuring that we continue to make reasonable adjustments to our roles and workplaces so anyone can join our bank. We will also seek to create employment opportunities specifically for people with disabilities and champion the value of a truly inclusive working environment.

Ian Stuart, CEO, HSBC UK

 

Valuable Leader: Dr. Michael Diederich

Hypovereinsbank’s Valuable 500 Commitment:

Region: Germany

Commitment to be completed by September 15th 2020.

Valuable Leader: Arvind Krishna

Region: Global

IBM’s Valuable 500 Commitment:

IBM thinks about diversity the way we think about innovation–both are essential to the success of our business. When we innovate, technology becomes smarter for clients and creates new opportunities for growth. When we incorporate diversity into our business, we create better innovations and out-comes.” – Ginni Rometty, CEO, IBM

Throughout its 100+ years as a leading technology company, IBM has been a pioneer in supporting inclusion and diversity in the workplace. Long before the civil rights movement and the passage of non-discrimination legislation, IBM hired women, African-Americans and people with disabilities, and also established a corporate-wide “equal pay for equal work” policy.

IBM’s particular interest in accessibility and disability inclusion began with the Watsons—and it was personal. Thomas J. Watson, Sr. was a great believer in helping all IBMers achieve their full potential, just as people had helped him in his early years.

The company hired its first disabled person in 1914, the year Watson joined—and a full 76 years before the Americans with Disabilities Act. Today, we continue the legacy of diversity that IBM was built on by regularly revisiting, refining and expanding our inclusive practices.

Our Commitment:

At IBM, we are committed to creating a work environment where we eliminate barriers to success and help all employees contribute to both clients and the company at the highest level of their abilities.

We believe that an inclusive workplace leads to greater innovation, agility, performance and engagement and enables both greater business growth and societal impact and are proud to recognizing the unique value and skills every individual brings to the workplace. We know that IBM is better when we are inclusive of people with a wide range of diverse abilities, identities and backgrounds.

To achieve this, we:

  1. Leverage our Global People with Diverse Abilities Council led by one of IBM’s Senior Vice Presidents and supported by committed executives as well as our 28 global Employees Resource Groups of employees with diverse abilities and their allies worldwide. These groups and our HR teams are committed to fostering a work environment in which all employees, including those with diverse talents and abilities, can bring their full selves to work and reach their full potential.
  2. Continue to create more personalized interactions to optimize contributions and promote the value that those with disabilities bring to enhance IBM’s business and reputation.
  3. Continue to expand channels and opportunities for valuable neurodiverse talent to enter the IBM workforce globally.

Valuable Leader: Andreas Fibig

Region: Global

IFF’s Valuable 500 Commitment:

Disability Inclusion is a business imperative for IFF and we have committed ourselves to become an employer of choice for people with disabilities. However, we know we have work to do and progress to make on that journey. To help us accelerate we have partnered with Disability:IN and are using the Disability Equality Index as the framework for our action plan. The DEI pushes companies to take a holistic look at disability inclusion and to include progress in areas such as Workplace Policies addressing the physical environment in our IFF location, Recruitment and Promotion addressed through our updated Equality Policy as we work to increase our representation of disabled employees, technology accessibility and Culture & Leadership. Greg Yep, EVP, Chief Scientific & Sustainability Officer has been appointed as the Executive Sponsor for our Disability Inclusion Platform and his role is to guide and support the teams working in this area and to ensure that disability topics stay active on the agenda of the Executive Committee.

 

 

Valuable Leader: Keith Barr

Region: Global

IHG’s Valuable 500 Commitment:

At IHG, our aim is to provide True Hospitality for everyone. We’re a business all about people – more than 400,000 colleagues who together create a diverse and inclusive culture that’s valued by millions of guests staying in our hotels, thousands of owners investing with us, and the talent of tomorrow who choose to work with us. We just wouldn’t be able to achieve great things if we were all the same. Our special culture is crucial to who we are, how we work together and how we grow our business.

As we sign this pledge, we are committing to the following initiatives:

  • Continue to adapt our recruitment policies and practices to ensure they are accessible to all
  • Continue to strengthen our partnership with Leonard Cheshire’s Change 100 program in the UK to take on graduates with disabilities for summer work placements
  • Design interventions and adapt our practices to support and develop disabled talent, and share best practice between our hotels
  • Support and grow a Disability and Wellbeing Network (DaWN), sponsored by Senior Leaders, with the overarching goal of raising awareness of both visible and invisible disabilities and the importance of wellbeing in the workplace
  • Deliver a programme of Conscious Inclusion education to ensure that all our people lead and are led in an inclusive and bias-free way

Valuable Leader: Andrew Joiner

Region: Global

InMoment’s Valuable 500 Commitment:

“We are proud to be a part of The Valuable 500 network and their objective to make a tangible change. The world of Experience Management is diverse. Listening to and understanding customers and employees is at the heart of our business. Ensuring that these channels are available and open to all has become a high priority on our agenda. At InMoment, we believe that it is our role to not only address inclusion and diversity internally but also to raise awareness with our clients on the importance of building inclusive customer journeys.” Andrew Joiner, CEO, InMoment

We are committed to:

  1. Provide the technology that allows our clients to collect feedback from individuals whose opinions and feelings otherwise risk being excluded.
  2. With the support of The Valuable 500 Network – advise our clients on how to design physical and digital experiences for their customers, partners and employees with inclusion in mind.
  3. Add inclusion and diversity to the board meeting agenda with steps for improvements that need to be actioned within the next three months following each meeting.
  4. Invest and build a diverse and inclusive working environment by listening to our employees, and based on that feedback create and adjust guiding policies as well as accessible workspace.
  5. Raise the skill sets and knowledge of our employees to understand all forms of ability and support the role they play in creating inclusive environments.

Valuable Leader: Douglas Lamont

Region: Europe

Innocent Drinks’s Valuable 500 Commitment:

Here at innocent it’s our mission to make it easy for people to do themselves some good by making natural, healthy little drinks that help people live well and die old. To make sure we are helping as many people as possible do just that, we commit to the following in 2020/2021:

  1. We commit to putting disability as a Board level priority. As a really important part of our business inclusion and diversity strategy, it will be included in future Board meeting updates on Inclusion & Diversity progress.
  2. We commit to setting up a disability affinity group with the objective to challenge, improve and champion our disability agenda and accessibility policies across all teams and levels at innocent
  3. We will become a Level 1 ‘Disability Confident – Committed’ employer in 2021 in our London HQ, committing to employing, welcoming and supporting people with disabilities into innocent.
  4. We will look at all the ways people interact with innocent as a brand, and increase our awareness and understanding of the accessibility requirements within the disabled community towards all of our touch points. From our findings, we will review what adjustments we might need to increase our accessibility over the next 3 years, including our marketing materials, websites and social media accounts.

Valuable Leader: Simon Martin

Region: Global

Inside Ideas Group & Oliver’s Valuable 500 Commitment:

We are constantly striving to be an inclusive business that treats all people fairly. We fully embrace and encourage the unique contributions of our diverse and talented workforce.

Towards this goal, we promise that employees of every race, colour, creed, class, ability, gender identity, sexual orientation, background and walk of life will be treated equally.

We understand that diversity and inclusion in the workplace is about recognising and appreciating that every individual is different, and therefore all recruitment, training or promotion will be based on professional merit and the individual talents we all have.  

We will work;

  • To ensure that we are making our job adverts attractive as possible to individuals with disabilities and that we are making adjustments to accommodate people at the interview stage and once they enter our business.
  • I will personally chair a roundtable with our employees who are neuro -diverse to gain their feedback and ensure we are supporting them adequately and using their talents in our collaborative communities.
  • We will ensure that our people continue to be trained and developed on how to lead and manage inclusively and empathetically.

 Amina Folarin,

People Director

 

Valuable Leader: Charles Trevail

Region: Global

Interbrand’s Valuable 500 Commitment:

  • Develop a Disability Inclusion Design proposition to take to new and existing clients centred on insight and co-creation with registered disabled stakeholders to improve inclusion in Customer Experience (CX) for brands.
  • Provide Diversity & Inclusion/ Bias training for senior leaders in the next 12 months.
  • Reduce the stigma around discussing mental health, through various local market initiatives focused on mental health awareness and support.

Valuable Leader: Doug Sharp

Invesco’s Valuable 500 Commitment:

Region: EMEA

Commitment to be completed by September 15th 2020.

Valuable Leader: Ben Page

Region: United Kingdom

Ipsos Mori’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Carolyn McCall

Region: United Kingdom

ITV’s Valuable 500 Commitment:

ITV is for everyone, regardless of their background, race, disability, sexuality, gender identity or expression.   We know that diversity leads to greater creativity and better decision-making, so we’re committed to ensuring our workforce reflects the diverse make-up of modern Britain and creating an environment where everyone is comfortable being themselves at work.

  • In 2019 we set out our D&I targets including a commitment to ensuring 8% of our workforce has a declared disability by 2022.
  • We’re also committed to improving the representation of disability on screen. 10% of our on-screen contributors will be perceived disabled by 2022.
  • ITV Able network group champions the disability agenda throughout the organisation, supported by our Group Chief Technology Officer at Board Level.
  • ITV launched its Inclusion and Diversity Council in 2019. Chaired by our Chief Executive Carolyn McCall, the Council is made up of senior leaders across the business, including members who represent our various networks, including ITV Able.
  • Our sign production house ITV Signpost, who employ at least 50% disabled crew on every production, have committed to running a new trainee scheme in 2020 with the British Sign Language Broadcasting Trust for Deaf film-makers and production talent who want to break into the industry.
  • ITV is proud to be the one of only two broadcasters (the other being C4) to be accredited as Disability Confident Leader, in recognition of our continued commitment and work around removing barriers for disabled candidates.

ITV will continue to work to become the best and most inclusive place to work. It’s not one or the other. It’s both.

 

Valuable Leader: Mark Dixon

Region: Global

IWG’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Steve Demetriou

Region: Global

Jacobs’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Ralf Speth

Region: Global

Jaguar Land Rover’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Yuji Akasaka

Region: Global

Japan Airlines’s Valuable 500 Commitment:

The JAL Group aims to improve accessibility so our customers can experience the joy and richness of travel. We will create an environment where each customer can travel with peace of mind. We will value the relationship with our customers and continue to offer personalized travel arrangements.

Furthermore, we respect diversity and aim to create a society where each person can unlock their unique abilities, in collaboration with communities and corporate partners around the world.

Basic Policy

1) JAL Group Service Policy on Accessibility

  • Provide a stress-free travel experience for all our customers
  • Offer various travel options to all our customers
  • Co-create well-being through travel, with our customers and society

 

2) Promotion of Diversity and Inclusion

  • We value the diverse traits of our employees and will create new values by promoting      inclusion.

 

Key Measures

We will continue to improve accessibility at our facilities and in our services so that our customers can enjoy traveling with minimal barriers. We will continue improving the environment at airports and in the aircraft to promote a comfortable experience both on the ground and in the air. We will also provide useful information so that customers will be motivated to travel.

Furthermore, we will be proactive in human resource development and create employee-friendly workplaces, where each person can unleash their individual potential.

1) Improvement of the Environment

We will utilize the latest technology to improve the environment so that customers can travel smoothly. Our efforts will include the following initiatives:

  • Improvement of accessible facilities and equipment at airports
  • Utilization of assistive tools to promote universal communication
  • Utilization of assistive tools, such as wooden wheelchairs for smoother mobility
  • Enhancement of inflight entertainment programs

 

2) Promote and Communicate Attractive Travel Features

We will provide information to customers that may feel anxious to travel due to a disability.  Our actions will include:

  • Developing the website where customers can find information with ease
  • Organizing events to experience boarding procedures and practice sitting in an aircraft in a way to remove any anxiety for air travel
  • Disseminating information on travel destinations, new ways to enjoy traveling, and promote attractions through the website

 

3) Provision of Travel Options

We will promote accessible tourism so that everyone can participate and enjoy traveling without any concerns.

  • Offering travel ideas, such as dual-ski tours
  • Providing support for mobility and accommodation for a stress-free experience before, during, and after the trip.

 

4) Human Resource Development (Removing Psychological Barriers)

We will develop human resource management to improve customer service skills

  • Provide training to remove psychological barriers
  • Providing customer service training to employees in the service division

 

5) Promotion of Employees’ Growth and Development

We will create workplaces where all employees can unleash their unique traits and capabilities.

  • Promoting the employment of persons with disabilities and increasing opportunities for all individuals
  • Improving the work environment by utilizing information technology and offering flexible workstyles
  • Proactive participation by employees with disabilities to improve accessibility standards.

Valuable Leader: Neil Williamson

Region: United Kingdom

Jardine Motors’s Valuable 500 Commitment:

At Jardine Motors we believe a more diverse team is a better performing team. This means we need people from all backgrounds and experiences to bring their ideas, passion and talent to our company.  In return, as part of our mission to be ‘the best motor retailer as judged by you’, we commit to offering an inclusive culture where everyone has the opportunities to be the best they can be and ensure that the diversification of our teams fully represents the customers we serve.

As part of our ongoing work around diversification and inclusivity, including our disability agenda, we commit to:

  • Offering work placements to young people with disabilities as part of our charity partnership with Whizz-Kidz so they may gain important employability skills.
  • Improving accessibility in internal and external communications, such as insisting on subtitles on all videos and where possible including audio transcripts as well.
  • Holding a group mentoring event where colleagues will lend their time, skills and experience to help young wheelchair users reach their potential by helping them to identify goals to work towards, put action plans in place and enable them to achieve.
  • Reviewing our job adverts to make it clearer that we are an inclusive employer.

Valuable Leader: Robert Macleod

Region: United Kingdom

Johnson Matthey’s Valuable 500 Commitment:

Diversity and Inclusion (D&I) forms the core foundation of who we are in Johnson Matthey and our vision for a world that’s cleaner and healthier, today and for future generations. Integral to our culture are two fundamental beliefs: that all differences matter and that all people are valued.

We have recently refreshed our D&I road-map and our executive leadership teams have action plans aligned to it. The disability agenda forms a key part of our road-map and our commitments on this are to:

  • Undertake an awareness campaign to increase the understanding of how we can make our employees with disabilities feel fully included in Johnson Matthey.
  • Ensure all leadership teams have a specific, measurable commitment to progressing the disability agenda.
  • Involve representatives from our newly formed Employee Resource Group, with first hand experience of Disability, in a board discussion on how we champion change.
  • Utilise our employee engagement channels, including our country workforce committees, to source ideas and review the disability agenda, involving as may people with first-hand experience of disability as possible.
  • Offer work experience placements in our key sites and review our recruitment networks in 2020 to encourage more people with disabilities to join Johnson Matthey.

Valuable Leader: Jason Carruthers

Region: United Kingdom

Jurys Inn and Leonardo Hotels UK and Ireland’s Valuable 500 Commitment:

At Jurys Inns and Leonardo Hotels UK and Ireland, we are committed to creating an inclusive culture where everyone can be themselves at work.  Our Company Vision is to deliver outstanding results through exceptional people, and therefore our people are key to our success.

Our Diversity and Inclusion strategy is high on our agenda in 2020 and a key element of this includes our company target of recruiting one employee with a disability per 100 bedrooms.

We will support the achievement of this target by carrying out the following actions:

  • Our UK hotels have signed up to Disability Confident Level 1.  It is our aim that over 50% of our UK hotels will be signed up to Level 2 by the end of 2020.  By signing up to the Disability Confident scheme we are committed to providing initiatives such as work experience, work placement opportunities and providing more opportunities to people with a disability.
  • In Ireland, our Irish hotels will continue their work placement initiatives with the Irish charity Rehab.
  • We will further support the awareness of our commitment by ensuring that our careers website displays our Disability Confident logo.
  • We will include unconscious bias, diversity and inclusion and specific information about supporting people with disabilities as part of our in-house training for all hiring managers.
  • We will continue our initiative to provide training in Mental Health First Aid to ensure we have a number of team members able to support in this area throughout the UK and Ireland.

Valuable Leader: Eric Salama

Region: Global

Kantar’s Valuable 500 Commitment:

To audit all Kantar buildings for accessibility.

Valuable Leader: Michitaka Sawada

Region: Global

Kao Corporation’s Valuable 500 Commitment:

In April 2019, Kao launched the Kirei Lifestyle Plan, its ESG strategy. Kao’s support for The Valuable 500 embodies four of the Kirei Lifestyle Plan’s 19 key leadership actions: Universal Product Design, Respecting Human Rights, Inclusive & Diverse Workplaces, and Human Capital Development. By integrating ESG into the core of its company management, Kao will drive business growth and better serve consumers and society through its enhanced products and services. In the future, the Kao Group will continue to implement its unique ESG activities globally, so as to deliver satisfaction and enriched lives for people around the world, and contribute to the sustainability of society.

Kao’s Strategy:

Contribution to Business and Society

In line with Kao’s corporate mission, which is “to strive for the wholehearted satisfaction and enrichment of the lives of people globally and to contribute to the sustainability of the world,” we are rolling out products and services featuring universal design which makes them easy to understand and easy to use for as many people as possible. We also collaborate with NPOs and NGOs to promote activities aimed at fostering understanding of and sharing the barrier-free approach—including barrier-free access to information—so as to enable people with disabilities to enjoy happy lives that are fully integrated with the rest of society.

