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: Brian Wynne

Region: Global

Acosta’s Valuable 500 Commitment:

Acosta is committed to fostering an inclusive, accountable and empowering culture that celebrates the differences of our diverse workforce and reflects our core values. We seek to create an environment where each associate can bring their whole true self to work with assurance that their contributions are heard, seen and valued in a safe and accepting manner. We are actively pursuing these goals by focusing on the following areas:

  1. Applicant sourcing – Striving for diverse talent pools for our open positions
  2. Candidate selection – Aspiring to be free of bias in our talent selection and promotion processes
  3. Associate development – Creating opportunities for all associates to grow their careers at Acosta and be recognized for their contributions
  4. Client and vendor relationships – Partnering with vendors, clients and customers to pursue initiatives that support our commitment to inclusion and diversity

We are confident that these initial actions will help us create a stronger, more inclusive company that is representative of the world we want to live in.

Addleshaw Goddard LLP

Valuable Leader: Charles Penney & John Joyce

Region: Global

Addleshaw Goddard LLP’s Valuable 500 Commitment:

At Addleshaw Goddard LLP our ambition is to create an inclusive culture to allow all of our colleagues to be the best that they can be.  We want to build an environment where disability inclusion becomes part of our DNA and where people living with a disability or supporting others with a disability feel supported by us and empowered to reach their full potential.   

We know that we are at the start of our disability inclusion journey but we are committed to making positive change throughout the business, raising awareness both internally throughout the firm and externally with clients and suppliers.

We have already appointed disability inclusion partners and inclusion advocates whose role is to examine and review our policies on a continuous basis and to help implement change and, in addition to this, we pledge to:

  • improve our recruitment policies and recruitment accessibility programme for people with a disability
  • form a disability support network and also a carers’ network (specifically to support those colleagues who care for a family member with a disability)
  • reduce stigma around the discussion of disabilities and raise awareness
  • achieve Employer status from a Disability Confident accreditation perspective
  • celebrate and champion key events, milestones and people
  • improve current working practices to empower people with disabilities and, in particular, strive to ensure that any colleague who becomes disabled during their time with us is supported to continue in their role, if they wish to
  • explore and engage in client partnership opportunities across our business to support inclusion diversity outside of our organisation, including with other Valuable 500 signatories.


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.

Aer Lingus

Valuable Leader: Sean Doyle

Region: Global

Aer Lingus’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Karen Greenbaum

Region: United States

AESC’s Valuable 500 Commitment:

AESC has a long history and commitment to diversity – this has been a part of our required professional standards.  To accelerate progress, we launched the Diversity Pledge for our members in 2020 and we already have 110 member firms around the world who have signed this pledge. Our commitment includes all forms of diversity including disability (and accessibility for all).   We prominently feature our Diversity Pledge and our actions on our website.

Our Valuable 500 Commitment will be to explicitly address the unique challenges and opportunities of putting disability on the business leadership agenda.  And we will share thought leadership around this important area with our members – the best executive search and leadership consultants in the world.  We understand the importance of Communication and Education. We will also seek to increase disability representation in our candidate database – BlueSteps – to help to facilitate placement of executives with disabilities in key leadership roles.

AESC Members operate at the highest standard in the executive search and leadership consulting profession worldwide. We believe in the power of diverse talent and inclusive cultures. We have members in over 70 countries and over 1200 offices around the world.  Our members’ clients including public and private businesses, governments, non-profits and academic organizations.  We are committed to strengthening leadership worldwide and we know that diversity and inclusion is critical to our success and that of our clients.


We share a commitment to combat racism, prejudice, and discrimination within our own organizations, with candidates and the clients we serve, and in our communities. We pledge to use our collective voices and actions to help create a world that is inclusive, diverse, equitable and accessible for all.


ACCELERATE Each CEO who signs this pledge is committing to developing and deepening actions within their own firms. Our Guiding Principles will help inform firm-based actions which will accelerate a sustainable positive impact. Actions that accelerate progress for Black leaders and the Black community will be a critical priority.

EDUCATE We commit to listen, engage, and learn so that we can do better both as employers and as trusted advisors. We will understand and leverage best practices to greatly enhance attracting and developing diverse talent for ourselves and our clients. We will work with our clients to identify leaders and assess them for their ability to create inclusive cultures where diverse talent thrives.

ADVANCE We will develop stronger and more diverse slates of candidates through robust research, outreach, and alliances. We will use our expertise to mentor diverse talent to raise their visibility and their success and will identify partnerships that allow us to engage more people, and thus have a greater impact.

ADVOCATE We will advocate with clients to help them embrace best practices that further their diversity and inclusion efforts which, in turn, will enhance business results. We will contribute our time and our expertise to under-served communities to advance racial equity and economic empowerment and to fight for social justice.


Valuable Leader: Brett Redman

Region: Australia

AGL’s Valuable 500 Commitment:

Commitment to be submitted.

AIB Group

Valuable Leader: Colin Hunt

Region: Ireland

AIB Group’s Valuable 500 Commitment:

In AIB we have a well formed and comprehensive Diversity & Inclusion programme with strong oversight and support from our Board and Executive team. In the spirit of ongoing progress, we are extremely pleased to be part of the Valuable 500 and commit to:

  • Ongoing focus and relevant surveys to understand our disability landscape and specific needs
  • Working with external expertise to ensure what we do is fit for purpose and best practice
  • Moving our D&I accreditation from bronze to silver and onto gold (including actions to create and inclusive environment for disabilities


Valuable Leader: Yfat Reiter

Region: Israel

AIG’s Valuable 500 Commitment:

AIG Israel is committed to provide an equally accessible service to all our customers, including customers with disabilities, both through the call center and through the company’s websites.

We believe that an accessible service will not only improve the service to our existing customers, but also attract new customers who do not receive service reflecting their needs with other companies.

We pledge to continue improving the accessibility of the call center and the company’s websites, to provide accessible documents that are readable and understandable and to continue training our employees regarding accessibility.

AIG has established a unique accessibility training program for all customer service employees who provide customer service through which employees undergo training and receive tools and information in order to help them to provide an accessible service to customers with disabilities.

There is no room for discrimination at AIG. The diversity of our workforce and our endeavors to integrate employees with disabilities is one of AIG’s greatest assets and brings us great pride. Hence, AIG Israel is committed to an inclusive work environment with equal opportunities for advancement,

Accordingly, we continue to focus on attracting, developing and retaining diverse talent. The integration of employees with disabilities is part of our DNA. We recognize that:

–       A diverse workforce will attract and retain top talent to AIG.

–       Diversity is a business imperative that contributes to the company’s revenue and market share.

–       A company that integrates and promotes employees with disabilities is more inclusive, patient and diverse.

All this also reflects in the way employees interact with each other, customers and society as a whole.

We partnered with Israeli Non-Governmental Organization (NGO) and the Ministry of Trade and Industry to promote our endeavors; these included:

  • Disability awareness.
  • Interview skills and management of employees with disabilities.
  • Promoting organization or groups with disabilities – “The Shalva Band”, consisting of 8 talented musicians with disabilities, performed at a Company function.
  • Extensive Corporate Social Responsibility (CSR) agenda with activities promoting a safer community, in which more than 500 employees volunteer.

We are very proud and appreciative to have the opportunity and the privilege to take part in such an important and valuable initiative.

Aioi Nissay Dowa Insurance Co., Ltd.

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.




Airbnb, Inc.

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: Hakan Binbaşgil

Region: Turkey

Akbank’s Valuable 500 Commitment:

We are reviewing your D&I policy in order to ensure we build a truly diverse and inclusive workplace. This is essential to create an environment that values every single employee, recognizing the skills and abilities of all.

Al Baraka Banking

Valuable Leader: Adnan Ahmed Yousif

Region: Global

Al Baraka Banking’s Valuable 500 Commitment:

Commitment to be submitted.

Alexander Mann Solutions

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.

Allegis Group

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: Oliver Bäte

Region: Global

Allianz’s Valuable 500 Commitment:

The diversity of our workforce enables Allianz to truly understand our equally diverse customers and their needs. Fostering an inclusive company culture benefits our business and helps us be considered a credible, trustworthy partner. We believe in equality of opportunity and are committed to creating a fair environment where people can succeed regardless of gender, age, disability, religion, sexual orientation or cultural background. We welcome diverse minds and abilities as they make us more innovative, more resilient and better equipped for the future.

At Allianz we want to nurture a company culture which is founded on fairness and respect. The foundation of this is an inclusive atmosphere, where people have a true sense of belonging; where they can bring their whole selves to work and unfold their complete potential. When we embrace the uniqueness of our people and empower them to fully participate and share their thoughts and ideas with confidence, they can feel their work is meaningful and are driven by creative energy.

In this context, Allianz is very proud of its long-term engagement in the Paralympic Movement.

Our commitment

We commit to setting up the Allianz employee network for disability inclusion globally. This network will contain local chapters in national entities and a Global Disability Inclusion Board, representing employee voices at Group level. The key focus will be on removing barriers, stigmas and taboos, and to foster an environment where people with disabilities feel they can succeed.

More specifically, the aim is to foster a company culture that attracts and retains talents with disabilities, improve technical accessibility in processes and digital applications as well as physical accessible e.g. in buildings, raise Allianz’s disability confidence at all hierarchy levels, create awareness of disability-inclusive communication, use internal and external good practices or celebrate key dates like International Day of People with Disabilities.

The Global Disability Inclusion Board will have a seat in the Allianz Global Inclusion Council and provide advice on topics related to disability. In recognition of intersectionality, this Board will also engage with the other Allianz employee networks to amplify Allianz’s diverse voices and join efforts towards inclusion overall.

Allied Global Services

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: Henri Poupart-Lafarge 

Region: Global

Alstom’s Valuable 500 Commitment:

As part of its strategic plan Alstom in Motion, launched in 2019, Alstom’s operating values have been explicitly identified as ‘Agile’, ‘Inclusive’ and ‘Responsible’.

The company’s position on disability inclusion can be found in the description of the value ‘Inclusive’: “We design inclusive mobility solutions in a work environment and culture where all differences are embraced, respected and leveraged without any bias. Everyone has the opportunity to contribute and achieve success in Alstom”.

Including people with disabilities in the workplace is not only the right thing to do, it also helps Alstom create better solutions for customers and passengers around the world. Developing more inclusive products and services, as well as ensuring that our workforce reflects the diversity of passengers, leads to better outcomes for everyone.

Alstom’s commitment to customers and their passengers is to improve the universal accessibility in the mobility sector, part of which ensures full accessibility for people with disabilities. This objective can be reached through:

  • Boosting universal accessibility through integrated design of our solutions and services
  • Ensuring the participation of people with particular needs in R&D projects

As our workforce must reflect the diversity of the world’s passengers, Alstom commits to increasing the number of employees with disabilities, with particular attention to:

  • Challenging misconceptions about disability and employment
  • Providing skills and tools needed to recruit and retain people with disabilities
  • Demonstrating the commitment at all levels of the organization and indicating steps that each person can take
  • Fostering the conditions for a more inclusive work environment for people with disabilities, minimize the impact that an individual’s impairment may have


Valuable Leader: William F. Gifford, Jr.

Region: Global

Altria’s Valuable 500 Commitment:

At Altria, we recognize the power of diverse teams working together to shape our future as an integral part  in achieving our 10-year vision. In 2021, Altria is committed to continuing to make progress towards  advancing disability inclusion across our organization. These actions include:  

  • Prioritization and evaluation of progress against our Inclusion & Diversity Aiming Points for people  with disabilities – “Increase our VPs and our Directors who are a person with a disability.”
  • Support of Altria’s newly established Employee Resource Group (ERG) for employees/families with  disabilities as a platform for fostering inclusivity and advocacy.

ERG Vision: To create an environment for Altria’s employees and families with diverse  abilities to feel fully included,        supported, and equipped to maximize their skills, develop  their careers, and advance the organization.”

Foster inclusivity in the workplace through education and training about how to  support employees and families with disabilities. 

Provide resources and a strong support system so employees and families with  disabilities are equipped to deliver their best and bring their whole selves to work.

American Express

Valuable Leader: Charlotte Duerden

Region: United Kingdom

American Express’s Valuable 500 Commitment:

At American Express, we are committed to making sure our colleagues are as diverse as our customers and communities. We value and embrace differences and believe unique perspectives, backgrounds and experiences are critical to our success. We want to ensure that American Express continues to be a company where being yourself matters.

  • The American Express UK Executive Team will discuss Disability Inclusion in at least one meeting.
  • The American Express UK Disability Council will continue bringing together leaders across the market to develop solutions for colleagues, candidates and customers with disabilities.
  • We will establish American Express as a ‘Disability Smart’ organisation in the UK by 2024.
  • We will work together across UK businesses units to develop a consistent process for making adjustments for colleagues with disabilities and to enhance the accessibility of our products and services.

American Heart Association

Valuable Leader: Nancy Brown

Region: North America

American Heart Association’s Valuable 500 Commitment:

Commitment to be submitted.

Amot Investments Ltd.

Valuable Leader: Avi Mousler

Region: Israel

Amot Investments Ltd.’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Paula Cave

Region: United Kingdom

Amplifon’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Yuji Hirako

Region: Global

ANA’s Valuable 500 Commitment:

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

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.

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.


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.

Anglo American

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: Gail K. Boudreaux

Region: United States

Anthem’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Shayne Elliot

Region: Global

ANZ’s Valuable 500 Commitment:

At ANZ we believe in the inherent strength of a vibrant, diverse and inclusive workplace where the backgrounds, perspectives and life experiences of our people create a great place to belong.  We commit to the Valuable 500 campaign, and will ensure that disability inclusion is on our board agenda.   

Over the next year, we will continue to build the disability confidence and competence of our employees.  In Australia, where we have our largest employee base, we are delivering a disability awareness campaign to our frontline employees, and we will roll out a disability confidence e-learning program for people leaders.  We will share our commitment to the Valuable 500 campaign with the community and across our suppliers and partners.


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.

Aroma Espresso Bar

Valuable Leader: Dany Michel

Region: Israel

Aroma Espresso Bar’s Valuable 500 Commitment:

Aroma has chosen to focus on people with disabilities and to act to promote their rights and integrate them within Israeli society out of the belief that all people should integrate within society in accordance with their abilities. With the expansion of the chain, employment of people with disabilities has increased and today workers with disabilities can be found in almost all of the chain’s cafés. Our branches accessible, both physically and by making our service accessible, to ensure that everyone can enjoy the branches of the Aroma chain.

Accordingly we are committed to increase the number of people with disabilities employed at our branches and manufacturing plants, and to improve the accessibility of our branches beyond required by regulations.

ARP Service

Valuable Leader: Shadi I. Barakat

Region: Global

ARP Service’s Valuable 500 Commitment:

Commitment to be submitted.


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.

Assuta Medical Centers Ltd.

Valuable Leader: Gidi Leshetz

Region: Israel

Assuta Medical Centers Ltd.’s Valuable 500 Commitment:

“Assuta Medical Centers” is Israel’s largest and leading private hospital chain.

The chain has 4 hospitals and 4 other medical centers nationwide. More than 100,000 surgeries, and over 680,000 various diagnostic tests, are performed annually in Assuta, and it has a wide variety of institutes and clinics, including imaging, gastroenterology, pain, oncology, dialysis, IVF units, and more.

We act in in accordance with Assuta’s vision, in which it is written about “placing the person’s dignity, needs, hopes, and free choice, at the forefront of our concerns,”

and we undertake to provide respectful, equitable, and independent service to all those who enter our gates. To this end, we are constantly working to adapt the service to the entire population.

In 2017, Assuta was awarded the Israel Accessibility Prize for the accessibility of a large and complex organization at a high, inspirational level. The Prize Committee described the basis of its decision as follows: “Assuta’s accessibility is a role model for a complex accessibility process, striving for maximum accessibility to those with all types of disabilities, and striving to achieve accessible and equitable medicine.”

The subject of accessibility is a key part of Assuta’s high service standard. In light of this, every staff member in Assuta undergoes training guided by instructors with disabilities

Including demonstrations and practical exercises, as well as refresher courses and the integration of accessibility software as part of the organization’s compulsory computer training programs.

Among other things, we are constantly working to make our medical centers and the service provided accessible to people with disabilities, while investing considerable efforts and resources to improve the service experience and reduce gaps in service provision. As part of Assuta’s actions to provide access to the medical centers and the service provided to people with disabilities, we have made our customer relationships services accessible, and we are prepared in advance for every request and any adjustment required of us, thus ensuring that all those that we treat have respectful and equitable medical care at the highest level.

“Assuta Medical Centers” is very proud to lead the issue of accessibility in general, and in the Israeli healthcare system in particular, to take a central role in writing accessibility regulations for health institutions, and to serve as a role model for hospitals and medical centers from around the world.

Aston Martin

Valuable Leader: Andy Palmer

Region: United Kingdom

Aston Martin’s Valuable 500 Commitment:

Commitment to be submitted.


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.

Audi AG

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.

Auto Trader

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 

Axel Springer

Valuable Leader: Mathias Döpfner 

Region: Global

Axel Springer’s Valuable 500 Commitment:

Axel Springer believes in and prioritizes Diversity and Inclusion. Empathy is one of our company’s values and we are passionate about integrating this value in all our day-to-day interactions.

As a global organization, we always want to ensure a holistic approach. In July 2020 Axel Springer established the D&I office to systematically drive a sustainable change in this field. Our mission is to reimagine the Axel Springer environment to be more diverse, equitable, and inclusive so that we can positively impact our business and society. In our D&I strategy, physical and mental abilities are one of seven diversity dimensions that we are focusing on.

