Avanade UK & Ireland’s Post

Avanade has pursued a deliberate and purpose-driven strategy around Inclusion & Diversity (I&D) since our founding in 2000. In the last two decades, our I&D strategy has grown broader and deeper, taking on an intersectional lens. We know that if our inclusive culture doesn’t consider all races, gender identities, ethnicities, sexual orientations, disabilities, ages, religions – all people and all phases of life – it falls short. That’s why when it comes to disability inclusion, our strategy starts with our people. We recognize the importance of supporting our employees with disabilities and long-term health conditions so they can do their best work and thrive on their career journey with us. Our commitment to this is now live on the Valuable 500 list, a global partnership of companies working together to end disability exclusion. At Avanade we do what matters for our clients, our people and our communities. https://lnkd.in/g9A69XfY. 

Breaking Barriers at Capgemini The inclusion of people with disabilities starts by guaranteeing them full accessibility in the workplace. At #Capgemini, we are committed to creating an environment where everyone can contribute, thrive, and succeed. Through our #WinWithCapgemini program, we provide personalized strategies to empower individuals with disabilities. Tailored workplace adjustments, provision of auxiliary aids, and specialized equipment are just a few ways we remove barriers and ensure accessibility for all. By engaging directly with individuals, we gain valuable insights, leading to accessible work environments that benefit everyone. Our dedication to accessibility doesn't stop there! We conduct internal and external accessibility audits, actively involving our CSR team and people with disabilities. This ensures continuous and tangible progress in creating accessible offices and workstations. In the digital realm, we've created an digital/communication accessibility guide for all employees.. This comprehensive resource equips everyone with the knowledge and tools to create inclusive digital experiences. From understanding the importance of accessibility to implementing key features, our guide is a valuable resource for promoting inclusivity in our digital initiatives. Capgemini believes in driving positive impact for all. Join us in celebrating diversity and inclusion, not just on specific days, but every day. Together, we can break barriers and build a truly inclusive work environment. #Inclusion #Accessibility #Diversity #Capgemini #A11y

This December, VERCIDA is highlighting the efforts of Disability Confident employers in creating a more inclusive workplace for all. Brian Wall is Sopra Steria Accessibility Subject Matter Expert (SME). In this article, he shares insights into how the company continues to be a powerful champion for colleagues with disabilities. "As a disabled person myself, I have seen how committed Sopra Steria is to diversity and inclusion. The company understands that accessibility is more than just installing a wheelchair ramp at the entrance, for example. There is so much more to consider in how an individual goes about their day and is able to do their job." Read the full article here: https://buff.ly/3RlY6uF #DisabilityInclusion #Accessibility

Today (July 31st) is the last day of Disability Pride month and I have been thinking of something fundamental to write on LinkedIn about it. ;) After all, I am co-chair for DiversAbility, our Disability Inclusion Employee Network in Avanade Europe and Middle East. It's just that I'm not proud to BE disabled / HAVE a disability. My Still's Disease is not a super power. In itself, it's a pretty boring and useless kind of chronical condition that just came into my life when I was 4. It's not life threatening, "just" life complicating. It is manageable, and that takes time and mental load. And still, if people congratulate me on living a "normal" life, even with my condition, sometimes it feels like the bar is so low on the expectations of people with disabilities that just holding a job is seen as an accomplishment. I talked to my partner about these feelings about the concept of disability pride this morning, and he suggested it was more like "the opposite of shame". And THAT is something I can accept and even celebrate. :) Most of my life, I've tried to downplay the impact of my disability on myself, partially due to shame and stigma around the abilities of people with disabilities. But since joining and becoming co-chair for DiversAbility 4 years ago, I have put these feelings about my disability aside and been much more open about that aspect, and trying my best to make Avanade an even better place for people with any kind of disability. And THAT I am proud of. :) I'm also proud of Avanade for getting more intentional about disability inclusion during my years here, as well as other aspects of inclusion. 3 things I'm proud of that is related to my disability: - Launching the DiversAbility Employee Network and watching it grow, and seeing that we can keep up momentum! - Winning the TLC Lions Human Awards for Employee Network of the Year earlier this year, with Emma Holliday and Jed Khan - Carrying the Olympic Torch in Norway 30 years ago, in the snow, 6 weeks after replacing my first hip, when I was 17. This one would not have happened if I didn't have a "story to tell", and I'm still proud of myself for doing it. #DisabilityPrideMonth #DiversAbility #avanadeproud

"Companies that lead in disability inclusion drive more revenue, net income and profit." - Accenture   The evidence continues to mount that hiring people with disabilities is good for a company's bottom line, and businesses are starting to wake up to this fact.   From 29% of working aged people with disabilities employed in 2018 to 37% in 2023 (Accenture), progress is being made!   By prioritizing accessibility and inclusion, we both support the professional growth of people with disabilities and unlock value that benefits us all.    Let’s commit to creating environments where every talent is explored and valued. Good for business AND good for our 40M+ adult friends (in the U.S. alone) with disabilities!   #Inclusion #WorkplaceInnovation #AbilitynotDisability  

