Charter resources
Showing 39 items
The Valuable 500's Self-ID guide
Charter Principles:
1 - Respect and promotion of rights
10 - Knowledge Sharing
4 - Accessibility
6 - Confidentiality
The Valuable 500 launched a guide on self-identification on various topics such as the process of self-identification for persons with disabilities, the psychology of self-identification and why it is important for companies to create cultures of trust, ultimately enabling persons with disabilities to feel comfortable disclosing their disability. This guide also highlights other important topics like reasonable adjustments, training, and Employee Resource Groups, among many others.
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Leave no one offline: A primer on engaging your company on digital accessibility
Charter Principles:
4 - Accessibility
Digital accessibility, not as a compliance measure, but as a “human-first” based digital inclusion transformation initiative, is at the beginning of its journey. If companies can establish digital accessibility as a foundational pillar to their overall digital transformation strategy and engage employees with disabilities at the product and service and workplace design phase, then we can begin to move digital impact measurement of digital accessibility away from compliance and over to innovation and business differentiation.
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#invalidopinions campaign
Charter Principles:
1 - Respect and promotion of rights
The invalidopinions campaign puts a spotlight on a number of individuals defying invalid opinions that hold back people with disabilities – asking the viewer to confront their own beliefs and misconceptions that might be inadvertently contributing to millions of individuals worldwide, being held back in the world of work. Your opinion matters. Make sure it’s valid.
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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.
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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.
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The Accessibility Advantage: Why Businesses Should Care About Inclusive Design
Charter Principles:
4 - Accessibility
This Accenture whitepaper demonstrates the value of inclusive design and disability inclusion policies and practices. Accessibility awareness and inclusivity not only support workplace equality but are often correlated with growth and profitability. This paper recommends four key steps for accessibility and inclusive design implementation: employ, enable, engage, empower. Incremental steps taken today pave the way for a sustained organizational culture of innovation and disability inclusion in the future.
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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.
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Webinar: What's in a number? Disability data for business change
Charter Principles:
6 - Confidentiality
As companies change their culture on disability inclusion, how can they use data on employees with disabilities to understand progress and guide inclusion strategies? Gathering information on disability is a sensitive and difficult subject, and asking employees to share their disability status needs to be done carefully. The webinar explored how it can be done well and how it contributes to more inclusive environments for all. This webinar brought together a range of experts to explore common challenges and good practices on how businesses can provide spaces for employees to share their disability status.
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Webinar: A new culture for business on disability inclusion
Charter Principles:
1 - Respect and promotion of rights
How can business change ideas and possibilities around the inclusion and employment of persons with disabilities? Hosted by the ILO's Global Business and Disability Network, this webinar featured experiences from the private sector around the world. The webinar explored what can be done in practice to tackle stigma and stereotypes on disability, and what approaches there are to focus on talent and inclusion.
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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.
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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.
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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.
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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.
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Disability “Smart” Company
Charter Principles:
2 - Non-discrimination
3 - Equality of treatment and opportunities
4 - Accessibility
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Disability in Sustainability Reporting
Charter Principles:
10 - Knowledge Sharing
Disability in Sustainability Reporting can enhance organizational understanding of the value of transparency on disability, in terms of creating inclusive workplaces, as well as taking advantage of the business case of disability for the development of new products, services and physical environments. Additionally, the guide features a number of case studies from businesses all over the world that are making commitments and working to improve their disability related impacts. This guide is also the result of an inclusive and collaborative effort on the part of a number of disability experts, who provided feedback and support.
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Mental Health and Wellbeing at Work
Charter Principles:
2 - Non-discrimination
7 - Attention to all types of disabilities
The International Organisation of Employers (IOE) published guidelines for employers on how to prevent the development of mental health conditions in the workplace, what policies and actions around mental health are recommended to be integrated into a broader well-being policy, and what steps can be taken to facilitate work-life balance and minimize the risk of stress.
Fostering Disability Inclusion and Business Integrity in ASEAN
Charter Principles:
This UNDP report examines case studies in six ASEAN countries – Indonesia, Lao PDR, Malaysia, Philippines, Thailand, and Vietnam – to illustrate promising practices in disability-inclusive businesses through innovative policies and practices, ultimately supporting more inclusive economic growth and societies.
Inclusive Employer Toolbox by H&I
Charter Principles:
1 - Respect and promotion of rights
2 - Non-discrimination
4 - Accessibility
8 - Collaboration
Aimed at all kind of employers, this awareness campaign by Humanity & Inclusion (H&I) brings together information and free resources on the 5 dimensions of inclusion in companies, as well as key figures and advice to help you assert your CSR commitments and become an inclusive employer for people with disabilities.
