Promoting and including persons with disabilities in the workplace is important for companies seeking the best talent and a diverse workforce. Companies that are disability-inclusive provide a better workplace for all their employees. Such companies maximize the full potential of the workforce for the benefit of both the company and its employees and are better positioned to respond to diverse market needs.
"This charter is a complete expression of our commitment on disability in our workplace. Disability is one of my first engagement with Talent and one of the four priorities formalized in our group’s commitment to diversity as a lever for performance and innovation. Our participation in the ILO’s allows us to share the good practices of our partner companies in this initiative."
—Arantxa Balson, Chief HR Officer, AccorHotels
"Adecco is a founding member of the ILO Global Business & Disability Network and we are very proud, that with the signing of the Business Charter on Disability today, and in cooperation with our other network members, we will carry on with the work we have done so far on workplace inclusion and achieve ‘better work, better life’ for all."
—Michael B. Widmer, Chief of Staff, Adecco Group
"At AXA we are actively engaged in attracting and retaining diverse talents. We are committed to creating an accessible and inclusive environment in order to broaden our talent pool while being agile, innovative and customer-oriented. People with disabilities are people with skills and attributes that are of value to us. By signing this Charter we commit to action on an international scale to focus specifically on being inclusive of people with disabilities, both current and future employees."
—Denis Duverne, Deputy Chief Executive Officer, AXA Group
"Today, our ability to foster the development of people with disabilities benefits all our talents. It represents the social and economic performance lever for the Casino Group as a whole. It is with this conviction that we sign the ILO Charter to encourage other large economic agents to engage in this path."
—Yves Desjacques, Human Resources Director, Casino Group
"To allow people with disabilities to reveal their true talent, to succeed at every level and to reach their full potential, L’Oréal needs to push the limits in this domain. The inclusion of disability in the workplace is a top priority for L’Oréal."
—Jean-Paul Agon, CEO, L'Oréal
"I would like to say to you that we at Orange take this very seriously, because when it comes to quality of life and disability in the workplace, making each of us feel good makes everyone feel better."
—Christine Albanel, Senior Executive Vice-President, Corporate Social Responsibility, Diversity, Partnerships and Philanthropy, Orange
"Standard Bank is very pleased to put our name to the ILO Business Charter on Disability. Signing the Charter enables us to reconfirm our corporate values - and particularly our commitments to serving our customers to the best of our ability, growing our people to their greatest potential, and respecting each other in all our diversity. Being a Charter signatory will undoubtedly improve our ability to attract and retain the best human capital."
—Sim Tshabalala, Chief Executive, Standard Bank Group
The Dow Chemical Company
"Active participation in the Global Business & Disability Network is critically important. It is a platform to share best practices between companies that will help close the equal opportunity gap for people with a disability and ensure that ALL employees can achieve their full potential. This is not only the right thing to do; it also makes good business sense."
—Peter Holicki, Global Executive Management Sponsor, The Dow Chemical Company
As a member of the ILO Global Business and Disability Network, the signatory multinational enterprises support the following principles and commits to work towards their company-wide implementation:
1. Promote and respect the rights of persons with disabilities by raising awareness and combating stigma and stereotypes faced by persons with disabilities.
2. Develop policies and practices that protect persons with disabilities from all types of discrimination.
3. Promote equal treatment and equal opportunities for persons with disabilities by providing reasonable accommodation in the recruitment process, on-the-job, apprenticeships, training, job retention, career development and other relevant terms and conditions of employment.
4. Progressively make the company premises and communication to staff accessible for all employees with disabilities.
5. Undertake appropriate measures to enable current employees who acquire a disability to retain or return to their employment.
6. Respect confidentiality of personal information regarding disability.
7. Consider the needs of those persons with disabilities who face particular challenges accessing the labour market, including persons with intellectual and psychosocial disabilities.
8. Promote employment of persons with disabilities among business partners and other companies and collaborate with national employer and business networks on disability as well as with organizations working to advance the rights of persons with disabilities.
9. Review regularly the company disability inclusion policies and practices for their effectiveness.
10. Report on company efforts to promote the employment of persons with disabilities to all relevant stakeholders and share information and experiences with the members of the ILO Global Business and Disability Network. The ILO will utilize the company reports and practices in its own communication, wherever relevant.