We value and embrace differences and believe unique perspectives, backgrounds and experiences are critical to our success. We will reduce the stigma around disability by: We will actively educate and raise awareness by: We will make certain that our recruitment process is inclusive and accessible by: At Kingsley Napley we are committed to ensuring that our disability performance ratings are regularly reviewed by the organisation’s management team, and that policies are deeply embedded to ensure that people with disabilities are treated equally. At Serco, we are committed to removing barriers and changing perceptions about disabilities, impairments and health conditions. And clearly, if you try to downplay the recorded and acknowledgement of India and Indians, your true characters gets displayed for all to see , the way we watch Big Boss series. In 2015, Orange signed the ILO Global Business & Disability Charter, and is an active member of the Global Business and Disability Network. Here are step-by-step instructions on how to put each type on your dog. Our disability inclusion initiatives are part of Zalando’s ambitious diversity and inclusion strategy, in which Zalando aims to holistically approach diversity and inclusion on many different dimensions. “At Vestas, we believe that a diverse and inclusive workforce is vital for accelerating the green energy transition globally. We’re processing new companies all the time … Continuing to champion inclusion through our internal staff committee – What if? We reiterate our readiness to work for the benefit of society in our new strategy. We work to apply this diversity in our organization and in our content while fulfilling our public service mission. In the future, the Kao Group will continue to implement its unique ESG activities globally, so as to deliver satisfaction and enriched lives for people around the world, and contribute to the sustainability of society. We are taking a hybrid approach to ERG’s. Interview skills and management of employees with disabilities. We aim to reduce or eliminate these barriers using multiple tools. Suntory focuses on grasping the abilities and characteristics of each employee, thereby creating a work environment that is comfortable for all employees. Engage employees and partners ~ Cummins will empower our employees and inspire other companies and institutions to hire more people with disabilities. By focusing on abilities, we maintain an inclusive environment for differently abled people. We have recently refreshed our D&I road-map and our executive leadership teams have action plans aligned to it. Firmenich places its people at the heart of its success and is committed to enabling a working environment where everyone can thrive around the world. By creating a true financial infrastructure that respects diversity and enables all types of people to live secure and happy lives, and through initiatives that offer stress-free, barrier-free access to the best, necessary financial services, Monex Group is committed to contributing to society’s sustainable growth, and in turn, raising corporate value. Values are fundamental guides and prompts to action. This partnership supports Sodexo’s disability inclusion efforts by facilitating the opportunity to learn from and share experiences with other global leaders and providing access to country specific information. Delivering a robust unconscious bias training programme, Reviewing our job adverts to make it clear we are an inclusive employer, and. The chest strap at the front of the chest is cozy and the back of the dog harness has foam that will help even the most avid dock walker feel at ease. BCG’s ability to attract, retain and advance the best talent at equal rates is fundamental to our success in delivering value to our clients, shaping a stronger workplace, and in fully reflecting the diverse world in which we live and work. Our commitment to inclusivity is led by our CEO and Sage’s Extended Leadership Team (ELT) through the Sage Belong Accountability Board and Sage’s Valuable 500 Commitments include: Valuable Leader: Mike Coupe & Tim Fallowfield. “Providing solutions for mobility challenges is an essential part of our business. We also know that diversity of thought creates the best solutions for our clients and we believe that our workforce needs to be as truly diverse as the society we serve. spend their time safe and worry-free, but also comfortably and satisfyingly. We will use our return to the office, post-pandemic, as an opportunity to create an enhanced working environment that is suitable for disabled employees and allows individuals to be the best they can be. Contributing to the development of XR accessibility industry standards and best practices and enabling developers to build accessible XR apps, content, and experiences. We will make efforts to realize our corporate philosophy: “The DNP Group connects individuals and society, and provides new value,” by respecting the individuality of all employees, mutually accepting each other, and leveraging each other’s diversity as a strength. As a business, our ambition is to become one of the most accessible and inclusive companies in the world, not only because it makes good commercial sense, but because it’s the right thing to do. Provide training to remove psychological barriers, Providing customer service training to employees in the service division, Promoting the employment of persons with disabilities and increasing opportunities for all individuals, Improving the work environment by utilizing information technology and offering flexible workstyles. The Promotion of Employment of Persons with Disabilities Office was established in February 2020 to be a dedicated unit for further promoting these initiatives. Ensuring the design of our new London headquarters meets the highest standards for accessibility, including for invisible disabilities. We will provide a platform for the network to share more lived experiences to help educate and raise awareness of disability across the firm”. This is essential to create an environment that values every single employee, recognizing the skills and abilities of all. However, to truly enable as many people as possible to participate in society with ease, ambition and autonomy, we want to do more. We aim to design our platform, products, and services, so that all people of varying ages and ability levels may experience joy through their interactions with Magic Leap. Through training and dialogue with the parties concerned, we promote understanding of the inclusion among