ArticlesBlog

Inclusion can’t wait: The business case for the inclusion of persons with disabilities

Inclusion can’t wait: The business case for the inclusion of persons with disabilities


Thank you to those who are not already
seated to take your seats and start by welcoming you warmly to this session and
congratulating you for having braved the rain which is quite it was quite
extensive my name is Lina Wendland I work in the
UN Human Rights office where I lead the work on business and human rights and it
is my very great pleasure to be moderating this panel on business
inclusion so I’ve worked on the business and Human Rights agenda for for many
years and it is indeed very timely if not overdue to have a session at the
annual forum that explores the interface between the business and Human Rights
agenda and the agenda for inclusion in the workplace of persons with
disabilities. It is an underexplored or has been an unexplored area in the in
the business and Human Rights context and I was just told that actually for
the last three years there has been attempts to have a session like this
at the Forum so I’m really delighted that then we are managing to do this. As
you everyone in the room will be aware persons with disabilities are faced
historical barriers in the workplace: 25% lower employment rates and a number of
other issues for those who are employed. So it really is a very it’s a problem on
a scale that is significant and really requires careful efforts to overcome it
as you know the overarching theme of this forum is on the role of governments
so we are focusing not only on what businesses can do but also the overall
framing of the roles and responsibilities and if instead
governments can make to support this agenda . So the aim of the session as you
would have seen from the concept note is to identify good practices, to promote employment of persons with disabilities
and to consolidate the business case for inclusion in the business and human
rights space we always want to try to explore the business case and promote
the business case sometimes there isn’t one and we have to be honest about that
and say to companies there’s certain practices that are unacceptable whether
or not there is a business case but really I think for this particular area
of the business and human rights agenda there really are very strong business
case that can be presented to two companies to promote the further
inclusion we have a excellent panel that have various presents a number of
perspectives on the issue we have government voice private sector
disability movement national business and disability networks an international
cooperation agency so we will really get a rich range of perspectives and
experiences to inform our discussions. So the flow of the session we have until a
quarter past ten we will start by the panelists presentations and then there
is a we will open the floor for for Q&A and we then have a closing statement on behalf of the International Disability Alliance.
Well I should say that the session is webcast and there will be live
captioning and then the links to the webcast will be posted on the IDA
website from tomorrow I understand so, without further ado I would like to hand
over to our first speaker Eleni your last name I’ll see if I can do it
again Theodorou who has a hybrid background
in both the private and the public sector she’s worked for companies such
as Nestle but also done work with UN so Eleni you have the floor thank your. Thank you very much it is a real honor
to be in this historical building with these distinguished panelists thank you
for having me in for the invitation I will start by saying that there are
more than 1 million people with disabilities around the world
representing over 1.2 trillion dollars in disposable income there are more than
1 billion customers and consumers with disabilities around the world
representing including their families and environment eight point one trillion
dollars in disposable income a study published by Accenture in 2008 in an
article published by the World Economic Forum mentioned that companies employing
persons with disabilities stand above the average in terms of
profitability and value creation isn’t the core promise of the 2030 agenda for
the sustainable development goals to leave no one behind.
I’m telling you to not filter us out . My name is Eleni Theodorou and I’m a young
talent with a disability. What does that mean ? I have worked in CSR government
affairs a corporate engagement community building for companies like Nestlé
through an innovation competition big projects with Unilever and United
Nations in the headquarters of the field and I have a love for impact investing
in venture philanthropy . When I was a child I was affected by childhood cancer
which caused for me to lose one of my eyes this is a prosthetic one and for
the other one too through therapies to lose a big part of my vision that means
I have a visual impairment. so what happens when I go to an interview? every
time I have to go with two hats either as a young talent with a competitive
background or as a person with a disability. When I mentioned my
disability the power balance changes. A recent example of a consultancy that
approached me for it for a job and I was very actually
happy about it they sent me their recruitment test and
it was not inclusive even though I scored very high in problem-solving
their spatial awareness part it was not possible for me to be done because you
need vision for that right so yeah so I got filtered out is the recruitment
process of the businesses inclusive is the AR they are using for the
recruitment test inclusive are the filtering a valuable talent out and I’m
telling them to not filter us out to invest in us why because they can unlock
an amazing human capital with talents that have been through research proved
that people with disabilities have more perseverance problem-solving skills
agility foresight innovative way of finding solutions and they like to
experiment because they have to face challenges every day and inside in
consumer behaviors through having employee resource groups you can
actually develop Universal Design for your products that means that you can
make your products more inclusive and you can actually you know open your
company into as mentioned before more than eight trillion dollar market so
furthermore to do that you need leadership and to meet the leadership
you need sponsorship that means that you really have the executives of your
company to follow and be part of this movement so that your employees can
disclose their disabilities and through that the employer attractiveness will go
higher be the company that everybody wants to work for and finally of course
the non-financial reporting it’s obligatory for companies more than 500
employees especially in the European Union and
more and more investors are asking for ESG integration that means that you will
have more and more opportunities for investments there are no disabled people
that’s what I’m saying today they’re disabled tools environments and
workspaces Invents investing tools and unlock an amazing human capital however