We are dedicated to drive the implementation of the UN Convention on the Rights of Persons with Disabilities. To operationalize this commitment, we created the Action Plan 2019-2024. Our Action Plan focus areas include:

  • Sensitizing and raising awareness
  • Creating barrier-free communication and information
  • Employment and workplace design
  • Training, education, and qualification
  • Health management, prevention, and rehabilitation
  • Social security benefits.

Our vision is an organization in which everyone is valued, respected, and feels that they belong. Therefore, we sign The Valuable 500 pledge and commit to actively working towards our goals.

Ayalon Insurance Co. Ltd.

Valuable Leader: Arik Yogev

Region: Israel

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

Ayalon Insurance considers accessibility to be a central and essential value; and consequently, it takes steps to promote and implement this subject in a variety of aspects.

Accessibility values and their importance are integrated into our business activity, as part of the company’s internal organizational content, and is an significant part of our extensive activity in the field of social – corporate responsibility.

At Ayalon, we view customers with disabilities as customers with equal rights, who are entitled to benefit from full accessibility to the organization’s properties and services.  Beit Ayalon and the company’s district branches have been adapted in order to provide accessible personal service to each and every person.

Ayalon works according to the law and even above and beyond the letter of the law, to help people with disabilities improve their quality of life and enable them to integrate into society honorably, equally and independently.

Due to our extensive activity in this field that is implemented together with the Access Israel Association, and our meeting of the legal requirements in this field and even going above and beyond, we have received the honorable Accessible Organization Award from the association.

Ayalon Insurance will continue to take steps to promote awareness of this subject and to protect human dignity.

Azrieli Group Ltd.

Valuable Leader: Arnon Toren

Region: Israel

Azrieli Group Ltd.’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Graham Bell

Region: United Kingdom

B&Q’s Valuable 500 Commitment:

Commitment to be submitted.

Babcock International

Valuable Leader: Richard Drake

Region: Global

Babcock International’s Valuable 500 Commitment:

Commitment to be submitted.

BAE Systems

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.

Baker McKenzie

Valuable Leader: Milton Cheng

Region: Global

Baker McKenzie’s Valuable 500 Commitment:

Baker McKenzie is proud to support the Valuable 500.  Inclusion and diversity underpins everything that we do and are integral to our culture and our business strategy. It is key that we ensure we build a collaborative, fulfilling and professional environment where our people, prospective applicants and clients are treated equitably regardless of any disability or long term (physical or mental) health condition.  We are excited to be part of a wave of change where we can work together to remove inequality and can continue to be ambitious and challenge ourselves at every opportunity to make meaningful progress.  It is important to us that people with disabilities feel welcomed, included and supported.

On behalf of Baker McKenzie:

  1. We will commit to removing barriers to participation at Baker McKenzie for our people, clients, candidate talent, guests and suppliers.
  2. We will improve the accessibility of our communication platforms (tech and in person) for all our people and clients.

Bank Hapoalim

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.

Bank of England

Valuable Leader: Andrew Bailey

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.


Bank Yahav

Valuable Leader: Shaul Gelbard

Region: Israel

Bank Yahav’s Valuable 500 Commitment:

Bank Yahav is an Israeli leading financial organization that has been providing banking services to the retail sector for over 60 years.

The Bank  is committed to creating a working environment suitable for a variety of employees – including disabled employees – in order to enable each employee to maximize their  personal potential within the Bank’s business activities.

The Bank is committed to provide its customers equal service, while making sure all services – frontal and online –  are accessible for disabled clients, including accessible branches, accessible interfaces in its digital properties and training all employees to provide equitable and complete service to disabled customers.


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.


Barratt Developments Plc

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: Werner Baumann

Region: Global

Bayer’s Valuable 500 Commitment:

Inclusion & diversity is central to our corporate culture. However, diversity has many manifestations and dimensions that should be equally important to all of us. That’s why it was so important to me that we join The Valuable 500 initiative and make a strong commitment to the inclusion of people with disabilities at Bayer, because they are an integral part of our workforce.


Valuable Leader: Tim Davie

Region: United Kingdom

BBC’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Alexander Torbakhov

Region: Russia

Beeline’s Valuable 500 Commitment:

We are proud that in 2019 Beeline became the first Russian brand to join the international The Valuable 500 initiative.

We thank the international business community for this high honor to be among its visionaries for promoting inclusion on global business agenda and confirm our strategic priorities for implementing this agenda on the Russian market in the coming years.

During one year of our The Valuable 500 membership, we have worked hard to develop technology that contributes to elimination of inequalities and to engage a wide range of stakeholders in the dialogue about the rights of people with disabilities, improving quality of life and access to public infrastructure through digital technology.

As part of this work we have implemented the following projects:

  • BeeInclusiON – online platform that brings together educational and technological projects in the field of inclusion (;
  • Flexible Beeline design – technologies and services committed to provide accessibility of the operators’ own infrastructure;
  • Everland platform – a complex solution for mass employment of the people with disabilities through the opportunities of digital economy;
  • Motorica – development of innovative medical treatment and rehabilitation devices containing telemetry telecom modules;
  • Sensory Museum – creating an inclusive digital app for the Russian museum community in cooperation with the Garage Museum of Contemporary Art;
  • PublicTalk – public discussion to raise public awareness of the need to reconsider issues related to disability and accessibility

Following our strategic business priorities, in 2021 together with the team I lead we plan to broaden the range of our technological competences and partnerships contributing to sustainability of inclusive practices and provisions of the UN “Convention on the Rights of Persons with Disabilities” in Russia.

Bespoke Hotels

Valuable Leader: Robin Sheppard

Region: Global

Bespoke Hotels’s Valuable 500 Commitment:

Bespoke Hotels has conceived and continues to support the 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


Birds Eye

Valuable Leader: Wayne Hudson

Region: United Kingdom

Birds Eye’s Valuable 500 Commitment:

At Birds Eye, a culture of inclusion means having diverse perspectives and lived experiences around the table. As a purpose-driven company focused on “Serving the World with Better Food”, we know that to stay relevant to the consumers and communities we serve there must be no barriers to our people being able to bring their whole self to work and achieve their full potential.

We have started our disability inclusion journey with the Aunt Bessie’s Campaign “Caring is the hardest thing we do” and are collaborating external partners and charities to accelerate our inclusion programme.

In support of our ambition we will:

  1. deliver a programme of internal disability education and awareness events – including educating all leaders and line managers on conscious inclusion.
  2. sign up to the Disability Confident scheme and begin the journey towards being a more inclusive employer, where all talent can thrive.
  3. further develop accessible and inclusive physical workspaces where everyone can thrive together.
  4. invest in authentic and inclusive advertising featuring real life stories and actors with disabilities, initially with our Aunt Bessie’s “caring is the hardest things we do” campaign.
  5. collaborate with charitable organisations to increase understanding on how we can serve consumers and shoppers with disabilities more effectively (e.g. pack design and technology).

Black & Veatch

Valuable Leader: Steve Edwards

Region: Global

Black & Veatch’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Peter Grauer

Region: Global

Bloomberg’s Valuable 500 Commitment:

Bloomberg values difference, promotes inclusion, and encourages collaboration to drive business results. Since becoming one of the earliest Valuable 500 signatories in 2019, we’ve encouraged other companies worldwide to join us in the disability inclusion conversation – through both the Valuable Leader Conversations and the Bloomberg Equality Summit.

As a company built on innovation, we continue our commitment to making our workplaces and products more accessible to people with disabilities, as well as promoting a culture where every employee is accepted and empowered to bring their authentic self to work.

We continue taking action to make our recruitment processes more inclusive globally, delivering the best candidate experience for prospective employees with disabilities and revising all job descriptions and communications with prospective candidates to use language that is more inclusive.

This commitment to action will translate into our policies and processes, thereby improving governance, accountability, and coordination across the company for the benefit of both colleagues and clients.

Our Workplaces

  • Our employee-run Bloomberg Abilities Community will continue to be our culture carriers and allies for disability inclusion and mental health, promoting and providing a safe space for employees to share their lived-experiences.
  • Our Accessibility Task Force, a community of people across Bloomberg who are dealing with accessibility challenges or have an expertise in an accessibility category, will continue working with our clients and the business to understand their challenges and offer innovative solutions.

Our Products

  • A cross-functional Bloomberg team continues working with grad students at Carnegie Mellon’s Human-Computer Interaction Institute to better understand and accommodate Bloomberg Terminal users with disabilities.

Our Culture

  • Employee engagement activities will raise awareness about disabilities and mental health issues, including how to embrace visible and non-visible disabilities in the workplace.
  • We are committed to developing inclusive leaders. Our core curriculum, tools, and training will enable us to continue minimizing bias in the workplace.
  • We will continue partnering with organizations worldwide to recruit and support students and graduates with disabilities.

BNY Mellon

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

Boston Consulting Group

Valuable Leader: Rich Lesser

Region: Global

Boston Consulting Group’s Valuable 500 Commitment:

BCG’s ability to attract, retain and advance the best talent at equal rates is fundamental to our success in delivering value to our clients, shaping a stronger workplace, and in fully reflecting the diverse world in which we live and work. Passionate, open-minded and talented team members regardless of their physical ability, neurodiversity, mental health status, or chronic illness enable us to provide diversity of thought, challenge established mindsets, and devise innovative solutions for our clients and our firm. To unlock the potential of those who advance the world BCG is committed to:

  • Launching a global DE&I Council with accessibility occupying a key seat at the table
  • Developing a system to track and measure our progress, in order to better understand representation and to lay groundwork for our recruiting, retention, advancement efforts
  • Expanding our AccessAbility@BCG employee network into new markets, beyond our existing programs in the US and ANZ


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

Bren Corporation

Valuable Leader: J Boopesh Reddy

Region: India

Bren Corporation’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Christian Kohlpaintner

Region: Global

Brenntag’s Valuable 500 Commitment:

Variety is an integral part of Brenntag. We embrace a great richness, as it gives us strength and makes our business thrive even more. We promote an open-minded working culture that bring people’s talents to shine. That commitment is expressed in our employer brand “Explore Variety”. Our Diversity and Inclusion Committee ensures that diversity, equal opportunity and inclusion are firmly anchored not only in our business strategy and goals, but also in our culture. The committee is made up of eight senior representatives from different areas across all regions and is committed to raising awareness of diversity and inclusion in everyday life and at all levels of our organization.

Building on this team and with a person now dedicated to inclusion, we want to better understand what we can do differently to include people with disabilities and to create an atmosphere where people with and without disabilities can meet at eye level. Clearly understanding our current ‘baseline’ is our next step where we will  give our employees a voice through  a global analysis because we firmly believe that the journey to inclusion starts through dialogue and feedback which we will use to take the next tangible steps.

Bristol Myers Squibb

Valuable Leader: Giovanni Caforio

Region: Global

Bristol Myers Squibb’s Valuable 500 Commitment:

At BMS we view diversity in the broadest sense – including age, ethnicity, race, culture, gender, gender identity and expression, sexual orientation, abilities and disabilities, religion, socioeconomic background, veteran status, thinking styles, and life experiences, among other differences. To learn more about our commitment to diversity and inclusion click here.

Bristol Myers Squibb commitment to The Valuable 500:

  • Our Commitment is to accelerate and expand health equity,  diversity and inclusion efforts within the disability community including:
  • Efforts to reach at-risk patients with inclusive design disease awareness, education programs and advocate for policies that promote health equity
  • Increased spend with diverse and disability-owned businesses to help create jobs and generate positive economic impact in diverse communities
  • Support increased employee giving to disability-focused organizations that help fight disparities and discrimination
  • Commit to increasing the talent pool with candidates that are people with disabilities from inclusive accessible recruitment efforts and partnerships with disability organizations

British Airways

Valuable Leader: Sean Doyle

Region: Global

British Airways’s Valuable 500 Commitment:

British Airways aims to make the journey for all customers with additional needs, simpler and easier. We are making improvements to encourage more customers to travel with us and ensure that they can enjoy greater customer experience.

We now have a specialist Accessibility Customer Service team who can assist customers with a range of different disabilities who need extra help and ensure customers have all the information that they need before they travel. Our training has been completely revised to ensure that colleagues can understand and respond to the challenges that our customers can face including both physical and hidden disabilities.

Our ongoing commitment is to build on our work and further integrate Accessibility into all our projects and practices, systems, learning and products. By listening more effectively to our customers, we will meet their individual needs and prioritise the issues that are important to them. We will work more collaboratively with our partners at airports to ensure that our customers have a more consistent experience when they travel.  We will make continuous improvements through digital innovation and commit to discussing Accessibility at Leadership Team level annually.

British Land

Valuable Leader: Simon Carter

Region: United Kingdom

British Land’s Valuable 500 Commitment:

As one of the UK’s leading property companies, we create and manage places that reflect the changing needs of the people who work, visit or live in and around them – Places People Prefer. To achieve this, we embrace inclusivity at our places and in our culture. For our customers and our colleagues, we are open to all.

Our places

We create outstanding places where people want to work, shop, live and play. These are inclusive places where people of all abilities can thrive. No one should ever encounter barriers to entry, so we are working to build inclusivity in.

In partnership with the Business Disability Forum, we have reviewed architectural designs for one of our major office refurbishments, identifying opportunities to improve how we design and manage for ability inclusion. Local disability groups have also shared insights on how several of our retail destinations could become even more ability inclusive.

Building on these initiatives, in 2021 we commit to:

  • Complete a full review of our Office Design Guide, adding a section on ability inclusive workplaces, going beyond Building Regulation requirements. These revised guidelines will be referenced in new British Land office developments and major refurbishments.
  • Host an ability inclusive workshop for our property teams and suppliers, exploring insights from local disability groups around the UK.
  • Conduct a review of our signage protocols at our places and websites from a pan-ability perspective and update our guidance for future commissions.
  • Take further action across our portfolio to deliver excellent, inclusive customer service to all our customers. Our Hidden Disability Sunflower Campaign will continue to be promoted nationally and all suitable sites will participate in the Hidden Disability training.
  • By 2022 we will have started our first major refurbishment incorporating our Office Design Guide principles for ability inclusive workplaces, and share lessons learnt across our business and supply chain.

Our people

We believe that inclusion is key to achieving business growth and sustainable success. That is why ‘bring your whole self’ is one of our four corporate values.

Our enaBLe network, launched in 2019, is building a pool of knowledge and support for our colleagues – from providing training in hidden disabilities to launching a tech buddy programme to help people get the right equipment for their accessibility needs. enaBLe members are also working with our property teams around the UK to support ability inclusion at our places.

Building on these initiatives, we commit to:

  • Achieve Business Disability Smart accreditation for our work to create an inclusive and safe environment for everyone to thrive. Providing equal opportunities for all abilities in our own offices.
  • Continue the roll-out of our Inclusive Technology Programme building on the success of our Accessible Technology Guide launched in 2020.

“Diversity and inclusion are central to driving innovation, understanding our customers and ultimately the success of our business. We work very hard to ensure that British Land is an organisation where people feel free to bring their whole selves to work. We believe that inclusion works best when people come together. So, we are engaging our colleagues, customers, communities and suppliers to put ability inclusion on the leadership agenda.”

Simon Carter, CEO, British Land


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”

Brookfield Properties

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 submitted.


Valuable Leader: David Hynam

Region: Global

Bupa’s Valuable 500 Commitment:

Bupa Global & UK has committed to in-depth listening and action groups with our employees to better understand the needs of people with different abilities. The outputs of the listening activity will inform further actions we take to support our people and customers. We also have committed to increasing our employees’ access to learning resources about disability and neurodiversity.


Valuable Leader: Marco Gobbetti

Region: Global

Burberry’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Jonah Peretti

Region: Global

Buzzfeed’s Valuable 500 Commitment:

Commitment to be submitted.

Calvin Klein, Inc.

Valuable Leader: Cheryl Abel-Hodges

Region: Global

Calvin Klein, Inc.’s Valuable 500 Commitment:

Commitment to be submitted.

Canada Post

Valuable Leader: Doug Ettinger

Region: Canada

Canada Post’s Valuable 500 Commitment:

At Canada Post we are dedicated to creating a more equitable, diverse and caring environment where our employees and customers feel safe, supported, respected and empowered. By working together to remove barriers and promote accessibility, our goal is to ensure that diversity is valued and everyone feels welcome and has equal opportunity.

Our commitment to accessibility is guided by the following focus areas:

  • Raising the profile of accessibility, creating accessible workplaces, and attracting and retaining diverse talent
  • Creating a welcoming customer experience by removing barriers in our buildings, programs and services
  • Embedding accessibility in our business practices and supply chain

As part of our journey, in 2018 we established an external Accessibility Advisory Panel of experts and advocates in disability and seniors’ issues to provide a forum for dialogue to help enhance accessibility across the Corporation. Input from the Advisory Panel helped inform the development of the Canada Post Accessibility Strategy, which was formalised in 2020.

In 2020, the Canada Post Award was established in partnership with the National Educational Association of Disabled Students (NEADS). Valued at $10,000, this Award supports outstanding scholarship in higher education for students with disabilities. Through our partnership with NEADS, we also established internships for students with disabilities to recognise the contributions that people with disabilities bring to the workforce. These initiatives align with Canada Post’s core values and provide opportunity to students with disabilities to reach their full potential through higher education and career-oriented work experience.

As we move into 2021 and beyond, we look forward to continuing our journey to become a more accessible and inclusive Crown Corporation, leveraging our long history, iconic brand and presence across Canada to identify, remove and prevent barriers to full inclusion in our workplaces and in accessing our services.