AI for disability inclusion - Enabling change with advanced technology
Charter Principles:
1 - Respect and promotion of rights
2 - Non-discrimination
3 - Equality of treatment and opportunities
4 - Accessibility
Some key findings of the report:
- There is an overarching barrier to employing persons with disabilities: the misperception that finding, hiring, on-boarding and developing persons with disabilities is too difficult and not worth the effort and resources that an organization would have to extend to do so.
- Designing, developing and using AI in the right ways can tap the incredible potential of talent with disabilities, while helping all workers reach their potential. Getting this right helps everyone thrive.
- By responsibly and ethically blending advanced technologies with human ingenuity—and empathy—organizations can clear a path for a large group of persons with disabilities who are ready to contribute, innovate and grow their organizations.
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.
The Disability Inclusion Advantage
Charter Principles:
10 - Knowledge Sharing
Companies that embrace best practices for employing and supporting more persons with disabilities in their workforce have outperformed their peers, according to our new research, in partnership with Disability:IN and the American Association of People with Disabilities. The 45 companies that we identified as standing out for their leadership in areas specific to disability employment and inclusion had, on average over the four-year period, 28 percent higher revenue, double the net income and 30 percent higher economic profit margins than their peers. Our analysis also revealed that U.S. GDP could get a boost of up to US$25 billion if more persons with disabilities joined the labor force.
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.
Base Code Guidance: Disability Inclusion in the Global Supply Chain
Charter Principles:
8 - Collaboration
Guidance for companies on disability in global supply chains.
Amplify accessibility: An accessible digital future
Charter Principles:
4 - Accessibility
As technology evolves and new platforms emerge, the way businesses design and develop new technology will determine the inclusiveness of our digital society. New technologies have the potential to bring an estimated 350 million people with disabilities into the workforce over the next 10 years—provided we design with accessibility in mind today. The Accenture Technology Vision is an annual prediction of the technology trends that will shape the immediate future. By focusing on 2017’s top five trends, we can work to create a more positive experience for people with disabilities and lead a people-centric digital revolution.
Neil Milliken on digital accessibility for an inclusive world of work
Charter Principles:
4 - Accessibility
Neil Milliken, Head of Accessibility & Digital Inclusion at Atos, on how digital accessibility can create more inclusive labour markets which fully include persons with disabilities.
Lucy Ruck on digital accessibility for an inclusive world of work
Charter Principles:
4 - Accessibility
Lucy Ruck, Technology Taskforce Manager at the Business Disability Forum UK which is a member of the ILO Global Business and Disability Network, on how digital accessibility can create more inclusive labour markets which fully include persons with disabilities.
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.
Labels are so old brain
Charter Principles:
1 - Respect and promotion of rights
2 - Non-discrimination
The unacceptable old focus on medical labels needs to be replaced with the new focus on individual potential, dignity and human rights. Business Disability International’s video shows how old labels and assumptions can be overcome.
Carrefour Argentina is diversity
Charter Principles:
1 - Respect and promotion of rights
7 - Attention to all types of disabilities
Carrefour, company member of the ILO Global Business and Disability Network, decided to team up with with Downeate, a group of young people with Down syndrome, their families and friends, to promote a culture of diversity.
Accessible Technology Charter: Accessibility Maturity Model
Charter Principles:
4 - Accessibility
Self-assessment against the Accessibility Maturity Model provides an indication of how well your organisation has embedded its understanding of accessibility issues in areas such as IT governance and procurement. It will also help you decide on your organisations current ICT accessibility performance.
Repsol: Extracting the maximum potential out of people
Charter Principles:
1 - Respect and promotion of rights
2 - Non-discrimination
Repsol, company member of the ILO Global Business and Disability Network, has recognized the business case of including persons with disabilities in their diverse workforce.
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.
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.
Disability and Corporate Social Responsibility reporting
Charter Principles:
10 - Knowledge Sharing
Disability and Corporate Social Responsibility reporting: an analysis comparing reporting practices of 40 selected multinational enterprises. Corporate Social Responsibility (CSR) has become an integral part of corporate strategy in recent years. It consists of a multifaceted approach that has an impact on both society and the company. It encompasses human rights and environmental issues, contributing to community development, all the while improving company reputation, brand image and corporate culture. To explore how companies are integrating disability into their CSR work, this publication investigates reporting practices of 40 multinational enterprises.
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.
ISSA Guidelines on Return to Work and Reintegration
Charter Principles:
5 - Job retention
The ISSA Guidelines for Social Security Administration consist of internationally-recognized professional standards in social security administration, and form part of the ISSA Centre for Excellence in Social Security Administration. The open access guideline documents are abridged versions of the complete ISSA Guidelines for Social Security Administration that are available to ISSA member organizations only. The latter are completed with information concerning the suggested operational structures for the functioning of individual guidelines and mechanisms for their implementation. Additional resources, references and links to good practice examples are also provided to assist comprehension. Within the practical framework of the ISSA Academy and Academy workshops, ISSA Guidelines for Social Security Administration offer a basis for learning and knowledge exchange among ISSA member organizations.
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