all Group employees and promote an environment which each and every person can lead to their own actions. DID has taken place in over 50 countries, and over 8 million people have experienced this socially aware entertainment experience. Respect for diversity is one of Fast Retailing’s most important principles. Increase the representation of and improve the employee experience for people with disabilities within Lenovo. We are a JPC Official Partner for the 2020 Tokyo Paralympic Games as well, and intend to maintain this relationship and offer support to the Paralympians active on the global stage. Our commitment is to focus on ability, ensuring that we continue to make reasonable adjustments to our roles and workplaces so anyone can join our bank. We embrace a great richness, as it gives us strength and makes our business thrive even more. By 2021, we will launch a ‘Disability Champions’ program, creating a network of disability advocates across the enterprise to support our employment, marketing, and community efforts for those who are differently abled. This is the FT’s new agenda. We did so not only because they are an integral part of our values, ethics or belief system; we undertook these initiatives because they are a business imperative. With the expansion of the chain, employment of people with disabilities has increased and today workers with disabilities can be found in almost all of the chain’s cafés. By joining the Valuable 500, we aim to bolster the case alongside our peers that meaningful inclusion of people with disabilities can and should form a core part of the business leadership agenda. The #WeAreLidl people policy has, and continues to, engage colleagues and foster a culture of inclusivity driven by our values – Respect, Recognition, Responsibility and Trust. This commitment is put into practice through the signing of agreements, charters and partnerships: The Ornua Diversity, Inclusion and Belonging mission statement is: ‘to embed a culture at Ornua where employees can bring their whole selves to work.’. We believe that an inclusive culture that embraces difference is crucial to our firm’s success, both in terms of attracting and retaining the best people and enabling us to provide innovative solutions to our clients’ most complex issues. Featuring micro-suede piping that's soothing against their skin and reflective bands to help ensure they stay visible no matter how late you stay out, this dog harness was built for adventure. Further review of our website accessibility to ensure we continue to offer, and develop, the best possible experience for all. We are continuously working on making Meitav Dash a great and safe place for all people. DerbyVille.com - Horse Racing Nation - Online Racing - The original large scale horse racing simulation game and management game Travel opens minds and drives better understanding between people from all aspects of life – something the world needs today like never before. These revised guidelines will be referenced in new British Land office developments and major refurbishments. In 2019, Perrigo worked to reduce the stigma associated with mental health disabilities by hosting a global World Mental Health day campaign in the 30+ countries we operate in. Holding a workplace adjustments workshop. We guarantee that the Bank’s services will be accessible and available to all our customers with and without disabilities – in our branches, call centers and in our digital platforms. Devise internal mechanisms to drive greater Inclusion in our workforce from a PwD perspective with a focus on recruitment and career progression. Proactively disseminate information to the Group’s employees regarding the employment and understanding of people with disabilities. This is how all colleagues at Daimler can reach their full potential. Magic Leap is taking an integrated approach to disability inclusion and implementing an accessibility program to help us realise our mission. The App also allows deaf Enel staff to contact their IT helpdesk, to participate in Skype meetings through the generation of subtitles and to receive safety alerts. We pledge to use our collective voices and actions to help create a world that is inclusive, diverse, equitable and accessible for all. We will further improve on our reporting and sponsored events in order to realize an inclusive society. We leverage on our internal network of champions and disability ambassadors to promotethe right messagesand practices which eventually eliminatesocial/attitudinal, environmental, infrastructural and digital barriers. Enjoyment and fun while learning. Our 100-member technical service team will be conducting 2,000 expected repairs using 18 metric tonnes of equipment and machinery and 17,300 spare parts. | Free shipping on many items! We are proactively transmitting information on our diversity and inclusion measures, such as the promotion of universal design and employment of persons with disabilities, through various tools, including our integrated report and website. Our aim is to lead the way in disability inclusion and to act as a vehicle for positive change within the business and wider society. We are at the forefront of an industry building a more connected world. Offering an inclusive environment to our talents maximizes our potential for innovation and value creation. This while maintaining maximum respect for their customers and employees. Continuing to run Equality, Diversity and Inclusion workshops for colleagues. Springer Cham Heidelberg New York Dordrecht London, 2014. download Electronic Gadgets for the theory in fuzzy Ethiopia and Tanzania: members and skills. (D&I: Diversity and Inclusion). 4. As the Executive Sponsor of the disability agenda, I am committed to driving change and levelling the playing field for disabled people and people with mental health conditions. Global commitment to be submitted by January 21st 2021. Our commitments to disability inclusion include: Commitment to be submitted by January 21st 2021. 