Canal Plus Group

Valuable Leader: Maxime Saada

Region: Global

Canal Plus Group’s Valuable 500 Commitment:

At CANAL+ Group we’ve always been keen on valorizing diversity in our contents and amongst our staff. To do so, leaders across all business lines meet quarterly to set our Inclusion & Diversity goals, in a dedicated Committee sponsored by top management and the CSR team.

Our strategy is to :

  • Fight discrimination and set up best-in-class processes
  • Raise awareness and visibility of minorities and diversity
  • Have positive impacts on our ecosystem (via our content, or by engaging our employees in external initiatives)

Regarding disability inclusion in particular, we commit to act concretely on 4 levers of action :

  1. Implement a specific hiring plan and promote job retention for our staff with disabilities by arranging positions and working conditions
  2. Deploy a dedicated integration plan for people with disabilities
  3. Communicate and raise awareness on disability for all employees, at all levels of the organization, and regularly
  4. Grant specific benefits for people with disabilities or parents of children with disabilities (under the form of financial aid or paid absence days)


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:

Capgemini’s purpose is “unleashing human energy through technology for an inclusive and sustainable future.”  This purpose helps us build a culture in which all individuals are treated fairly and respectfully and given equal access to opportunities and resources across the Group. It’s what drives us to find new ways to become more diverse so that we can use the differences between us to make us greater together. It empowers us to transform society for the better and get the future we want.

From 2021 Capgemini will be strengthening our commitments to becoming a more inclusive brand and creating a more inclusive world through several dimensions.

First, by gaining deep understanding of the diversity of our own people through a global inclusion survey that will help us monitor progress on this key topic.

We will also be complementing the great work already delivered locally with the launch of a a global internal campaign on disability inclusion to promote awareness and reinforce our culture of active inclusion.

We will also focus our efforts on enriching our learning and development assets with active inclusion modules, with for instance leadership trainings on unconscious biases.

Finally, we will commit to a process of continuous improvement to ensure people with disabilities have equal access to the tools and systems they need. This is why we will be launching a dedicated Accessibility Program to ensure our Digital Platforms are accessible and inclusive – making accessibility and inclusivity an integral part of the way we work.

This strong focus on active disability inclusion contributes to our objective of shaping a more inclusive and sustainable future.

Caretech Holdings PLC

Valuable Leader: Farouq Sheikh

Region: United Kingdom

Caretech Holdings PLC’s Valuable 500 Commitment:

Commitment to be submitted.

Carnival UK

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: Tony Danker

Region: United Kingdom

CBI’s Valuable 500 Commitment:

 At the CBI, we are committed to being a disability inclusive employer and we know that more needs to be done to support those with visible and invisible disabilities. 

The CBI has been a “Disability Confident” employer since 2017 and over the last 4 years we have increased awareness on areas like Mental Health which is driven by our Mental Health Strategy and supported by our Mental Health First Aiders. We have also worked with Mencap to provide work experience for those with learning disabilities and our HR Director sits on the ‘Thriving at Work’ leadership council focused on sharing best practice around mental health with businesses. 

However, we know that more needs to be done to truly be an employer of choice when it comes to supporting those with a disability. 

Below are some of our 2021 commitments which are already underway: 

  • • Created our Disability and Neurodiversity network, which will focus on how we operate as an organisation and work with the wider business. This will help in increasing cultural awareness and disclosure amongst employees so we can have a better understanding of those with disabilities in the workplace and provide the appropriate support. It will ultimately help build a more diverse and inclusive organisation. 
  • • Launched our 2021 reasonable adjustment policy and reviewed our Occupational Health provider. This will allow us to put in place the right support for our employees from the time they join us and throughout their employment. 
  • • Committed to increasing the number of those who believe the CBI is committed to supporting those with physical health conditions in line with our yearly diversity and inclusion survey. This will be through delivery against our Disability Confident commitment and hosting more learning sessions internally on disability and neurodivergence. 
  • • Committed to educating our workforce on areas like neurodiversity and how to support those with physical health conditions. This is to ensure our culture is truly disability inclusive, with employees trained on the appropriate language and terminology to use when discussing disability, and to ensure we are attracting more candidates who are neurodivergent or have a disability. 

Across the UK, the CBI speaks on behalf of 190,000 businesses of all sizes and sectors. Our corporate members together employ nearly 7 million people, about one third of private sector employees. We encourage our members to prioritise diversity and inclusion across all areas of their organisations, creating environments where everyone can succeed, prosper, and feel welcome. 


Valuable Leader: Avi Gabbay

Region: Israel

Cellcom’s Valuable 500 Commitment:

Cellcom is an Israeli leading communication group which provides a wide range of communication solutions including mobile, TV, internet and fiber optic infrastructure. 

Cellcom is committed to create an accessible environment suitable for a variety of employees and customers – including people with disabilities.

Cellcom believes and encourages diversity in employment, therefore is committed to recruit employees with disabilities, make the necessary adjustments and continue encouraging employment diversity

Central Group

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 submitted.

Cerealto Siro Foods

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.

CGI IT UK Limited

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.

Channel 4

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.

Charles Russell Speechlys LLP

Valuable Leader: Christopher Page

Region: Global

Charles Russell Speechlys LLP’s Valuable 500 Commitment:

Charles Russell Speechlys is delighted to announce that we have signed up to the Valuable 500, a global movement putting disability inclusion on the global business leadership agenda.

Disability inclusion is an area where the commitment and drive for change has not been as high as other areas of inclusion, yet we know:

  • 15% of people live with some form of disability
  • 80% of disabilities are acquired between the ages of 18 and 64
  • 80% of disabilities are not visible

Diversity and inclusion is important to our firm and this not only impacts our staff, but our clients too.  In signing up to the Valuable 500, we have committed to ensuring disability inclusion is a regular item on the leadership agenda and to undertake at least one action in the next year to support disability inclusion.

We will be reviewing how we can make our workplace and client experience more inclusive and accessible to those living with a disability.  Examples of these action include:

  • Identifying further training and ways to raise awareness regarding disability inclusion; to ensure we provide the best possible support to our employees, and potential employees,  to allow them reach their full potential.
  • Further review of our website accessibility to ensure we continue to offer, and develop, the best possible experience for all
  • A building review to ensure our building is accessible, inclusive and welcoming.

Christopher Page, Senior Partner: “Charles Russell Speechlys is very proud to be a signatory to the Valuable 500.  There is undoubtedly more that can be done to open up the world of work and customer/client experience to ensure it is more inclusive and more accessible to those living with a disability. We are committed to help achieve that; reviewing how we attract and support a diverse workforce to reach their full potential, considering how we can best support all of our clients and ensuring disability inclusion remains on the leadership agenda.“


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.

Cinema City

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 submitted.

Circle Health Group

Valuable Leader: Paolo Pieri

Region: United Kingdom

Circle Health Group’s Valuable 500 Commitment:

At Circle Health Group we will invest in, and nurture, a positive leadership culture that encourages freedom to think and freedom to act and, above all, freedom to see opportunities based on ability not disability across all of our UK brands & hospitals.

From the boardroom to the hospital we will continue to challenge ourselves to be more inclusive, ensuring we commit to discussing disability issues at every level free from fear and prejudice.

With this culture and support at all levels we will:

  • Develop new ways to attract and train people who are living with disabilities
  • Make reasonable adjustments to ensure that our existing talent who may be living with a disability are provided with the same breadth of opportunities as employees and candidates without disability
  • This ‘fair for all’ approach will form the basis of how we treat and develop our workforce
  • Seek to provide creative ways of removing barriers to employment whether they be physical or non-physical impediments
  • We will create a ‘freedom to overcome’ approach throughout our organisation’s decision making
  • Finally, we will for the first time in our history, find opportunities to sponsor projects and awards focused on disability


Valuable Leader: Oren Sagi

Region: Israel

Cisco’s Valuable 500 Commitment:

Commitment to be submitted.

Citigroup Inc

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 submitted.

CLAL Insurance

Valuable Leader: Yorem Naveh

Region: Israel

CLAL Insurance’s Valuable 500 Commitment:

Commitment to be submitted.

Clifford Chance

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 

Close Brothers

Valuable Leader: Adrian Sainsbury

Region: Global

Close Brothers’s Valuable 500 Commitment:

At Close Brothers, we are committed to creating an inclusive environment where all our colleagues can thrive. Our aim is to ensure that all our colleagues feel proud to work for us, in an organisation where they are valued and respected. We are determined to ensure Close Brothers to be accessible for all.

Our commitment is to appoint an Executive Committee Sponsor to champion disability across the organisation. We will also set up a Disability working group, open to all employees to ensure we are listening to ‘lived experiences’ and meeting the needs of our colleagues.


Valuable Leader: James Quincey

Region: Global

Coca-Cola’s Valuable 500 Commitment:

Commitment to be submitted.

Coca-Cola European Partners

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)

Compass Group

Valuable Leader: Dominic Blakemore

Region: Global

Compass Group’s Valuable 500 Commitment:

At Compass, we want to be a place where all our people thrive and feel safe, valued and included for who they are and what they bring to Compass. We are committed to the following:

  1. We will continue to focus on inclusion and diversity at Board level, including our disability agenda
  2. We will create and launch an Ability colleague community sponsored by 2 Executive Committee members dedicated to help us identify priorities & target change
  3. We commit to work with our clients to create a workplace where associates with disability can flourish
  4. We will review our corporate online presence to improve accessibility to our content


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.


Costain Group

Valuable Leader: Alex Vaughan

Region: United Kingdom

Costain Group’s Valuable 500 Commitment:

At Costain our purpose is to improve people’s lives by delivering integrated leading edge smart infrastructure solutions to meet national needs across the UK’s energy, water, transportation and defence markets.

We have a clear goal to have a workforce that is representative of society and are fully committed to creating a great place to work, where everyone can be at their best, every day. A workplace where everyone can be their true self, feel valued and understood for who they are and what makes them unique.

We believe that by being more diverse we will be more innovative, have a greater understanding of our customers’ needs and will deliver smarter, more inclusive solutions for our clients. As part of our inclusion strategy, we want to ensure that we offer opportunities and remove barriers for all talented and skilled people and reflect the diversity of our clients and customers. Our aim is to lead the way in disability inclusion and to act as a vehicle for positive change within the business and wider society.

We are delighted to be stepping forward and committing to the Valuable 500 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.

To support our Valuable 500 commitment we will:

  • Create a Disability and Wellbeing Network, sponsored by a member of our executive board, to support employees to be at their best and reach their full potential; free from barriers imposed because of physical and neurological difference or from long term health conditions
  • Become a Disability Confident level 2 employer by the end of 2021, and level 3 by 2024
  • Offer and provide work, apprenticeships and placements for people who have a disability
  • Ensure our managers have disability inclusion related training, and an understanding of reasonable adjustments we can offer to support our staff.

Credit Suisse

Valuable Leader: Thomas Gottstein

Region: Global

Credit Suisse’s Valuable 500 Commitment:

Build a greater awareness and a better understanding by providing education  around visible and invisible disabilities

  • Maintain a respectful and inclusive environment where people with disabilities can  thrive and grow
  • Seek opportunities to enhance accessibility as an employer for both candidates and  existing employees with disabilities
  • Continue to increase mental health and wellness enabling services for employees
  • Continue to ensure barrier free accessibility to our products and services for our  clients from our online presence, to our corporate systems, to our physical branches  including usability of our ATMs for persons with a diverse range of disabilities such  as visual and hearing impairments or reduced mobility.


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.

Daiwa House Industry Co., Ltd.

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.

Danske Bank

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: Dave Powers

Region: Global

Deckers’s Valuable 500 Commitment:

UGG and its parent company, Deckers Brands, are proud to join The Valuable 500 and share that our leadership is committed to engaging on a journey towards disability inclusion. As a key part of our ambitious Diversity, Equity and Inclusion initiative, we seek to affirm that meaningful inclusion of people with disabilities can and should form a core part of the business leadership agenda.

In our ongoing commitment to create and cultivate a robust, inclusive work environment, we will support and empower the voices of those staff and families of staff with disabilities. Further, we are committed to the continued development of products inclusive and mindful of those with disabilities. As an initial step in our commitment, we are working towards ensuring accessibility of internal communication platforms for all employees worldwide.

As we continue the journey of creating a workplace and products as rich in diversity as our global markets, we are excited to now be aligned with the values of the Valuable 500.

Delek Group

Valuable Leader: Boaz Chechik

Region: Israel

Delek Group’s Valuable 500 Commitment:

Commitment to be submitted.


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.

Deutsche Bank

Valuable Leader: Michael Morley

Region: United Kingdom

Deutsche Bank’s Valuable 500 Commitment:


Valuable Leader: Kaushik Shaparia

Region: India
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.

Direct Line Group

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 LLC

Valuable Leader: Keishi Kameyama

Region: Japan LLC’s Valuable 500 Commitment:

The DMM group rallies under a corporate vision of “a future everyone wants to see” to promote an environment where a diverse workforce can contribute and flower, regardless of obstacles.

In order to reinforce a culture in which every individual, whatever their personal challenges, can exercise their abilities and realize their potential as part of a team, we strive towards the following initiatives:

 – Supporting the employment of people with disabilities

DMM will coordinate efforts with employment support organizations and municipalities, developing specialized training solutions for highly necessary IT-industry skills and supporting unique regional needs in a manner adaptable to a rapidly changing industry that requires rapidly evolving competencies. In this way, DMM will increase the number of persons with disabilities engaged in ordinary employment, elevate match rates between such persons and businesses, and foster local communities in which disability does not keep anyone from earning a living.

This effort is in partnership with Manaby Co., Ltd.

 – Employing people with disabilities

DMM has, since its founding, expanded into over 50 different fields, including video distribution, stock trading, English teaching, game development, solar power, and 3D printing. This vast library of enterprises requires myriad skillsets, from website operations to back-office management to advertisement design and more—and sixty of the individuals currently supporting DMM with these skillsets possess disabilities of one kind or another. We aspire to create an office culture that is comfortable for employees of differing abilities, and are working to advance the organized hiring of more individuals with disabilities.

– Proactive education

Through public information campaigns, DMM will communicate its efforts surrounding the employment of people with disabilities both within the company and to the world at large.

DNP Group

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 submitted.

DPD Group

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.

Dr. Reddy’s Laboratories

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.


DTE Energy

Valuable Leader: Jerry Norcia

Region: United States

DTE Energy’s Valuable 500 Commitment:

At DTE, one of our top priorities is to build an inclusive and diverse workforce and create a workplace where everyone feels safe, welcome and a sense of belonging. We understand that having a diverse workforce makes us a better company because diverse perspectives improve our ability to innovate, solve problems and better serve our customers. We also know that when our employees represent the diversity of our customers, we provide better service. DTE is committed to accelerating our work to empower people with disabilities in our company and in our communities. In 2021, we pledge to:

  • Successfully hire 10 individuals with disabilities
  • Expand Project Search to greater Michigan
  • Continue to strengthen our support and partnership with DTE’s Abilities in Motion (AIM) employee resource group, and wherever we have the opportunity, be a voice and champion for people with disabilities
  • Continue to explore and challenge systemic barriers to employment
  • The DTE Energy Foundation will continue to seek opportunities to financially support the Autism Alliance of Michigan (AAoM) and other disability employment related non-profit organizations


Valuable Leader: Maxim Timchenko

Region: Ukraine

DTEK’s Valuable 500 Commitment:

For DTEK Group, 2020 has become the year when the company launched its new long-term strategy based on the UN Sustainable Development Goals and ESG (Environmental, Social, and Governance) principles. We reiterate our readiness to work for the benefit of society in our new strategy. We therefore integrated 12 UN Sustainable Development Goals into DTEK’s ESG Strategy and committed to making progress in achieving those goals.

This means that the interests of employees and residents of the regions where the enterprises operate have become the focus of the company’s development strategy. As a member of the UN Global Compact (since 2007) and the World Economic Forum (since 2019) we strive to be a role model for other Ukrainian businesses. Keeping in mind the UN Sustainable Development Goals, we declare our intent to integrate zero-barrier principles in our business processes. We define zero barriers to be the rules and standards that ensure equal rights and opportunities regarding access to jobs, services, mobility, and communication for various social groups that have been affected by restrictions based on age, gender, disabilities, etc. DTEK demonstrates real support for human rights, and practically implements the principles of non-discrimination and equal opportunities. Examples include: Fostering modern technologies for comfortable remote access to company services.

Adapting customer service offices for people with disabilities. At present, 4% of DTEK employees are people with disabilities. We strive to create an environment where all employees can fully realize their potential regardless of their health conditions. We have the power to make a difference.


Valuable Leader: Shamsher Puri

Region: India

DTSS’s Valuable 500 Commitment:

Commitment to be submitted.

Dubai Expo 2020

Valuable Leader: Her Excellency Reem Al Hashimy

Region: UAE

Dubai Expo 2020’s Valuable 500 Commitment:

In keeping with its vision to be an Expo for Everyone, Expo 2020 Dubai believes that people of determination are recognised as vital stakeholders in our workforce, volunteer community, contractors, and suppliers and visitors. People of determination share in our workload and in our commitment to deliver an accessible and inclusive mega-event, the first in the Middle-East and South Asia region.

Expo’s commitment is to ensure that the voices of people of determination are heard by way of conducting Accessibility forums with organisations (public and private), associations and community groups who are or represent people of determination, to align our projects and features to meet their needs and expectations in delivering an inclusive event. No less than five such Accessibility Forums will be conducted to invite participation and contribution of people of determination in the UAE. Inclusive society sits at the heart of our Expo programme, with a dedicated week long event-time spotlight on strength in diversity and difference.