make real investments to get real retail investments in two level suspension
capital for the solutions and sponsorship from the top to the bottom
of the organization some best practices is Microsoft that really investing in
capturing talent with autism because of their coding skills but also feminist
studies focusing on people with visual impairments of their acute senses for
their flavor and taste products only when you do disability
you really do diversity only 4% of the businesses that mentioned that they do
the diversity they actually include disability I’m telling you today to
think be beyond CSR because inclusive business is good business and inclusive
business is sustainable business and if you really want to know what are the
solutions and how to do it ask them ask the people with disabilities your
employee resource groups and engage social enterprises that have the
solutions and most likely they’re founded by people disabilities thank you
very much. So thanks very much for that I will now
pass on to Carla Bonino who she is on sustainability
head at Fondacion ONCE among others that fundation
uncie among others she coordinates the European initiative disability hub
Europe that is co-funded by the European Social Fund thank you thank you it’s an
honor for me to be here as well and thank you very much to the UN and all
the entities involved in this panel for organizing this session needed nowadays
I represent the unser Foundation which is a foundation based in Spain
its main objective is to promote the quality of life of people with
disabilities and their families based on programs on training employment and
accessibility the unser foundation is founded by answer the national
organization of the blind in Spain which turned 80 years last year and together
all together on sale as a foundation an illusion business social group composed
the owns a social group which are comprised more than 73 thousand
employees 58 percent with disabilities having said this that the purpose of my
presentation is to share the main ideas of publication making the future of work
inclusive of people with disabilities is the first document that puts together
two debates the future of work and the reality of people with disabilities it
has been jointly developed by the awnser Foundation and the ILO global business
and disability network with the co-funding of the European Social Fund
all this in the framework of the initiative disability half Europe
promoted by the unser Foundation and with the aim of working on the binomial
sustainability and disability in alignment with the segs and the 2030
agenda the objective of the publication is to contribute to the visibility of
presence with this it is in the debates of the future of
work and to expose the urgency of taking action in order to seize opportunities
and address challenges that the mega trends of the future of work will bring
all of this in order to achieve an inclusive future work of persons with
disabilities representing 1 billion people in the world as Eleni
introduced. The publication has been developed with the participation of
experts from more than 20 different organizations including the OECD the UN
Global Compact the International Disability Alliance and other private
companies and entities the publication itself is a contribution to the 2030
agenda and the sustainable development goals particularly goal 8 on decent work
and economic growth and target 8 point 5 which specifically mentions people with
disabilities related to productive employment and decent work for all I
have no other option but to be very very short on the publication that you can
consult outside there’s there are fewer copies and also it can be done look
downloaded and at the ILO global business and disability website the
fundacion owns a website and also disability hub europe website. The
publication gives an overview of work and disability stating, as you know,
the labor participation being significantly low compared to people without disabilities and also
highlighting some of challenges that persist and are not specific to the
future of work but do have to be addressed like a general lack of
enabling environment including physical disability that should not be forgotten
it analyzes five so-called mega trends of the future of work in relation to
what the challenges are to people with disabilities and what opportunities they
bring being them the technological revolution, the skills revolution involved,
the cultural change related to sustainability for example , the
demographic change and the climate change being very important nowadays. it
ends with a roadmap for an inclusive future of work in which five key
objectives are identified and I will share them as the closing remark of my intervention, identifying which actions should be taken by the
different stakeholders involved, this means: public authorities, the corporate
sector, of course disability NGOs and representative organizations, the trade
unions, and academia they all have to take part to make an inclusive world of
work for people with disabilities. So the key objectives for ensuring
inclusion that having that have been identified in this publication are the
following one new forms of employment, and employment relations in the context
of the future of work need to integrate disability inclusion. Two
skills development and lifelong learning related to the future of work has to be
made inclusive of people with disabilities. Three Universal Design has
to be embedded in the development of all new infrastructure products and services
from the beginning for assistive technologies existing and newly
developed have to be made affordable and available. Five measures to include
people with disabilities in growing and developing areas of economy for example
the green economy some actions. Of course are stated in the publication are
transversal to all stakeholders gender equality is needs to be taken
into account of course in all the actions taken and multilateral
collaborations between otech holders presence with disabilities and included
is is necessary and this is even a reflection of a SDG number 17 on
partnerships for a sustainable future in 2030. Just to finish I would like to
share that this publication should be seen as a beginning of a journey a
journey that requires involvement and collaboration of all stakeholders to
take concrete action to ensure a future work that is inclusive of people with
disabilities. Thank you. Thank you for bringing the attention the
linkages change demographic changes etcetera and I think it is really integrated this issue really needs to be
take in the consideration of major global debates. That is having so
thank you for highlighting that and also the concrete recommendations that would be very useful. So now I am turning Dylan Winder, who is working for DFID and currently the humanitarian protected crisis counselor
and team leader at the UK mission. Fantastic that we’ve been invited to
participate in this panel. Ensuring empowerment and inclusion for people
with disabilities is a top UK priority and in particular as apparently said
through our aid programme to leave no one behind.