Employment

We position support for people with disabilities as an important part of our Diversity & Inclusion efforts, and have formulated a basic policy of “Striving for a society where people with and without disabilities work and live together, we create workplace environments for employees with disabilities that make life easier for them and foster a sense of pride in one’s work.”

Valuable Leader: Caroline Keeling

Region: Ireland

Keelings’s Valuable 500 Commitment:

We will actively engage in meaningful actions that will develop pathways for individuals with disability into our workforce and support their needs to help them achieve success.

In 2020 we will initiate a partnership with the TCPID (Trinity Centre for People with Intellectual Disability) and we will facilitate an internship programme for the course participants in the 2020/2021 cohort of students engaged with the centre. We will ensure that our people understand the benefits  and support this programme.

Valuable Leader: Mamoru Yamamoto

Region: Global

Keio Plaza Hotel’s Valuable 500 Commitment:

We are committed to providing an enjoyable environment where guests of all abilities can feel safe and relaxed.

We foster an inclusive mindset among our employees that creates a spirit of catering to each guest’s individual needs with heartfelt hospitality.

We continue to promote barrier free and equal access spaces with our ‘Birds Eye’ team representing diverse departments of our company.

Our goal is to create an inclusive culture where diversity is encouraged.

The Keio Plaza Hotel is dedicated to promoting its activities both internally and externally through public relations.

 

 

Valuable Leader: Nick Robinson

Region: United Kingdom

Kerry Foods’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Stephen Parkinson

Region: United Kingdom

Kingsley Napley’s Valuable 500 Commitment:

At Kingsley Napley we are committed to ensuring that our disability performance ratings are regularly reviewed by the organisation’s management team, and that policies are deeply embedded to ensure that people with disabilities are treated equally.  In addition, by supporting the (Dis)ability Network, I, as Senior Partner, have committed to raise awareness of this issue both at a senior management level and throughout the firm.

The Valuable 500 requires us to make a commitment to one action.  I can report that we have a number of live projects that illustrate our commitment.  They are:

1. The establishment of a (Dis)ability Network whose over-arching goal is to raise awareness of different types of disabilities (both visible and invisible) and create a safe space for people to speak out about their disabilities in order for us to help and support them.  The stated aims of the network are to:

  • Raise awareness of what disability is (visible, invisible, physical, psychological).
  • Answer the question: Is this a disability?
  • Educating people in relation to disabilities and how you relate to people with disabilities.
  • Dispel some of the myths around disability.
  • Ensure that people check their language in relation to disability issues.
  • Ask the question: how can the employer help?
  • Build closer relationships with clients with disabilities.
  • Encourage people with disabilities not to self-select away from applying for jobs at Kingsley Napley.
  • Identify areas where Kingsley Napley fall short of our commitment to create a workspace that is inclusive of people with disability (particularly as we prepare to move).
  • Consider and discuss the impact of disability of a loved one for members of KN.
  • Work closely with wellbeing and charities to ensure the needs of the KN workforce are being met.

 

2. We have set up an internal portal page which has a subpage entitled “What is a Disability?” which discusses the definition of the Disability Act and also reminds people that a lot of disabilities are invisible.

 

3. To bring the issue ‘home’ we have a page entitled “What does disability mean for you and people you know?” on which we have published stories of people within the firm who have felt comfortable talking about disability and how it has affected them either directly or indirectly. 

 

4. We recognise that not everybody feels ready to share their stories in a public forum but that there will be a significant number within our employee population who have ‘lived experience’ of certain conditions. To encourage confidential sharing of information we have created a ‘conditions list’ on our portal.

Human Resources hold a confidential list with a name against each condition of somebody who has ‘lived experience’ of that condition and, on a confidential basis, would be prepared to share their experiences with someone who is coming to terms with a diagnosis on that list. The purpose is simply to provide pastoral support, somebody to have a cup of tea and a chat with.

We are careful to ensure, through a series of simple steps, that both people are comfortable with their confidential information being shared before the names are exchanged.

 

5. Having addressed issues internally, we are starting to face outwards, for example we publish blogs and we are looking to pool our legal expertise to create a Disabled Clients’ Forum.

 

The final commitment that I have been asked to make is that I will share the identified actions with my organisation.  I hope the actions list above shows that they are already being shared.  The commitment that we make is to continue engaging with the topic and constantly striving to ensure that we are living by the values of the Valuable 500.

Valuable Leader: Akimasa Yoneda

KNT-CT’s Valuable 500 Commitment:

Region: Japan

“Supporting everyone who wants to travel.” KNT-CT is committed to achieving the creation of a society in which anyone and everyone can enjoy travel.

Contributing to social normalization: KNT-CT contributes to fulfilling the dreams of its customers and the promotion of social normalization by offering accessible travel solutions that satisfy the needs of customers wishing to enrich their lives through travel, regardless of their age, or whatever disabilities they may have. We also support people with disabilities through the provision of employment opportunities, based on the importance and social significance of their activities in society.

 

すべての「旅したい」を応援します。

誰もが旅を楽しめる社会の実現に努めます。

ノーマライゼーション社会への貢献:KNT-CTは、「いくつになっても、身体に障がいがあっても、旅に出て豊かな人生を過ごしたい」というお客さまのニーズを満たすバリアフリーの旅を提供し、お客さまの夢の実現とノーマライゼーション社会の推進に貢献します。

また、障がい者の社会活動の重要性や社会的意義に鑑み、雇用を通して支援します。

Valuable Leader: Bill Michael

Region: United Kingdom

KPMG’s Valuable 500 Commitment:

Our ambition is to be a magnet for the most talented people, regardless of gender, ethnicity, age, disability, sexual orientation, religion or socio-economic background. Inclusion, diversity and social equality are fundamental to this and our future success. Our business thrives when we harness diversity of experience, background and thought to bring together different perspectives. It makes us a great place to work for our people, and it benefits our clients too. We don’t just want to push ourselves. We want to be leaders in this work – with our clients and other stakeholders who look to us for our advice, guidance and action.

 

As part of our Valuable 500 commitment, we will:

  • Continue to prioritise Inclusion, Diversity and Social Equality as a Board level issue, with a focus on disability inclusion
  • Hold ourselves to account by continuing to set and monitor progress against our public disability target
  • Partner with leading disability organisations to enhance our programmes designed to recruit, retain and progress colleagues with disabilities and long term conditions 
  • Use our convening ability to influence the Board level debate around disability and promote Valuable 500 to the wider business community   

 

Valuable Leader: Neil Clifford

Region: United Kingdom

Kurt Geiger’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Sarbajit Ghose

Region: India

Laguna Clothing’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Yang Yuanqing

Region: Global

Lenovo’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: David Ricks

Region: Global

Lilly’s Valuable 500 Commitment:

Lilly is a great place to work and diversity on our teams makes a real difference as we deliver innovative medicines to help patients around the world get better and live better.

We are proud to sign on as a supporter of The Valuable 500. This important step demonstrates our commitment to disability inclusion beyond the medicines we make. It says we recognize that people with the best talents and skills for our important work may also have disabilities that should never limit their contributions. We embrace the different perspectives and experiences people with disabilities bring and we’re building an even more inclusive culture where everyone can reach their full potential and be their authentic selves.

We commit to ensuring that disability inclusion becomes an even stronger part of our company. Our long-term disability strategy begins with a multifaceted Access Lilly program that provides:

  • Work spaces and facilities that are welcoming and accessible for employees and visitors, whatever their needs may be.
  • Digital services and products that follow universal design best practices to ensure the optimum experience for patients, healthcare providers, employees and other stakeholders.
  • A centralized process for requesting assistive technology to ensure that employees are well supported and able to be their most productive.
  • Guidance to all employees on the importance of accessibility and the role we all play in creating inclusive environments.

Valuable Leader: Moloy Banerjee

Linde Group’s Valuable 500 Commitment:

Region: South Asia

Inclusion is a part of Linde’s core values and we continue to grow and support it by ensuring that we provide equal opportunities to people with disabilities. For this, we pledge to-

  • Create opportunities to employ differently abled people as part of our diverse workforce
  • Support Community Engagement programs that are targeted towards providing medical support and vocational training for children and young adults with disabilities
  • Invite members with disabilities to speak to employees during Inclusion programs to increase awareness

Valuable Leader: Charlie Jacobs

Region: Global

Linklaters LLP’s Valuable 500 Commitment:

I am delighted that we have joined the Valuable 500, which demonstrates our commitment to disability inclusion at the highest levels within the Firm. At Linklaters we are proud of the progress we have made in relation to diversity and inclusion so far and acknowledge there we still have much more to do. As a people business we recognise that one size does not fit all, and it is a crucial part of our Linklaters Culture that our people and our clients find themselves in an environment in which they can thrive.

Our Valuable 500 commitments are:

  • Reduce the stigma around disability and create role models by showcasing the lived experiences of our people
  • Implement a seamless process for workplace adjustments
  • Ensure our working environment is accessible and inclusive

 

Valuable Leader: Bruce Carnegie Brown

Region: United Kingdom

Lloyd’s of London’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: António Horta-Osório

Region: Global

Lloyds Banking Group’s Valuable 500 Commitment:

We will continue to drive activity which supports, sustains, and promotes an inclusive and diverse organisation for customers and colleagues with visible and non-visible disabilities. We are committed to;

•       Empowering and supporting colleagues to talk about their Mental Health at work

•       Further improving the accessibility of our products and services available to customers through increased use of technology

•       Educating and raising awareness around disability, learning from, and sharing best practice with other organisations

Valuable Leader: Alberto Martin

Region: United Kingdom

London Luton Airport’s Valuable 500 Commitment:

At London Luton Airport, we recognise the power of diversity.

One of our aims is to ensure our customers receive a welcoming and friendly travel experience. Having a diverse team means we can better meet the needs of our diverse customer base, because we represent their diversity. We also believe a diversity, inclusion and belonging strategy is essential in helping our people to feel confident to be exactly who they are, whilst being valued for their individuality and uniqueness.

As part of our in-progress diversity, inclusion and belonging strategy development, we commit to:

  • Improving internal and external communication, accessibility, such as subtitles on videos and following inclusive design guidelines for publications,
  • Delivering an accessibility programme for our customers,
  • Delivering a robust unconscious bias training programme,
  • Reviewing our job adverts to make it clear we are an inclusive employer, and 
  • Reviewing and implementing a diversity, inclusion and belonging policy with accompanying line manager guides.

Valuable Leader: David Schwimmer

Region: Global

London Stock Exchange Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Shemara Wikramanayake

Region: Global

Macquarie Group’s Valuable 500 Commitment:

At Macquarie, the diversity of our people is one of our greatest strengths. An inclusive workplace enables us to embrace diversity to deliver more innovative and sustainable solutions for our clients, shareholders, communities and our people. Macquarie is committed to building a workforce that reflects all aspects of diversity and intersectionality to bring a range of perspectives, ideas and insights to everything we do.

As part of our global D&I strategy, our commitments to disability inclusion include:

  • Enhancing our talent pipeline and recruitment channels to engage people with a disability by strategically partnering with disability employment organisations.
  • Continuing to educate and raise awareness of visible and invisible disability by engaging leading organisations to provide training for employees and promoting global days of disability awareness. We provide on-demand resources and practical support to our employees, managers and leaders in order to be a disability-confident organisation.
  • Consulting with accessibility experts on the design of our new Sydney headquarters to ensure we provide dignified access for our people and visitors.
  • Continuing to embed principles of inclusion within our policies, practices and procedures, with reasonable adjustments and technology available to all.
  • Improving the accessibility of our banking services for people with a disability. We will take reasonable measures to enhance their access to those services.

We are proud of our progress in D&I, but recognise there is more to do and are committed to challenge ourselves to continually do better.

Valuable Leader: Rony Abovitz

Region: Global

Magic Leap, Inc.’s Valuable 500 Commitment:

Our mission at Magic Leap is to amplify human ability by bringing spatial computing to everyone, all day, every day. As part of this mission, Magic Leap is committed to building an inclusive culture that inspires, celebrates, and nurtures the diverse abilities in all of us. We aim to design our platform, products, and services, so that all people of varying ages and ability levels may experience joy through their interactions with Magic Leap.

Magic Leap is taking an integrated approach to disability inclusion and implementing an accessibility program to help us realise our mission. Our approach includes four key efforts:

  • Creating an employee resource group that provides education, engagement and feedback around disability inclusion and accessibility
  • Engaging persons with disabilities and accessibility specialists to better understand market accessibility requirements from the user perspective.
  • Providing role-specific training and establishing processes to help us advance the accessibility of our products, services, and processes over time.
  • Contributing to the development of XR accessibility industry standards and best practices and enabling developers to build accessible XR apps, content, and experiences.

Want to learn more? Visit us at www.magicleap.com

Valuable Leader: Mr. Anand G. Mahindra

Region: Global

Mahindra Group’s Valuable 500 Commitment:

The Mahindra Group is an Equal Opportunity employer and we promote and enable equal opportunities for our diverse workforce that includes persons with disability. We are reinforcing our commitment and priority towards being a Disability-Inclusive Group through these key areas of focus:

  • Raise awareness about disability with the objective of creating a fair and accepting inclusive environment
  • Promote the inclusion of persons with disability as a part of our diverse workforce

Valuable Leader: Jonas Prising

Region: Global

Manpower’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Steve Rowe

Region: United Kingdom

Marks & Spencer’s Valuable 500 Commitment:

  • We will launch a campaign called #InMyShoes across our stores and support offices to engage and inspire colleagues to drive inclusion. Accessibility will be a key focus areas within this campaign for which we will launch tools and materials to support customers and colleagues with different accessibility needs.
  • We will continue to provide opportunities for disabled people to get into employment through training and work experience (our programme is called Marks & Start and supports around 700 disabled people each year).

Valuable Leader: Hiroshi Aoi

Marui Group’s Valuable 500 Commitment:

Region: Japan

MARUI GROUP envisions a world in which we have transcended all dichotomies to build a flourishing and inclusive society that offers happiness to all.

  • We promote universal design in our stores MARUI and increase the number of places where all customers can enjoy shopping with confidence.
  • We co-create credit with companies and organizations that sympathize with our ideals through various events, and enhance the services that all customers can enjoy shopping freely.
  • Through training and dialogue with the parties concerned, we promote understanding of the inclusion among all Group employees and promote an environment which each and every person can lead to their own actions.
  • MARUI GROUP seeks to ensure that every employee can exercise their individuality and feel enthusiastic toward their work.

Valuable Leader: Ajay Singh Banga

Region: Global

Mastercard’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Zak Brown

Region: United Kingdom

McClaren Racing’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Ilan Raviv & Avner Stepak

Region: Israel

Meitav Dash’s Valuable 500 Commitment:

At Meitav Dash, our focus is on creating an inclusive environment for all employees. We are continuously working on making Meitav Dash a great and safe place for all people.

More than 4 percent of Meitav Dash employees are with disabilities, working across all business units. Recently, we have opened a new customer service communication center, operated by our deaf and mute employees who provide services via text.

Meitav Dash is also the co-founder of “Incorporate Israel,” a non-profit organization that endorses employment of people with disabilities in large companies in the business sector.

Employment is a fundamental human right, not a matter of charity. Diversity and inclusion are part of our DNA; everyone deserves the opportunity to work, grow, and succeed.

Avner Stepak,

Co-Controlling shareholder and Vice Chairman, Meitav Dash

Valuable Leader: Yehuda Ben-Assayag

Region: Israel

Menora Mivtachim’s Valuable 500 Commitment:

The Menora Mivtachim Group ascribes great importance to providing equal opportunities for all persons in society, including in terms of employment opportunities.

Employees with disabilities are provided with an accommodating and supportive environment adapted to their needs.

All of our offices are accessible in order to assure free movement throughout for all employees and guests thus to provide an environment that is equally accessible to all.

The Menora Mivtachim Group makes sure to provide accessible and equal service to all of its customers with no exception. We do this by delivering regular instructional sessions on accessibility issues to our service employees, making the Group’s digital resources universally accessible, permitting free access to our personal service stands, and ensuring that all requested information is accessible.

We will continue to promote equal opportunities for all persons throughout our operations.

Yehuda Benassayag

CEO, Menora Mivtachim

Valuable Leader: Nick Varney

Region: Global

Merlin Entertainments’ Valuable 500 Commitment:

With inclusivity already a regular agenda item for its Board, Merlin commits to a number of actions to further make its attractions inclusive to guests and employees. These include:

  • Education and training for customer-facing staff in serving guests with different disabilities
  • Encouraging people with disabilities to join and grow with Merlin as employees
  • Integrate inclusive design in the development of new attractions to cater for both disabled and non-disabled guests
  • Continue the roll out of Changing Places toilets across key attractions
  • Actively review customer feedback to inform and influence innovations and adjustments at existing attractions
  • Continuing to support Children’s Charity Merlin’s Magic Wand to ensure children facing challenges of serious ill, disability and adversity can enjoy the magic of Merlin.

Valuable Leader: Luis Javier Castro Lachner

Mesoamerica’s Valuable 500 Commitment:

Region: Latin America

Commitment to be completed by September 15th 2020.

Valuable Leader: Satya Nadella

Region: Global

Microsoft’s Valuable 500 Commitment:

The Microsoft mission is to empower every person and every organization on the planet to achieve more. This includes the over 1 billion people with disabilities around the world. To live our mission, we strive to create accessible products, services, websites, and company culture for all.

