Charter Resources
Making the future of work inclusive of people with disabilities
Charter Principles:
1 - Respect and promotion of rights
2 - Non-discrimination
3 - Equality of treatment and opportunities
4 - Accessibility
8 - Collaboration
The future of work is still to be shaped, and we can all influence it to some extent. Driven by this idea and aware of the urgency to take action, the ILO Global Business and Disability Network and Fundación ONCE have developed this publication. This is a first exercise to connect different areas of debate, looking at the key trends of the future of work from a disability perspective and seeking to identify specific action needed in order to shape the future of work in a more disability-inclusive way.
Taking disability confidence global - Practical tips on how to increase disability confidence in organizations
Charter Principles:
2 - Non-discrimination
3 - Equality of treatment and opportunities
4 - Accessibility
EY produced this booklet, showcasing key learning from speakers at their recent disability conference for global employers, providing practical tips on what you can do to increase disability confidence in your organizations.
Sodexo Safety Moments Mental Health
Charter Principles:
3 - Equality of treatment and opportunities
7 - Attention to all types of disabilities
Committed to offering a mentally healthy workplace, Sodexo invites all of you to observe the International Day of Persons with Disabilities.
Guide for business on the rights of persons with disabilities - How business can respect and support the rights of persons with disabilities and benefit from inclusion
Charter Principles:
1 - Respect and promotion of rights
10 - Knowledge Sharing
2 - Non-discrimination
3 - Equality of treatment and opportunities
4 - Accessibility
5 - Job retention
6 - Confidentiality
7 - Attention to all types of disabilities
8 - Collaboration
9 - Evaluation
Developed jointly by the UN Global Compact and the ILO, the "Guide for business on the rights of persons with disabilities - How business can respect and support the rights of persons with disabilities and benefit from inclusion" suggests concrete actions and measures companies can take to implement good practices that are inclusive of persons with disabilities in the workplace, marketplace and in the community - in alignment with relevant UN conventions and frameworks.
How can business promote diversity and inclusion through workplace adjustments?
Charter Principles:
2 - Non-discrimination
3 - Equality of treatment and opportunities
5 - Job retention
6 - Confidentiality
Mark Bell, Professor of Laws at Trinity College Dublin, explains how reasonable adjustments at the workplace enable employees to bring their full professional potential to work and thereby promote diversity and inclusion as well as contribute to business success.
ILO Infostory - The win-win of disability inclusion
Charter Principles:
1 - Respect and promotion of rights
2 - Non-discrimination
3 - Equality of treatment and opportunities
Globally, there are over one billion people with disabilities. They are now more active in our society than ever before. Yet employment rates are low and many barriers to work still exist. Explore this InfoStory to find out why employing people with disabilities makes good business sense for private companies, and how you can help promote inclusion.
Promoting diversity and inclusion through workplace adjustments: A practical guide
Charter Principles:
2 - Non-discrimination
3 - Equality of treatment and opportunities
5 - Job retention
6 - Confidentiality
Reasonable adjustments at the workplace, often times also referred to as reasonable accommodations, may include adaptations to the job, including modification of machinery and equipment and/or of an employee’s job content, working time and work organization. Reasonable adjustments aim to provide equal opportunities for employees at the workplace, so their skills and talents can be used to full capacity. By recognizing and accommodating individual needs, companies create work environments that truly welcome the diversity of their staff and thereby contribute to greater business success. This ILO guide specifically supports employers in how to provide reasonable accommodation to workers with disabilities, those living with or affected by HIV or AIDS, pregnant workers and workers with family, as well as those who hold a particular religion or belief.
Disability “Smart” Company
Charter Principles:
2 - Non-discrimination
3 - Equality of treatment and opportunities
4 - Accessibility
Standard Chartered - Building a disability confident workplace
Charter Principles:
1 - Respect and promotion of rights
2 - Non-discrimination
3 - Equality of treatment and opportunities
Creative Differences - A handbook for embracing neurodiversity in the creative industries
Charter Principles:
3 - Equality of treatment and opportunities
7 - Attention to all types of disabilities
Neurodiverse (ND) and neurodiversity refer to the infinite variation in cognitive functioning that can lead to differences in thinking, attention and memory. This handbook explores the experiences of people with specific facets of neurodiversity such as ASD, ADHD, dyslexia, dyscalculia, dyspraxia and Tourette Syndrome.
Instituto GPA - Programa Sementes
Charter Principles:
3 - Equality of treatment and opportunities
Video of the Programa Sementes on the vocational training of people with disabilities in bakery and confectionery - an initiative by Instituto GPA.
Open Mind Program | Telenor Pakistan
Charter Principles:
3 - Equality of treatment and opportunities
Open Mind Pakistan has been revolutionary in terms of changing the way disability is viewed across the industry.
UN CRPD: What is Art. 27 and the right to work?
Charter Principles:
3 - Equality of treatment and opportunities
7 - Attention to all types of disabilities
The UN Convention on the Rights of Persons with Disabilities (UN CRPD) is a binding United Nations human rights treaty for persons with disabilities – Signed and ratified by 27 EU Member States and the EU itself.
Business Disability Forum Case Study: Emerging best practice in the provision of workplace adjustments
Charter Principles:
2 - Non-discrimination
3 - Equality of treatment and opportunities
5 - Job retention
Since 2009 Lloyds Banking Group (LBG) has undergone a fundamental transformation to ensure their working environment best meets the needs of all their employees and, in doing so, have demonstrated that being ‘disability smart’ also means being ‘business smart’. Their pioneering work has created a transferable model of good practice worthy of serious consideration by any large employer. Through a re-engineering of workplace adjustment processes, LBG have delivered financial savings, productivity benefits, cut administration and assessment costs and improved manager and employee satisfaction.
Business as unusual: Making workplaces inclusive of people with disabilities
Charter Principles:
1 - Respect and promotion of rights
10 - Knowledge Sharing
2 - Non-discrimination
3 - Equality of treatment and opportunities
4 - Accessibility
5 - Job retention
6 - Confidentiality
7 - Attention to all types of disabilities
8 - Collaboration
9 - Evaluation
The inclusion of people with disabilities in the workplace is no longer absent from the business agenda. Nonetheless, managers still struggle in implementing inclusion strategies effectively. Based on examples from 15 multinational companies, employers’ organizations and business networks, this publication presents key factors leading to the successful inclusion of people with disabilities in the workplace. Divided into two main sections – the why and the how, it provides solutions and ideas on how to improve and expand existing practices, as well as guidance to those who wish to get started and take active part in transforming what it is still perceived as unusual into a natural component of the work environment.
A chance to thrive
Charter Principles:
3 - Equality of treatment and opportunities
7 - Attention to all types of disabilities
A video by Mental Health Europe on the Individual Placement and Support method. Shot and edited by Silvana Enculescu and Yves Brand.
Carla: returning to work after mental illness
Charter Principles:
3 - Equality of treatment and opportunities
7 - Attention to all types of disabilities
Time to Challenge is the national project focusing on employment. Time to Challenge is confronting mental health discrimination in the workplace and supporting people's legal right to be treated fairly.
Katie: dealing with bipolar at work
Charter Principles:
3 - Equality of treatment and opportunities
7 - Attention to all types of disabilities