Places we work are increasingly complex conflict protracted crisis forced
displacement climate change are all areas that with we are dealing with on a
day to day basis the issue of the inclusion in business
is also critically important and even in these contexts we need to look at how
people with disabilities can be better included in in the economy a couple of
key facts and I’m sure you all know these are obviously people with
disabilities have historically faced serious challenges and barriers to
impeding their access to employment we know also that gender equality
inequality is particularly highlighted for people with disability I think 20
percent of women and 59 percent of members disabilities are employment
compared with 32 percent of women and 71 percent of men without disabilities in
lower middle-income countries the loss to GDP from the exclusion of women and
men with disabilities from the labour market is estimated to be between 3 and
7 percent and given the diversity of circumstances faced by people with
disabilities and the different barriers and discrimination they experience there
are multiple pathways to economic empowerment the nature the economy laws
and policies adequate infrastructure and services and equal access to resources
information and networks all play a crucial role in ensuring access to
decent work the UK government’s Department of International Development
does prioritize and recognize the importance and transformative power of
ensuring people with disabilities gain improved access to employment
opportunities we want to empower people with disabilities particularly women to
access and have choice and control over their own economic opportunities routes
to empowerment was is one of the four central or was one of the four central
themes of the global disability summit which DFID co-hosted in 2018 in the UK
with the international disability alliance and the government of Kenya and
it’s also one of the four strategic priorities of d/f IDs disability
inclusion strategy on the summit which we felt was a major success indeed
establish strong leadership form on board and engagement with emerging
partners in new donors it was attended by approximately 1200 at high-level
delegates from around the world including CEOs from dozens of private
sector organization organizations Geritol clothes 968 individual
commitment made at a summit but important is 139
referred to the theme of economic empowerment and that’s about 14 and a
half percent of all commitments within this we have 13 national governments
multilateral stoner’s and businesses committed to enabling inclusive
environments in the workplace 11 national governments multilaterals
donors and businesses investing in skills development for decent work and
eight national governments multilaterals donors and businesses improving access
to decent work and since the summit the ILO has established a new national
business and disability network in China and India all the commitments made at
the summit are available on our website if you look in terms of private sector
commitments the UK has a successful track record on engaging with the
private sector on disability inclusion although we recognize we can also do
more in the lead-up to the summit we work very closely together eyes interest
and secured commitments from a range of private sector organizations include
including Unilever the Ford Foundation Cisco Microsoft and British
telecommunications to provide economic opportunities for people with
disabilities a total of 13 private sector
organizations and foundation has made commitments at the summit and key areas
of progress against these initiative in the US which is bringing donors and
disability activists together to help catalyze change within the philanthropic
sector Unilever PLC has been working on his commitments under the bridge to
economic economic empowerment see by starting work to realize his vision of
becoming the number one employer of choice for disabled people by 2025 and
they made a very high-profile commitment to support disability inclusion in
business with the worldwide call to action for business and they also
discuss this adult this year man Manny Owen Daniels Limited has become
providing guidance or the use of the Washington group questions to applicants
and grant alders and by March 2019 they reported 66 grantees included disability
as a word in their reporting Open Society Foundations have started to
include disability lens in its programming on women and girls and their
women’s rights properly adopted an intersectional approach
proportion of counties from within this funding window my organizations of women
with disabilities but at the same time all grantees are being encouraged to
include women with disabilities in their activities and finally the International
Foundation of world Dutch catalyst has completed professional training of deaf
adults to ensure them to say they run workshops for parents on the importance
of early childhood development and education in Uganda Zambia Rwanda and
with a planned rollout of the program in rural areas in those countries so as you
can see that the commitments made at Summit art are delivering some it’s a
real action I mentioned earlier we defy Deen has a disability inclusion strategy
we’re very pleased that one of the four parties in that is economic empowerment
we’ve been doing quite a lot within our programs to develop this theme level to
give you a few examples of authors so in Kenya we have a strategic partnership
with the Kenyan government and Kenyan businesses which aims at economically
empowering people with with disability in Kenya it will establish a dynamic
partnership model which demonstrates private sector leadership is a driving
force behind inclusive at the common growth over the long term we hope this
partnership model will be replicated and used to stimulate inclusive economic
growth more broadly where we in the you can have the cdc which is a development