We are taking an integrated approach to disability inclusion, embedding four accessibility pillars into the DNA of the company:

  • Culture: Embracing disability to build a culture of inclusion
  • Systems: Systemic inclusion from start to finish
  • Products: Accessibility built into our products, not bolted on
  • Future: Disruptive innovations to change what’s possible for people with disabilities

There are no limits to what people can achieve when technology reflects the diversity of everyone who uses it. Building accessibility into everything we do helps empower everyone, including people with disabilities, to achieve more.

Want to learn more? Visit us at Microsoft.com/Accessibility.

Valuable Leader: Susan Lloyd-Hurwitz

Region: Australia

Mirvac’s Valuable 500 Commitment:

Further exploring how we can design and innovate to reimagine urban life for those with disabilities, with a particular focus on residential product.

In 2019, we worked with Summer Foundation to specifically design and build ten of our apartments for people with disabilities. This has opened our eyes to the need and the opportunity in this space.

Valuable Leader: Masayuki Waga

Region: Global

Mitsubishi Chemical’s Valuable 500 Commitment:

<As Mitsubishi Chemical Group joins The Valuable 500,

we are committed to continuing the following activities>

Striving to become a company where the individuality of every employee, disabled or not, is respected and all employees can thrive, we will:

  • foster a sense of unity as colleagues by promoting understanding within the company regarding employment of people with disabilities, and
  • promote employment across the company by expanding the scope of work for people with disabilities and improving the workplace environment.

• reference – Employment of people with disabilities (examples): People with disabilities play various roles such as some practical operations for the head office (e.g. administration and human resources departments) at our special subsidiary company and some manufacturing/R&D tasks, conversion of documents to PDF form, production of vegetables and many more at each site.

 <Measures we have implemented>

Under the banner of KAITEKI Health and Productivity Management, we have been focusing on the pillars of health support and workstyle reforms as we strive to create workplaces where diverse human resources can thrive. As part of these efforts, we have published and been actively promoting the declarations “Mitsubishi Chemical Has Decided,” consisting of 30 measures including promotion of employment for people with disabilities.

We also strive to contribute to the creation of a society where the value of sports can be enjoyed by everyone, the individuality of each person is respected, and people can enjoy good health, both physically and mentally. To this end, we engage in volunteer and other activities to contribute to the further promotion and development of parasports as well as to the realization of a vibrant and inclusive society.

Valuable Leader: Tsutomu Tannowa

Region: Global

Mitsui Chemicals, Inc.’s Valuable 500 Commitment:

We at Mitsui Chemicals, Inc. have positioned three values, “Diversity,” “Challenge” and “One Team” as our core values. These values are shared and cherished by Mitsui Chemicals Group employees around the world. To achieve the goal which is included in the values, “make the most of diversity and create a workplace where each employee has a positive attitude towards the work,” we are expanding our efforts to promote diversity and inclusion in the workplace. We believe that the most important among these efforts is creating a workplace where employees with disabilities play an active role at work and find the work rewarding.

To achieve this, we make the following promises:

  • We have set a target for the employment rate for employees with disabilities in our business goal.
  • We will foster a workplace culture that employees with disabilities and illnesses develop a sense of belonging as members of the organization and can demonstrate their abilities.
  • Through our business activities, we aim to address social issues to help people have a healthy and independent life.
  • We will regularly share updates on our efforts to promote diversity and inclusion in the workplace on social media to improve the accessibility of information.

Valuable Leader: Héctor Pío Lagos Dondé

Region: Global

Monex’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Andrei Sharonov

Moscow School of Management (SKOLKOVO)’s Valuable 500 Commitment:

Region: Russia

Moscow School of Management SKOLKOVO views sustainability as an added-value concept for business, public sector and communities, which combines economic, environmental, social and ethical dimensions and reveals new opportunities for growth and competitiveness in the context of sustainable development goals.

As a school of management, we are uniquely positioned to inspire leaders with powerful ideas, equip them with effective frameworks and tools for making real impact, as well as provide an independent platform for an open dialog on the burning issues for the business and society. We aim to integrate sustainability related topics into our product offering and operations as well as develop our internal expertise.

We believe inclusive society and accessible environment relate to everyone. We’d like to create educational space where every single person feels equally welcomed, safe and empowered. We’re integrating inclusion agenda into our educational programs as a core element of modern leaders’ DNA.

Valuable Leader: Kenneth L. Davis

Region: North America

Mount Sinai Health System’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Nitin Rakesh

Region: India

Mphasis’s Valuable 500 Commitment:

As front-runners of technology-led solutions in our industry, Mphasis realizes that the use of technology can be transformative for social projects as well.   

Disability inclusion has been a key pillar of our CSR initiatives for more than a decade. We have pioneered a number of initiatives with a sharp focus on promoting accessibility for persons with disabilities. 

Mphasis will keep striving to move the needle forward on the disability discourse in the country. 

 We commit to 

  • Be an active participant in building an ecosystem that encompasses all aspects of disability inclusion  
  • Support policy advocacy and on ground implementation of the Rights of Persons with Disabilities (RPWD)Act. 
  • Support incubation of start-ups/groups working on assistive technologies that aim to empower persons with disabilities  
  • Partner with academia and research bodies for applied research and develop world class prototypes for problems in accessibility  

Valuable Leader: Kenneth C. Frazier

Region: Global

MSD’s Valuable 500 Commitment:

At MSD, Global Diversity & Inclusion (GD&I) is fundamental to how we operate and core to our mission of saving and improving lives.  We understand that patients are increasingly diverse and people with disabilities represent one of the largest under-served populations globally.  We are proud to stand by the mission of the Valuable 500 and are passionate about creating a future where all members of the workforce are empowered to achieve their full potential and to experience greater satisfaction in achieving our Company goals through valuing the diverse perspectives they bring across all dimensions of ability – both apparent and non-apparent.

We believe that every individual is a source of competitive advantage and the potential for greatness among people with disabilities is limitless. We reinforce this through a culture of transparency and accountability, using a strategic roadmap with high performance standards to achieve meaningful business results. We foster a culture of equity, empowerment, engagement and belonging so that every employee feels welcomed and valued.

States Celeste Warren, VP, Global Diversity & Inclusion Center of Excellence, “Diversity and inclusion have the ability to transform our culture, drive business results and advance our company’s mission to save and improve lives around the world. When people feel valued and empowered, they are able to innovate and make amazing things happen.” 

With this as our focus, we use GD&I best practices to define and execute our strategy to focus on strengthening the foundational elements of diversity, ensure accountability to drive an inclusive culture, leverage diversity and inclusion to ensure business value and transform the environment, culture and business landscape.

 

COMMITMENT STATEMENT

“At MSD, we are committed to cultivating a disability-confident workplace where everyone can participate.  When people feel included and valued, we all succeed.” – Ken Frazier, Chairman and CEO

We are proud to support The Valuable 500 and commit to the following:

  • Implement Universal Design, facility-accessibility standards that improve employee performance, safety and social participation rates, and benefit not only people with disabilities but also all MSD employees working at facilities around the world.
  • Leverage best-in-class and next generation digitally accessible technology to enhance our employee, patient and consumer experience.
  • Engage employees in workplace mental health awareness to reduce the stigma and to implement proven mental health best practices to boost productivity, engagement and improve the lives of our employees and their families.
  • Utilize recruiting and promotion processes to reduce unconscious bias and structural barriers in the hiring of people with disabilities and leverage direct hiring, indirect hiring and supplier diversity engagements to broaden the feeder pool of strong talent.
  • Pledge to take these steps as well as identify and promote other best practices that will close the gap to ensure full inclusion for the estimated 15% of the world’s population who have a disability.

Valuable Leader: Alex Leikikh

Region: Global

MullenLowe Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Joe Garner

Region: United Kingdom

Nationwide Building Society’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Takashi Niino

Region: Global

NEC Corporation’s Valuable 500 Commitment:

For more than forty years, NEC has focused on creating an environment in which employees with disabilities can demonstrate their abilities. Since signing the United Nations Global Compact in 2005, NEC has implemented corporate initiatives based on the Ten Principles of the United Nations Global Compact pertaining to the areas of human rights, labour, environment, and anti-corruption.

NEC remains committed to being a Social Value Creator capable of solving social issues in a business environment where changes in society are accelerating exponentially. The driving forces behind this are people and culture. By setting our sights on the creation of a corporate culture that respects, accepts, and capitalizes on individual diversity as well as on the development of sustainably and socially literate human resources, we have made the promotion of inclusion and diversity an integral part of our corporate agenda.

We are therefore committed to not only focusing on the following areas but also sharing information about the actions we take with the public.

  • The NEC Group Diversity Promotion Committee was established in 2018 to facilitate discussions on the creation of opportunities for employees to gain first-hand experience in accepting and capitalizing on diversity. We strive to create an environment where employees with disabilities can easily demonstrate their abilities.
  • We provide support for people with disabilities through business activities aimed at enriching their lives by realizing safety, security, efficiency, and equality.
  • Utilizing our more than twenty years of experience in supporting wheelchair tennis, we have been making efforts to solve environmental issues surrounding para-sports. Going forward, we will continue contributing to society through our support of para-sports.

Valuable Leader: Andrew Humberstone

Region: United Kingdom

Nissan GB’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Jun Sawada

NTT Group’s Valuable 500 Commitment:

Region: Japan

  • Sharing Values-the core principles that support our activities-”Connect”, “Trust”, and “Integrity”, we will encourage a culture of D&I by creating a workplace where all employees, including employees with disabilities, can feel that they belong and they can work as who they are.
  • We have set a target for the employment rate for employees with disabilities in our business goals.
  • We will actively share our activities regarding disability internally and externally using various media to improve the accessibility of information.
  • We will aim to develop services and products that enable people with disabilities to become more integrated into society, and we will keep reviewing the accessibility we build and deploy.
  • We will keep educating our employees to learn D&I including Disability, and to become more inclusive.

 

Valuable Leader: Mark Benjamin

Region: Global

Nuance Communications’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Mark Evans

Region: United Kingdom

O2’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Oliver Schmerold

ÖAMTC’s Valuable 500 Commitment:

Region: Austria

ÖAMTC is committed to equal opportunities and equal treatment of employees, applicants and members. An essential element in corporate culture is to deal with diversity in a positive way. The main goal is that the mixture of our employees should reflect the diversity of the society. In addition to this, equal opportunities and values are statutorily-regulated. To achieve this goal ÖAMTC organizes targeted activities such as workshops, lectures and discussions.

In the year 2018, ÖAMTC started a project called “Einstellungssache” (you can describe “Einstellungssache” as the way of employment and a matter of mind at the same time ).

We started the project with hiring of ten people with disabilities for a permanent full-time job. We’ve surpassed this, and now we have fifteen employees with disabilities in additional jobs. In the spirit of inclusion, our long-term goal of this project is to hire people with disabilities in our regular recruiting process, and support them to match their skills and abilities with their talents.

The ÖAMTC offers people with physical disabilities workshops to adapt their physical mobility in road traffic.

Last but not least, ÖAMTC offers special services for people with disabilities, such as mobility advice and a service for deaf people. Those with impaired hearing have the option to use our barrier-free communication application.  Our app offers the option to use SMS or e-mail as a communication channel.

Valuable Leader: A D Singh

Region: India

Olive Bar & Kitchen’s Valuable 500 Commitment:

Restaurateur, Mr AD Singh, founded The Olive Bar & Kitchen Group in the year 2000 with its flagship restaurant – Olive Bar & Kitchen in Bandra, Mumbai. Over the last 19 years, the Group has grown to become one of India’s most respected restaurant companies.

The Olive Group is a truly by-the-people, for-the-people company. Every day, hundreds of people across the country come together at the Group’s restaurants to do everything they can to ensure the customers who come in have a memorable experience.

In the year 2017, we took this commitment one step forward. We turned our Bombay Irani Café & Bar, SodaBottleOpenerWala into an inclusive space, where the DHoH (Deaf and Hard of Hearing) community was welcomed as part of the staff. The initiative was heartfelt step forward towards to creating equal opportunities for all, and was launched without any publicity or call for attention.

Through conductive interactive sessions, weekly discussions and training, we’re bridging the gap between the hearing and hearing impaired communities and creating spaces and opportunities for all.

 

Valuable Leader: Mr C.P Kothari

Region: India

OM Metals Infraprojects Ltd’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Florian Adamski

Region: Global

OMD Worldwide’s Valuable 500 Commitment:

It’s no secret that diverse talent is good for business and by putting a strong focus on inclusion we create broader opportunities for everyone in the workplace.  At OMD EMEA, we pride ourselves on delivering creative, innovative and empathic solutions for our clients.   We recognise we need to ensure our workforce is made up with people from a wide variety of backgrounds to spark collaboration, raise awareness, encourage open, honest discussions and promote new ways of thinking.   We also recognise our workforce has to reflect the multicultural, diverse communities in which we operate.

 

Our journey toward building a more open and inclusive culture meant we needed to focus on areas of under-representation with disability being one such area.   The Government’s Disability Confident Scheme was a great place to start as it supports people with disabilities to gain employment and provides employers with frameworks and guidance on how we can continue to improve our approaches to attract people with disabilities.

 

We recognised the importance of joining the Scheme to proactively raise awareness around the challenges people with disabilities face when seeking work and to continue our journey as a flexible and inclusive employer.

 

By gaining our Disability Confident Committed level 1 accreditation, we have committed to actioning the following:

  • Using social media, our company website and other portals to enable people to access our vacancies more easily and apply in a manner that fits their needs
  • Offering work experience and internships to provide everybody with opportunities within OMD EMEA
  • Continuing to deliver unconscious bias awareness training to help eliminate bias and to raise awareness
  • Empowering under-represented groups to speak openly about their accomplishments and help our people learn more about each other

 

Florian Adamski

CEO, OMD Worldwide

Valuable Leader: Janet Riccio

Region: Global

Omnicom’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Antony Marke

Region: Global

OmniServ’s Valuable 500 Commitment:

We commit to introducing work experience for young persons with disabilities, plus extending our supported internships programme for young persons with disabilities.

Valuable Leader: Stéphane Richard

Region: Global

Orange’s Valuable 500 Commitment:

Orange is convinced of the benefits of diversity, both in terms of business performance and the well-being of its employees. The Group’s Diversity & Inclusion Policy is part of our strategic plan. We are committed to welcoming and developing all talents, providing excellent working conditions, and encouraging employees’ societal commitment.

Orange integrates to this Policy the inclusion of disabled persons in the workplace. In this context, Orange implements actions, from recruitment to employment retention, and practices to tackle all forms of discrimination. 

This commitment is put into practice through the signing of agreements, charters and partnerships:

  • In 2015, Orange signed the ILO Global Business & Disability Charter, and is an active member of the Global Business and Disability Network. 
  • In 2018, Orange signed, in France, a partnership with Pôle Emploi (the national employment agency) to provide disabled persons access to Orange’s job openings.
  • In 2019, Orange signed a global Group agreement for gender equality in the workplace, part of which is devoted to family caregivers and allows adapted working hours to take care of their relatives.
  • Recently, Orange as joined The Valuable 500 movement, reinforcing its commitment to putting disability on the global business leadership agenda.

Valuable Leader:

Region: Global

Ornua Co-op’s Valuable 500 Commitment:

The Ornua Diversity, Inclusion and Belonging mission statement is: ‘to embed a culture at Ornua where employees can bring their whole selves to work.’

We will achieve this through the execution of our DI&B strategy which has a strong focus on inclusiveness.

We are working hard to build a culture of inclusiveness, where difference is embraced, enabling us to be more innovative in how we work, think and deliver for our people, our customers and our members – Ireland’s dairy processors, and in turn, Irish dairy farming families.

Our 3-5-year commitments to disability inclusion include:

  • Ensure that disability inclusion is a Board agenda item every quarter, where progress is discussed and measured.
  • Equip our Leaders across the globe with the knowledge and skills to be strong and inclusive leaders through the ‘Inclusive Leadership’ module of the Ornua People Leadership Suite.
  • Empowering and supporting our colleagues in all of our locations across the world, to feel comfortable talking about their disabilities, including invisible disabilities, at work.
  • In our key locations across the world, participate in programmes that support people with intellectual disabilities to be successful at Ornua or to benefit from the skills and Leadership of employees from Ornua. Current initiatives include the Trinity College Centre for People with intellectual Disabilities business partner programme in Ireland and the Misericordia Emerging Leaders Board membership initiative in our Foods North America business. This programme of initiatives will continue to expand.
  • Ensure that our Global Wellbeing strategy is clearly aligned and supportive of disability inclusion.
  • Building a strategy to hire more colleagues to join our team who are neuro-diverse.

Valuable Leader: Philipp Schulte-Noelle

Region: Global

Ottobock’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: David S. Taylor

Region: Global

P&G’s Valuable 500 Commitment:

As a company committed to serving as a force for good and a force for growth in the world, we feel it is imperative that our company and our products reflect the diversity of our employees and consumers and deliver experiences that accommodate all people. We are committed to putting disability inclusion on our Citizenship Board agenda as part of our Diversity and Inclusion Citizenship pillar where our Chief Diversity and Inclusion Officer and Senior Vice President of Human Resources will focus on three key areas:

  • Provide global workplace accessibility / accommodation policies and practices to meet the needs of employees with varying abilities; 
  • (or alternatively: Provide best in class workplace support to meet the needs of employees with varying abilities)
  • Expand our talent pool by recruiting, hiring, and retaining people with varying abilities
  • Continue to partner with Business and Enterprise leaders to actively create accessible products and services to meet the needs of consumers with disabilities

Valuable Leader: Steve Ingham

Region: United Kingdom

PageGroup’s Valuable 500 Commitment:

At PageGroup we foster a culture of inclusion and belonging and having launched our Ability@Page network in 2016, this encompasses all visible and invisible disabilities too. We recognise that providing a fully inclusive and accessible recruitment process allows all candidates to always perform as the best version of themselves. We are committed to ensuring there are no barriers to progression and will continue to promote our culture of acceptance without exception. Our focus on raising disability awareness and proactively offering any support or adjustments that may be required remains key.