Expo’s dedicated projects and programmes serve as mechanisms to engage in the wider community, seek its input and feedback and provide measures that truly provide social impact. They complement the multitude of projects underway, or already in place, to ensure access not only to our built environment but also to our digital, social and sensory environments, as detailed in our SOCIAL Compact document.

At Expo 2020, we understand that accessibility and inclusion transcend standards and codes; they are achieved first by a fundamental mindset and commitment to social inclusion for all.


Valuable Leader: Edward Breen

Region: United States

DuPont’s Valuable 500 Commitment:

Commitment to be submitted.

DynaPack Asia

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:

At Ecolab, we believe the best teams are diverse and inclusive. This belief isn’t new, as it reflects our longstanding values of working together with diverse perspectives to challenge ourselves, reach our goals and do what’s right.

Our success depends on our innovation, expertise and how we meet the needs of our customers. It is also critical that we reflect the communities in which we do business improving our ability to serve our customers.

We are fully committed to disability inclusion. Actions that support our commitment include:

    • The Launch of our newest Employee Resource Group, DAWN- the Disability, Ability & Wellbeing Network – focused on supporting Ecolab’s growth by creating an inclusive culture for the advancement of associates with differing abilities and in caretaking roles.
    • Focus on disability inclusion in our Executive Diversity and Inclusion Council agenda – Launched in 2017, the Council sets the diversity, equity and inclusion strategy at Ecolab and provides accountability for Ecolab’s commitment to building a diverse, equitable and inclusive organization.
  • Gathering feedback from our associates–  which is critical in evaluating our progress and identifying ongoing areas for improvement. For this purpose, we launch a voluntary self-identification disability survey every other year. It focuses on assessing our recruitment and hiring practices, as well as retention efforts. We report findings to our senior leaders and implement actions where needed to ensure we continue to get better.


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 submitted.


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


EDF Energy

Valuable Leader: Simone Rossi

Region: United Kingdom

EDF Energy’s Valuable 500 Commitment:

In 2021 we will establish what we need to do and take action to make our digital platforms more accessible for our disabled customers, employees and those who work with us. We will show our people how to use the accessible tools as they become available.

Egged Ta’avura

Valuable Leader: Esther Eldan

Region: Israel

Egged Ta’avura’s Valuable 500 Commitment:

At Egged, accessibility is our business.

As people who have been engaged for more than 85 years in connecting people with the places they need to go to, we believe that striving for optimal accessibility is one of our main missions.

Egged strives towards a more accessible world from two perspectives:

Occupational diversity and inclusion | More than 3% of our female and male employees, nationwide, are living with disabilities. In order to enable them to realize themselves and contribute to our shared success, Egged ensures that the infrastructures in its facilities are accessible in general, and if necessary it carries out additional accessibility pursuant to specific requirements. We recruit and train female and male employees, with productive collaboration with the Access Israel Foundation and other social entities. Egged aspires to continue to expand employment for those contending with disabilities, as part of our diverse employment base – which handles additional excluded groups in Israeli society.

Transport diversity and inclusion | Egged decisively promotes accessibility on our transport services and in all the physical and digital service channels. Our accessibility team includes a service accessibility manager and a building accessibility, infrastructures and environment manager. We work together with civilian society organizations in the fields of transports and accessibility and with leading and experienced accessibility consultants – in order to carry out accessible acquisition and development and maintenance of all our infrastructures and services – in order to create optimal accessibility.

Our fleet of buses is 100% accessible for people with hearing and visual impairments and for travel with support animals.  In all the buses there are priority seats for those living with disabilities. The entire city fleet is wheelchair accessible. Furthermore Egged’s click-click service enables reserving a space on an accessible minibus (pilot in Haifa and Jerusalem).

Accessible service | 100% at the ticket cash desks, the customer service departments, information stations and lost and found departments at the central bus stations in which Egged operates accessibility. 100% of the transport facilities owned by Egged or managed by it are accessible (building, infrastructures and environment and service to the passengers. Our customer service department uses a variety of measures that create accessibility, as a solution for a diversity of disabilities – contact by SMS and receipt of an immediate response, contact by Egged’s internet website and more.

We are continuing to carry out responsible accessibility | Egged welcomes passengers requiring assistance. Accessibility constitutes part of the study program at the Egged Transport Colleges network and training and certification of drivers and employees for the accessibility service.

Egged is committed to expanding accessible transport alternatives, service and communication pursuant to the progress of technologies and to continue to recruit and nurture male and female employees who are living with disabilities.

We thank our community partners “Access Israel” and leading accessibility organizations and public transport that work with us to ensure innovation and advanced and attentive accessibility.

Egged’s accessibility team will be happy to receive ideas and answer your questions.

Electrocomponents Plc

Valuable Leader: Lindsley Ruth

Region: Global

Electrocomponents Plc’s Valuable 500 Commitment:

Commitment to be submitted.


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.

ENEOS Holdings, Inc.

Valuable Leader: Ota Katsuyuki

Region: Global

ENEOS Holdings, Inc.’s Valuable 500 Commitment:

ENEOS has established the following specific actions in support of this initiative. 

  1. Establish, maintain and improve targets for the employment rate of persons with disabilities as a priority issue. 
  2. Enhancing our support systems for the long-term stable employment of people with disabilities.
  3. Working to further increase employee awareness of diversity and inclusion in order to create a workplace environment in which anyone, including those with disabilities can play an active role.

ENEOS will continue to actively promote diversity and inclusion in order to create an environment where each and every employee can work energetically, and strive to enhance our corporate value in order to contribute to the development of society and the creation of a vibrant future. 

Enterprise Holdings

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


Euromoney Institutional Investor PLC

Valuable Leader: Andrew Rashbass

Region: United Kingdom

Euromoney Institutional Investor PLC’s Valuable 500 Commitment:

Our entrepreneurial heritage rests on a belief that people are different, that great ideas come from combining different perspectives and from freeing people to be themselves, which allows us to see the world in different ways. This enables us to solve issues for our clients around the world. This is not possible without proactively creating an inclusive culture, where we value each other, our views, our goals, our challenges and our unique experiences.

We are proud to have launched our Disability Employee Resource Group last year and look forward to growing the network this year.

Our commitment

  • Involve our employees in shaping the purpose and priorities for the new Employee Resource Group. 
  • Partner with the Group Inclusion & Diversity council to show material progress year on year.

European Space Agency

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.

Eversheds Sutherland

Valuable Leader: Diane Gilhooley

Region: Global

Eversheds Sutherland’s Valuable 500 Commitment:

At Eversheds Sutherland our vision is a diverse global community with an inclusive culture that places respect and support for everyone at its core, and empowers all of our people around the world to fulfil their potential. We are committed to developing a culture that embraces everyone and internal systems that align with our vision. Our aim is not just to ensure that there is no disadvantage to anyone, but to ensure that everyone can thrive. Diversity and inclusion involves everyone, and we are all responsible for embedding our values to ensure we attract, retain and maximise the potential of the best, diverse talent for the future.

We are committed to:

  • Ensuring disability inclusion is on our leadership agenda and demonstrating visible support from senior leadership
  • Raising awareness and challenging perceptions of disability in the workplace through sharing personal experiences, participating in key disability inclusion campaigns and driving firmwide engagement with support from our Ability Network
  • Fostering an inclusive workplace culture for colleagues with disabilities by launching a Workplace Adjustments Plan, running training for line-managers, and ensuring our recruitment processes are inclusive and accessible to people with disabilities
  • Building disability confidence across our business in a long-term and sustainable way by improving the quality of our disability related data, strengthening the accessibility of our digital platforms, and moving from being a Disability Confident Employer to a Disability Confident Leader

Exal Corporation

Valuable Leader: Michael Mapes

Region: Global

Exal Corporation’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Peter Kern

Region: Global

Expedia’s Valuable 500 Commitment:

We are guided by an inclusive purpose – to strengthen connections, broaden horizons and bridge divides. Travel opens minds and drives better understanding between people from all aspects of life – something the world needs today like never before. And travel fuels the health of communities and local economies. To make travel more enjoyable and accessible to all, we will reflect and celebrate the diverse backgrounds and experiences of our employees, customers, partners and communities through the following commitments:

  • Support organizations across the travel industry in becoming more inclusive providers by publishing case studies of travel products, services and innovative practices that champion disability inclusive and accessible travel.
  • Enhance digital accessibility of our travel platform and products to reduce friction and barriers for our customers, suppliers and partners.
  • Formally allocate 10% of working hours to global Employee Resource Group leaders to lead broad-sweeping, intersectional, and inclusive change for all.
  • Invest in our Equal Productivity Access Program to remove barriers to productivity, provide assistive technology, and advocate on behalf of employees with disabilities for a more inclusive work experience.
  • Demonstrate clear actions that bring mental and physical health to parity, build a culture of allyship, and remove stigmas and barriers in the workplace.

We recognize that the journey to disability inclusion is not a solo journey. Together, we have a responsibility and opportunity to make travel accessible to all and champion change in our industry for how the world thinks, acts and speaks about disability.


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: José Neves

Region: Global

FARFETCH’s Valuable 500 Commitment:

Commitment to be submitted.

Fast Retailing

Valuable Leader: Tadashi Yanai

Region: Global

Fast Retailing’s Valuable 500 Commitment:

With the corporate statement Changing clothes. Changing conventional wisdom. Change the world, the company considers its mission to create truly good clothing and, by offering people throughout the world the joy of wearing good clothing, contribute to better lives and a harmonious development together with society.

Respect for diversity is one of Fast Retailing’s most important principles. LifeWear from UNIQLO, the core brand of the Fast Retailing Group, is based on the concept of MADE FOR ALL, clothing for everyone throughout the world. Clothing to make everyone’s life a little better must derive from the diverse values of diverse people, and Fast Retailing believes that accepting and respecting different values is the driving force behind new ideas and innovation.

Fast Retailing pursues Diversity & Inclusion through five measures:

1. Hiring of persons with disabilities and acceptance training

Fast Retailing hires persons with disabilities at its stores worldwide. In 2001, UNIQLO began actively recruiting persons with disabilities in Japan. Ever since, both UNIQLO and GU brand stores in Japan have enthusiastically hired persons with disabilities, with a target of hiring at least one person with a disability at every store and endeavored to provide a rewarding environment. The two companies also provide guidance for store managers and employee trainers to broaden the capabilities and potential of persons with various types of disabilities.

2. Creating products, services, and sales spaces based on feedback from customers and employees

Fast Retailing works to create products, services, and stores that reflect the opinions and advice it receives from customers and employees with disabilities. At UNIQLO in Japan, employee volunteers initiated a project to create stores where customers with disabilities, as well as the elderly or other customers who may need a little extra consideration, can shop more comfortably. Through discussion meetings with customers with disabilities and other initiatives, Fast Retailing continues to explore ways to improve store facilities and operations, as well as enhance services for customers with disabilities and customer relations skills. In addition to Japan, these efforts are being expanded globally in cooperation with UNIQLO businesses in other countries.

Front-open Innerwear, a product line from UNIQLO sold in Japan through its online shop and in select stores, was developed based on feedback from customers who have difficulty putting on or removing pull-over clothing. Product developers created the line by visiting medical institutions and facilities, and listening to feedback from hospitalized and ambulatory patients, women recovering from breast cancer surgery, persons with disabilities, and the elderly. The company focused on ease of dressing and undressing, as well as comfort and a reasonable price, offering lines for men, women, and children.

3. Special Diversity & Inclusion website

In March 2020, Fast Retailing set up a special website to provide public information on the company’s diversity and inclusion efforts. Along with messages from the CEO and other management executives, the site presents the Fast Retailing Group’s four focus areas (Gender, Global One Team, Persons with Disabilities, and LGBTQ+) and related initiatives, along with features on employees actively pursuing diversity. The website is an important corporate activity for the Fast Retailing Group and is also featured on the company’s recruitment page.

4. Support for sports programs for persons with disabilities

UNIQLO has been an official partner of Special Olympics Nippon since 2002, supporting sports training and competition for people with intellectual disabilities by donating uniforms for athletes and volunteer staff, and assisting with competition operations. UNIQLO Taiwan is also providing support for organizations and athletes in that market. In addition, as a title sponsor of the Wheelchair Tennis Tour organized by the International Tennis Federation (ITF) since 2014, UNIQLO has sponsored the UNIQLO Wheelchair Tennis Tour, with over 150 events held annually in more than 40 countries and regions. The company is also a title sponsor of the UNIQLO Wheelchair Doubles Masters event, a major doubles tournament.

Further, UNIQLO develops game wear in collaboration with the world’s top athletes in sports for persons with disabilities, namely wheelchair tennis players Shingo Kunieda and Gordon Reid, who represent UNIQLO as Global Brand Ambassadors, and the para-athletes on the Swedish Paralympic Teams, with which UNIQLO maintains an Official Clothing Partner contract. UNIQLO utilizes the perspective of these professionals to create clothing that offers new value.

5. Support for persons with disabilities in local communities

Fast Retailing, as part of its community engagement program, provides a wide range of support for persons with disabilities in regions around the world. UNIQLO in South Korea launched an initiative in 2019 for people with cerebral palsy, donating UNIQLO clothing that had been customized for each individual to be easier to put on and take off. Approximately 6,000 items were supplied to around 1,200 people through this program. Since 2017, UNIQLO Singapore has been providing support for the APSN Delta Senior School (DSS), a facility offering vocational training to students with mild intellectual disability. The company set up a mock UNIQLO store in the school to give students an opportunity to learn about working in a store and gain experience.

Fidelity International

Valuable Leader: Anne Richards

Region: Global

Fidelity International’s Valuable 500 Commitment:

We have set a global goal to improve accessibility and enablement for customers and employees with different abilities. As part of our commitment, we will continue to:

  • Empower and support colleagues to feel comfortable talking about their disabilities, including invisible disabilities, at work;
  • Commit to an ongoing global site accessibility audit;
  • Partner with disability community business organisations to access guidance and best practice;
  • Provide a more accessible workplace through adjustments and assistive technology for our people and customers
  • Continue to support individuals with caring responsibilities to work flexibly to maintain their work life balance

Financial Times

Valuable Leader: John Ridding

Region: Global

Financial Times’s Valuable 500 Commitment:

We live in a time of disruption and fragmentation but it’s full of opportunity: To stand up for free enterprise as a force for good; to promote responsible business by holding companies to account; to empower our readers to lead the way in business, society and the wider world. This is the FT’s new agenda.

Our commitments:

  • Ensure disability is a priority at board level and on the agenda of our Global D&I Taskforce. The company will work closely with FT Access and provide the group with the support of a Board Sponsor to achieve its goals.
  • We seek to have 10% representation of people with disability in our workforce by 2022
  • We are Disability Confident and are working towards becoming Disability Leaders by 2023
  • We will ensure that Disability Awareness training is offered to all FT employees
  • We will offer Neurodiversity training and raise awareness around hidden disabilities
  • Our London Office has completed an “Accessibility Audit” via Disability Rights UK. We will take action to ensure that we address any areas highlighted ensuring we are a more disability accessible building.
  • The FT will actively seek out job applicants from the disabled community via EvenBreak and other disabled recruitment organisations
  • We will promote content around the topic of disability with our audience.
  • We aim to make more accessible, especially around our graphs and charts.


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: John Saunders

Region: Global

FleishmanHillard’s Valuable 500 Commitment:

At FleishmanHillard, we are on a mission to be the most inclusive communications agency in the world. And, that’s not enough. We won’t stop until we make the world a more inclusive place. Our commitment to disability inclusion and The Valuable 500 will be a core part of our ongoing Diversity, Equity and Inclusion (DE&I) strategy.

  • Our upcoming global internal DE&I survey will include a focus on exploring the needs of FleishmanHillard’s disability community
  • Our global DE&I #LoseTheWhisper employee dialogue series will add disability in the workplace as a topic, to help us elevate the conversation firm-wide
  • A new Employee Resource Group will be established to support our colleagues living with disabilities

And that is just the starting point – we will use the data and insights gathered from the commitments above to make informed decisions about how to further incorporate disability inclusion in our overall DE&I efforts.


Valuable Leader: Revathi Advaithi

Region: Global

Flex’s Valuable 500 Commitment:

Increase employment of people with disabilities by 10% or more by the year 2025 through proactive accommodations and recruitment in partnership with the Valuable 500 and expansion of the Flex Inclusion Factory program.


Valuable Leader: Georgia Dawson

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

Galaxy Surfactants Ltd.

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.

Gatwick Airport

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:

We at Gett take disability inclusion and accessibility very seriously and work daily to ensure the accessibility of our services.

In addition to a fully accessible App and website, according to the highest standards, and following integrated consultation with accessibility users as part of our product development process, all drivers who are engaged with Gett undergo training that prepares them to provide the right service that is suitable for people with disabilities, along with a clear and unambiguous policy on the subject, in which they receive tips and explanations regarding how to provide service to people with disabilities.

It is also made clear that Gett will not tolerate any case of a driver who refuses to provide service to a person with a disability and will immediately stop its driving activity on behalf of Gett.


Valuable Leader: Jeroen Temmerman

Region: Global

GHD’s Valuable 500 Commitment:

Commitment to be submitted.

Gilbert + Tobin

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.

Gleneagle Group

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.”

GNP Seguros

Valuable Leader: José Eduardo Silva Pylypciow

Region: Mexico

GNP Seguros’s Valuable 500 Commitment:

En GNP Seguros creemos en el talento, capacidad y deseos de desarrollo de las personas, es un orgullo ser parte de Valuable 500. Somos pioneros en prácticas de inclusión laboral y seguiremos fortaleciendo nuestro Programa de Inclusión Laboral para Personas con Discapacidad, aumentando el número de colaboradores dentro de la empresa, ofreciendo la infraestructura y herramientas necesarias para su gestión segura y profesional. Reafirmamos nuestro compromiso de promover prácticas que fomenten la igualdad de oportunidades en un ambiente seguro y de respeto. Impulsar una cultura de inclusión, es una gran oportunidad para ser mejores cada día.