finance institution owned by the UK government and that’s working with the
IFC which is part the World Bank group to develop her good practice national
disability inclusion links to IFC performance standard and we hope this
will be used as a benchmark across the industry which help will help to raise
the bar across the board we’re also developing a good note pages no all
increases to stability to support inclusion of people with disabilities
alongside other marginalized groups in fragile and conflict affected states we
are working at cost UK government to ensure that all Oda
including these other prosperity fund removes barriers to people with
disabilities in these areas after the responsible accountable transparent
enterprise differed has also funded the ethical trading initiative to produce
baseline guidance for global firms to maintain maintain mainstream disability
inclusion in their supply chains and their outlines with this within this for
the case of employing people with disabilities challenging the myths that
exist around disability inclusion in the workplace and these highlight best
practice so there’s a lot going on we need to do more we do think that working
together we can achieve real progress particularly in some of those areas
where you might not think so so in some of the rule the conflict and and fragile
areas the world but also in those areas where we see good development and we are
working as I said cross the world other programs in Kenya Bangladesh Uganda
Nigeria but I’m afraid I’ve run out of time say but I’m happy to talk to answer
questions yes you did run out of time but it was very interesting and a very
rich list of initiatives and the linkages with key development and
economic empowerment priorities and inclusion so it was very interesting
thank you so much.Now I am turning to Firehiwot Siyum. coordinator of the Ethiopian National Disability network the network
embraces companies and other employers as its members to address disability
issue. Thank you so much it’s an honor to be here and it’s motivating to see this
platform talking about disability inclusion in business and this big
platform and this forum I’ll be sharing the experience from Ethiopian from
Ethiopia how we engage private sectors in the inclusion of so if you’re a
business and network was established in 2015 by the
help of Iowa so what we do is we bridge the gap that employers have when it
comes to inclusion of persons with disability in the workplace so how we
engage we have different pockets we have about five buckets to engage with
private sectors the first one is awareness racing program because the
employment of persons receptacle and will only be assured when each and every
sector is embraced in disability inclusion strategies and for that we
need to shift the dominant negative discourse on the potentials of persons
with disabilities that’s by supporting people I’ll learn their knowledge of
disability and by sharing the path to disability inclusion so in our training
program we talk about reasonable accommodation which is making a
testament in the workplace for example a blind employee how we find different
softwares to help the employee it might be just off twe also talk about
accessibility how we can make conducive for persons with disabilities the other
packages we provide accessibility audit service for our members this is to
create barrier free environment for the employees let’s say that we have an
autistic employee so that person may need a quiet space to work on so we we
work with employers to be more inclusive in their workplace also not only this
one but we also focus on the physical accessibility of the workplace the
chairs if they have a liberator or not or whether they need drums and so on the
third package is sharing publication on business and disability so every Monday
there is my name memo that we share with our members so
in that that’s a very interactive platform because they learn what
disability is and how we engage people with disability you know business sector
and now we can also be competitive by bringing diverse workforce so we also
got good feedback from our members with this interactive platform the force
package is we facilitate internship because one of the challenges that
employers face is that they are not able to find employees with disabilities
whether it can be for formal employment or for internship so we link the
employees with disabilities with employers so they could do some
internship or after what they might have the job retention the first but last but
not least is we have the experience sharing in recognition event so every
year there will be disabled inclusive employers award we’re role models of
employers would share their experience their success to other employees so in
this event we also share stories of successful employees with disabilities
who got internship or job and then become successful in their job so that’s
what we do with the equip a business and disability Network thank you thank you
very much how to mobilize business to to exchange and to learn and be building
their capacity to to to play their role Last but not least and the first round
of panelists we have Thierry Fiquet came from SOCIEUX+ which is the European Union expertese on social protection labor and employment. Thank you very much yes it’s
an honor to be here I would like first of all to thank my colleagues and
partners from bridging the gap of course our colleagues from the high committee
for Human Rights through different peer-to-peer international cooperation
and expertise missions experts and practitioners from the European Union
States I’ve worked and shared with their peers worldwide through the EU
facilities socialists in defining new challenges and sharing concrete roadmaps
tools and methods to implement policies and acts how to facilitate access to
employment for people with disabilities my purpose will be based on few
recommendations and lessons learned from the ground.