Valuable Leader: John Fallon

Region: Global

Pearson’s Valuable 500 Commitment:

At Pearson our mission is to help all people make progress in their lives through learning. Why – because learning is a passport to improved rates of employability, higher living standards, social mobility and increased levels of general wellbeing within society for all people, including people with disabilities. 

As an employer, Pearson values having a workforce that is fully representative of society and actively encourages and supports people with disabilities to join us and help us effectively meet the needs of all learners.Our approach towards accessibility is shaped both by our company values and purpose as well as a commitment to inclusion.  We believe that every person should enjoy equitable access to learning, regardless of disability. 

Becoming a signatory to the Valuable 500 helps reinforce our efforts and we commit to:

  •  Set out and publicly disclose a policy framework through which Pearson businesses will apply our approach to product accessibility.
  •  Build, develop and share a market leading approach to mentoring people with disabilities.

Valuable Leader: Murray Kessler

Region: Global

Perrigo’s Valuable 500 Commitment:

Perrigo is committed to creating a work environment where all individuals feel respected and valued regardless of their background, preferences, or personal characteristics. We want everyone, including those with different abilities, to be able to bring their whole self to work and contribute at their best. In 2019, Perrigo worked to reduce the stigma associated with mental health disabilities by hosting a global World Mental Health day campaign in the 30+ countries we operate in. This campaign focused on both visible and invisible mental health disabilities. In 2020, in partnership with the “Valuable 500” movement, Perrigo commits to:

  • Continue to highlight disability on our Board agenda.
  • Implement a non-discrimination and anti-harassment global policy, inclusive of individuals with disabilities, that applies to all countries in which we operate. We will educate our workforce on this policy and provide unconscious bias training to leaders.
  • Ensure all global sites have a local disability rehabilitation resource.
  • Communicate our partnership with the “Valuable 500” movement publicly and within Perrigo.

Valuable Leader: Peter Pritchard

Region: United Kingdom

Pets at Home’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: André Calantzopoulos

Region: Global

Philip Morris International’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Nicholas Lyons

Region: United Kingdom

Phoenix Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Rémy Best

Region: Global

Pictet Group’s Valuable 500 Commitment:

Promoting a fair and inclusive culture is part of our Group’s core purpose: to build responsible partnerships. We believe that partnership embodies the notions of respect, trust and interdependence over the long term. It also means embracing diversity and promoting inclusion.

As part of our aim to join the Valuable 500 movement and bring disability to the top of business agendas, we commit to:

  • Form new partnerships to recruit, support and include disabled staff within the Group;
  • End the stigma attached to disability and mental health issues;
  • Identify workplace and facilities requirements, and take broader initiatives, to fully integrate disabled staff;
  • Design and define jobs that could be performed by disabled staff and encourage applications in this respect;
  • Give support to managers and employees generally in the inclusion of disabled colleagues in their teams.

Valuable Leader: Richard Foley

Region: Global

Pinsent Masons LLP’s Valuable 500 Commitment:

“With honourable exceptions, the business community has been nothing like as vocal or active as it should have been in recognising the challenges faced by disabled colleagues.  There is so much more we can do to implement changes that enable disabled members of the community to deliver to their potential, and we see the Valuable 500 campaign as part of that.

So we are delighted to be stepping forward and committing to the campaign as part of our wider commitment to promoting equality and diversity through all our employment practices, and to discussing all aspects of inclusion, including disability, as part of our Board agenda. If business can be made to work better for its people – all of its people – we know that everyone benefits.

As part of our objective to maintain our position as a market leading law firm for diversity & inclusion, we have made a number of commitments to removing barriers for employees with disabilities and to promoting an environment that supports health and wellbeing for all:

  • reviewing our recruitment process in conjunction with our Disability and Wellbeing Network to ensure it is fully inclusive and accessible;
  • advertising in disability related media and networks to actively look to attract and recruit  people with a disability;
  • ensuring human resource managers have disability inclusion related training, including reasonable adjustments.”

Richard Foley

Senior Partner, Pinsent Masons LLP

Valuable Leader: Sandra Dodd

Region: United Kingdom

Places Leisure’s Valuable 500 Commitment:

At Places Leisure, we aim to focus on ability rather than disability as we look towards integration and equity for solutions to better support our communities and colleagues. We are delighted to get involved in the Valuable 500 Campaign as we continue on our inclusion journey and aim to understand ways in which we can refine our approaches and create both a positive internal and external culture that is inclusive for all.

We are committed to:

  • Ensuring that inclusion remains high on the board agenda.
  • Making dementia and mental health awareness training available for all of our 8,500 colleagues.
  • Training 70 mental health first aiders and 7 inhouse mental health first aid trainers to support colleagues.
  • Continuing to run Equality, Diversity and Inclusion workshops for colleagues.
  • Deepening our partnership with Level Water, which offers free swimming to children with disabilities.
  • Seeking to include pathways to mainstream activities within programmes designed specifically for those living with disabilities to increase the opportunities available to them.

Valuable Leader: Salman Amin

Region: Global

pladis’s Valuable 500 Commitment:

At pladis, our focus begins with Inclusion, knowing that it is only through creating the right environment that we will successfully make strides in our inclusion and diversity promise and thrive as a business. pladis is committed to creating an environment where everyone is comfortable to bring their true selves to work.

  1. Launch our global Inclusion and Diversity programme sponsored by CEO, Salman Amin.
  2. Deliver a curriculum of online Unconscious Bias training to all employees including bespoke training at Senior Leadership level to support education and learning.
  3. Continue to build our Mental Health, Positive Minds network across our business by recruiting more Mental Health ambassadors and delivering further training to all line managers and senior leader sponsorship.
  4. Establish, review and adapt our recruitment and conduct policies to make sure that they are accessible to all.
  5. Continue to work towards achieving our Purpose to be one of the happiest and most inclusive places to work.

Valuable Leader: David Bentley

Region: Global

Porter Novelli’s Valuable 500 Commitment:

At Porter Novelli, disability inclusion is not just a moral imperative, but a business imperative. As a leading purpose-based communications consultancy, we believe justice, equity diversity and inclusion are core to an organization’s purpose and that disability inclusion is a necessary part of that core.

We believe that disability inclusion goes beyond internal walls. It is the systematic change to uplift and integrate people with disabilities in all aspects of business. We commit to continue to fight for disability inclusion within our industry, with our clients and in all parts of our company.

  • As one of the first supporters and communications provider of the Valuable 500, we are committed to driving awareness in our industry. We will do this by continually growing the narrative of the business imperative of disability inclusion – internally and externally.
  • We will interweave the need for disability inclusion in our communications with current and future clients across all practice areas.
  • As we grow our Diversity, Equity, Inclusion and Justice offerings, we will ensure disability is a priority.
  • Internally, we are committed to disability inclusion in the hiring, retention and growth processes and policies. We also commit to expanding our disability inclusion education and training for staff worldwide.

Valuable Leader: Julian M. Hadschieff

PremiQaMed’s Valuable 500 Commitment:

Region: Austria

Valuable Leader: Reuven Kaplan

Region: Israel

Psagot’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Ralph Izzo

Region: United States

PSEG’s Valuable 500 Commitment:

At PSEG, we value the strengths and contributions of our employees with disabilities and are committed to an equitable workplace where employees with disabilities have the same opportunities to grow professionally and to advance.

As part of our commitment, we will:

  • Continue our efforts to create an inclusive workplace where our employees feel comfortable self-identifying as disabled,
  • Through our Office of Accessibility Programs, ensure accessible practices, policies, and technologies are in place, and that employees are aware of them,
  • Provide the accommodations and support employees with disabilities need to succeed at PSEG,
  • Increase our efforts to recruit people with disabilities by developing new partnerships and programs,
  • Continue the work of our Employee Business Resource Group focused on employees with disabilities and their caregivers to build a culture of awareness and respect, and
  • Continue to tell the stories that highlight contributions of employees with disabilities through internal and external channels

A lot has changed in the past 30 years since the Americans with Disabilities Act became law.  We’re proud of what we have established at PSEG, but we know more change is needed.  We are committed to continuous evolution and improvement to maximize our diversity, equity and inclusion efforts for people with disabilities.

Valuable Leader: Emanuel Chirico

Region: Global

PVH Corporation’s Valuable 500 Commitment:

“Inclusion and diversity is at the center of how PVH does business. Joining The Valuable 500 strengthens our commitment to attracting diverse talent, creating an inclusive workplace, and developing innovative products to serve diverse consumers. We look forward to continuing our efforts in championing disability inclusion in the communities where we work and live,” said Manny Chirico, Chairman & CEO, PVH Corp.

The TOMMY HILFIGER Adaptive line is an example of PVH’s desire to meet consumers’ needs and bring branded, fashionable clothing to an underserved population.

The PVH Inclusion and Diversity team has also partnered with Disability:IN, the leading nonprofit resource for business disability inclusion worldwide, to utilize a benchmarking tool that provides PVH with an objective score and roadmap on disability inclusion policies and practices in order to develop a multi-year action plan.

Valuable Leader: Bob Moritz

Region: Global

PwC’s Valuable 500 Commitment:

PwC will appoint a Global Disability Leader.

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Valuable Leader: Kevin Ellis

Region: United Kingdom

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Valuable Leader: Luke Sayers

Region: Australia

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Valuable Leader: Bernard Gainnier

Region: France

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Valuable Leader: Renzo Corona Spedaliere

Region: Chile

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Valuable Leader: Christine Catasta

Region: Austria

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Valuable Leader: Ad van Gils

Region: Netherlands

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Valuable Leader: Marius Möller

Region: Germany

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Valuable Leader: Halûk Yalçın

Region: Turkey

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Valuable Leader: Andreas Staubli

Region: Switzerland

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Valuable Leader: Giovanni Andrea Toselli

Region: Italy

Valuable Leader: Paul Feeney

Region: United Kingdom

Quilter’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Michael Smith

Region: United Kingdom

Randstad’s Valuable 500 Commitment:

We continuously support and promote inclusivity and diversity throughout the organisation with the aim of ensuring our employees have a strong sense of belonging and are comfortable being and fully expressing themselves in the workplace.

Our commitment is to:

  • Focus in 2020 on continuing our journey to be a Disability Confident Employer
  • Review our inclusion training programme to incorporate supporting Disability in the workplace
  • Continue to highlight the cause of The Valuable 500 with our leading UKI clients to encourage sign up and/or keep the conversation dynamic with our clients and how we can support them on their journeys in this space

Valuable Leader: Marco Scognamiglio

Region: Global

RAPP’s Valuable 500 Commitment:

Personally, and on behalf of RAPP Worldwide:

  • Ensure RAPP continues to develop our fearless and inclusive culture and talent by welcoming, embracing and empowering everyone, including those with disabilities, to bring all their unique abilities to inspire the best in our people and our work.
  • Advance our organisation’s culture, training and priorities so that our policies, practices and programs support and value people’s differences and ivtersectionalities so people have the understanding, respect and freedom to express their points of view, be provocative with new thinking and collaborate for innovation.
  • Stand up for individuality and proudly share stories about what people are able to do here because they can bring their full selves to work at RAPP – and are supported with flexibility, brilliant colleagues, and the ability to do great work that benefits our agency and client business.
  • Invite clients to join us on this journey.

Marco Scognamiglio,

Global CEO, RAPP

Valuable Leader: Alexander Y. Thomas

Region: United Kingdom

Reed Smith’s Valuable 500 Commitment:

Reed Smith’s award winning Business Inclusion Group for people with disabilities at Reed
Smith (LEADRS) was formed in 2012 and has grown to over 120 members across the firm. Our
motto is: “Nurture Talent, Support Challenges and Celebrate Differences” and we aim to recruit
talented individuals with disabilities and to advance their careers within Reed Smith.
This year, we launched our Mental Health Task Force, a sub-group of LEADRS, for people who
are experiencing or have experienced mental health difficulties.
We have achieved a great deal over the last seven years but we are very conscious that there is
more work to be done and we aim to continue to improve.
We are committed to:

  • Continuing to make recruiting and retaining people with disabilities a priority
  •  Celebrating the achievements of people with disabilities through our series of role model
    videos featuring our partners and employees
  • Launching our new Disability Etiquette Guide
  • Celebrating the International Day for Persons with Disabilities with events across the
    firm’s offices on 3 rd December.

Valuable Leader: David Craig

Region: Global

Refinitiv’s Valuable 500 Commitment:

Our mission is to build and sustain an inclusive environment at Refinitiv that enables all our people, including our people with disabilities, be that visible or non-visible. This will strengthen our ability to enable everyone to achieve their potential and be a part of our success – for Refinitiv as well as our customers.

At Refinitiv we are committed to creating an inclusive business that:

  • Delivers market-leading solutions to our customers wherever in the world they are, and
  • Attracts the best talent from all over the globe

We are on a journey to create an inclusive environment by:

  • Driving towards removing bias related to disability hiring and providing the necessary tools to succeed
  • Ensure hiring and on-boarding practices are inclusive
  • Ensuring the availability of sub-titles for all videos we publish
  • Creating inclusive offices and infrastructure across all our locations, relying on consistent guidelines
  • Creating a global disability best practices handbook to support all of us, including all people managers, to team and lead inclusively
  • Having sign language interpreters present for all town halls and webcasts
  • Having company-wide leadership pledge & commitment to support disability
  • Improving physical accessibility for existing locations

In order to deliver the above goals, we have created the Refinitiv Ability Network (RAN). The global network supported by people from various locations across the globe, who are determined to create an inclusive environment for all. The Refinitiv Ability Network is committed to adding up to 6 new locations by H2 2020.

We will track our progress and hold all, including our leaders accountable for our D&I goals.

Valuable Leader: John M. Turner Jr.

Region: United States

Regions Bank’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Erik Engstrom

Region: Global

RELX’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Nick Dunnett

Region: United Kingdom

Resource Solutions’s Valuable 500 Commitment:

At Resource Solutions we take diversity and inclusion seriously. We have recently formed a global diversity council through which we are committed to providing an inclusive environment to all of our employees globally, one where everyone feels open and can embrace sharing their story.

As an operating board we have committed to the following:

  • Commencing in 2020 we will hold an annual ‘disability in the workplace week’ where we will work with local organisations across the globe to offer CV writing and interview training skills for local people with disabilities
  • We will put a renewed focus on our commitment to being Clear Assured
  • We will regularly share our commitment on our website, across our social channels and through our PR outreach activities
  • We commit to speeding up the process of implementing workplace adjustments for people with disabilities

 

Valuable Leader: Richard Erwin

Region: United Kingdom

Roche Products Ltd’s Valuable 500 Commitment:

Founded in 1896, Roche Products Ltd (Roche) continues to search for better ways to prevent, diagnose and treat diseases and make a sustainable contribution to society. We have one mission: to do now what patients need next.

Roche is a government recognised Disability Confident Employer, and we have signed-up to the Valuable 500 as part of our ongoing commitment to create a diverse and inclusive workspace. We want to celebrate our differences and believe there is value in hiring individuals with diverse ages, gender, background and (dis)abilities, with each unique perspective enriching our company.

Over the next two years, Roche aims to secure the status of ‘Disability Confident Leader’, by committing to the following:

  • Continue to evaluate our workspace, making sure it is accessible and ‘fit-for-purpose’ and to support this, continuing to offer remote and flexible working options.
  • Partner with ‘Exceptional Individuals’ to review our recruitment process and reasonable adjustment offerings. This partnership will extend into the development and delivery of a spiky profile recruitment tool to help individuals identify their strengths and areas for improvement, associated preferences and best suited communication methods.
  • Support adults with (dis)abilities into employment, by providing workshops in the community that focus on employability skills to get them ‘work ready’. These workshops will be complimented by a series of shadow days at Roche, giving individuals the opportunity for work experience and helping them to better understand our company.
  • Build an employee network of champions that will support and mentor our colleagues with disabilities. Each champion will be given training to ensure they can support colleagues with (dis)abilities to thrive in their roles.
  • Learn from and share best practice with other Valuable 500 companies to drive the Inclusion Revolution.

Richard Erwin, General Manager, Roche Products Limited (UK)

Andrew Armes, UK Head of Talent Acquisition

Valuable Leader: Alison Rose

Region: United Kingdom

Royal Bank of Scotland’s Valuable 500 Commitment:

At RBS we want to make sure everyone can bring the best of themselves to work every day.  We want our customers to access and enjoy our products and services in a way that best suits them.

With our Gold rating in the Business Disability Forum Standard and our Disability Confident Leader status we are committed to supporting change across the wider business community.  We are making great progress; however, we recognise that there is still more we can do and learn.  Our commitment is to share what we have learned, our resources and knowledge with others.  By doing so we will contribute to making the business world a truly inclusive place for employees and customers alike.  Although, not exhaustive we commit to:

  • Continue hosting the annual Scottish Business Disability Forum Conference bringing together Scottish organisations to share and learn.
  • Use our premises to host a disability career development course allowing employees from RBS and other organisations to attend, grow and develop.
  • Share and learn from our key suppliers in a way that jointly strengthens our knowledge and ability in becoming disability smart.
  • Encourage those businesses we meet along the way to sign up to the Valuable 500 and to make disability a priority for them.

