Charter

Principles

Respect and promotion of rights

Promote and respect the rights of persons with disabilities by raising awareness and combatting stigma and stereotypes faced by persons with disabilities.

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Non-discrimination

Develop policies and practices that protect persons with disabilities from all types of discrimination.

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Equality of treatment and opportunities

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.

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Accessibility

Progressively make the company premises and communication to staff accessible for all employees with disabilities.

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Job retention

Undertake appropriate measures to enable current employees who acquire a disability to retain or return to their employment.

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Confidentiality

Respect confidentiality of personal information regarding disability.

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Attention to all types of disabilities

Consider the needs of those persons with disabilities who face particular challenges accessing the labour market, including persons with intellectual and psychosocial disabilities.

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Collaboration

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.

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Evaluation

Review regularly the company disability inclusion policies and practices for their effectiveness.

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Knowledge sharing

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.

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Testimonies from signatories

Deloitte

At Deloitte, we want everyone to feel they can be themselves and thrive at work in each country in which Deloitte operates, in everything we do, every day. Inclusion is embedded in our shared values and is a commitment that is foundational to our organization. I am proud to sign the ILO Global Business and Disability Network Charter, confirming Deloitte’s commitment to disability inclusion.

Joe Ucuzoglu

CEO, Deloitte Global

Inditex

Disability inclusion in the workplace is a core component of our commitment to people. Diversity, fairness and inclusion are values we all embrace, values we pursue day-to-day, in order to have an impact within Inditex, as well as all around us: our pledge is to design opportunities for everyone.

Oscar García Maceiras

CEO, Inditex

Renault Group

Renault Group’s Diversity & Inclusion strategy embodies our commitment to becoming a more diverse and inclusive company, reflecting the society in which our customers and employees live. As an employer, we are proactively defining Diversity & Inclusion policies to achieve our ambitions. Today, we take a step further: by joining the ILO Global Business and Disability Betwork and by signing its Charter we commit ourselves to offering our employees with disabilities a safe and suitable working environment.

Luca de Meo

CEO, Renault Group

Sanofi

Creating workspaces conducive to all employees, where they feel included, valued and able to bring their best selves to work, is fundamental to our purpose and ambition. At Sanofi, we aim to break down barriers that often prevent equal opportunities for people with physical and mental disabilities. That is why I’m proud to sign the Charter of the ILO Global Business and Disability Network, as a signal of our commitment to helping all current and future employees achieve their full potential.

Paul Hudson

CEO, Sanofi

Veolia

As a socially responsible company, Veolia is working for the diversity of its teams and for the inclusion of all. I am proud to sign the Charter of the ILO Global Business and Disability Network, which is fully in line with our values of respect, responsibility and solidarity. Promoting the employment of people with disabilities and supporting our colleagues who have a physical or mental disability is a concrete expression of these values. By joining the ILO Global Business and Disability Network, we are reaffirming our ambition to guarantee equal treatment throughout their careers.

Estelle Brachlianoff

CEO, Veolia

Unilever

People with disabilities continue to face widespread discrimination, rejection and isolation. It’s something which we have the power to stop. For business, this means finding ways to improve our recruitment, retention, and development of colleagues who have a disability. Doing so will allow us to unlock the potential that is trapped in this often overlooked pool of talent. We have signed the ILO’s Global Business and Disability Network Charter to reaffirm our commitment to promoting equal treatment and opportunities for all and to help build a better, more inclusive society.

Alan Jope

CEO, Unilever

ISS

Companies are finally waking up to the fact that different abilities mean different perspectives, different intuitions, different results, which make our businesses stronger. We at ISS know this to be true. This is why we signed the ILO Global Business and Disability Network Charter. Through this, we’ve committed to promoting equal treatment and equal opportunities for people with disabilities, adapting our company premises for greater accessibility, advocating for the employment of people with disabilities in partner companies, and transparently sharing our progress with other signatories.

Jacob Aarup-Andersen

CEO, ISS

L’Oréal

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

AccorHotels

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

Orange

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