At GNP Seguros we strongly believe in people’s talent, abilities, and willpower for overcoming. We’re very proud to be part of Valuable 500. As pioneers in the labor inclusion practices, we will continue to strengthen our Labor Inclusion Program for People with Disabilities, increasing the number of colleagues within the company, offering the infrastructure and tools they need for their safety and professional development. We reaffirm our commitment to boost practices that encourage equal opportunities for all, in a safe and respectful atmosphere. We´re convinced that promoting an inclusive culture and environment, it is a great opportunity for us to improve every day.


Valuable Leader: Barak Regev

Region: Israel

Google’s Valuable 500 Commitment:

Commitment to be submitted.

Grafton Group

Valuable Leader: Gavin Slark

Region: United Kingdom and Ireland

Grafton Group’s Valuable 500 Commitment:

At Grafton Group plc, we believe we should focus on creating an inclusive and diverse culture where all colleagues feel comfortable discussing their disabilities with the knowledge that they will get the support and encouragement required. If colleagues feel comfortable that their disability will not impede them, they will thrive. 

Therefore, we are committed to: 

• Focusing on inclusion and diversity at a Board Level ensuring this is cascaded throughout the business. 

• Focusing on creating a workplace accessible to all. 

• Surveying our colleagues to better understand the barriers and difficulties they face daily. 

• Creating a network and working group focused on improving opportunities for people with disabilities accessing employment. 

Grant Thornton LLP

Valuable Leader: David Dunckley

Region: United Kingdom

Grant Thornton LLP’s Valuable 500 Commitment:

At Grant Thornton we are committed to providing opportunities for our people to be themselves and to fulfil their potential at work. Our ambition is that we are fully inclusive every day. This means that our working environment is one where everyone’s experience is important. We want our people to feel comfortable sharing any conditions or challenges they face, feeling confident that they will be supported and included.

We have committed to the following:

  • Ensure that our people are comfortable to disclose their needs by providing technological support flexibility and focused people manager support.
  • Implement people manager training focused on improving confidence in managing people with disabilities or caring responsibilities and create a coaching buddy system for people managers to share best practice.
  • Increase recruitment of people with disabilities by working with specialist partners.
  • Expand our reverse mentoring programme to give leaders specific insight into disability and the workplace.
  • Improve our internal processes and data collection to allow us to better support people with disabilities.
  • Embed Disability Confident Level 2 with a plan to progress to Disability Confident Level 3 in 2022.

Greencore Group

Valuable Leader: Patrick Coveney

Region: United Kingdom

Greencore Group’s Valuable 500 Commitment:

Commitment to be submitted.

Greene King

Valuable Leader: Nick Mackenzie

Region: United Kingdom

Greene King’s Valuable 500 Commitment:

Here at Greene King we pride ourselves on our friendly welcome, pouring happiness into lives. Our mission is to be the best for our customers, our employees and our communities. We welcome Diversity  through our doors every day and we celebrate a team that’s representative of the people we serve. We strive to build and nurture an inclusive culture where our team are comfortable to bring their authentic self to work.

We are commiting to the following by the end of 2020:

  • Continue to table and discuss the Inclusion & Diversity Strategy at the Group Executive Board, including discussing our Disability Agenda
  • Create and Support an Employee Led Group aimed at focusing on Disability issues, whilst supported and Sponsored by a Group Executive Board member
  • Create Insights into our diversity profile at Greene King, whilst working with the Insights to create a more inclusive place to work


Valuable Leader: Roger Whiteside

Region: United Kingdom

Greggs’s Valuable 500 Commitment:

At Greggs, we pride ourselves on our culture and ‘Being Greggs’, creating an environment which is friendly, hardworking, respectful, appreciative, honest and which is inclusive of everyone. We recognise that difference is good and we have made a pledge that ‘by 2025, our workforce will reflect the communities we serve’.

 We recognise the important contribution that people living with disabilities can make and are committed to:

  • Improve the data we hold for our colleagues including whether colleagues have a disability.
  • Review accessibility in our recruitment processes and the training we provide.
  • We will deliver diversity awareness training to all colleagues, and provide additional training to those with responsibility for either managing others or recruiting new team members to make sure they are leading and recruiting in an inclusive way.
  • We have signed up to the Sunflower Scheme and will train all colleagues about Hidden Disabilities ensuring we can best support our colleagues and customers.
  • We will continue our Supported Hours initiative in our shops, helping maintain employment for colleagues with disabilities who need additional support.
  • Greggs is committed to improving our diversity and inclusion in all its forms and we have renewed our engagement with the National Equality Standard (NES) first signed in 2017.


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: Mats Granryd

Region: Global

GSMA’s Valuable 500 Commitment:

Commitment to be submitted.

Gulf International Bank

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

Hachette UK

Valuable Leader: David Shelley

Region: United Kingdom

Hachette UK’s Valuable 500 Commitment:

Commitment to be submitted.

Harel Insurance

Valuable Leader: Yair Hamburger

Region: Israel

Harel Insurance’s Valuable 500 Commitment:

Since its inception, Harel Insurance and Finance Group has, as part of its world view, championed inclusiveness and the acceptance of all members of society as equals.,. We are committed to continuing to promote equality of rights and employment for people with disabilities. In this context, Harel appointed a full-time accessibility coordinator, who together with other professional entities within the company are responsible for implementing the accessibility program in accordance with regulatory requirements, assisted by professional advisors and Access Israel, and based on accessibility studies and the mapping of gaps and deficiencies.

We undertake to continue to operate in a broad range of areas, as we have until now. Accordingly, Harel contributes to populations coping with emotional, sensory and physical disabilities and Harel employees also volunteer with these populations.

Additionally, Harel endeavors to promote the marketing of special insurance policies such professional liability policies for service access officers and overseas travel insurance which covers medical devices such as wheelchairs and prostheses in the event of loss or theft.

Over the past few years, the Group has organized workshops on sign language and held accessibility training sessions for its employees which address four categories of disability, so as to enable more courteous and respectful communications both on and off the Company’s premises.

Harel employs workers with disabilities in all its areas of activity and regardless of the disability. For example, there are several projects which encourage equality of employment: (1) A project for the integration of people with Asperger’s syndrome; (2) A project run in coordination with Call Yachol (CY) [an employment agency that places people with disabilities in a regular business environment] in which more than half of the managers and employees suffer from a disability and are from disadvantaged populations, and through which Harel has hired 50 employees.


Valuable Leader: C Vijayakumar

Region: Global

HCL’s Valuable 500 Commitment:

Commitment to be submitted.

Heathrow Airport

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: Lars Petersson

Region: Global

Hempel’s Valuable 500 Commitment:

In Hempel A/S our commitment is to become an employer that is fit for serving people with different abilities (mental and physical) by ensuring that everyone is equally enabled to be successful at their job and that their voice is heard. Actions throughout the next five years

  • Gain understanding of our baseline during 2021, in order to define standards and set the right target for Hempel
  • Actively raise awareness of disability inclusion during 2021 and celebrate World Disability Day across all Hempel regions
  • Ensure that D&I unconscious bias trainings include disabilities in the scope
  • Develop a global employee support network for our colleagues with disabilities by 2022
  • Work towards making all our sites accessible by 2025
  • Attain a disability standard by 2025

Herbert Smith Freehills

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:

Kesher Rent A Car- Hertz franchisee in Israel  from the Meir Group has raised their banner of:

Complete and uncompromising compliance with all conditions of providing accessible services, to the general public of their customers.

This while maintaining maximum respect for their customers and employees.

In this framework, the group companies provide an optimal service, without regard to the costs or the duration of the required adjustment and service work.

Our compatibility includes:

  • Training of managers, service and sales representatives to a required level of proficiency in all sections of the Accessibility Law.
  • Signage and direction to the sites, and in their area.
  • Appropriate, available and marked parking spaces.
  • Utility tables, counters and accessible chairs.
  • Installation of lifts in places where there is no possibility of a ramp (such as a Atarim branch).
  • Accessible restrooms to both women and men.
  • Full compliance with the terms of the business license.


Valuable Leader: Partha DeSarkar

Region: Global

HGS’s Valuable 500 Commitment:

At HGS, we envision creating an inclusive workplace that offers an accessible and welcoming environment for everyone. This will ensure that we learn, grow, respect and be accepting of a diverse workforce, thereby helping us achieve our vision – “Together We Progress”.

We are keen to work with talented people, irrespective of their gender, sexual orientation, race, religion, ethnic origin or disability status but drive special focus on Gender, PwDs and LGBT+ as diversity dimensions.

Our Disability Inclusion Program focuses on hiring people with abilities, ensure accessibility through reasonable accommodations and enable equal learning opportunities. Disability inclusion is one of the key priorities for the year 2020 and we are committed to the following actions:

  1. Integrate more people with disabilities (PwDs) in the workforce by driving talent acquisition, business and management practices to achieve results.
  2. Make HGS India an accessible organization by ensuring physical and digital accessibility at the workplace.
  3. Extensive awareness and sensitization drive to make our people aware about disability inclusion program and to seek their partnership in our inclusion journey.


Valuable Leader: Christopher Nassetta

Region: Global

Hilton’s Valuable 500 Commitment:

Diversity is at the core of our Vision, Mission, and Values. We are committed to an inclusive workforce that fully represents many different abilities, ethnicities, ages, genders, sexual orientations, and viewpoints. Our global brands provide meeting places for people to connect, creating a welcoming environment for all. Understanding our Team Members’ unique perspectives, along with those of our Guests, Owners, Suppliers, and Partners, is essential to driving our competitive performance. Our company will always strive to reflect the global communities where we live and work.

In the area of disability inclusion, we are committed to the following:

  • Increasing active engagement and communication of our Abilities Resource Group to build allyship across the organization
  • Advancing our efforts on the recruiting, hiring, retention and promotion of individuals with disabilities
  • Enhancing the ability for employees to update their personnel profiles, identify barriers and/or share accessibility concerns, anonymously or confidentially
  • Providing training and education to ensure that all of our Team Members lead inclusively, are active allies and create a sense of belonging for all
  • Continue progress on ensuring our workplace and hotels are inclusive and accessible for all.

Hitachi Group

Valuable Leader: Toshiaki Higashihara

Region: Global

Hitachi Group’s Valuable 500 Commitment:

Diversity and Inclusion open our Future.

Diversity is the wellspring of our innovation and our growth engine. Hitachi regards personal differences such as −gender, nationality, race, religion, background, age, disability, and sexual orientation− as well as other differences, as facets of people’s individuality. 

By respecting our employees’ individualities and positioning them as an advantage, Hitachi frames its diversity and inclusion as conducive to both the individual’s and the company’s sustainable growth. With a diverse workforce, strong teamwork and broad experience in the global market, we will meet our customers’ needs.

To accelerate D&I, we organize D&I promoting committee, chaired by CEO and made up of senior leaders across the business, to discuss D&I issues including disabilities.

We also will appoint leaders to promote D&I by regions, to accelerate D&I initiatives that meet the issues of the region/country.

We also respect “Convention on the Rights of Persons with Disabilities” and continue to support members with disabilities so that all members can exercise their potential to the fullest. 

Hitachi strives to create an environment where everyone can work with enthusiasm and demonstrate strong performance. 

Hogan Lovells

Valuable Leader: Miguel Zaldivar

Region: Global

Hogan Lovells’s Valuable 500 Commitment:

Diversity makes Hogan Lovells a better law firm and helps us to attract the best talent, drive innovation, and deliver the best experience for our people and clients. We are devoted to nurturing an inclusive working environment where all our people can be themselves and feel empowered to succeed.

When Miguel Zaldivar became CEO of the firm on July 1, delivering on our commitments to diversity and inclusion became one of our firm’s five strategic priorities. Our firm has emphasized its commitment to ability inclusion by adding it as a key diversity strand in 2021 and is committed to creating the following changes:

  • Signing onto global and regional initiatives and charters that prioritize support of people with different abilities
  • Include disability as a diversity strand in our firm communications
  • Establish a global network for individuals with disabilities, caregivers and allies
  • Establish and improve on the self-identification of our colleagues with different abilities regionally
  • Work in collaboration with different functions to promote disability inclusion in our communities
  • Promote disability inclusion in our communities through our citizenship, sustainability and wellbeing efforts

Hoxby Limited

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.

HSBC Mexico

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.

Innocent Drinks

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.

Inside Ideas Group & Oliver

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: André Lacroix 

Region: Global

Intertek’s Valuable 500 Commitment:

At Intertek, we are driven to make the world ever better together.  We do this by helping our customers build stronger, more sustainable businesses. In doing so we also help communities to build safer, more resilient environments, while supporting each other every day to build a better and kinder world for all.  With these core values in mind, we are thrilled to announce that we have been welcomed into the Valuable 500, a global community of CEOs who have committed to putting disability inclusion on their corporate agendas and using business as a force for good. Participating in the Valuable 500 community is a meaningful step in our continued journey to deliver our founding fathers’ vision of making the world a safer and better place.

By joining the Valuable 500, we are formalising our commitment to affect system change by adopting a disability inclusive mindset and applying this ethos to our relevant service offerings to ensure that the clients we serve also meet the needs of the disabled community through the products and services they offer, the physical environments in which they operate, the technology they develop, and the digital media they use to communicate.

We are a global family that values diversity. This value system has shaped our company culture, our ability to innovate, and has made us a renowned trusted partner and employer to businesses and people worldwide. We are delighted to be welcomed to the Valuable 500 and encourage those we work with to join us in contributing to a more inclusive world.


Valuable Leader: Doug Sharp

Region: EMEA

Invesco’s Valuable 500 Commitment:

In line with our global priorities of diversity, equity and inclusion for all Invesco colleagues, we commit to the following: As a disability confident employer, we will host two internships in 2021; we will continue to support our disability workstream, and we will ensure all global colleagues complete Unconscious Bias training by year end.

Ipsos Mori

Valuable Leader: Ben Page

Region: United Kingdom

Ipsos Mori’s Valuable 500 Commitment:

At Ipsos MORI, we believe that an inclusive and diverse environment benefits us as individuals and as an organisation. We want to be as diverse as the people and issues we research, to better reflect and understand the world, and ultimately deliver better research and insight to our clients.

  • We need to better understand the diversity of our employees in relation to disability and make it easy for individuals to declare and discuss their disability and requirements. We will explore and implement appropriate mechanisms to do this but will also utilise our internal Inclusion and Diversity survey to gather relevant data to support our work. This will enable us plan how we should support our employees in the most appropriate way for them. It will also help create an environment where people feel comfortable to be themselves and to discuss and celebrate their differences.
  • We recognise that raising awareness and understanding of disability is important to reduce stigma and change perceptions. We will review our inclusion training offering, making changes where needed, and will continue to educate managers and employees so that they are better equipped to support disabled colleagues.
  • We will use our return to the office, post-pandemic, as an opportunity to create an enhanced working environment that is suitable for disabled employees and allows individuals to be the best they can be. We will actively plan for this in each of our UK offices, drawing upon our knowledge of our employees and with open discussion to enable us to consider a range of disabilities. We will seek expert advice where needed to support this. As we move to a blended working approach, we will also include those working from home to ensure they continue to feel supported.
  • We are a Disability Confident Scheme member but recognise that we need to do more. We will review our current working practices in conjunction with the DCS and will implement any changes needed.


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 submitted.


Valuable Leader: Steve Demetriou

Region: Global

Jacobs’s Valuable 500 Commitment:

At Jacobs, we know that having a culture of inclusion where everyone feels that they belong and can thrive allows us to recruit and retain the best global talent and drive a more connected organization – which in turn drives innovation and creativity in our solutions for our business, our clients and our communities.

We value the unique insights and talents that people with disabilities bring to our culture and business practices. Our foundational core value “We live inclusion” is supported by the strength of tangible leadership commitment and accountability at Jacobs, and in 2021 we commit to:

  • Driving a step change in disability awareness. Supporting and empowering our employees with disability and their allies through our disability network ACE (Access, Connect, Empower) provides a platform to consult and learn from our colleagues’ lived experiences of disability, connect global employees with similar experiences (either personally or through caring for a family member) and empower all those living with disability to bring their whole selves to work. ACE is represented at the highest level of the company through sponsors in our Executive Leadership Team.
  • Ensuring stronger measurement and accountability through all levels of the organization. A baseline of information forms the foundation of actions for front-line leaders, and provides the basis of consistent accountability conversations, measurable progress and familiarity and confidence within our leadership cohort.
  • Focussing on accessibility. We will continue to specifically target workplace adjustments – both physical and digital – to improve accessibility. This will be a key consideration as we transform our office space around the globe, while also embracing new standards in the way we communicate and work in the future. Our continued success on these fronts ultimately increases opportunities to attract more people with disabilities to our organization, allowing all employees to thrive.
  • Facilitating better outcomes for people with disabilities in the broader community. While our focus remains on transforming our own disability inclusion culture, our greatest long-term opportunity exists in influencing positive outcomes for the communities and customers served by our clients. Jacobs deploys more than 70 million hours of intellect to some of the world’s largest government and private sector organizations on an annual basis. As our culture matures, we will encourage our stakeholders to take a similar journey to better support the communities we jointly serve.

Our continued commitment to the Valuable 500 is a great source of motivation to all of us at Jacobs – ensuring that people of all abilities are valued, supported, and embraced. Our participation is also a key element in realizing our ambition of creating a ‘company like no other’.