We know that alongside the other Valuable 500 signatories we can collectively ensure that everyone can access the same opportunities to grow and get ahead in life.

Valuable Leader: Harsh Goenka

Region: India

RPG Group’s Valuable 500 Commitment:

  1. Workforce – We will continue to recruit PWD across companies. Currently we have 204 PWD associates which is approx. 1% of our workforce. I am glad I am sending this note today, as 13 more deaf and mute employees have joined in one of our Company’s (Raychem RPG) plant at Vasai, Mumbai.
  2. Learning – We will continue to conduct a lot of sessions on sensitization of employees on inclusion, bias understanding and sign language trainings for employees who work with deaf and mute employees.
  3. Communication – We will continue to run communication campaigns on PWD inclusion.

Valuable Leader: Stephen Hester

Region: Global

RSA Group’s Valuable 500 Commitment:

  1. Continue our dialogue with the Group Board to ensure RSA is building an inclusive culture where everyone is able to develop and thrive in their career
  2.  Support for mental health in the workplace by continuing to highlight ‘it’s ok not to be ok’ and signposting support available, including our mental health first aiders
  3. Continue to open up the conversation on disability, led by our D&I Council and D&I Champions, for example sharing stories of colleagues with disabilities, as we did for International Day of Persons with Disabilities in 2019
  4. Continue to embed our award winning Customer Connections programme – which enables our call handlers to support customers with cognitive disorders – within our business
  5. Improve our process of implementing workplace adjustments for people with disabilities, ensuring requests are dealt with in a timely manner

Valuable Leader: Michael Joseph

Region: Global

Safaricom’s Valuable 500 Commitment:

Safaricom PLC is a Kenyan communications company, providing a wide range of services including voice, messaging, data, financial and converged services with a purpose of Transforming lives.

Our purpose requires us to put people before profits, the very reason Diversity and Inclusion has been part of Safaricom’s fabric right from our origin in 2000, with out employee base a reflection of the diverse communities we serve.

Internally, our Diversity and Inclusion team is committed to creating an environment in which employees are empowered to thrive and achieve both individual and business objectives through various initiatives including:

  • Continuous sensitisation of all employees on unconscious bias;
  • Training staff on Basic Sign Language, a key driver for inclusive communication; at least 500 employees trained so far.
  • Providing customised business tools for staff with diverse disabilities (assistive devices and technologies);
  • Ensuring our physical environment is accessible: accessible spaces; inclusive gym, strobe lights, voice and braille functionality in lifts
  • Procuring specialised evacuation equipment
  • Celebrating our first disability and diversity days

Operating in a developing nation, we witness first-hand the disproportionate effects of inequality and poverty on People with Disability. Guided by our purpose of Transforming Lives and the Sustainable Development Goals (SDGs) 8 (Decent Work & Economic Growth), 10 (Reduced Inequalities) and 17 (Partnerships for the Goals), we took up the challenge to drive the Disability Inclusion agenda beyond the workplace.

At the inaugural Disability Summit held here ate HereEast London in July 2019, Safaricom signed the Disability Charter for Change where we committed to the following objectives:

  • Elimination of stigma and discrimination:
  • Economic empowerment; and
  • Facilitating the availability and affordability of assistive devices and technologies.

We have also taken up a leading role in bringing together different organisations from the Public & Private Sector, Disability Partner Organisation (DPOs) and Academia with the objective of championing the disability agenda in a collaborative, sustainable and coordinated way.

Valuable Leader: Steve Hare

Region: Global

Sage Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Mike Coupe & Tim Fallowfield

Region: United Kingdom

Sainsburys’s Valuable 500 Commitment:

We, at Sainsbury’s, want to be the most inclusive retailer, where every single one of our colleagues can fulfil their potential and where all of our customers feel welcome when they shop with us. To ensure that we are, we are committing to the following:

  • We will continue to focus on inclusion and diversity at Board level, including our disability agenda
  • We will make further progress to enable our disabled colleagues to be the best they can be by embedding our workplace adjustment process across the group.
  • We will continue to raise the profile of our colleagues with disabilities through our role model campaign #thisisme
  • We will continue to create an accessible environment for all of our customers.

Valuable Leader: Marc Benioff

Region: Global

Salesforce’s Valuable 500 Commitment:

At Salesforce, we believe that business can be a powerful platform for social change and that our higher purpose is to drive Equality for all. Disability Inclusion is fundamental to this belief. We have an ambition to become the number one employer for people with disabilities, for the products we sell o be accessible by people with disabilities, and for all persons to have full and equal access to our offices, our meetings and our events.

To help us achieve this visions, we commit to the following:

  • We will launch a centralised Office of Accessibility, led by a Chief Accessibility Officer, to drive thought leadership across the industry and accountability and compliance across the company.
  • We will grow representation of people with disabilities throughout the Salesforce ecosystem.
  • We will continue to develop accessible products that allow all Individuals to success in the Salesforce ecosystem. Beyond striving to comply with industry standards, we work towards providing effective usability for our customers with disabilities. 
  • We will continue to develop our Global Workspace Design Standards to focus on universal and inclusive design beyond compliance to meet the needs of all our employees and guests with disabilities.
  • We will continue to focus on improving our employee and customer experience to enhance the accessibility of our events, our internal tools and technology, and communications, and to foster an inclusive environment for all.

Valuable Leader: Olivier Brandicourt

Sanofi’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: F. R Singhvi

Region: India

Sansera’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Ana Botin

Region: Global

Santander’s Valuable 500 Commitment:

Santander Group recognizes and supports all existing sources of diversity, both visible and invisible and we promote inclusive working environments in which all individual differences are valued, respected and enhanced. We are fully supportive of The Valuable 500 as this aligns with our ambition to be a leading company in terms of diversity and inclusion.

  •     We have included “employees with disabilities” in our Global D&I KPIs contributing to our 2025 commitments.
  •     We have D&I principles included in our Board approved Corporate Culture Policy, explicitly including people with disabilities, and are committed to embedding a truly inclusive workplace as part of our Responsible Banking ambitions.  Our Board are already committed to this agenda. 
  •     We achieved 86% positive score in our 2019 Global Engagement Survey to “Santander treats employees fairly regardless of their age, family, marital status, gender identity/expression, disability, race/colour, religion or sexual orientation”
  •     We will continue to progress workplace adjustments across the Group to support our colleagues with disabilities
  •     We will continue to raise the profile of our colleagues with disabilities and the importance of promoting a fully diverse workplace through communication campaigns, support and mentoring programmes

 

Valuable Leader: Brian Duffy

SAP’s Valuable 500 Commitment:

Region: EMEA North

Commitment to be completed by September 15th 2020.

Valuable Leader: Anil Madhok

Region: India

Sarovar Hotels and Resorts’s Valuable 500 Commitment:

Sarovar Hotels and Resorts – Valuable 500 Commitment:

  1. To build on an organization where there PwDs’ can contribute to the growth of the organization.
  2. Additionally, to provide PwDs’ an inclusive environment where they can perform in respective roles, can co-exist with other colleagues and can work with well-defined career progressions in the organization.
  3. To tie up with various organizations and companies which help in training and placements for PwDs’, and to be known as a preferred employer for the organizations as well as the PwDs’.
  4. To be knows as a hotel chain which can provide good facilities and services to differently abled guests.

Valuable Leader: Richard Rees

Region: United Kingdom

Savills’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Herman Gref

Region: Global

Sberbank’s Valuable 500 Commitment:

We as Sberbank are committed to provide inclusive services and satisfy the needs of our customers, to set standards of accessibility for digital services in Russia and share knowledge within the banking and it/dev/design communities.

Already implemented activities:

– Home loan insurance for customers with disabilities

– Sign language translation in offices for customers with hearing impairment

– Mobile App fully accessible for Voiceover and Android for customers with visual impairment

– Inclusion trainings for employees

– ATMs with alternative voice scenarios for customers with visual impairment

– Accessible branches

 

We set our plans-2020 to:

– Create a job search service for people with disabilities

– No barriers for employees with disabilities

– Create mechanics to secure customers with mental disabilities from fraud

– Promote digital accessibility and universal design principles within the Sberbank group of companies

Valuable Leader: Ashok Ramachandran

Region: India

Schindler’s Valuable 500 Commitment:

At Schindler India, we are committed to our “You & I” inclusion journey to provide access, advancement and balance to create more inclusive communities. We believe our success will be a function of celebrating diversity of thought. We are committed to providing fair and equitable opportunities through our people practices. We encourage employees to be their authentic selfand realize their true potential at work and beyond. We are committed to creating an ecosystem built on business practices which make long term social impact by rendering products and services for the diverse and multicultural consumer profile we serve.

We elevate…Your Uniqueness

Valuable Leader: Peter Harrison

Region: Global

Schroders’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Douglas Millican

Region: United Kingdom

Scottish Water’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Haruki Satomi

Region: Global

SEGA SAMMY HOLDINGS, INC.’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Takashi Goto

Region: Global

Seibu Group’s Valuable 500 Commitment:

■ The Seibu Group Commitments

“Be earnest,” “Walk together” and “Meet challenges.” These are our action guidelines for creating a society that brings smiles to not only our customers, but also local citizens and a great number of people, including Group employees, who are connected with the Seibu Group.

We, the Seibu Group, are engaged in a variety of efforts that contribute to the development of local communities and society with these action guidelines in mind.

  1. Improvement of Facilities to Accommodate Diverse Customers
    We attempt to provide facilities and spaces in which all customers of the Seibu Group can not only

spend their time safe and worry-free, but also comfortably and satisfyingly. We are promoting the use of Universal Design in trains, station facilities, hotels, and commercial facilities to make our customers’ everyday and special days safer, more secure and more comfortable as well as more enriched, and to make our customers smile from the bottom of their hearts.

  1. Providing Services that Satisfy Diverse Customers
    The Seibu Group strives to provide services that give satisfaction to all customers. We endeavor

to improve the quality of our services by promoting education and training for employees, as well as their acquisition of qualifications concerning universal (inclusive) manners and barrier-free mindset (removing psychological barriers).

  1. Promoting Employment of People with Disabilities and Creating Comfortable Work Environments

The Seibu Group aims to provide a workplace in which all employees, including those with disabilities, can exercise their capabilities as members of the local community. For the purpose of expanding the employment of people with disabilities, we also established a special subsidiary within the Group (Seibu Palette Co., Ltd.) in June 2007. We respect the personality and individuality of each employee, regardless of whether or not they have a disability, prepare a workplace where they can work with peace of mind, and tap the power of diverse human resources to grow the Seibu Group.

As a corporate group that gives top priority to safety and security and supports the lives of all customers, we will create opportunities to make everyone smile in everyday life.

Valuable Leader: Yoshihiro Nakai

Region: Global

Sekisui House, Ltd.’s Valuable 500 Commitment:

With its global vision to “make home the happiest place in the world”, Sekisui House Group supplies and integrates the physical structures and technology with the intangibles and services required to maximize the happiness and well-being of its customers, employees and society as a whole.

  1. The happiness and well-being of customers – Creating homes and communities based on the lifelong-housing concept

 In 1975, an accident occurred at one of our construction sites where a worker fell and seriously injured his spine. Feeling a deep responsibility, we worked together with surgeons and research institutes to build a prototype wheelchair-accessible home within the medical institution where the injured worker was undergoing rehabilitation. The intent was to provide a house utilizing our pre-engineered housing technology that enabled injured people to live with their family as they prepare to re-enter society.

This initiated our advanced R&D into housing tailored to the elderly and people with disabilities, and in 1981 we built the first model house in Japan specifically tailored for people with disabilities. We also began other efforts including participation in projects run by the Ministry of Economy, Trade and Industry.  In 1985, we established the lifelong-housing concept of “Comfortable living – now and always”, to be our home design philosophy enabling people to live in their homes throughout their lives. We received the Caring Company Award from the United Nations-affiliated International Council for Caring Communities (ICCC) in February 1999 for our concept and efforts.

In 2002, we established Sekisui House Universal Design (SH-UD) as our universal design for comfortable housing based on research into lifelong housing and our experience. SH-UD is used for all detached houses.

We will continue to create homes and communities that not only provide safety and security but also comfort through rich tactile experiences and function, as well as utilizing our new Smart Universal Design philosophy for designing living environments that provide vibrant experiences for all people including children, the elderly and people with disabilities. On top of this foundation we aim to provide the intangible assets of Health, Connectedness and Learning that are essential for happiness in the era of the 100-year life.

  1. The happiness and well-being of employees – Creating opportunities and work environments that give diverse employees the opportunity to fully demonstrate their abilities

In 2006, Sekisui House Group declared Human Resource Sustainability as our fundamental human resource policy, which integrates the three major policy pillars of encouraging female employees to pursue career development, effective utilization of human resources, and promoting a variety of work styles and work-life balance. In 2014 we introduced a system that gave employees with disabilities greater career opportunities, and since then, twelve employees have already transferred to jobs within the company with a greater prospect of promotion and are working with enthusiasm.

In 2015, the company started to hold diversity exchange meetings in different areas of Japan to enable employees with disabilities working in various regions to mix with each other and talk. A working group of employees with disabilities have implemented a number of innovations to maximize meeting efficiency, with their managers and colleagues also participated in recent years to share creative ideas for working and communicating, while identifying issues to tackle with and energizing their work environment. The Promotion of Employment of Persons with Disabilities Office was established in February 2020 to be a dedicated unit for further promoting these initiatives.

Based on the Human Resources Sustainability Policy, we will continue to create an environment and systems that enable all employees and the company to achieve sustainable growth.

  1. The happiness and well-being of society – Supporting the inclusion of people with disabilities in society and the promotion of the normalization principle

 While collaborating and co-creating with the NPO Together since 2000, Sekisui House Group supports the independence and inclusion of people with disabilities in society and promotes people’s understanding of social diversity. As a company we procure merchandise made at welfare facilities for people with disabilities around Japan and give them to visitors of events and display homes.

House of Dialog, a program created jointly with Dialogue in the Dark (DID), was set up in 2013 to be a permanent exhibit at our “Sumufumu Lab” housing experience center in Grand Front Osaka. Dr. Andreas Heinecke, a Doctor of Philosophy, developed DID in Germany in 1988. DID has taken place in over 50 countries, and over 8 million people have experienced this socially aware entertainment experience. Participants enter a totally dark space in groups, and led by attendants with visual disabilities, they explore the area to experience an awareness and type of communication that cannot usually be experienced. We will continue to offer more opportunities for dialogue and enhance experiences that are valuable for society to develop the ability to feel, build relationships, and recognize the value of diversity.

We have been involved in the Accessibility Consortium of Enterprises (ACE)* since its foundation. The foundation works together with businesses, universities and supporting organizations to promote the normalization of life patterns for persons with disabilities, for example by commending successful examples, promoting collaboration between corporations, holding career development seminars for educators and students with disabilities, and conducting internship programs.

We will continue to support the independence and social participation of people with disabilities and promote understanding of social diversity through collaboration and co-creation with other companies and organizations.

*ACE was founded in 2013 to establish a model for people with disabilities that benefits the growth of enterprises and sends the talent needed by businesses into society. As of September 2020, there are 36 corporate members, mainly large companies.

Valuable Leader: Ben van Beurden

Region: Global

Shell’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Isao Teshirogi

Region: Global

Shionogi & Co.,Ltd.’s Valuable 500 Commitment:

  1. Respect human rights

Shionogi has always striven to create a better society which recognizes the importance of human rights initiatives. Shionogi supports international human rights standards, including the Universal Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work and Follow-Up, and the UN Global Compact.

  1. Shionogi’s Diversity Vision

In 2018, Shionogi established the Diversity Council to drive Diversity & Inclusion activities by all Shionogi group companies, and Shionogi instituted “Diversity Vision” so that all employees can share the same vision.

A Diversity Vision was also created so that all employees can engage in promoting diversity and inclusion.

 

Understand yourself and others,

and celebrate individual diversity.

Allow the wide variety of unique qualities to

inspire creativity and innovation.

We will have an unbiased understanding of others,

knowing that everyone has a different perspective;

connect and resonate with diverse personalities to foster an inclusive spirit and generate abundant ideas;

and, driven by such spirit and ideas,

create new value and grow with society for our collective future.

 

  1. Main initiatives
  • Shionogi seeks to lighten the psychological burden on children with developmental disorders, with a twin focus on gaining greater understanding from society, and building support systems. As a partner in the support of children with developmental disorders, we work together with local governments and academia, with an aim to harness the core competencies of all involved.
  • Initiatives to remove communication barriers for sight- and hearing-impaired people (Barrier-Free Communication Project). All patients—regardless of ability—have access to the information they need to use medication properly. To that end, Shionogi has started the Barrier-Free Communication Project, which seeks to improve the way information is conveyed and eliminate communication barriers when people with disabilities receive medication instructions.
  • Creating a supportive workplace for people with disabilities. Shionogi is actively engaged in making workplaces more accessible to people with disabilities. We aspire to be an organization where barriers to communication and barriers to accessibility are removed, and all people can fully tap their innate potential and thrive regardless of their disability status. To achieve this goal, we have been working on an initiative known as the Project for Barrier-Free Communication. The project has helped Shionogi to create an inclusive corporate culture to support accessibility to those with disabilities. To create further employment opportunities, in April 2018 we established Shionogi Smile Heart Co., Ltd., which was certified as a special subsidiary company in July 2018.
  1. Shionogi’s focused actions and ideal states

Shionogi regards actions to drive Diversity & Inclusion as an important personnel strategy in all group companies of Shionogi.