That is to say based on a choice of four actions we implemented worldwide the
first one about Peru in Latin America with our partner was the ministry of
labor and promotion of employment and public employment centers the second one
was in Ivory Coast in Africa when we were we worked with public employment
service and ministry the third one is wasn’t in steel in Georgia where the
social partners were requested requesting partners with the labor
inspection department and the fourth one is about Azerbaijan where the requesting
partner was the National Research Centre for leather and employment. I certainly
won’t have the time to detail each one of these different actions but I am
going to try to summarize the great lines and maybe to feed hope and share
in fact that things are possible so what are the challenges and few lessons we
will learn about those concrete expertise being missions
the first challenge in order to ensure the implementation of the rights of
persons with disabilities and equal payment opportunities with others it is
recommended and this is possible to constantly improve the legal framework
taking into account the changing needs of the labor market employers people
with disabilities and the society as a rule it is possible to improve the
disability determination system in order to move from the medical assessments
model to the social and economical one to refuse the use of incapacitated entry
turn from the medical to the social and economical key entry this is possible
from this first challenge to average the list of jobs as we could observe in
different countries a list of jobs that people with disabilities are not allowed
to obtain as an on eligibility preset. This is possible to establish a control
mechanism that ensures proper implementation of the existing legal
framework governing the rights. For the Second challenges, in order to improve
the employment of people with disabilities: this is possible to create
effective employer support system providing effective active labor market
support measures regarding wages, qualifications and training and mostly
adaptation of the workplace and working environments. That was possible to
eliminate the impossibility in the fact for relevant institution to inspect
businesses, ensure effective control or observation on how businesses are
practicing. This is possible to increase the inclusion in the open labor markets
through, for example implementation of a specific closed labor market and to use
specialized workplaces as an entry and inclusive point
to the open labor markets, for those who need the transition period for the
integration in the open labor market for instance. This is possible to improve the
employment public services in providing information on the labor market and
ensure is transparency with no discrimination in the dissemination of
job vacancies and the role of employment counsellors in helping people in taking
their place in an open market . the third challenge in order to improve the
knowledge of the population and reducing the gaps between supply and labour it is
possible to elaborate different LMS systems labor market information system
. On the one hand to collect and systemize that it’s statistical data in the public
and private sectors in the open labor market but in entrepreneurship and in
the VG system. The fourth challenge was about technique technical vocational
guidance and it’s possible to ensure that the five arraignment is in
educational institution is suited to the needs and not only in the specialized
schools or training centers but also in ordinary professionally the dedication
errors this is important for us to promote and know it’s possible to
promote and professionalized to inform all of vocational training so
that people can act acquire the necessary knowledge for creating and
developing their own business and employing their qualifications the fifth
challenge is in order to ensure a reasonable accommodation to persons with
disabilities in the workplace this is possible to establish finding financial
support measures for employers for the adaptation of workplace to the needs in
the same time to improve the participation of people themselves in
the vocational rehabilitation this time and we turn to
work programs for persons with disabilities that was possible to ensure
that the vocational rehabilitation services were accessible to all people
of working age and not only the youth and finally to ensure global talking it
into accounts of all the different components of the major issue on
inclusive act for people with disabilities and not only policies it
should be recommended and possible to ensure and make possible the
participation of any stakeholder: social partners governments civil society and businesses and people themselves in a specific and effective
and professionalized governance. That would be possible to ensure more than
single sensiblisation of the economy characters but engagements
and concrete responsible decision of the management life in each business and
cooperate. The sentence this is not my problem as a chief but you know the
problem will be with my team is too many heard and so often. And just to hand the
thing I would like just to chase something i heard yesterday by the high
committee the high commissioner what can a european union to human
rights defenders the european union has in particular to ensure that european
union corporation funds particularly instruments dedicated to the promotion
and defense of human rights i know are accessible by the beneficiary
population that’s why i try today. Thank you very much and thank you to all the
panelists as I flagged earlier we will have a closing remark from Beranu Tefera
for the International disability Alliance but for now and just before
opening up the floor for questions . I comitted by mistake in my introductory
remarks to recognize the organization’s the co-organizers of the session so in
addition to the office of the High Commissioner for Human Rights the
session was organized in collaboration with the ILO and the International
disability Alliance, the office of the Special Rapporteur on the rights of