Jaguar Land Rover

Valuable Leader: Ralf Speth

Region: Global

Jaguar Land Rover’s Valuable 500 Commitment:

At Jaguar Land Rover we are committed to creating experiences people love, for life.

We understand the importance of diversity, inclusion and equity to our business; a truly diverse workplace, where the creativity, beliefs and passions of everyone are valued, can improve employee satisfaction, drive innovation and ultimately allow the business to succeed and flourish now and into the future.

To be inclusive we must create a level playing field in which all our colleagues can thrive. We must value the diverse skill set and experiences each and every person contributes to our organisation and encourage everyone at Jaguar Land Rover to bring their authentic self to work, in order to benefit from the improved collaboration, innovation and decision making this will bring to our business.

By embedding diversity within our culture and workforce, we aim to create products, communications and experiences that are more inclusive for our people, our customers, and wider society.

We have been the Presenting Partner of The Invictus Games since it began in 2014: an event which uses the power of sport to inspire recovery, support rehabilitation and generate a wider understanding and respect for wounded, injured and sick Service men and women. We are proud to continue in our role as Presenting Partner for the fifth Invictus Games in 2021.

However, to truly enable as many people as possible to participate in society with ease, ambition and autonomy, we want to do more.

Jaguar Land Rover therefore commits to the following pledge:

To conduct regular research with individuals who have disabilities, impairments and mobility needs, with the aim of creating actionable insights that make our products, communications and experiences more inclusive. 

Japan Airlines

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.

Jardine Motors

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.

Johnson Matthey

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.

Jurys Inn and Leonardo Hotels UK and Ireland

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.

Kao Corporation

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.


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.”

KBZ Bank

Valuable Leader: Mike DeNoma

Region: Myanmar

KBZ Bank’s Valuable 500 Commitment:

We are guided by a belief and a culture that runs throughout the entire organization: being good to  people and doing the right thing. That is why we are driven by our three values – Metta, Thet Ti,  Virya – loving kindness, perseverance and courage. 

These values permeate every level of the organisation, from our leadership to our team members,  and guide every interaction with our customers and partners. They allow us to work with intention,  and have a profound impact on communities and lives.  

We recognize that we can always aim to do better. For these reasons, we are committed to  providing an environment where all of our team members can nurture a sense of belonging for all,  regardless of their background and abilities. Specifically, we will evaluate and improve our policies  and practices toward disability inclusion so that everyone is enabled to shape an inclusive  workplace, together.  

We will continue to stay true to our values and reflect it in the way we operate, as a team and as a  bank. That is simply what Myanmar needs and deserves.


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.

Keio Plaza Hotel

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.



Kerry Foods

Valuable Leader: Nick Robinson

Region: United Kingdom

Kerry Foods’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Xavier Lopez Ancona

Region: Global

Kidzania’s Valuable 500 Commitment:

Inclusion is most importantly seen as putting inclusive values into action. It is a commitment to particular values which account for a wish to overcome exclusion and promote participation. Values are fundamental guides and prompts to action. They spur us forward, give us a sense of direction and define a destination. (, n.d.)

1. Our Approach

Disability inclusion at work is about more than hiring people with disabilities. An inclusive workplace values all collaborators for their strengths. It offers collaborators with disabilities— an equal opportunity to succeed, to learn, to be compensated fairly, and to advance. True inclusion is about embracing differences, true inclusion builds better societies.

Inclusive practices not only support people with disabilities. Inclusion creates a more accepting and supportive workplace for all collaborators. KidZania believes disability inclusion programs generate a stronger culture, higher engagement, and respect among all members of our organization.

2. Major Initiatives

a. Disability awareness

As a skill, disability awareness refers to being mindful of the disabilities of people and managing to communicate and work with them effectively. This is our first and major global initiative to create a disability awareness program throughout our organization, considering our diverse cultural background, and leverage on our global presence.

This initiative will focus on strengthening our inclusive culture internally; from top to bottom. We’ll also work alongside all our stakeholders inside KidZania considering the following pillars of inclusion:

  • Choice
  • Partnerships
  • Communications
  • Policies
  • Opportunities
  • Access
  • Attitude

And adding a key element for KidZania, joy. Enjoyment and fun while learning. And taking this view to our awareness campaign and internal training programs to accomplish our goal.

We are committed to creating a disability awareness journey within KidZania. Including all the different levels in our organization, so as to promote key messages and start taking actions towards a stronger inclusive culture by:

  • Sending a strong message from the top
  • Educating our collaborators and raising awareness
  • Training our members to build confidence and trust
  • Having an Inclusion Committee that guides our steps and actions
  • Aligning our new narrative and pillars to this message and communicate it internally so that everybody understands what our goal is and how to take part in it.

b. Hiring Policies and Special Support

KidZania has already started this path with hiring policies and by having collaborators with disabilities as part of our staff. We are looking forward to consolidating this important participation by:

  • Having clear hiring policies that include support, training, accessibility and a buddy program to accompany every collaborator who may benefit from this extra support
  • Strengthening inclusive recruitment
  • Building purposeful partnerships
  • Making our workplace accessible
  • Ensuring inclusive practice throughout our organization

Kin + Carta

Valuable Leader: John Schwan

Region: Global

Kin + Carta’s Valuable 500 Commitment:

At Kin + Carta, we have pledged to use ourselves, our platform, and our work as a force for good. We have the opportunity to seek out diverse perspectives, to celebrate differences, and to build a culture where every individual is empowered to bring their authentic, and full self to work. In addition to the actions we committed to earlier this year in our IDEA strategy action plan, we have committed to the following. We know this is a marathon, not a sprint and will continue to learn and change for as long as it takes.

We will reduce the stigma around disability by:

  • Creating safe spaces for people with visible and hidden disabilities to share their experiences and escalate when they feel there is a problem which needs to be addressed
  • Creating a process to enable all of our staff to be comfortable requesting the tools and resources they need to do their job to the best of their ability and ensuring these requests get actioned

We will actively educate and raise awareness by:

  • Giving our employees a voice to share their experiences, such as opening up the Pass the Mic initiative
  • Ensuring we recognise and educate on awareness days, such as Global Accessibility Awareness day
  • Measuring and reporting on the number of people with additional requirements and their satisfaction at work

We will make certain that our recruitment process is inclusive and accessible by:

  • Advertising our jobs in a wider amount of places, such as ‘Diversity in Tech’ and Remploy
  • Reviewing and updating our job specifications and posts to remove any bias or ableist language
  • Reviewing our website and all internal tools to ensure they are as accessible as possible
  • We will seek to remove any active or unconscious bias in our interview and promotions processes by reviewing the state of play and educating our staff

Kingsley Napley

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: Ian Bailey

Region: Australia

Kmart’s Valuable 500 Commitment:

At Kmart Australia we are committed to creating products that are meaningful for our customers and celebrating the things that make us all different and unique. One way we are committed to doing this is through representation of people with disability within our doll ranges to normalise disability and remove some of the stigma around disability starting from a young age.


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.







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   


Kurt Geiger

Valuable Leader: Neil Clifford

Region: United Kingdom

Kurt Geiger’s Valuable 500 Commitment:

Kurt Geiger is staunchly aligned with The Valuable 500’s belief that truly inclusive businesses can build truly inclusive societies. Our People Empowered campaign has embodied our commitment to inclusivity by celebrating the perspectives of underrepresented individuals in the aim of normalising diversity in fashion. During September to December last year, 25% of our People Empowered team included individuals with disabilities who actively advocate against discrimination across multiple areas of society. For 2021, we’re dedicated to building on this figure, and our decision to grow People Empowered into an ongoing – as well as global – campaign reflects our ambition to intensify our pursuit for greater disability inclusion in the fashion sphere.


Valuable Leader: Jean-Paul Agon

Region: Global

L’Oréal’s Valuable 500 Commitment:

Commitment to be submitted.

Laguna Clothing

Valuable Leader: Sarbajit Ghose

Region: India

Laguna Clothing’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Yang Yuanqing

Region: Global

Lenovo’s Valuable 500 Commitment:

As a global technology leader, Lenovo touches the lives of millions, whether it be through the people we employ around the world or the solutions and experiences that are delivered to customers and clients.

At Lenovo, we believe that technology companies have the capability and the profound responsibility to champion diversity and inclusion; not only in the products and services we deliver, but also in the values we foster and the internal practices that govern us. In January 2020, Lenovo joined The Valuable 500, a global movement putting disability on the business leadership agenda. Disability inclusion and accessibility remains a top business priority for Lenovo, and this year we pledge to:

  1. Increase disability accessibility as part of the corporate business agenda.
  2. Increase the representation of and improve the employee experience for people with disabilities within Lenovo.
  3. Continue developing our Product Diversity Office to ensure accessibility and inclusivity are prioritized at all stages of the design process of Lenovo products and solutions.
  4. Continue conducting internal audits to assess areas for improvement as it pertains to accessibility, in order to build upon our commitment to an inclusive work environment for all employees.


Valuable Leader: J.P Scally

Region: Ireland

Lidl’s Valuable 500 Commitment:

We’re proud to announce that Lidl Ireland and Northern Ireland have joined the Valuable 500, a global movement putting disability on the business agenda.

It is important to us that all our team members are proud of what we achieve together in Lidl. The #WeAreLidl people policy has, and continues to, engage colleagues and foster a culture of inclusivity driven by our values – Respect, Recognition, Responsibility and Trust.

In joining we are committing to the following:

  • We will appoint a Board Director Sponsor to Champion our Diversity and Inclusion progress including our disability agenda.
  • We will provide inclusion training for our board and each Department Head by the end of 2021. Alongside this we will work with an external consultant to provide a train the trainer workshop for our HR team.
  • With the help of a third-party specialist, we will conduct an audit of our job application, existing policy and procedure processes to ensure that they are fully accessible.
  • We will introduce a Just A Minute (JAM) card within our Lidl Plus App, helping to further an accessible environment for all of our customers.
  • In 2021 we will commission external experts to identify, develop and implement strategies that address our most pressing inclusion needs, and also highlight the marketplace opportunities of a truly inclusive business in retail. Our aim is to develop on our progress in the area of diversity and inclusion by setting an inclusive business roadmap for 2022.

This continues our commitment to putting disability on the business agenda. In 2019, we rolled out Autism Aware Quiet Evenings across all of our stores offering customers a calmer shopping environment and the security knowing that additional assistance is available. In 2020, we added an accessibility tool to our A Better Tomorrow sustainability website. We rely on our partners to help develop our access programmes including Cope Foundation, the Prince’s Trust and Business in the Community. Collaboration is key to our success in this area such as with Assistance Dog’s Northern Ireland (ADNI) and Autism Assistance Dogs Ireland (AADI) putting two dogs through training with the intention of being given to families of children with Autism in Ireland and Northern Ireland.

We hope that in joining this movement that we can further make progress on our goal to build a high-performing, diverse and inclusive workforce based on respect, acceptance and trust.


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.

Linde Group

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

Linklaters LLP

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


Lloyd’s of London

Valuable Leader: Bruce Carnegie Brown

Region: United Kingdom

Lloyd’s of London’s Valuable 500 Commitment:

Commitment to be submitted.

Lloyds Banking Group

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: Bracken Darrell

Region: Global

Logitech’s Valuable 500 Commitment:

Since Logitech was founded it had a vision to design new possibilities that extend human capability. We strive to make this a reality for anyone by providing resources that help people build more fulfilling lives and better futures. We are honored to be a part of the Valuable 500, as we share the drive to build an inclusive world where everybody wins, and believe our contributions are amplified when we join others in pursuit of a more equitable world.

In 2021 Logitech’s executive leadership team is committing to embark on a 6-month D&I training series, with the goal of creating a more inclusive workplace and putting inclusive design at the center of product development to create better offerings for our customers.

The gaming team at Logitech, Logitech G, is one area of the Company that has made tangible strides to enable play for everyone; though we recognize there is so much more we can do. Logitech G believes it is our opportunity and obligation to evolve the gaming industry into an inclusive, diverse community for gamers today and in the future. More than 46 million gamers with disabilities in America want to play video games, but they often need help doing it. The Logitech G Adaptive Gaming Kit represents the Company’s commitment to bring play to all — unlocking the full potential of the Xbox Adaptive Controller for persons with different accessibility needs.

The Logitech G team worked with accessibility organizations to design and develop a robust offering that enables people with disabilities to game the way most suitable for them. The Adaptive Gaming Kit features the largest assortment of buttons and triggers available with gaming-grade components for performance and durability. The kit also includes marking labels, velcro attachment stickers, foam attachments and cable management strips to help with setup and reconfiguration for both gamers and caregivers.

The Logitech G team is continuing to work with key accessibility groups, such as SpecialEffect and AbleGamers, to further  customize the gaming experience and create solutions that make it easy for everyone to enjoy video games, no matter their ability. We are committed to continuing our efforts to bring a better experience to people and gamers everywhere.

London Luton Airport

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.

London Stock Exchange Group

Valuable Leader: David Schwimmer

Region: Global

London Stock Exchange Group’s Valuable 500 Commitment:

Our vision is to support and embrace a culture of diversity and inclusion where all colleagues can fulfil their potential.

We believe that a diverse group of colleagues and a commitment to equal opportunities is key to driving innovation and building a culture that reflects our global customers and the communities in which we operate around the world.

We are committed to creating an inclusive environment for all colleagues by:

  • Promoting the Group as an employer of choice by attracting people of all abilities, irrespective of visible or invisible differences
  • Ensuring our hiring and on-boarding practices are fully inclusive
  • Creating inclusive working environments across all regions, supported by consistent guidelines
  • Equipping leaders and managers with the skills and knowledge to be consciously inclusive at all times
  • Enabling all colleagues to thrive by providing reasonable workplace adjustments enabled by agile ways of working and technology
  • Establishing a Group-wide network to educate and raise awareness of disability in the workplace
  • Embedding the Group’s commitment to supporting disability across all regions

In order to deliver our goals, the Ability Network will be an integral part of the Group’s global Inclusion Networks and will play an important role in championing colleague views, raising awareness and highlighting best practice across all regions.

Macquarie Group

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.

Magic Leap, Inc.

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

Mahindra Group

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 submitted.

Marks & Spencer

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).

Marui Group

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:

At Mastercard, inclusion and diversity are about more than bringing together people with different backgrounds. It’s an understanding that when we create meaningful connections, inspire acceptance and cultivate a culture where we all belong, we are a better team—one that makes better decisions, drives innovation and delivers better business results.

As a purpose-driven company with a long commitment to inclusivity, we have a broad view of what constitutes and inspires talent, so we develop employee skills for now and for the future. We continue to build a workforce as diverse as the markets and customers we serve.

Specifically, our commitments to disability inclusion include:

  • Ensuring our working environment is accessible, inclusive and welcoming for all
  • Equipping employees with the skills and knowledge they need to be inclusive of people with disabilities
  • Providing a more accessible workplace through accommodations and accessible technology and building design
  • Supplying employees with the tools they need to take care of their mental health and wellbeing
  • Enhancing our culture of inclusion through business resource groups, employee experiences, activations, and events

Maxon Group

Valuable Leader: Eugen Elmiger

Region: Global

Maxon Group’s Valuable 500 Commitment:

At maxon we 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:

  • Educating and raising awareness around disability and 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
  • We commit to ensuring both visible & invisible disability is on the agenda at board-level.
  • Through our marketing and sponsorship activity of the Cybathlon, we aim to break down barriers between the public, people with disabilities and technology developers and promote the inclusion of people with disabilities.
  • We entertain integration programs for people with disabilities and collaborate with the respective foundations and institutions
  • We support employees who have acquired a disability or long term health condition and help enable them to remain part of our workforce


Valuable Leader: Phil Verity

Region: United Kingdom

Mazars’s Valuable 500 Commitment:

“We will actively engage with our Speakeasy network (disability network) through our Inclusion Alliance ensuring that the network plays a key role in the development of the firms policies and practices in relation to inclusion and both visible and hidden disability.  We will provide a platform for the network to share more lived experiences to help educate and raise awareness of disability across the firm”.

Mazda Motor Corporation

Valuable Leader: Akira Marumoto

Region: Global

Mazda Motor Corporation’s Valuable 500 Commitment:

<Mazda’s Corporate Vision>

Mazda’s Corporate Vision states that we brighten people’s lives through car ownership. We aim to brighten lives of all car lovers including people with disabilities. We will continue to tackle challenges with creative ideas and offer cars that provide driving pleasure and help people lead fulfilling lives.

Employment and empowerment of people with disabilities

We strive to create opportunities for people with disabilities to play an active role in our business. A principle we value is “Tomoiku” which means learning from and teaching each other. Based on this principle, we are committed to a working environment where people respect each other and bring out each other’s strengths. Making our workplaces and facilities barrier-free and assigning sign language interpreters also form part of our efforts to create an inclusive working environment where people with disabilities can perform to their full potential by supporting and learning from each other with non-disabled people.

Products and services that consider the needs of people with disabilities

Cars provide opportunities for people to travel freely wherever they want. We will continue to support people with disabilities to live independent daily and social lives and contribute to the creation of a society in which everyone can participate equally.

For example in 1995, we were the first Japanese manufacturer to launch a wheelchair-accessible transport vehicle, but all this began before that, in 1961, with the release of an automatic drive model R360 Coupe. The car was born from the hopes of Mazda’s former President, Tsuneji Matsuda, who lived with a disability in his left foot. We now have four models that cater for the needs of people with disabilities (rotating passenger seat vehicle, vehicle with lift-up passenger seat, wheelchair-accessible vehicle, and vehicle with hand control unit).