  • We understand that driving Diversity & Inclusion actions will make the corporate culture to understanding of the importance in having diverse employees, and it will lead to increased innovation as a result.
  • We strive to create of a work environment which is comfortable for all employees, both able-bodied and disabled. Shionogi continuously strives to improve corporate culture by collecting employee’s suggestions and improving through dialogues.
  • We educate the employees of all Shionogi group companies so that Diversity & Inclusion efforts are consistently implemented in each global site.

Shionogi drives actions for employees and outside stakeholders.

  • We strive to ensure and improve access to medicine.
  • We prepare systems to drive proper use of medicine and provide correct drug information to all people regardless of disability status.

Shionogi creates work environments in which all employees can vigorously work, exercise their abilities, and realize themselves as members of Shionogi. This effort enables Shionogi to contribute to creating an inclusive society in which every person can demonstrate their value.

Valuable Leader: Andrew Bradshaw

Region: Global

SHL’s Valuable 500 Commitment:

Commitment 1:

Conduct a formal accessibility audit of SHL assessments

-We will use the information obtained from the audit to improve accessibility of our products

Commitment 2:

Formalise an accessibility review process as part of the SHL product development process

– The commitment is to ensure that we address accessibility concerns up front in the design process

– We will formalise guidelines that will facilitate this review and ensure that they are embedded in the product development process

Valuable Leader: Kohei Morikawa

Region: Global

Showa Denko’s Valuable 500 Commitment:

The Showa Denko Group will promote diversity and inclusion, aiming to let all employees shine in the company as a stage, regardless of their disabilities. We will act to move people’s heart and society, and provide the world with surprises and excitements.

  1. Under the slogan that “We change unique personality into power” which aims to promote inclusion of persons with disabilities, the Showa Denko Group will promote establishment of inclusive workplaces where each employee, whether with or without disabilities or medical conditions, can feel peace of mind and show what everybody can do. (D&I: Diversity and Inclusion)
  2. We will provide differently abled employees with environment and opportunities that enable them to show what they can do, career vision that fit to their personalities, and support to realize these.
  3. We will promote employment of persons with disabilities (inclusion of persons with disabilities) with specific targets.

Valuable Leader: Jeremy Darroch

Region: Global

Sky’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Nilufer von Bismarck

Region: Global

Slaughter and May’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Tony Smurfit

Region: Global

Smurfit Kappa’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Denis Machuel

Region: Global

Sodexo’s Valuable 500 Commitment:

Denis Machuel, Chief Executive Officer of Sodexo, said: “We are convinced that by mobilizing our employees towards a more inclusive growth, we can eliminate misconceptions and biases that hold people with mental or physical disabilities back to make sure everyone can reach their full potential. We hope many other companies will join the Valuable 500 initiative to make our collective efforts part of the usual way of doing business going forward.”

With this announcement, Sodexo affirms its ongoing commitment that by 2025, 100% of its workforce will have access to initiatives supporting the inclusion of people with disabilities. Concretely this means that each country where Sodexo operates will have:

  • A non-discrimination policy about people with disabilities
  • Communications to support the inclusion of people with disabilities
  • A disability champion amongst our employees to pursue our disability commitment

Sodexo has partnered with the International Labor Organizations Global Business and Disability Network. This partnership supports Sodexo’s disability inclusion efforts by facilitating the opportunity to learn from and share experiences with other global leaders and providing access to country specific information.

Valuable Leader: Ken Miyauchi

Region: Global

SoftBank Corp.’s Valuable 500 Commitment:

  1. Corporate Policy

Based on our corporate philosophy “Information Revolution – Happiness for everyone,” we contribute to realizing a future in which people with diverse traits, with or without disabilities, can play active roles in society.

  1. Providing a Work Environment Where Everyone can Play an Active Role

We provide an environment that has opportunities, career paths, and support so persons with disabilities can fully exercise their capabilities.

  1. Creating Work Opportunities

We create opportunities so people with diverse traits can work together. We do this by providing work environments for persons with disabilities where they can choose to work on a short-term basis, among other programs.

  1. Collaborating and Co-existing with Society

We strive to realize a society where people with diverse traits can live comfortably by providing services to support persons with disabilities in their everyday lives. We also develop and promote various employment programs by collaborating with other companies and local governments to realize a society where persons with disabilities can work together with them.

  1. Providing Information

We disseminate information broadly to inform society about our measures to support persons with disabilities and the significance of such support.

 

Through these measures, we at SoftBank strive to build an environment where services to support persons with disabilities are provided to encourage their participation in a society where everyone can fulfill their potential.

 

 

Valuable Leader: Sanjay Brahmawar

Region: Global

Software AG’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Sonu Shivdasani

Region: Asia

Soneva’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Kenichiro Yoshida

Region: Global

Sony’s Valuable 500 Commitment:

Diversity
Pursue the creation of the very best by harnessing diversity and varying viewpoints.

Under the purpose to “Fill the world with emotion, through the power of creativity and technology,” Sony conducts a wide range of businesses, encompassing entertainment, electronics and direct to consumer services.

People are the key to Sony’s continued success. In delivering a workplace where every single employee can feel valued and respected, and fostering a corporate culture that respects the diversity in society, Sony hopes to be a place in which people of all backgrounds can flourish, resulting in new and exciting innovations and value creation for our company and society at large.

Sony actively promotes and respects diversity, in areas such as ethnicity and nationality, religion and beliefs, disabilities, gender, age, birthplace, sexual orientation and values, and work styles.

  • Diversity Statement

It is in Sony’s DNA – and a source of our innovation – to value different perspectives and backgrounds as we conduct our business activities globally and rise to new challenges.

Sony promotes diversity across the Sony Group as a key management strategy by ensuring an inclusive work environment and by recruiting, hiring, training and promoting employees from diverse backgrounds.

  • Accessibility and Usability

Accessibility and Usability are essential aspects of quality at Sony. Sony aims to create products and services that people can use with ease—independent of age and disabilities.

Our efforts have included:

・Sony conducts worldwide user research including home visits and user interviews in order to develop products and services that meet users’ essential needs.

・Representatives of product and service designers across the Sony Group meet to formulate UI design standards for interactions, use of words and icons on devices and screens, and so on.

・Sony holds forums and seminars led by experts to increase employee understanding of human-centered design and accessibility.

  • Employment of people with disabilities

Sony supports people with disabilities to play an active role in society. Masaru Ibuka, One of Sony’s Founders, once said that “One should hold the belief that persons with disabilities should be treated under the same standards without requiring any special privileges, and still be expected to accomplish work of even better quality than able-bodied persons.” We continue to carry this philosophy and are striving towards the employment for people with disabilities that helps them feel truly valued, and that gives a sense of inclusion by taking the focus away from the disability.

Our efforts have included:

・The Sony Group employs and supports individuals with disabilities in compliance with the laws, regulations, and rules of the countries and regions in which it operates.

・While endeavoring to create inclusive working environments that enable employees to build successful careers regardless of any disabilities they may have.

・We also hold inclusion workshops aimed at providing opportunities for elementary and junior high school students with and without disabilities to experience together the fun of science firsthand.

・At Sony Group companies in Japan, Sony Taiyo Corporation and Sony Kibo/Hikari Corporation, company with a working environment for people with disabilities located in Japan, has been in operation for over 40 years and have deep knowledge and experience in working with people with disabilities. The knowledge is now being introduced to Japan Office, factories in China, Thailand and Malaysia to enhance the recruitment of people with disabilities. We will continue to drive this initiative globally.

Valuable Leader: Jason Iley

Region: United Kingdom

Sony Music UK’s Valuable 500 Commitment:

Diversity of thought and expression is key to the creativity that fuels the music industry. At Sony Music UK we are proud to have a diverse workforce and we are committed to investing in inclusion in a meaningful, measurable way for all employees.

Our pledge to the Valuable 500 mission includes:

  • The creation and funding of Sony Music Therapy Bursaries to support six students training for a Masters in Music Therapy through Nordoff Robbins’ acclaimed programme.  This three-year commitment is designed to support students who would not otherwise have the resources to train as music therapists. It will allow for training and music therapy sessions to be delivered at schools, hospitals, care homes and other partnership institutions across the UK, for people whose disability, illness, social exclusion or life experience makes it hard for them to participate in everyday life.
  • Training our senior leadership team, managers and employees in the skills and awareness needed to ensure disability inclusion. Through our partnership with the charity Mind our leaders have already been trained in managing mental health issues at work, guidance that can be applied to both our employees and our artists.
  • Promoting greater flexibility in ways of working and harnessing technology to maximise accessibility for all employees. Continued support for staff with caring responsibilities through our emergency care provision benefit.
  • Ensuring the design of our new London headquarters meets the highest standards for accessibility, including for invisible disabilities.
  • Continuing to champion inclusion through our internal staff committee – What if? – which acts as a forum for suggestions to improve our workplace and team culture.

Valuable Leader: Ashok Minda

Region: India

Spark Minda Group’s Valuable 500 Commitment:

Census 2001 has revealed that over 21 million people in India have at least one disability. This is equivalent to 2.1% of the population. Among the total disabled people in the country, 12.6 million are male and 9.3 million are female.

Among the five types of disabilities on which data has been collected, disability in seeing at 48.5% emerges as the top category. Others in the sequence are in movement (27.9%), intellectual (10.3%), in speech (7.5%), and in hearing (5.8%). Across the country, the highest number of disabled people has been reported from the state of Uttar Pradesh (3.6 million).

Therefore, to ensure sustainability to the lives of Persons with Disability, Spark Minda Group has developed a project called “SAKSHAM”.

People with disabilities have been left behind and excluded form many of the main development processes, pushing people to the margins and poverty, towards unsustainable ways of livelihood. We cannot hope to truly achieve sustainable development without creating a future of real inclusiveness for everyone, everywhere. In order to create a change which can further help to aid sustainable development, we employ persons with disabilities after mapping the functions in our factories across India. Thus, on the basis of this mapping, persons with visual impairment, hearing impairment, physical impairment and speech impairment are employed.

  • Our vision 2020 was to give persons with disabilities 7000 permanent roles.
  • Employment to another 1000 persons with disabilities in the next 5 years. 

The project is providing sustainability to the lives of  persons with disabilities so aspiring youth can achieve, and find job opportunities.

Valuable Leader: Dame Mary Perkins

Region: United Kingdom

Specsavers’s Valuable 500 Commitment:

  • From 2020 we will specifically measure representation alongside relative pay gap and include this measurement as part of regular reporting at Board level.
  • We will also broaden our D&I review process to include disability.
  •  Undertake an accessibility review of our main offices, with a view to making changes as needed (as part of our local D&I Action Group activity).
  • Undertake an audit, and make measuring disability representation an ongoing activity.
  • We will communicate our proposed membership of The Valuable 500, as well as our commitments, internally in our Global Inclusion Report.
  • We will also communicate the same externally as part of our Annual Report.

Valuable Leader: Colin Nicol

Region: United Kingdom

SSEN’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Andrew Croft

Region: United Kingdom

St James’s Place Wealth Management’s Valuable 500 Commitment:

We are focused on creating an inclusive work environment where everyone has the opportunity to achieve their highest potential. Disability, both visible and invisible, is firmly on our agenda and we recognise the valuable contribution and vast potential people with disabilities have to offer. Our Executive Board are committed to leading and driving change by taking actions to improve inclusivity in this area. In 2019 we will:

  • Facilitate a work experience programme with National Star college.Providing students with first-hand experience of working in a corporate environment and giving us an opportunity to learn how we can be more inclusive for those with disabilities.
  • Host an innovation competition for students from Special Education Needs Schools (SEND).Teams willwork together to share ideas and create proposals which will be judged by leaders from St. James’s Place. We will commit to feeding these ideas into our future plans.
  • Continue to develop our recruitment practices to ensure participation is accessible to all.

We are making progress, but we have more to do. We are committed to breaking down the barriers and driving progress through our culture, our people and recruitment practices and our workplaces and technology.

Valuable Leader: Bill Winters

Region: Global

Standard Chartered Bank’s Valuable 500 Commitment:

Standard Chartered is a leading international banking group, with a presence in 59 of the world’s most dynamic markets and serving clients in a further 85. Our purpose is to drive commerce and prosperity through our unique diversity. We are focused on building a culture of inclusion and are committed to be a disability confident organisation with a focus on removing barriers and increasing accessibility.

We have implemented several initiatives to be disability confident and are committed to:

  • Build networks, upskill and provide support: Our disability Employee Resource Groups provide a collective voice for action in country, share ideas on how to improve disability inclusion and collaborate across our footprint.  Together with the support of our Country Diversity and Inclusion Councils, we globally recognise International Day of Persons with Disabilities delivering local activations, ranging from sign language classes, careers fairs targeted at candidates with disability and mentoring in the community.

We want to be a workplace that is welcoming and accommodating of people with disabilities.  This includes providing flexible working options, making reasonable workplace adjustments and ensuring recruitment, on-boarding processes and development opportunities are fully accessible to all.  We know that education is important to help breakdown myths and stereotypes and support a culture of inclusion, which is why we have also released toolkits and learning webinars to increase awareness on related topics, such as mental wellbeing and building a disability confident workplace.

  • Continuous improvement: Our overall approach is underpinned by our Group Diversity and Inclusion Standard, which outlines our commitment to equal opportunity, dignity and respect, measurable objectives and roles and responsibilities.  We recognise that our footprint is in different stages of their diversity and inclusion journey due to varying cultural, legal and historical contexts.  To demonstrate collective progress, we have asked every market to complete an internal Disability Confident Assessment and use the results to address key areas for improvement.  This includes a holistic and tailored solution to meet the requirements of the local environment with a focus on awareness and commitment, accessible recruitment and workspaces, assistive technology and accessibility and engagement with our communities and supply chain.

 

  • Focus on clients and communities: Inclusive products and services lead to better outcomes for all clients, including people with disabilities. We launched our Inclusive Design Standard in 2016 to support safe and inclusive access to our buildings and facilities, which is applied to all new premises, renovations and refurbishments.  Our accessible banking services are available across our footprint to meet the needs of our diverse client base.

Futuremakers by Standard Chartered is our global initiative to tackle inequality and promote greater economic inclusion in our markets.  We provide young people from low-income households, such as people with visual impairments, with opportunities to take part in community programmes focused on education, employability and entrepreneurship.

We have partnered with the International Labour Organisation – Global Business Disability Network and signed their charter to ensure we can share best practice and learn from others in support of being disability confident and embodying our heritage and values expressed in our brand promise, Here for good.

Valuable Leader: Lance Rosenzweig

Region: Global

Startek’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Sri Pools

Region: India

State Street’s Valuable 500 Commitment:

At State Street, inclusion and diversity are embedded in our values and culture.  We know an inclusive culture and a diverse workforce make us stronger and more successful.  In a fast-paced and evolving world, we make it a priority to ensure that all of our employees across the globe feel their identities and experiences are represented, embraced, and celebrated. Fostering an environment that encourages the authenticity of our employees isn’t just smart, it’s essential. By educating, inspiring, and empowering our employees at every level of the business, we cultivate a global force of leaders that reflects the diverse markets we serve. That’s why we focus on attracting, hiring, developing, and advancing talent of all kinds. Our progress isn’t always perfect, but we each have the power to have courageous conversations, and advocate for the things that matter most. It isn’t enough to lead the way, we must build the way.

Our aim is to create an inclusive organization for persons with disabilities, and this is why we are committing to the following areas of focus:

  • Providing an enabling environment through inclusive policies, systems, trainings and processes for individualized reasonable accommodations, accessible built environment and technology
  • Working on an inclusive employment journey for people with disabilities – from recruitment, to retention and talent development.
  • Partnering with community organizations working in disability inclusion space to drive impact and employee engagement
  • Quarterly tracking of metrics by the Management Council against the above commitments.

Valuable Leader: Eifion Morris

Region: Global

Stephenson Harwood’s Valuable 500 Commitment:

  • Continue to improve our recruitment process to ensure it is accessible and inclusive
  • Improve our workplace adjustments process to make it a seamless experience for employees and their managers
  • Raise awareness of disability and neurodiversity to give our people the skills and knowledge they need to be inclusive

Valuable Leader: Giora Bardea

Region: Israel

Strauss’s Valuable 500 Commitment:

Strauss Group’s Mission is to improve people’s lives around the world, with the help of all our partners. In order to do so, in every area of our activity, we are committed to acting responsibly. We strive to always act out of our firm worldview of sustainability, fairness and transparency, towards all our stakeholders.

Diversity and Inclusion are a key element in sustainability – both inside our organization, as well as outwards, in the communities around us. In the past decade, Strauss Group and its companies around the world have undertaken significant D&I initiatives. We did so not only because they are an integral part of our values, ethics or belief system; we undertook these initiatives because they are a business imperative.

For example, in Israel – where Strauss Group has its main business and its HQ – we have partnered with Co-Impact, a leading non-profit aimed at increasing the representation of Arab Israelis in the workforce of leading business organizations. As for gender equality, our senior leadership has committed to a attaining gender balance in all management positions in the different Strauss Group companies.