persons with disabilities, the EU fund in Bridging the Gap project .I’ve heard
about inclusive policies and services for equal rights of persons with
disabilities so thanks to the co-organizers and I would now like to open up
the floor for comments or questions . To our distinguished panelists good morning and One or more in the
speaker’s comments on how these issues can be reflected in the reporting on
the convention of the rights of people with disabilities when that takes place
in New York. Thant you. thank yoi which experiences which is quite
insightful My name is Akiko I’m a lawyer from Japan
so after a I was so excited when I found this agenda in other water this year so
yes conversation an. My question is about oppositional they build Culebra’s
mechanism which is not a complaint the system within companies so after I’m
working the boss on the business of human rights and person with
disabilities so whenever I do provide advice on Human Rights due diligence for
my clients, I try to make sure every step of human rights due diligence is
electing the crpd. so I think the one of the issues that person is disability may
frequently experience at work place it’s discrimination against them based on
disabilities but then if they try to fight that case to any kind of
complaints the system within companies I think maybe you know like confidentiality can be hard so. I’m wondering if any of you could share Express or practical
action to overcome this issue . I thank you very much I have now a fist question for Ms Freehot What are the concrete steps for an employer to make sure that work-place is inclusive for persons with disabilities? My second question is for Carla Bonino: Is there a link between the publication you presented and the CRPD? good morning everyone. I’m representing
Bangladesh Burma – employers Federation and family business of over 70 years two
specific points I wanted to share one is that Bangladesh business disability
Network ILO I know funded by DFID they’ve actually done
a quite a bit of work this year in getting people to understand where the
private sector to understand the benefits of including having a
disability inclusion in the workforce.Sso one achievement that happened this year
was that the government of Bangladesh is actually now giving an incentive to for
private businesses to in half disability in the workforce but where I think the
due diligence was lacked is that they’ve said the targets so high that it’s kind
of acting as a hindrance I’d like you to take this forward
seriously they’ve asked the private sector to have a minimum of 10% of their
workforce from the disability to get unlock these financial incentives I
think the number is a bit high perhaps it can be done in a slab by slab basis 0
to 2 to 2 for 6 to 8 and accordingly can unlock different this would encourage
the second point is that we’re seeing I would sector is seeing a lot of
benefits of having disability in the workforce but one hindrance which the
government is not helping us it is the accessibility of transportation that
seems to be a very critical point because although this interest it’s
actually very difficult to bring the person thank you very much madam chair . I just want to make a comment that in South Africa how we championed the
convention of the Convention itself people disability right is that we have
a special piece of legislation called the Employment Equity Act and it makes
it compulsory for the state and the private stakeholders that is business to
employ 7% of the workforce with people with disabilities and give them all the
necessary facilities itself where the Human Rights Commission comes in what we then do is we monitor annually the performance of the state in meeting
those obligations itself what we found is that the private sector is coming to
the party but the state is dragging its feet and and and so I just thought we’ll
share that experience as well so that we also saying that people with
disabilities are also able to do every other thing like every other human being
because they have human rights as well thank you. hello i’m Robson from globally
Institute from Brazil in a first point point I’d like to say that according to
our research from 2017 and in Brazil just 1% of people with some kind of
disabilities are working at this moment for example so it’s a year in which
companies are just contracting these people admitting these people just for
accomplishing some quarters and so my question in this in this scenery is that
how can we increase the Career Development we can discuss the career
development for these people with disabilities and in another point I’d
like to mention about technology for the next year’s we are commenting about that
technology will extinguish extinguish millions of jobs and positions in all
the world not for just people with disabilities but in general and what do
you think about this about technology for the future it will be at one point a
disadvantage for people with disabilities but at the other side maybe
technology can help break barriers and take new jobs create new jobs for new
positions – the future is that thank you targeted questions to specific members
of the panel so we’ll maybe start with free wood but you can reflect on the
question directed to you but also of course the actions taken by inclusive employment I would put it in
three categories the first one is in recruitment and hiring the second one is
Career Development insert accessibility and accommodation so in courage in
recruitment in hiring employers should offer internship or job just to try out
persons with disabilities in the workforce also in their job they should
clearly specify that they would encourage persons with disabilities
they should also raise awareness about disability on recruiters and also
interviews because there are times that interviews would be biased because they
are disabled people and the other point is we should employers should
collaborate with disabled people organizations and other organizations
working on disability inclusion because they would help them
for example linking employees with disabilities with the employers on
Career Development there has to be a fair treatment of persons with