We also have plans to introduce a “Self-empowerment Driving Vehicle” version (equipped with adaptive equipment) of the MX-30 EV that was introduced in 2021, so that more people can experience the joy of driving. MX-30 is an electric vehicle recently introduced in Japan.

McClaren Racing

Valuable Leader: Zak Brown

Region: United Kingdom

McClaren Racing’s Valuable 500 Commitment:

Commitment to be submitted.

Meitav Dash

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

Menora Mivtachim

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

Merlin Entertainments

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: Florent Menegaux

Region: Global

Michelin’s Valuable 500 Commitment:

To continue to uphold the expectations placed on us as a member of the ILO Global Business and Disability Network Charter, designed to provide a framework to help enterprises achieve business success while simultaneously creating equal opportunities for people with disabilities.


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


Valuable Leader: Peter Haigh

Region: Global

Mintel’s Valuable 500 Commitment:

Diversity, equity and inclusion (DEI) are the heart of who we are, and what we want Mintel to be.

Although we are a diverse organisation – of over 1,000 employees across 15 countries, speaking nearly 50 languages, and representing around 60 nationalities – we are committed to doing more to help deliver Mintel’s diversity vision:

“To seek and value diverse talent and unique perspectives to drive sustainable success for our business and people.”

To help us realise our vision we’ve made the following 7 commitments:

  1. Appoint a Global Diversity Manager to help drive all our DEI initiatives across our global offices, which also includes ensuring that we enhance our understanding of disability requirements.
  2. Dedicate specific time for each regional leadership team to discuss disability inclusion.
  3. Create a Social Awareness Content Task Force to ensure our research and client recommendations reflect relevant topics such as disability.
  4. Ensure accessibility needs are incorporated into all our new and existing products, while training our development teams to further enhance our accessibility capabilities.
  5. Establish Employee Resource Groups in each global region to ensure local diversity, accessibility and inclusion issues are championed on a frequent and ongoing basis.
  6. Launch a new Leadership Development initiative to help deliver greater representation of diverse talent among our senior leadership.
  7. Increase our MintelGives community support programmes, including the mentoring of small, minority businesses and disadvantaged youth.


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.

Mitsubishi Chemical

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.

Mitsui Chemicals, Inc.

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 submitted.

Monex Group

Valuable Leader: Oki Matsumoto

Region: Global

Monex Group’s Valuable 500 Commitment:

Monex Group, including its subsidiary companies, promotes ESG (environment, social, governance) initiatives. Including “diversity, equity, and inclusion” and “improving access to financial services”, which have significant impacts on our business and our stakeholders, we have specified and are promoting the eight items in total in our materiality matrix as important issues.

The Monex Group Code of Conduct calls for “the respect for human rights and diversity” and the Monex Group Human Rights Policy formulated in 2019 states that “in addition to exercising caution to ensure fair employment opportunities and an appropriate workplace environment, we shall not discriminate on the basis of race, nationality, beliefs, religion, disabilities, family origin, gender, sexual orientation, gender identity, age, health status or other” (excerpted). We respect all types of diversity, including disabilities, and are working to further advance this thinking through disclosure to outside parties, internal study sessions and other efforts.

In terms of disability inclusion, we are planning enhanced initiatives centered on the following themes. Progress will be reported and discussed as agenda items at Monex Group Board of Director meetings.
Consideration of customers with disabilities

  • Improve access to financial services: Investing in the research of technologies that improve access for people with disabilities
  • Enhance financial literacy: Investing in the research of technologies that enable people with disabilities to receive investment education

Promoting the hiring of people with disabilities and improving the workplace environment

  • Devise and improve job descriptions and workstyles to enable people with disabilities to work to their full potential in a manner that accommodates their situation
  • Greater use of work from home and remote work

Using funds and other indirect activities to remove barriers and increase opportunities for people with disabilities

  • Provide funds (contributions, investments) to organizations (non-profit organizations, companies) that support people with disabilities

Internal and external activities

  • Disseminate information about the above-mentioned activities to outside parties
  • Continue to hold in-house e-learning and other programs on diversity, equity, and inclusion training that includes disability inclusion

By creating a true financial infrastructure that respects diversity and enables all types of people to live secure and happy lives, and through initiatives that offer stress-free, barrier-free access to the best, necessary financial services, Monex Group is committed to contributing to society’s sustainable growth, and in turn, raising corporate value.

Moscow School of Management (SKOLKOVO)

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.

Mount Sinai Health System

Valuable Leader: Kenneth L. Davis

Region: North America

Mount Sinai Health System’s Valuable 500 Commitment:

Commitment to be submitted.


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.



“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.

MullenLowe Group

Valuable Leader: Alex Leikikh

Region: Global

MullenLowe Group’s Valuable 500 Commitment:

Commitment to be submitted.

Nationwide Building Society

Valuable Leader: Joe Garner

Region: United Kingdom

Nationwide Building Society’s Valuable 500 Commitment:

At Nationwide Building Society our mission is to build an inclusive culture where everyone can thrive and for our Society to reflect the diversity of the communities we serve. We are committed to ensuring disability inclusion is a part of what we do, every day. We’ll do this by:

  • Simplifying how we make workplace / home adjustments so that every colleague has what they need to thrive in a straight forward and human way.
  • Embedding disability inclusion within our key people processes.
  • Using data, insights, and feedback from our disabled colleagues to take targeted action where improvements are needed and to measure progress.
  • Educating and evolving the way we talk about disability to tackle stigma and to enhance understanding, so colleagues feel more informed and conscious of their behaviours and decision making.

NEC Corporation

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: Mark Schneider 

Region: Global

Nestlé’s Valuable 500 Commitment:

We believe that living with a disability should not define a person. Every individual has the unique ability to contribute to society, and deserves equal opportunities. As an organisation, we commit to:

  1. Provide equal opportunities for all, and continuously advance accessibility for people with disabilities within our operations.
  2. Promote awareness and understanding of the experience of people living with disabilities, in order to mitigate unconscious bias and create an even more inclusive workplace.
  3. Leverage our Nestlé Needs Youth initiative to positively impact the lives of young people living with disabilities, helping them develop the skills they need to thrive.

News UK

Valuable Leader: Rebekah Brookes

Region: United Kingdom

News UK’s Valuable 500 Commitment:

Commitment to be submitted.

Nissan GB

Valuable Leader: Andrew Humberstone

Region: United Kingdom

Nissan GB’s Valuable 500 Commitment:

  1. NMGB will work in partnership with Project Search to offer a number of apprenticeships in 2021. Through these apprenticeships, NMGB will identify new value-adding activities particularly suitable to the disabled individuals, enabling them to optimise and develop their skills whilst providing great value to NMGB.
  2. NMGB will audit policies and recruitment practices to ensure that those with disabilities are able to progress their career at NMGB in the same way as those without disabilities.

Noritz Corporation

Valuable Leader: Satoshi Haramaki

Region: Japan

Noritz Corporation’s Valuable 500 Commitment:

  1. Promoting employment and empowerment of people with disabilities

We strive to constantly keep the percentage of employees with disabilities above the legally required level and empower people with disabilities.

S-Hearts’ CORPORATION and two other Noritz Group companies work together to build the Corporate Welfare Framework for People with Disabilities, a three-company initiative to support welfare of people with disabilities through corporate activities and enable individuals with disabilities to live successful and fulfilling lives.

  • In 2006, we founded our special subsidiary S-Hearts’ CORPORATION with the aim of helping people with disabilities to live independently. We strive to further develop career fields where people with disabilities can continue working for a long time while making the most of their unique traits and abilities.
  • Founded in 2014, Re-Hearts’ CORPORATION outsources disassembly work of its water heater recycling business to welfare centers for people with disabilities. The company collects replaced water heaters that are no longer needed from our partner water heater dealers and outsources the disassembly and separation work to welfare centers, thereby creating jobs for many people with disabilities.
  • Furthermore, in 2016, we founded Type-A Work Continuance Support Service SMILE- HEARTS CORPORATION Utilizing the special subsidiary’s corporate know-how, Smile Hearts offers job training opportunities in a work environment equivalent to those of general companies to equip people with disabilities with strengths and facilitate their success.

Each Noritz Group company is committed to promoting the employment and success of people with disabilities. All the employees of the Noritz Group endeavor to achieve normalization and facilitate cooperation and coexistence by fostering an environment where people with disabilities can work proudly.

  1. Products and services that are accommodating to customers with disabilities

We are committed to developing products that help customers with disabilities live safe, comfortable and worry-free lives.

<product example>

  • Today’s industry standard, Noritz launched water heater remote controllers with audio description in 1997 for the first time in the industry to ensure the safety of visually impaired customers by informing them of the bath water temperatures, etc. with a human voice.
  • In 2019, we launched a water heater that is compatible with smart speakers, whereby allowing users to control the devices by voice commands.

The Noritz Group will continuously engage in the initiatives above to live up to our original founding faith “bathing makes us happy” and the group mission “the simple comforts of life,”

aim to develop an inclusive work environment where all employees can continue to work healthily and deliver joy to all customers’ lives.

Norsk Rikskringkasting (NRK)

Valuable Leader: Thor Gjermund Erkisen

Region: Norway

Norsk Rikskringkasting (NRK)’s Valuable 500 Commitment:

NRK collaborates with and employs people who have diverse backgrounds, education, expertise, experience, perspective, disabilities, and networks. We work to apply this diversity in our organization and in our content while fulfilling our public service mission.

NRK has strategies and plans for employing and casting women and people of various ethnic and cultural backgrounds.  We are now expanding this work to include people with disabilities.

86 percent of the Norwegian population uses our services every day. This gives us the opportunity to influence perceptions and attitudes. Our ambition is to “Expand the Normal”. Both inside the NRK and in society.

Planned actions:

  • NRK’s Diversity team must at least have one member that lives with a disability.
  • NRK will work to make our application process accessible to everyone.
  • When new systems and technology changes are acquired, universal design and accessibility will be considered.
  • NRK will continue to work to make our content and services accessible. The ambition is to make universal design an integral part of NRKs DNA.

NTT Group

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.


Nuance Communications

Valuable Leader: Mark Benjamin

Region: Global

Nuance Communications’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Mark Evans

Region: United Kingdom

O2’s Valuable 500 Commitment:

Commitment to be submitted.


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.

Old National Bank

Valuable Leader: Jim Ryan 

Region: United States

Old National Bank’s Valuable 500 Commitment:

Old National Bank’s first step to create a more inclusive culture for people with disabilities started with the establishment of a mentorship program, Achieve Ability, launched in 2014, which pairs aspiring professionals with disabilities with executive leaders at ONB for a 10 month relationship.

Achieve Ability has had a total of 57 mentees participate from within our five-state footprint; seven who have been hired, and six who have received internships at ONB. Of the other mentees, several are still in school, while approximately 28 have secured full-time employment at other employers.

Best of all, our leaders have learned firsthand the challenges and opportunities that individuals with a variety of abilities face each day. These relationships, these learning lessons have allowed us to build our culture of understanding and become more intentionally inclusive.

Why do we mentor? Because we live, we learn and become better versions of ourselves. One company, one person, one relationship at the time. Together, we can make an impact.

Olive Bar & Kitchen

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.


OM Metals Infraprojects Ltd

Valuable Leader: Mr C.P Kothari

Region: India

OM Metals Infraprojects Ltd’s Valuable 500 Commitment:

Commitment to be submitted.

OMD Worldwide

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 submitted.


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: Yoshihito Yamada

Region: Global

OMRON’s Valuable 500 Commitment:

Diversity and Inclusion

We at OMRON uphold the idea of “respect for all” as one of Our Values that we live up to as we implement the OMRON Principles.

Based on this value, we aim to become a corporate group that encourages a diverse assembly of people with varied thoughts and value perceptions to fully demonstrate their capabilities and bring out their unique potential. In such a corporate group, all people must be given equal opportunities to play an active part in the workplace without regard to nationality, religion, marital status, gender, sexual orientation or gender identity, disability, or other attributes. If diverse people who work at OMRON challenge themselves with a shared vision and goals while living up to the OMRON Principles, it will lead to innovation.

I believe that this in turn will allow us to solve various social issues through our business. Our goal is to become a corporate group that people can always depend on, and an organization that continues to live up to the high expectations of people from all over the world.

To make this happen, we will continuously strive to embrace diversity in our workplace.

Empowerment of People with Disabilities

Promoting employment of people with disabilities, considering diversity as a driver of corporate growth

In 1972, OMRON established OMRON Taiyo Co., Ltd., a factory run by people with disabilities, pioneering the employment of people with disabilities. Since then, the OMRON Group as a whole has been actively committed to increasing work opportunities for people with disabilities through its business, while also expanding opportunities for them to assume roles of greater responsibility in society. By so doing, the Group seeks to create a society in which those with disabilities can enjoy a more fulfilling life and rewarding work.

Going forward, the OMRON Group will continue to promote the employment of people with disabilities and empower them in their work. This will help make diversity in the workplace a key engine for the OMRON Group’s growth, while at the same time allowing the Group to fulfill its social responsibilities.

Onest Mexico

Valuable Leader: Rubén Imán

Region: Mexico

Onest Mexico’s Valuable 500 Commitment:

At Onest Mexico, S.A. de C.V. since its foundation, it has been defined that personnel have the highest relevance within the elements of our business model, since it is people who make the difference and add value. Therefore, the dignity of people is recognized and is defined as an inclusive company that respects society and the environment. It’s in your DNA.
For this reason, we are committed to following a culture of inclusion, for which 4% of our collaborators will be people with disabilities. On the other hand, we will give a boost to the Format Education Program with new inclusive tools such as: teaching of the Mexican Sign Language and adaptive techniques for different disabilities. The aforementioned commitments will be made to have a more inclusive world with equal opportunities.


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.

Ornua Co-op

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:

For more than 100 years, inclusion has been at the heart of Ottobock’s work. Our goal is to improve the quality of life of our patients and users, and to enable them to live independent daily lives. This includes aspects such as integration and participation in society and the working environment, equal opportunities and equality, and respectful collaboration.

To achieve this aim, we will place a greater focus on people with disabilities during the recruiting process and improve accessibility. Based on results of an internal survey we are currently establish-ing an international Inclusion Council consisting of employees from several Ottobock sites.

The council will initiate a global inclusion network, develop and implement further measures, moni-tor progress as well as foster external exchange with our suppliers, customers, other companies, institutions and organisations in civil society. For example, a first project in Germany was the ratifi-cation of an inclusion agreement with first concrete measures such as the adaption of Ottobock´s job advertisements to attract more applicants with a handicap.

Moreover, we have been proactively supporting Paralympic sports for over three decades. In 2021, we will continue this support by once again serving as the Official Technical Service Partner at the Paralympics in Tokyo and providing the athletes with free maintenance and repair services. Our 100-member technical service team will be conducting 2,000 expected repairs using 18 metric tonnes of equipment and machinery and 17,300 spare parts.


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: Isaac Benbenisti

Region: Israel

Partner’s Valuable 500 Commitment:

As a leading Israeli telecommunications group employing thousands of employees and serving millions of customers, Partner 5G is committed to providing the company’s employees and stakeholders with fair and equal treatment and without discrimination based on race, age, gender, color, sexual orientation, ethnicity, physical limitations, religion, political affiliation or marital status.

Partner 5G is a pluralistic company with employees from different backgrounds, including minorities, new immigrants, people with disabilities and those with special needs.

We work to provide equal opportunity for each and every one and make the company accessible while being sensitive to the various needs.

The company has placed the inclusion, diversity and integration of people with disabilities at the core of its activities and as part of this in its annual work plans. The activity is measured and reported to the company’s board of directors on an ongoing basis.

The value of creating a better future and a positive impact for all stakeholders is at the core of our activities including the company’s products and its business processes.

As part of our commitment-

We act to recruit and integrate people with disabilities in all the positions the company has to offer, initiate long-term collaborations with non-profit social organizations with an emphasis on empowering youth and integrating young people with disabilities in the work force, develop programs that will allow broad inclusion and all of the opportunities for advancement and development of personal horizons for each and every employee.


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.

Pets at Home

Valuable Leader: Peter Pritchard

Region: United Kingdom

Pets at Home’s Valuable 500 Commitment:

Valuable 500 Commitments

  1. Raise awareness around disability and the profile of colleagues with a disability through a new colleague disability network.
  2. Sign-up to the Disability Confident scheme and begin the journey towards taking actions across the business to be a more disability inclusive employer
  3. Join the Business disability Forum and work towards creating a more accessible environment for all our customers.

Philip Morris International

Valuable Leader: André Calantzopoulos

Region: Global

Philip Morris International’s Valuable 500 Commitment:

  • Launch a Disability Employee Resource Group (ERG). ERGs at PMI are employee-led groups each with an Executive Team sponsor. The ERGs are open to all employees with the purpose of creating a space for community, connection, understanding, and networking. Our Disability ERG will be an important platform for creating a greater understanding of different abilities across our global workforce and building a sense of belonging, visibility, and allyship in how we can support one another at PMI.
  • Make its internal and external communication technologies more accessible to all.
  • Reduce the prejudice and misunderstanding associated with disability, with a focus on mental health, so that we create a workplace in which individuals feel comfortable speaking openly about these topics.


Valuable Leader: Frans van Houten

Region: Global

Philips’s Valuable 500 Commitment:

Commitment to be submitted.

Phoenix Group

Valuable Leader: Nicholas Lyons

Region: United Kingdom

Phoenix Group’s Valuable 500 Commitment:

Commitment to be submitted.

Pictet Group

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.

Pinsent Masons LLP

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

Places Leisure

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.