In these cases, we have identified a societal inequality not only as a crisis of values which warrants our involvement, but also as a business opportunity. And the case of disability is similar: so many of us – and around us – have a disability of some kind. So many of our family members and friends will experience disability at some point of their lives; So many of our consumers face daily problems related to their disability. So many of the people in the communities around us could have been our employees, contributing their knowledge, motivation and spirit to us, had it not been for their disability.

Advancing people with disabilities is not new to us at Strauss Group. We abide by all laws and regulations pertaining to people with disabilities everywhere we operate, and sometimes even exceed this. For example, at Strauss Water – one of the companies at Strauss Group – we partnered with a call center that provides services for business organizations and is manned by people with disabilities.

Therefore, this new and exciting commitment naturally fits in with our purpose and our set of values, and we are looking forward to extending our commitment and making it even more impactful.

This commitment is made up for three parts:

  1. Ensure that disability inclusion is on our Board agenda: our Board of Directors receives regular updates on Diversity and Inclusion in general, and on people with disabilities in particular.
  2. Make at least one firm commitment to action: we intend to present aggressive objectives pertaining to people with disabilities in 2021.
  3. Share our commitment with the business and the world: Strauss Group publishes an annual Corporate Social Responsibility report, which includes, among other topics, updates on Diversity and Inclusion in general and people with disabilities in particular. Our actions, achievements and difficulties will all become part of the public domain, in order to enable transparency and facilitate learning.

Valuable Leader: Masahiro Hashimoto

Region: Global

Sumitomo Life’s Valuable 500 Commitment:

Sumitomo Life respects human rights. We, as Sumitomo Life Group, strive to continue to build a company where every employee can achieve their potential with dignity and confidence, and to contribute to the social development both regionally and internationally. Our “Sumitomo Life Group Code of Conduct“ guides all employees’ behaviors and actions. As a member of The Valuable 500, we will work to:

  • Promote the employment of persons with disabilities. We will pursue sustainable and stable growth and achieve flexible recruitment and diversity of talent.
  • Value diversity and provide suitable working environment where persons with disabilities can excel. We will foster a culture which allows our employees to reach their full potential, feel rewarded and be fulfilled.
  • Provide training opportunities for persons with disabilities to grow, become independent, and take on active roles.
  • Give training opportunities for all employees to better understand persons with disabilities.
  • Create new models of employment for persons with disabilities by leveraging technology, so that we can empower persons with disabilities and foster greater inclusion in the workplace.

Under Sumitomo Life’s Brand Message of “Empowering your future”, we will continue our sustainable growth by providing a place where all our employees can excel.

Valuable Leader: Leon Koffler

Region: Israel

Super-pharm’s Valuable 500 Commitment:

Our commitment as a private company is to enhance sustainability of relations between all religious communities in Israel. We are committed through our development program which brings to every community the most professional services available, through our employment strategy which integrates all our employees with a common goal, and our training facilities which bring the personal, one-on-one approach to understanding what is expected.

Our values stem from long term vision backed up by our culture which has been developed and fine-tuned over 4 decades.

It is a pleasure and honor to be part of the ‘valuable 500’ and support all your efforts.

 

With the greatest of respect,

Leon koffler, Chairman

Nitzan Lavi, CEO

 

Valuable Leader: J. Erik Fyrwald

Region: Global

Syngenta’s Valuable 500 Commitment:

By joining The Valuable 500 we are making a firm commitment to building diverse-ability in the company. We are committing to: 

  • Raise awareness about the diverse needs of our employees and building more inclusive communication
  • Establish an employee resource group on diverse-ability
  • Ensure recruitment continues to be fair and equitable – working with hiring managers and recruitment teams on recognizing unconscious biases.

Valuable Leader: David Kassler

Region: Global

Tag’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Nati Avrahamy

Region: Israel

Taldor’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Vinay Kumar Aggarwal

Region: India

Tara Chand Logistic Solutions’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: José María Álvarez-Pallete López

Region: Global

Telefonica’s Valuable 500 Commitment:

By January 2020 we will:

  • Review critical internal processes and create the appropriate framework to ensure full integration of people with disabilities in the Group. We will guarantee that our recruitment policy priorities candidates with disabilities.
  • Develop innovative projects that harness the full power of technology to improve the lives of people with disabilities and contribute to the Sustainable Development Goals of United Nations.
  • Implement actions that allow us to ensure a more inclusive work environment, in which the uniqueness of beliefs, backgrounds, capacities and ways of life are incorporated and used to make the best business decisions.
  • Make public our commitments and ensure senior management engagement via our Diversity Council.

Valuable Leader: Andrew Penn

Region: Australia

Telstra’s Valuable 500 Commitment:

To launch and deliver our new Accessibility Action Plan.

 

Valuable Leader: Dave Lewis

Region: United Kingdom

Tesco’s Valuable 500 Commitment:

At Tesco, we are committed to creating a truly inclusive environment where everyone is welcome to work and shop. Our aim is to empower and inspire all colleagues and customers with disabilities in their lives and make them feel at ease and welcome at Tesco. We have already introduced many initiatives to help Tesco become a more accessible business but here we set out the commitments that will ensure disability inclusion remains on the business agenda.

Some of the actions we have taken already include mandatory Diversity & Inclusion training for all managers; the introduction of sunflower lanyards in all our UK stores; 35 new Changing Places facilities in stores to make toilets safer and more comfortable; and for the first time this year, we have added audio description for our Christmas advert. 

In addition to these specific actions, Tesco commits to the following: 

  • Making Tesco a more accessible place for colleagues and customers 
  • Setting a clear definition for what accessibility means to us, so that our managers understand accessibility in its broadest sense, far beyond physical accessibility 
  • Giving all managers the tools and capability they need to have open conversations about disability (visible or hidden) and mental health, which will in turn helps colleagues feel supported and welcomed at Tesco 
  • Ensuring that disability is a key consideration in all relevant business decisions 

Valuable Leader: Linda Rendle

Region: Global

The Clorox Company’s Valuable 500 Commitment:

At Clorox, our purpose is to champion people to be well and thrive.  And an important part of this purpose is  our commitment to creating an environment where EVERYONE can bring their best self to work—every single day!  

We aspire to be a workplace where visible and non-visible disabilities never prevent anyone from achieving their fullest potential.  As we work to do our part to bring to life this vision, we are committed to the following:

  • We will continue to make inclusion and diversity an active focus for our executive team and Board of Directors.  This commitment includes active support of the disability community.
  • We will support our employees who are part of the disability community creating an environment that is free from conscious or unconscious bias by increase awareness and applying best practices from other organizations.
  • We will continue to ensure that our working environments are accessible, inclusive, and safe for all.

Valuable Leader: Keshav Suri

Region: India

The Lalit Suri Hospitality Group’s Valuable 500 Commitment:

The Lalit Suri Hospitality Group commits to :

  1. Build team awareness through trainings and workshops conducted by subject matter experts.
  2. Mainstream persons of disability in the workforce.
  3. Handle guests with disabilities better.
  4. Provide opportunities for livelihood for persons with disability through procurement and outsourced work.
  5.  To create infrastructure and processes to become more accessible  for our guests with disability.
  6.  Devise internal mechanisms to drive greater Inclusion in our workforce from a PwD perspective with a focus on recruitment and career progression.

 

Valuable Leader: Toshikazu Yamaguchi

Region: Japan

The Yomiuri Shimbun’s Valuable 500 Commitment:

The Yomiuri Shimbun pledges, as part of the Creed of The Yomiuri Shimbun, to “promote humanism based on individual dignity and basic human rights.” Building on this ideal, and aiming to create a society in which those with disabilities can play a vigorous part, we have engaged in a broad range of actions going beyond our journalistic reporting. We intend to make our joining the Valuable 500 a catalyst for still more energetic activities on this front.

  1. Journalism
    • As a media organization, through our newspaper reporting we have thus far explored many important questions regarding the present state of welfare systems for disabled persons and the issues society must tackle in this area, as well as educating the public about ways to create a society more responsive to their needs. We will reinforce our efforts along these lines.
    • Beginning with the 1998 Nagano Paralympic Games, when we organized a full-fledged media team to cover the events, we have reported on this quadrennial global festival of sport for the disabled. We were also early to dispatch reporters to cover the Deaflympics, an international sporting event for the hearing disabled that, despite having a history longer than the Paralympics, has received little attention from the major media. Through our newspaper coverage of these events we have strived to promote sports for the disabled. Our work will continue in the athletic realm, as well as cultural, artistic, and societal activities, to share with society the diverse activities of disabled persons.
  1. Social contributions
    • For the 2004 Paralympic Games in Athens, Greece, The Yomiuri Shimbun was proud to become a charter Official Partner of the Japanese Paralympic Committee. We have continued to support the inspiring disabled athletes of the Paralympic movement since then, at the 2006 Games in Turin, Italy, the 2008 Games in Beijing, China, and all the following Paralympics. We are a JPC Official Partner for the 2020 Tokyo Paralympic Games as well, and intend to maintain this relationship and offer support to the Paralympians active on the global stage.
    • In 2016 we established the Japan Para-Sports Awards, the only awards program in the country to recognize the achievements of disabled athletes and teams. Our efforts to publicly honor these athletes and further promote their sports will continue.
    • To recognize the achievements of individuals and organizations taking part in innovative welfare activities, in 2003 we established the Yomiuri Fukushi Bunka-sho (welfare and culture prize). We continue to present these annual awards to shed light on the newly emerging actors working to create a society where those with disabilities live enjoyable lives as community members.
    • The Yomiuri Light and Humanity Association, as The Yomiuri Shimbun Group’s social welfare corporation, has its roots in the Yomiuri Gift of Light Association, founded in 1961 to support children with vision impairment. Today, this association provides grants to organizations that employ disabled persons and volunteer groups helping them in other ways, operates an eye bank to facilitate corneal transplants, and otherwise works to help disabled persons live more independent lives. It also operates a home for elderly people requiring special care and a health facility for elderly nursing care recipients. The Yomiuri Shimbun provides financial and human-resource support to the Yomiuri Light and Humanity Association on an ongoing basis, and the Yomiuri Shimbun Group as a whole will continue to engage in a broad range of social contributions to support people with disabilities.
  2. Empowering employee actions
    • The Yomiuri Shimbun is a dedicated employer of disabled persons. We continue to strive to create workplace environments that let each of them make full use of their aptitudes and areas of interest while working comfortably in ways that match their lifestyles.
    • Our employee training programs will continue to address the importance of diversity promotion.
    • The Yomiuri Shimbun Building, which opened in 2014 in Chiyoda, Tokyo, allows barrier-free access via direct elevator from the nearest subway station, and all floors are equipped with accessible toilets for wheelchair users and others with special needs. We will continue making our facilities friendly to disabled visitors and workers.

Valuable Leader: Guo Xiao

Region: Global

ThoughtWorks’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Martijn Hagman

Region: Global

Tommy Hilfiger’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Patrick Pouyanné

Region: Global

Total’s Valuable 500 Commitment:

In 2018, Total committed to support people with disabilities by signing the Business Charter on Disability of the International Labour Organization (ILO). The group has already implemented many initiatives to facilitate the integration of employees with disabilities.  Inclusion of people with disabilities is important to us, and we continue to work on:

  1. Awareness programs to reduce stigma and change perceptions
  2. Training programs focused on disability for HR and managers
  3. Recruitment of people with disabilities
  4. Support of people with disabilities at work by considering their disability in the organization of their workspace 
  5. Promoting digital inclusion and accessibility of communication

Valuable Leader: Madoka Kitamura

Region: Global

TOTO Group’s Valuable 500 Commitment:

The TOTO Group has been proactive in accommodating people with diverse traits, including persons with disabilities, in research and development, as well as improving the work environment. We will advance our efforts by participating in The Valuable 500.

  1. We are developing universally designed products. We are also conducting research and providing recommendations for public toilets, which will accommodate people with diverse traits, including persons with disabilities, so that we can offer products and services that are easy to use for as many people as possible.
  2. We are promoting the normalization principle to ensure that both persons with and without disabilities can reach their full potential. We are also improving the work environment so that human resources with diverse traits can work together with peace of mind.
  3. We are proactively transmitting information on our diversity and inclusion measures, such as the promotion of universal design and employment of persons with disabilities, through various tools, including our integrated report and website.

Valuable Leader: Nick Roberts

Region: United Kingdom

Travis Perkins’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Axel Hefer

Region: Global

trivago’s Valuable 500 Commitment:

Our approach to Diversity and Inclusion is based on our purpose which is to “Empower people to get more out of life”. With people we refer to everyone. trivago believes in the impact of many. As a meta search for hotels we empower a broad range of travelers to find their ideal hotel. Representing the diversity of our users in our workforce enables us to create a meaningful product. Offering an inclusive environment to our talents maximizes our potential for innovation and value creation. We believe in building the best teams and we know the best teams are diverse.

From the very beginning, trivago welcomed international talents which established the base for a diverse mindset. Over the years, several initiatives have contributed to being inclusive of the different needs of trivago talents like for example self-determined working hours and vacation or tools supporting mental wellbeing (e.g.: sports activities, meditation app, Instahelp online counselling). Since 2019, diversity and inclusion constitute a priority in our Talent strategy. By doing so, we are aiming at being more reflective and conscious of our actions on our diversity and inclusion journey.

In our efforts to be more inclusive of disabilities we have already taken the following steps:

  • Conducted research on the legal framework and existing local institutions and associations in regards to recruitment and retention of talents with disabilities
  • Reviewed the status quo of our recruiting and HR processes and office amenities
  • Tested our new approach on a small scale leading to successful recruitment

To pursue our efforts and as part of our commitment to The Valuable 500, we will:

  • Build up our external network of strong and impactful local institutions and associations with whom we can partner in the recruitment and retention of talents with disabilities
  • Engage in conversations with our current talents interested to contribute to disability inclusion whether they have disabilities or not so as to be able to continuously improve based on real-life experiences of our talents
  • Include disability inclusion in diversity and inclusion educational activities
  • Make the necessary improvements identified in our status quo to welcome more talents with disabilities (e.g.: better promotion of our job opportunities towards talents with disabilities)

Valuable Leader: Debbie Crosbie

Region: United Kingdom

TSB’s Valuable 500 Commitment:

TSB’s customer base is incredibly diverse and representative of many different backgrounds and lifestyles.  To serve our customers brilliantly, we need a diverse workforce with talent, views and thinking that reflects the society in which we work, to understand their needs and provide a service that’s right for them.  We work hard to create an inclusive culture where every TSB Partner – regardless of gender, ethnicity, disability, sexual orientation, age or personal situation – is able to fulfil their potential.  We recognise that collaboration between people with different styles, skills, backgrounds and cultures encourages innovation, better communication and stronger customer and community relationships.

TSB is committed to:

  • Improving the day-to-day working life of disabled Partners, by learning from the lived experience of our own Partners via inclusion networks, working groups and training.
  • Continuing our work focusing on disabled customers to understand who might need additional support.
  • Further developing information tools, such as an online support hub, where Partners can seek advice and guidance to make our banking services more accessible to disabled customers and to support fellow Partners who may have disabilities.

Valuable Leader: Noel White

Region: Global

Tyson Foods’s Valuable 500 Commitment:

At Tyson Foods, we embrace the diversity of our team members, customers, stakeholders and consumers – their unique backgrounds, experience, thoughts and talents. Everyone is valued and appreciated for their distinct contributions to the growth and sustainability of our business.

In 2020, Tyson Foods  will:

  1. Enable leaders to create a sense of belonging where team members feel they can be their authentic selves through cultural competency awareness across the organization that includes disability awareness.
  2. Continue to participate in several external benchmark surveys, including the “National Organization on Disability Tracker” to inform our Inclusion and Diversity Framework, identifying several key focus areas to improve our inclusive practices, including disability inclusion.
  3. Continue to support and develop our Disability and Accessibility Awareness Business Resource Group by providing them with development opportunities, connection to partnerships and executive leadership support.

Valuable Leader: Jean Pierre Mustier

Region: Global

UniCredit’s Valuable 500 Commitment:

At UniCredit we believe that diversity and inclusion are key for the long term sustainable success of our Bank and we are committed to ensuring a positive and inclusive workplace where all differences are respected – whether they be talents, skills or experiences.

The Bank has been investing in disability management for more than ten years, including specific training for managers, internal engagement initiatives, partnerships with relevant external organisations and dedicated corporate policies in line with the Joint Declaration on “Equal Opportunities and Non-Discrimination” signed in 2009.

In addition, UniCredit appointed a Diversity and Inclusion Manager for the Group in 2018, has set up a Group level Diversity and Inclusion Committee that includes the CEO and has dedicated Disability Managers in place in both Italy and Austria.

In Italy, four disability working groups make sure that colleagues are continuously involved in discussions on the disability management strategy and priorities, to help ensure the Bank’s progress in the right direction. In Austria, Bank Austria is the country’s leading bank on accessibility and inclusion providing barrier-free branches, self-service devices, advisory in sign language, accessible online services and shuttle rides to branches.

Furthermore, last year, on December 3, UniCredit joined the #PurpleLightUp campaign lighting the spire of its headquarters in Milan purple to promote inclusion and equal opportunities regardless of disability.

The Bank is currently strongly focused on developing its digital accessibility for both colleagues and customers as a central part of the commitment to become increasingly inclusive and diverse with the disability topic firmly on our business agenda.