disabilities once they are in the workforce this might be reflected in
their salary or promotion or any benefit that the employer is giving in career
development there has to be also fair access for professional development
programs this might be different trainings that are given for employees
so employers should make sure that these trainings are accessible for persons
with disabilities in terms of their materials if they are if they have
employees who are blind they should make sure that they have electronic materials
for them and also if they have someone with neurodivergent they should make
sure that they have all the materials and accessible
species for all of them also informations in the workforce has to be
accessible let’s say that we posted some job that it’s not accessible for blind
if it’s not in Braille or whether it’s not seen through email in terms of
excuse me that I’ve just been told there’s a problem with captioning okay
so we should just wait for until the connection is restored. quickly as possible – I think this is the answer so I think so
in terms of accessibility and accommodation employers should make sure
that there is reasonable accommodation there is adjusted workplace for persons
with disabilities because that’s how they can be productive and successful
with their job so this shows that a big disability inclusive employer is more
than bringing persons with disabilities on board it includes creating accessible
in excrement or a work environment where disabled people feel safe and welcome
thank you so much thank you very much yes thank you I got a question about the
link of the Convention on the Rights of persons with disability and the
publication yes indeed the Convention is the framework of the publication as
particularly article r-27 on work stating that the right of people with
disabilities to work on an equal basis with others and also I would like to
state that the convention is at the heart of the 20
30 agenda as regards people with disabilities and inspires of the right
based approach of this agenda I would also like to comment to invite the
colleague from Brazil to consult a publication as regards the technological
revolution and the skills changes we we approach this issue indeed stating that
there will be some changes and this process also opportunities and
challenges for people with with disabilities regarding the issue of new
jobs while rendering others obsolete or the wage gap that is set to widen in the
gig economy for example in and what what this means for for people with with
disabilities I would also like to to comment one specific issue that is not
object of a best practice here but it was discussed when preparing this panel
is about the importance of disability in non financial reporting Eleni stated
this from the other foundation we have developed important work with the Global
Reporting Initiative on this issue I’m aware that mr. Hogan Knows knows about
it he’s an old friend of our work and so I would invite you all to to consult
this in Spain we have a recent law that sets the obligation to report on
disability and accessibility for the companies affected by a the law this is
compulsory now and just to finish I would like to share also a framework
that is reflected in the publication which is what we call the 360 approach
towards people with disabilities from from business meaning that people with
disabilities can be seen as stakeholders in a broad sense they can be employees
they can be customers suppliers consumers employers investors members of
the community of course thank you thank you just reflect back to our
colleague from Japan what you mention is is right
discrimination is and really the difficulties in disclosing is important
and this is where we need leadership sponsorship we need more people
disabilities on leadership positions to guide by example notice people with
visual impairments in call centers for example we need Career Development and
through the employee resource groups to engage and let the let the employees
feel that they have a safe space to not only mention discrimination but to
actually disclose their disability there are so many employees that are scared of
disclosing their disability especially the invisible ones so here’s the these
two approaches so really we need to look at the gender employee resource groups
the LGBTQ iqi plus resource groups and really take an example for them and
start organizing them and helping the employees and yeah I just wanted this to
say thank you to Carla for mentioning the 360 approach especially because in
venture philanthropy there are philanthropy advisors that they have
high net worth individuals as clients that they have disabilities or they have
somebody in their family with a disability and we need to look at people
with disabilities as employees as employers starland and assert upon us a
360 approach to get the environment and as I mentioned it’s almost eight point
one trillion dollar disposable income thank you thanks very much just to very
quickly reflect on to the delegate he talked about reporting on these issues
in New York certainly the UK is a very active member of the Human Rights
Council we’ve just appointed a new roving Human Rights ambassador and we
are looking claim particular at a range of issues including disability and how
those can be reporting but I also wanted to mention certainly in the sector I
work which is the humanitarian sector we very very much looked at things like the
refugee compact which was agreed last year it has quite a lot in there on
disability a lot of the in terms of refugees ability to work and I hope that
we can start to make better connections between between these different issues
we also have some of the things like the the Charter for inclusion of persons
with disability and human and humanitarian action and I think there’s
a growing recognition that a lot of these the people in crisis and disabled
people in crisis are in long-term protracted contacts and that’s really
where we need to start to work much more that the sort of jobs jobs perspectives
and a lot of this is reflected in the humanitarian resolutions which go into