Porter Novelli

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.

Prada Group

Valuable Leader: Carlo Mazzi

Region: Global

Prada Group’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Julian M. Hadschieff

Region: Austria

PremiQaMed’s Valuable 500 Commitment:

PremiQaMed is a leading private healthcare company in Austria. We believe in a society as diverse as our employees and the patients we are taking care of on a daily basis. We are aiming at being an inclusive workplace for people with all kinds of strenghts. We will continue to focus on inclusion and diversity at Board level. To further increase the number of hirings of people with disabilities, we commit ourselves to provide all our employees in leadership functions with assistance and support regarding recruiting and leading a diverse workforce by the end of 2021. Moreover we will offer internships for people with disabilities and continue to build on our network of cooperation partners focusing on inclusion.


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.

Publicis Groupe

Valuable Leader: Annette King

Region: United Kingdom

Publicis Groupe’s Valuable 500 Commitment:

At Publicis Groupe around the world, our motto is ‘Viva La Difference’. This belief that we are better, stronger and braver when we celebrate difference, underpins our company culture. At Publicis Groupe UK, we are committed to taking action to foster an inclusive working environment, and playing our part in stamping out discrimination in society.

Our diversity and inclusion programme has three main focus areas:

  • INSPIRE: attract more people from diverse backgrounds into the industry
  • ENABLE: remove barriers to entry
  • PROGRESS: create a culture that supports people from underrepresented groups as they progress through the workforce and into leadership roles.

We will keep disability on the agenda at the executive committee level, giving it the right level of focus to drive action.

We will review and improve our recruitment procedures, and ensure we’re facilitating any reasonable adjustments required by disabled candidates during the interview process.

We will provide reasonable adjustments for all disabled colleagues and communicate this commitment during the recruitment and hiring process.

We will conduct an accessibility audit of our offices and make plans to upgrade our facilities as required.

We will foster a disability friendly culture with awareness raising events and communications throughout the year.

PVH Corporation

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.


Valuable Leader: Kevin Ellis

Region: United Kingdom


Valuable Leader: Luke Sayers

Region: Australia


Valuable Leader: Bernard Gainnier

Region: France


Valuable Leader: Renzo Corona Spedaliere

Region: Chile


Valuable Leader: Christine Catasta

Region: Austria


Valuable Leader: Ad van Gils

Region: Netherlands


Valuable Leader: Marius Möller

Region: Germany


Valuable Leader: Halûk Yalçın

Region: Turkey


Valuable Leader: Andreas Staubli

Region: Switzerland


Valuable Leader: Giovanni Andrea Toselli

Region: Italy


Valuable Leader: Paul Feeney

Region: United Kingdom

Quilter’s Valuable 500 Commitment:

Commitment to be submitted.

Raiffeisen Bank

Valuable Leader: Johann Strobl

Region: Global

Raiffeisen Bank’s Valuable 500 Commitment:

Raiffeisen Bank International (RBI) is committed to diversity & inclusion. The goal is to better promote and take advantage of diversity & inclusion in the company through professional diversity management, thereby making a positive contribution to the corporate results. For RBI, diversity means added value. Leveraging the opportunities provided by diversity offers sustainable benefits for our company and employees as well as the economy and society. By promoting diversity, we are continuing Raiffeisen‘s success story, which dates back over 130 years. As a strong partner, we harness the potential of diversity actively and professionally in order to best support our clients and to present ourselves as an appealing employer.

The following diversity guiding principles are intended to help everyone experience and appreciate diversity when working with each other on a daily basis. They are particularly important for decisions with personnel relevance:

  • We value and respect each other regardless of gender, sexual orientation, age, culture, origin, religion, ideology, physical impairment, or other characteristics.
  • We maintain a respectful, appreciative culture of communication, for which we require a variety of perspectives.
  • Our aim is to maximize variety in our teams and ensure that diversity also exists at the highest levels of management.
  • We understand the needs of our diverse client base. As a universal bank, we support our partners in achieving their aims worldwide. A clear commitment to diversity and the appropriate training of our employees is a matter of course for us.
  • We are aware that our behavior is influenced by our unconscious bias. We consider it important to recognize these prejudices and to reflect upon them, as we intend to make the best decisions and take conscious action.
  • We approach staff decisions objectively: We fill positions, make decisions on compensation, and perform employee appraisals, assessments of potential, promotions and nominations for projects based on employee skills, performance and potential.

The current Code of Conduct of RBI clearly states that fair employment practice is considered to be of great importance. Goal is to be a corporate group that the best people want to work for; that hires and promotes people according to their aptitude (performance and work experience), and gives employees the opportunity to develop their skills.

One of RBI’s diversity fields of action focuses on the inclusion of people with disabilities. The aim is to break down inhibitions, generate awareness, increase social skills, and employ more qualified employees with disabilities. RBI has with this regard a successful cooperation with ”Specialisterne Austria“, an organization that matches talented individuals with Asperger syndrom and companies that urgently require their special talents in areas such as IT, quality management, data management, or finance and controlling.

Finally, it is the ability that counts for RBI. Therefore, we seek for diverse talents and participate in programs like the myAbility disability talent program to be an employer of choice also for students with disability.


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

Reed Smith

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.

Regions Bank

Valuable Leader: John M. Turner Jr.

Region: United States

Regions Bank’s Valuable 500 Commitment:

  1. By 2021, we will launch a ‘Disability Champions’ program, creating a network of disability advocates across the enterprise to support our employment, marketing, and community efforts for those who are differently abled. We will leverage the Society of Human Resources Management (SHRM) EmployAbilities certificate program to skill up these advocates and ensure they are knowledgeable, confident and supported. Our Disability Champions will be spread across our Talent Acquisition and HR functions, Market Diversity Networks, and various lines of business.
  2. By 2021, we will launch an enterprise-wide commitment to digital accessibility for the visual and hearing impaired. This includes taking opportunities to move our internal and employee systems to a more accessible format when possible. Our existing commitment is currently focused toward our customer facing platforms.


Valuable Leader: Erik Engstrom

Region: Global

RELX’s Valuable 500 Commitment:

We have a long-standing focus on accessibility for both our employees and customers. We commit to developing better metrics for tracking disability in our workforce; expanding our Enabled employee resource groups; and reviewing how we can make our recruitment practices even more supportive of candidates with disabilities. We will also continue to expand our accessibility efforts on behalf of our customers. Each year, Elsevier’s Global Books Digital Archive fulfils thousands of disability requests, the majority of them through, a service we helped establish. We also produce books and journals on disability, including Research in Developmental Disabilities, and Reed Exhibitions produced its third AccessAbilities Expo in Dubai in November 2019 with 245 exhibitors and over 450 delegates from 57 countries.

Resource Solutions

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


Roche Products Ltd

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

Royal Bank of Scotland

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.

RPG Group

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.

RSA Group

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.

Sage Group

Valuable Leader: Steve Hare

Region: Global

Sage Group’s Valuable 500 Commitment:

Building on our inclusive journey to date, we are creating a culture where everyone can bring  their whole self to work and do their best work. We want to attract the best talent based on capability and potential, regardless of disability, age, race, gender and sexual orientation. We are increasingly aware that diverse teams lead to better ideas, which in turn helps us achieve better outcomes for our customers. We also know we have a duty to reflect the diversity of our customers, and the communities we operate in, in order to serve them effectively. Our commitment to inclusivity is led by our CEO and Sage’s Extended Leadership Team (ELT) through the Sage Belong Accountability Board and Sage’s Valuable 500 Commitments include:

  • Agree and publish our global disability inclusion plan for the next 3 years in 2021
  • Appoint sponsors to each of our strategic areas of focus, including Disability and Accessibility, who will advocate and be accountable for disability and accessibility inclusion across Sage in 2021
  • Support the conversations on disability by elevating employee and leader voices through regular story sharing via our communication channels
  • Shape our global and regional disability strategies and solutions through regularly analysing insight into the experiences of our disabled employees and candidates by capturing diversity data through colleague and candidate self-identification
  • Support the launch of a Colleague Success Network (Employee Resource Group) focused on disability in 2021, as a community for disabled employees and allies. Our Colleague Success Networks help us to understand the unique headwinds and barriers that our employees may encounter, provide support for career development through educational sessions and mentoring and create a safe and supportive environment for open discussions amongst colleagues and feedback to the business on areas of improvement
  • Continue to provide inclusive wellbeing benefits, support and resources that meet the diverse needs of our colleague population including their physical, mental, financial and social wellbeing


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 submitted.


Valuable Leader: F. R Singhvi

Region: India

Sansera’s Valuable 500 Commitment:

Commitment to be submitted.


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: Shigeo Taniuchi

Region: Global

Santen’s Valuable 500 Commitment:

  • Santen’s philosophy

Santen aspire to achieve “Happiness with Vision”, which is to deliver the happiest life for every individual, through the “Best Vision Experience” as our World Vision. The “Best Vision Experience” refers to an aspiration to go beyond the simple achievement of functional improvements in eye sight, and to provide true value to people’s lives by focusing on vision. Furthermore, we set “People Centricity” as our core Value. We always put people at the center of every aspect of our activity towards happy lives through vision and respond to the diverse needs of people around the world regarding their eyes.

  • Commitment by Santen

Inclusion is one of our three strategic pillars in Santen 2030, our long term vision, to realize “Happiness with Vision”. Through Inclusion, we aim to build a society that is inclusive regardless of visual impairment, and we are strategically pursuing the following approaches. We are pursuing the approach sustainable for the society and for us.

  • Improving awareness and understanding of vision impairments
  • Enjoy each other and share values between
  • Search for new solutions for the visually impaired


  • Major initiatives of Santen
    • Declared Inclusion as one of the three strategic pillars of Santen 2030 in July 2020 as a part of our new long-term vision. The goal is to reduce the loss of social and economic opportunities for people around the world through an inclusive approach.


  • Cooperation with external stakeholders to realize an inclusive society
  • Santen, Japan Blind Football Association (JBFA), and International Blind Football Foundation (IBF-Foundation) concluded a long-term partnership for 10 years to realize “inclusive society”. And in October 2020 set forth a common vision of ‘Bringing down the walls between those who can see and those who can’t, turning society into a stage on which anyone can shine’.  We set the following three goals and use blind football as the starting point in providing numerous platforms that encourage the mutual understanding between the sighted and the visually impaired on each other’s strengths:
    • Sharing experiences to understand each other’s differences and strengths
    • Create innovation in “seeing”
    • Improve the quality of life for the visually impaired


  • In August 2020, started collaboration with International Blind Sports Federation (IBSA).


  • Employment and Workplace Development for the Visually Impaired
    • In 2020, we hired planning staff (3 persons) and general administrative staff (1 person), which all of them living with visual impairments.
      In addition to increasing the number of hiring, we will provide these employees the opportunity to build their own career regardless of their vision by expanding the scope of work. And also we will create the best working environment for them. We believe this is a critical step to reduce the loss of social and economic opportunities for visually impaired, and aspire to expand such action as a social initiative.


  • Improving awareness and understanding of vision impairments
  • Employees with visual impairments serve as trainers for the “Blind Experience” program, which promotes understanding of visual impairment and teaches the importance of communication. The program is executed for a wide range of audiences and age groups, including government administration, education facilities, and private organizations. The program is conducted within the company as well. The trainers provide employees with an opportunity to reconfirm the company’s reason for existence, which is to solve social issues in the eyes. As of the end of fiscal 2020, 1,115 employees (50% in Japan and 7% ex-Japan) had received the program. We are committed to expand these activities throughout the globe in order to increase the number of people who have blind experiences.
  • Donations and Support for Guide Dog Training (Japan and America)
  • Participated in the running event “Run for Light 2017” as Vision Care sponsor to support the Singapore’s Guide Dog Association (Singapore)
  • Participation in Tactile Block Awareness Activities (Japan)


  • Contributing to Society through Sports for the Visually Impaired
  • As a part of our activity to support people during COVID-19 crisis, Supported telephone consultation service for the visually impaired established by JBFA/Special sponsorship of COVID-19’s PCR testing expenses for the continuation of the activities of the Japanese national blind soccer team and supporting members)
  • Sponsorship for IBSA Blind Football Asian Championships 2019
  • In 2017, signed partnership agreements with “Japan national blind football team” as the sponsor, “Experiential Diversity Education Program” and “Brasaca Kids Camp (Kansai)” as business partners.


Valuable Leader: Brian Duffy

SAP’s Valuable 500 Commitment:

Region: EMEA North

Commitment to be completed by September 15th 2020.

Sarovar Hotels and Resorts

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: Peter Macnab

Region: United Kingdom

Savers’s Valuable 500 Commitment:

  • To build awareness and break down stigmas of both visible and non-visible disability
  • Support colleagues living with disabilities or long-term health conditions
  • Work to ensure we are an accessible workplace for all 
  • Appoint a Board Director Sponsor to Champion our network

Delivered through:

Recruitment & Attraction ​

Recruit, welcome and support employees with disabilities into Superdrug and Savers 

Educate & Raise Awareness 

Raise awareness by developing and establishing the network and by providing a learning resource to educate and support development opportunities 


Valuable Leader: Richard Rees

Region: United Kingdom

Savills’s Valuable 500 Commitment:

Our aim is to ensure all Savills staff  feel included, supported and understood regardless of any disability, be that discernible or hidden, and forms part of our on-going commitment to Diversity and Inclusion across the business.


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: Thomas Oetterli

Region: Global

Schindler’s Valuable 500 Commitment:

As a global company with operations, services, and customers spread across the world, I&D is fundamental to Schindler’s ability to adapt to change and grow. Diverse teams in an inclusive work environment make better decisions. Schindler is committed to be an equal opportunity employer and to bridge the opportunity gap that spans all industries. The company’s approach focuses on integrating inclusion and diversity across the key pillars of its People Strategy – from talent attraction and retention, leadership training and assessments to promotion and succession planning.

Moreover, Schindler’s long-standing commitment to I&D also represents an important cornerstone of the company’s way of doing business, particularly as accessibility is at the heart of the Group’s products and services. Therefore, consistent with its strategy, Schindler drives initiatives to further enhance its offering, and was recently recognized by Swiss Central Association for the Blind for its haptic touch panel for people with visual impairment.

“Schindler Group is committed to advancing our inclusive culture and enriching our diversity. As a part of our diversity, we embrace Diverse Abilities and already today have targeted programs to include differently-abled people in our operations,” said Thomas Oetterli, Group CEO of Schindler. “Providing solutions for mobility challenges is an essential part of our business. Our technicians are trained to understand the mobility requirements needed by many people with disabilities. We have discussed our Valuable 500 commitment in our Group Executive Team and an Executive lead task force will gather best practices in order to define strategies for hiring and on-boarding more people with disabilities.”

Region: China

Valuable Leader: Daryoush Ziai

At Schindler China we are committed to attracting and retaining the best people through enhancing our culture of inclusion and diversity that allows all employees to achieve their true potential. Our diversity includes people with diverse abilities. Schindler provides transportation solutions which enhance the mobility needs of people with disabilities. We are also committed to providing opportunities to people with disabilities throughout our company in China and fully support local initiatives and targets in this regard.

Region India:

Valuable Leader: Ashok Ramachandran

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 self and 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:

At Schroders, we want to create a workplace where we all feel a sense of belonging and where everyone can achieve their full potential.  We also know that diversity of thought creates the best solutions for our clients and we believe that our workforce needs to be as truly diverse as the society we serve.

We recognise we can do more at Schroders to make our organisation more inclusive for people with disabilities and that’s why we’re committing to the following actions as part of our participation in the Valuable 500:

      I. We will continue to partner with our disability-focused employee resource group (Workability) to get feedback and ideas on how to improve and engage with those with disabilities.

      II. In 2021, we will host our first work experience placement for disabled students in partnership with our charity partner, the Snowdon Trust. The managers involved will receive specialist training from Disability Rights UK.

     III. In 2021, in partnership with a disability-specialist organisation, we will conduct a further audit of our recruitment processes with a focus on disability and neurodiversity. We will also deliver disability awareness training to key stakeholder groups.

     IV. We will begin advertising on disability-specific job boards to engage a more diverse group of candidates.

      V. We will continue to encourage more employees to complete their diversity profile. By having a clearer picture of our workforce we will be able to devise and track more diversity measures, including around disability.

Scottish Water

Valuable Leader: Douglas Millican

Region: United Kingdom

Scottish Water’s Valuable 500 Commitment:

Commitment to be submitted.


Valuable Leader: Haruki Satomi

Region: Global

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

SEGA SAMMY Group’s mission is “Constantly Creating, Forever Captivating – Making life ⅿore colorful – “the word “colorful” also means to embrace diversity.

Improving job satisfaction, increasing diversity, and eliminating inequality are priority items in the area of “People”, one of the five priority issues (materiality) that are being addressed by SEGA SAMMY Group. The Group’s Code of Conduct, which applies to all officers and employees of the SEGA SAMMY Group throughout the  world, stipulates that the Group will strive to create motivating work environments for diverse human resources and build a corporate culture with a high level of creativity.

In addition to making diversity an inherent part of its business, SEGA SAMMY will also ensure fairness by respecting human rights, prohibiting discrimination of any kind and protecting disadvantaged people.

In the same way that values and DNA are refined with growth, the Group will foster a corporate culture in which no one is left behind and where diversity is essential. The Group will also place supporting people with disabilities as a key pillar of its diversity & inclusion measures and will implement the following initiatives.

  1. Promote work environments and hiring where each disabled person can play a productive role using their individuality and strengths.
  2. Conduct seminars and training for the Group’s officers and employees regarding the employment and understanding of people with disabilities.
  3. Proactively dissemin