Valuable Leader: Robert Zadrazil

UniCredit Bank Austria’s Valuable 500 Commitment:

“At UniCredit, we believe that financial inclusion is key to the wellbeing of the communities in which we operate. We are convinced that employees with disabilities who receive the support they need in the workplace can perform the same as all other colleagues,” says Robert Zadrazil, CEO of UniCredit Bank Austria.

  • UniCredit Bank Austria has 288 employees with disabilities.
  • A professional Disability Management has been implemented for ten years.
  • 100% of all UniCredit Bank Austria branches are fully accessible.
  • All self-service devices are barrier-free, all business documents are accessible.
  • UniCredit Bank Austria offers personal advisory services in sign language directly in the branch or via video call at home.
  • A shuttle service in Vienna and Graz brings customers with restricted mobility to the branch for advisory appointments and picks them up again.
  • The website is optimized for screen readers and also available in “easier reading” (in German only).
  • Contract PDFs have a reading function.
  • An internal network of 60 people from various business areas is supporting Disability Management to optimally integrate people with disabilities as employees and customers into daily work.
  • UniCredit Bank Austria was independently confirmed by the leading disability advisory company myAbility to be the accessibility and inclusion model company in Austria, receiving 87%  of all possible points.

We’re very proud to have received important national and international awards for our work:

  • The “Zero Project Award” for SmartBanking in Sign-Language.
  • The “Springboard Disability Matters Award” for inclusive workspace.
  • The “Austrian Leading Companies Award” special prize for integrating people with disabilities into the workforce.

Valuable Leader: Paul Polman & Alan Jope

Region: Global

Unilever’s Valuable 500 Commitment:

“At Unilever, our aim is to build a truly diverse and inclusive workforce with everyone empowered to bring their authentic self to work.​ ​The inclusion of people with disabilities is an important priority and our vision is to become the number one employer of choice for people with disabilities. We are committed to having employees with disabilities representing 5% of our workforce by 2025”

Alan Jope

CEO, Unilever

Valuable Leader: Peter A. Altabef

Region: Global

Unisys’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Kozo Takemura

Region: Global

Urban Research Co., Ltd.’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Phil Vaughan

Region: United Kingdom

Vaultex’s Valuable 500 Commitment:

At Vaultex we are proud of our diverse and inclusive culture and we will continue to ensure that disability inclusion is prioritised at board level.

We are committed to breaking down the barriers and stigma surrounding mental health and disability. Providing a supportive and inclusive environment, raising awareness and empowering our people to discuss these issues will remain at the top of our agenda.

We will place a larger focus on promoting awareness of visible and non-visible disabilities both within Vaultex and in surrounding communities, sharing best practices for inclusivity and creating an open forum for educational discussions.

Through partnering with local schools and disability organisations we will open up our current employability programme to ensure it is actively inclusive; offering workshops, work experience and internships to people with disabilities. Through these partnerships we also intend to learn how we can enhance our own recruitment, training and development opportunities where disability is concerned.

Our Vaultex values support this commitment as we encourage everybody to communicate with respect, openness and honesty and if we say we will do something, we will.

 

Valuable Leader: Wolfgang Anzengruber

Verbund’s Valuable 500 Commitment:

Region: Austria

Valuable Leader: Hans Vestburg

Region: Global

Verizon’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Henrik Andersen

Region: Global

Vestas Wind Systems A/S’s Valuable 500 Commitment:

“At Vestas, we believe that a diverse and inclusive workforce is vital for accelerating the green energy transition globally. We know that our differences make us stronger, more innovative, and better equipped to address the challenges of the future. Therefore, we are committed to making sure that all current and
future Vestas employees are guaranteed equal opportunities regardless of social identity. Everyone must feel safe, valued, and know that their voice will be heard. This journey has only just begun – together, we will keep moving forward and become sustainable in everything we do.”

Vestas’ commitment to disability inclusion can currently be split into three focus areas, each consisting of different local, regional, and global initiatives:

1. Raising Awareness 

In the Vestas Diversity & Inclusion Advisory Board, we have six core Vestas employees – each placed in different Vestas regions and business areas. It is their role to act as D&I ambassadors within their business area, advising on current and upcoming initiatives through their insights in the Vestas business.Furthermore, our passionate Regional Diversity & Inclusion Partners ensure that initiatives and processes are being effectively and respectfully implemented into their respective region. The partners meet once a month and update each other on local business challenges, legislative changes, and share best practice and ideas for new initiatives. Both the Vestas D&I Advisory Board as well as the Regional D&I Partners discuss matters regarding disability inclusion guided by the mindset that Vestas is stronger as a company not despite our differences, but because of them. Aligned with this, Vestas is committed to combating negative stereotypes towards people with disabilities –therefore, all Vestas employees are offered unconscious bias trainings. To support this further, all Vestas leaders take part of Inclusive Leadership trainings that have been integrated into our Leadership Development programs.

2. Recruiting Ability Diverse Talent 

Aligned with the commitment above, all Vestas recruiters take part of Unconscious Bias trainings in order to combat negative biases in the recruitment process. Vestas has furthermore committed to different partnerships across Vestas locations that each assist in hiring ability diverse talent.

3. Accessibility 

In Vestas, we recognize that organisations and society as a whole hold the responsibility of making the environment and the knowledge herein accessible for all. Therefore, we make sure that all Vestas offices are accessible regardless of physical (dis)abilities. We make sure we are always in compliance with current laws and regulations issued by the country in question. Efforts include, but are not limited to; elevators,ramps, toilets, and parking for people with different abilities.

Valuable Leader: Ashok Giri

Region: India

Vindhya’s Valuable 500 Commitment:

Vindhya’s inclusive journey as an Impact Sourcing Service Provider began in 2006, with a mission to bring business and impact together for a socio-economic cause. Vindhya’s Board of Directors set the strategic direction for the company and its portfolio of services to its customers, while nurturing a strong leadership team to drive the vision of employing and empowering Persons with Disabilities (PwD), Women & People from the LGBTQ community, rural & disadvantaged sections of the society.  

We have built an Inclusive workplace where everyone can be wholly themselves and succeed. We have ensured everyone in the organisation understands why inclusivity matters to the business and its impact in the lives of many. Through Vindhya, the talented and deserving from among the Physically and/or socially disabled are given employment opportunity, empowering and ensuring them to lead a dignified and financially independent life. It makes us, a great place to work, for such people and benefits our clients too.  

As part of our Valuable 500 commitment, we will: 

  1. Continue to be the pioneer in prioritising inclusion across the organization and have inclusion as the core business strategy.  
  1. Continue to partner with NGOs and Diversity & Inclusion organisations to progress towards our set target of employing as much as 5000 people by 2022. 
  1. Continue to share best practices to be an inclusive organization with other companies and set a benchmark.  

Valuable Leader: Josh Bayliss

Region: Global

Virgin’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Matthew Bucknall

Region: Global

Virgin Active’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Shai Weiss

Region: Global

Virgin Atlantic’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Jeff Dodds

Region: United Kingdom

Virgin Media’s Valuable 500 Commitment:

Extra living costs, negative perceptions, social stigma, inflexible working hours and outdated employment policies are just some of the barriers disabled people face every day. Things need to change and fast.

At Virgin Media we celebrate the fact that everyone is different. It’s these differences that help us to come up with new and innovative ideas and better meet the needs of the customers and communities we serve.

I am committed to making disability my business:

  • Partnering with the disability equality charity Scope – funding an innovative digital employment service ‘Support to Work’ that provides disabled people with the confidence, skills and knowledge to get into and stay in work
  • #WorkWithMe – together with Scope we’re building a network of likeminded businesses. By providing unique resources, guidance and events, our aim is to encourage businesses to share best practice on building an inclusive workplace for disabled people and learn from each other
  • A strategic partner for the Valuable 500 – we are funding the development of resources to support and inform business leaders, inspiring them to create more inclusive businesses for disabled people. I will be using my network to help reach this goal
  • Gold tier sponsorship of the British Paralympic Association – we aim to change the way disabled people are viewed by the British public through our marketing and sponsorship activity
  • Disability Action Plan – we are transforming the every day experiences for Virgin Media’s disabled customers and employees
  • Demonstrating leadership – engaging our suppliers in disabilty to ensure they sign up to the #WorkWithMe pledge and Valuable500

 

Lutz Schüler

CEO, Virgin Media

12 June 2019

Valuable Leader: David Duffy

Region: United Kingdom

Virgin Money/ CYBG’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Andrew Swaffield

Region: United Kingdom

Virgin Red’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Nick Read

Region: United Kingdom

Vodafone’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Rodney O. Martin,

Region: North America

Voya Financial’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Barry Wolf

Region: Global

Weil, Gotshal & Manges LLP’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Karren Brady

Region: United Kingdom

West Ham United’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Peter King

Region: Australia

Westpac’s Valuable 500 Commitment:

For over 20 years Westpac has made public commitments to improving accessibility for people living with a disability through our Accessibility Action Plan. Our Accessibility Action Plan details commitments to make Westpac more accessible four customers, employees and communities we serve. 

We embed Accessibility throughout our product and service design process, not just at the end. To do this we have created a dedicated Access and Inclusion team with subject matter experts to ensure we strive for accessibility excellence. 

Our new Westpac Banking App

Westpac’s new banking app has been built and tested extensively to ensure that it is accessible.  

When testing the accessibility of the app we took into consideration the wide range of accessibility needs our customers have. These are considered through, design, development and testing while also providing options for all customers (regardless of accessibility needs) to complete their banking.   

Accessibility features include:

  •       Screen reader accessible – including announcement of errors and other information 
  •       Provision of accessibility hints and labels 
  •       Larger text option for vision impaired customers
  •       Not using colour alone to convey meaning
  •       Using appropriate colour contrasts
  •       Providing alternative text for images and graphics 
  •       Embedding a consistent layout and navigation
  •       Using plain language throughout with structured headings

We recognise Accessibility does not stop at the launch of the product. Our dedicated team will continue to review customer feedback and make enhancements to Accessibility as opportunities arise.

Valuable Leader: Steven Voorheen

Region: North America

WestRock’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Nick Wells

Region: United Kingdom

Whistl UK’s Valuable 500 Commitment:

“Whistl has always been a company that is all about our people and our customers. By joining The Valuable 500, we aim to continue to build an even more inclusive, supportive and diverse business, where everyone feels supported and included. “Doing the right thing” is at the heart of our Whistl practices and we don’t want to leave anyone behind.” Nick Wells

  • We commit to ensuring both visible & invisible disability is on the agenda at board-level.
  • We commit to developing our Diversity & Inclusion strategy and plan to make D&I training mandatory for all our people managers.
  • We commit to reducing the stigma around discussing mental health, through various company initiatives focused on mental health awareness and support.

Valuable Leader: David Wood

Region: United Kingdom

Wickes’s Valuable 500 Commitment:

Our Making Wickes Inclusive agenda has the ambition to make everyone feel welcome to work and shop at Wickes. Creating an environment where colleagues can be their authentic selves in the workplace, be confident and celebrate their ability without being defined by them.

To ensure that we are, we are committing to the following:

  • We will continue to make Wickes accessible to all our colleagues and customers
  • We will educate ourselves on visible and non visible disabilities through sharing stories and profiles to bring this to life
  • We will upskill our management teams to support our colleagues and each other

Valuable Leader: John J. Haley

Region: United Kingdom

Willis Towers Watson’s Valuable 500 Commitment:

We want every colleague to feel they can bring their authentic selves to work every day. To do that, we need a culture of inclusivity, which means embedding our I&D principles into everything we do.

Our commitments to disability inclusion include:

  • Educating and raising awareness around disability
  • Equipping our colleagues with the skills and knowledge to be more inclusive of people with disabilities
  • Ensuring our working environment is accessible, inclusive and welcoming for all together with facilitating a more seamless process for workplace adjustments
  • Scaling our approach to recruiting and retaining adults with autism, including equipping our managers on how to get the best out of neurodiverse colleagues

Valuable Leader: Mark Dobson

Region: Europe

Wilson James’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Rishad Premji

Region: Global

Wipro Limited’s Valuable 500 Commitment:

 At Wipro, inclusion is about integrating diversity effortlessly into everyday working; encouraging all to participate and be their authentic selves. An inclusive workplace respects uniqueness among individuals and nurtures an overall sense of belonging. We celebrate and learn from diverse ideas, backgrounds, perspectives and experiences. This provides us an opportunity to realize our true potential at work and beyond. The essence of co-creating, guided by our values defines Inclusion & Diversity at Wipro.

We have been making sustained efforts to foster a more inclusive workplace for all our employees.

Disability Inclusion is a key focus area within our Inclusion & Diversity (I&D) charter. Our learnings from this ongoing journey have helped us better understand, reflect on,and transform the way we work.

Our strategic framework CREATE (Career, Recruit, Engage, Accessibility, Train and Enable) encompasses the key aspects of disability inclusion and helpsus strengthen the ecosystem.

We recognize that while we empower Wiproites with disability (irrespective of whether the disability is visible or invisible, either recognized during hiring or acquired later), it is equally important to equip the other stakeholders to ‘normalize’ disability.Sensitivity: Internal & Restricted 

We leverage on our internal network of champions and disability ambassadors to promotethe right messagesand practices which eventually eliminatesocial/attitudinal, environmental, infrastructural and digital barriers. By doing so, we create a robust system and enhance our inclusive culture, thereby becomingan employer of choice.

This pledge underscores our commitment to ensure non-discrimination and promote equal opportunity for all.

Valuable Leader: Mark Read

Region: Global

WPP’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Wael Moustapha

Xceed’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Paul Cuff

Region: United Kingdom

XPS Group’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

Valuable Leader: Bader N. Al-Kharafi

Zain Group’s Valuable 500 Commitment:

Region: MENA

Under its WE ABLE disability inclusion initiative that was launched in July 2019, Zain is working to become a disability inclusive organization by 2022 across all its operations. WE ABLE has four main targets:

  1. Increase employment of people with disabilities
  2. Ensure all training programs are disability inclusive
  3. Ensure all operating locations are accessible
  4. Identify and implement assistive technologies that will enable employees with disabilities to independently complete their work

Valuable Leader: Rubin Ritter

Region: Global

Zalando’s Valuable 500 Commitment:

Over the past two years, Zalando has taken a humble and honest look at what it means to be an inclusive company. An important part of this conversation has centered around disability and whether we are truly living our values when it comes to being an accessible employer for people with disabilities. This has taken us on a journey to learn about the lived experience of our employees with disabilities as well as how those experiences can be shaped by their working environment.

Zalando is proud to join The Valuable 500 and publicly share our commitment to our journey toward disability inclusion. Zalando’s mission is to Reimagine Fashion for the Good of All. Disability should be a visible and celebrated part of Zalando’s culture. We will be successful if our company culture allows employees who want to share their disability status to feel secure doing so and if employees and customers with disabilities have the same options as any of their non-disabled peers.

Zalando has already started this journey by investing in making our offices truly accessible, beginning with the installation of additional accessible bathrooms and automatic doors. In addition, to facilitate this process going forward, we are developing Zalando accessibility standards for our offices to ensure that our workplace reflects our values. Accessibility and disability inclusion are about more than just the built environment. We are committed to continuing to challenge ourselves to learn about and grow our capabilities in digital accessibility, developing new talent pipelines, as well as learning how to better support the employees we have today. As we continue to develop our capabilities we also want to use those learnings to do a better job of supporting customers with disabilities.

Our disability inclusion initiatives are part of Zalando’s ambitious diversity and inclusion strategy, in which Zalando aims to holistically approach diversity and inclusion on many different dimensions.

Valuable Leader: Anders Gustafsson

Region: Global

Zebra Technologies’s Valuable 500 Commitment:

Zebra Technologies strives to be a company where all employees feel seen, heard valued and respected.  We use a broad definition for diversity, which includes individuals with disabilities.  To champion disability inclusion, we have hired a full time Inclusion & Diversity leader who has a long history of activity in the disability community, including serving as Employer Subcommittee Chair for the President’s Committee on Employment of People with Disabilities, Chair of the Chicago BLN, and Board member for the Parents’ Alliance Employment Project.

Zebra plan to include disability inclusion as we roll out Inclusive Leadership training for our managers and are reviewing our reasonable accommodations processes to ensure they are impactful and effective, most recently launching closed captioning for the company’s quarterly town hall webcast.

Additionally, we are exploring potential recruitment and referral partners in the disability community, including outreach to university offices of disabilities, to ensure that we have access to candidates with disabilities at all levels.

Valuable Leader: Tulsi Naidu

Region: United Kingdom

Zurich’s Valuable 500 Commitment:

At Zurich UK we want to continue generating a workplace environment where everyone has the same opportunities and experiences regardless of any additional requirements they may have. As we sign this pledge, we are committing to the following initiatives:

  • A manager’s Disability Confident training programme that gives all people managers at Zurich the opportunity to learn about how better to manage any members of their team who may have any additional requirements, and we will continue to promote this training to all new and existing managers to help them promote a disability confident workplace
  • We will continue to support employees with caring responsibilities, which is reflected in our Carer’s Policy
  • We will work with relevant parties as we finalise the development of our new office buildings, to ensure that they are as accessible as possible, using industry leading methods
  • We will continue to work closely with the DWP on the Disability Confident programme, supporting other companies as they work to become Disability Confident. This includes ongoing support with hosting thematic events such as our most recent session on Visual Impairment with the RNIB

Valuable Leader: Aldo Vander Laan

Region: Global

Zwanenberg Foods’s Valuable 500 Commitment:

Commitment to be completed by January 21st 2021.

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