100% of all UniCredit Bank Austria branches are fully accessible. Information for research of yearly … Our pledge to the Valuable 500 mission includes: Census 2001 has revealed that over 21 million people in India have at least one disability. We established The Asahi Shimbun Social Welfare Organization in 1928 with the aim of bringing about “a society in which everyone supports one another and where everyone can live with peace of mind.” The organization has sponsored various events, such as a national speech contest for senior high school students using sign language as well as gatherings for children who have parents with mental disorders. We want to celebrate our differences and believe there is value in hiring individuals with diverse ages, gender, background and (dis)abilities, with each unique perspective enriching our company. Following on from the successful Rio Production Training scheme in 2016 which saw 18 production trainees travel to Rio to be part of the Games’ crew, in 2020 14 disabled trainees have been placed with independent production companies around the UK. In our accessibility management we have identified three main types of barriers: (1) barriers in the built environment; (2) barriers in information and communications technology (ICT); and, last but not least, (3) psychological barriers. Because we live, we learn and become better versions of ourselves. I am very proud that Smurfit Kappa is a member of The Valuable 500 and to publicly share our commitment to treating each other as equals, offering the same respect, support and opportunities to everyone regardless of their ability. Share our commitment with the business and the world. We will foster a culture which allows our employees to reach their full potential, feel rewarded and be fulfilled. We hope many other companies will join the Valuable 500 initiative to make our collective efforts part of the usual way of doing business going forward.”. From Day One, Inclusion Diversity and Equity has been written right into our values – Stronger together. The Kremlin-backed Sputnik V is also undergoing trials in India, in partnership with local manufacturer Dr. Reddy’s Laboratories Ltd. This has inspired us to develop better business solutions and outcomes for our clients and customers. From our findings, we will review what adjustments we might need to increase our accessibility over the next 3 years, including our marketing materials, websites and social media accounts. We’re processing new companies all the time and are proud to announce the following confirmed organizations. We have committed ourselves to including 40 differently abled members within Galaxy by 2022. We recognize that diversity is more than age, disability, ethnicity, gender identity and expression, religion, or sexual orientation. We will plan and sponsor events and business operations that those with and without disabilities can participate in without prejudice and enjoy together. That’s why it was so important to me that we join The Valuable 500 initiative and make a strong commitment to the inclusion of people with disabilities at Bayer, because they are an integral part of our workforce. For a better experience, please enable JavaScript in your browser before proceeding. Improve the availability of assistive technologies for Atos Employees & improve the Accessibility of our core employee tools as an integrated part of our DigitalNow transformation Program & in line with our global accessibility policy. If you drive with your dog frequently, you’ll want to select a good car harness, which has been crash-test certified and provides all of the things you’d want in a harness. Beam Suntory is also promoting educational activities for all employees to get a better understanding of individuals with disabilities. Employees with disabilities are provided with an accommodating and supportive environment adapted to their needs. Around 1 billon people across the world have a disability with 80% of people acquiring their disability at working age, we believe business has a pivotal role to play in pushing disability inclusion up the worldwide agenda. We are committed to supporting our people’s success in a culture and environment where they feel a sense of belonging, equity and respect. Share and learn from our key suppliers in a way that jointly strengthens our knowledge and ability in becoming disability smart. With the help of a third-party specialist, we will conduct an audit of our job application, existing policy and procedure processes to ensure that they are fully accessible. In this age of growing inequality, Dr Reddy’s is committed to accelerating access to affordable and  innovative medicines. Our People Empowered campaign has embodied our commitment to inclusivity by celebrating the perspectives of underrepresented individuals in the aim of normalising diversity in fashion. 4. Continue to strengthen our support and partnership with DTE’s Abilities in Motion (AIM) employee resource group, and wherever we have the opportunity, be a voice and champion for people with disabilities, Continue to explore and challenge systemic barriers to employment, The DTE Energy Foundation will continue to seek opportunities to financially support the Autism Alliance of Michigan (AAoM) and other disability employment related non-profit organizations. We will act to move people’s heart and society, and provide the world with surprises and excitements. By promoting diversity, we are continuing Raiffeisen‘s success story, which dates back over 130 years. In every country where staff with disabilities are present a focal point attends to their specific needs, launching initiatives aimed at improving autonomy and promoting inclusion. Further, the airport has recently established a new Independent Gatwick Accessibility Panel of experts in the travel needs of disabled passengers and people with reduced mobility. At Clorox, our purpose is to champion people to be well and thrive. The difference between a standard harness and a step-in harness … Our commitment to an accessible culture is illustrated through our ongoing investment in professional networks, the internal Boeing Employee Ability Awareness Association business resource group, educational resources, a centralized accommodations unit, and accessible work spaces. Appropriate, available and marked parking spaces. Additional protections against dismissal as well as unrestricted access to education and training are ensured for employees with disabilities. We know an inclusive culture and a diverse workforce make us stronger and more successful. We are also improving the work environment so that human resources with diverse traits can work together with peace of mind. In 2014 we introduced a system that gave employees with disabilities greater career opportunities, and since then, twelve employees have already transferred to jobs within the company with a greater prospect of promotion and are working with enthusiasm. We also know that when our employees represent the diversity of our customers, we provide better service. 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