in New York so so clearly we need to make a little bit more of a link between
some of the sectors but I certainly think there’s there’s opportunities for
us to do more and maybe just on the Khalif of Brazil there’s a I think it
should be an opportunity that the technology piece we’re doing a lot of
work now on data looking at big data and artificial intelligence and really how
and how can that actually help us to identify much more the specific needs of
different groups of people within particularly tragic crisis and
humanitarian settings and I know the Red Cross conference is this December each
time we’ll be looking at some of these issues as well thank you very much thank
you Chile I’m sorry to have you go lost again last but not least just a ninja probably we worked in as a
bachelor but obviously the CRPG and mostly article 9 and 20 seconds to
access employment I often like Tibetan employment service practitioner observed
that we had a representation about disability even people we see we have to
know and this is Kelly as social representation that 80% of people with
disabilities are disability that and they feel this disability not as an
issue because it was just shared professional and technician on the
subject the first issue for people with
disability is not disability itself it was the access to information and just
to make it forget and what I observed on the ground by employers technical
practitioners in that everywhere experimentations were implemented all
what was done for the people with disabilities was finally very good for
everybody so if the disability is often represented as like something very hard
to go through I really think that working on disability on workplace but
in employment is a very good thing for everybody and I I can’t prove that I
don’t have the time thank you very much and now it’s my pleasure to invite Berhanu Tefera to provide some closing remarks. Thank you very much I prepared a remark which was much more
bigger than what I’m going to say here but two-timer try to make it very brief
and at least try to reflect in some of the questions that come from the flow
because it’s worth taking time on that so the organization’s of persons with
disabilities are actually created to represent persons with disabilities
globally and with a huge game of unifying and amplifying voices of
disabilities do not focus at all levels the International disability Alliance
which is an alliance of 14 DPOs which includes 8 proven member organization 8
6 regional organization is comprised of 1,100 networks of peoples which
represent the 1 million people’s disability robot in item we believe the
DPO significant and important role in promoting inclusive employment and
promote also the inclusive employment policies in fight for equal
opportunities of persons with disabilities imposed for 118 for one
labor markets it’s with that understanding that I’d recently set up a
task team on inclusive live route this is to in for a discussion around framing
what inclusive employment means this is in the context of their own convention
on the rights of persons with disability and in a way to inform the
implementation of sustainable development goal number 8 inclusive
employment goes beyond hiring persons with disabilities it also
is about being inclusive all persons with disabilities which includes the
most marginalised persons with disabilities and those who is invisible
this force market inclusive employment it’s
also about non-discrimination it’s about creating the enabling environment in the
support services for persons with disabilities in our work environment
it’s also about in about providing reasonable accommodation accessibility
and it’s also about the means to maintain employment of persons with
disability recent work environment deep use at global level beats regional or
national have been engaging in different activities beyond advocating for
employment of persons with disabilities this includes invitation and life
learning processes and opportunities that our College has been talking about
on how to retain people with disability in their workforce it takes certain
steps to make sure that we have people with disability in our environment
including in companies this includes aligning the national policies and
company policies within our organization already from the floor it was raised at
how are we going to address the issue of discrimination in the workforce
environment this is where by setting up complaint mechanisms with an
organizational functional processes in addition we also need to create and
build partnership with organizations of persons with disability because they are
the one who can identify persons with disabilities promote their talents bring
them in the work environment make sure that they stay with the door environment
from the floor there were a couple of questions especially on the issues of
reporting in New York on the implementation of the
Global Agenda on how we can make sure that it’s done in compliance with even
convention of the rights of persons with disabilities international disability
Alliance have been working with its members and other partners to report on
the inclusion of disability in the implementation of agenda 2030 in 2017 we
launched it’s a global report for the engagement of peoples and people with
disabilities and there were other national reports on the implementation
of acidity in how people with disability are affected in how they come integrated
in national policies all these reporters can be found on the IDA website you can
refer them and we can also share some contacts here with the colleagues from
the International disability realize I want to conclude by calling upon all
companies and governments here to make sure that whatever policies in
developmental plans that they’re putting in the ground is in compliance with
civil conversation and also important are shape
discussion organizations of disability because inclusion thank you very much
thank you very much we are out of time I think right on the dots so I want to
thank all the panelists for the excellent remarks every one of you who
came and for the good question

Comment here