Charter resources
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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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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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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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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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Disability “Smart” Company
Charter Principles:
2 - Non-discrimination
3 - Equality of treatment and opportunities
4 - Accessibility
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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.
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.
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.
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.
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.