It’s already summer, and time seems to fly. I am grateful for all the wonderful things happening and coming up. Last month, I had the honor to be part of the Disability Confidence Day from #MyAbility in Munich. Besides inspiring talks, panel discussions, and conversations, I was most inspired by the great and inclusive atmosphere. Everyone was welcomed, special needs were not seen as special anymore, and the room was full of openness and a willingness to grow. ✨ My key takeaways were: 🗣️ Communication is key: Clearly expressing your needs and boundaries helps others understand and support you better. It makes your life easier and your work more efficient. 🌟 Every person is unique: Each individual has unique potentials, regardless of having a disability or not. 🚀 Things are getting better: By making big and small steps, we are moving towards an inclusive world. For example, a law has been developed to encourage companies to have accessible websites. This considers the needs of people with disabilities, and I am sure these websites will be easier to use for all of us. 🤝 Work together: As simple as it sounds, I encourage you to work with people who are different from you. This reduces prejudices, creates a creative space, and helps you grow. Thanks to #MyAbility for organizing the event, to #Accenture for hosting us, and to everyone contributing and participating for a wonderful evening. 🙏🌟 picture and more informations at https://lnkd.in/emMPuxJT

If you have been following me on social media, you know that I believe we all have talents and that we can all make great employees. I have even been a member of the Work to Include Team, an initiative that promotes the advantages of hiring individuals with disabilities like me. A recent research report published jointly by Accenture www.accenture.com and Disability: IN, https://lnkd.in/emAuaNe2 proves what I have been saying: “Individuals with disabilities make Great employees”. You can download a free copy of this report by clicking on the following link: https://lnkd.in/ecGGKZ3J If you need help in hiring good employees with disabilities just click on the link below and review the information provided by Work to Include. https://lnkd.in/eHC2VYwV Remember, people with disabilities are “More Alike Than Different” and we can help your business become more successful.

Today is International Day of Persons with Disabilities. You may be thinking, "well my team does not have anyone with a disability". But chances are it does. Not all disabilities are visible and unfortunately, many individuals do not feel comfortable disclosing their disability openly in the workplace. This can often be a signal that there is much work to be done to make an environment more inclusive and welcoming for all. Also if you feel your workplace truly does not have individuals with disabilities, you may have to question why that is and if there is something that can be done to create a more inclusive environment to attract a broader and diverse set of skilled employees. Sometimes when we think of creating an accessible environment, we think only of the physical infrastructure of a building or the provisioning of physical tools, aids and accommodations to support how people complete their work. Without question, that is all extremely important but inclusive accessibility is also impacted by how we work as teams. As a team member or leader, there is a lot you can do yourself to create a more inclusive environment for your colleagues. A few tips to consider for creating a more inclusive and accessible environment include: ✔ Sharing meeting materials in advance to allow all participants an equal opportunity to review and understand material. ✔ Use Alt Text when adding images to presentations or postings. This allows those that are unable to view the image to gain better context and experience on your desired message. ✔ Be supportive of asynchronous methods for gaining feedback and ideas beyond just real-time verbal sharing during meeting. Some participants may not be able to or feel comfortable speaking up in a large group meeting but have great inputs that will make the team's outcome stronger. ✔ Leverage accessible tools for virtual meetings and enable closed captioning or transcripts by default where possible. ✔ Create an educational environment within your workplace that puts an emphasis on continuous learning and awareness on how to create a more inclusive environment for persons with disabilities. Don't have an employee group focused on this in your workplace? Be the first volunteer to get it started! Have additional tips to share? Please use the comments below. Would love to hear ideas and input form others. Want to know more about Deloitte's AccessAbility Action Plan (AAP), check out the following link: https://lnkd.in/ekK3WM6T #AccessibilityMatters

In the wake of a global shift towards a fully digital era post-COVID, opportunities abound, but so do challenges, particularly for those with disabilities. However, amidst these challenges, there lies a beacon of hope—a team fueled by passion, determination, and an unwavering commitment to empower individuals with disabilities. Since 2022, our team embarked on a mission to redefine rehabilitation and treatment paradigms for people with disabilities. We envisioned a world where digital fellowship would serve as a gateway to empowerment, bridging gaps in access, resources, and mindset. Yet, our journey was not without its hurdles. At every turn, we confronted financial constraints, infrastructural limitations, and societal perceptions. Yet, with resilience as our compass, we adapted, evolved, and persisted in pursuit of our overarching vision. We understood the discomfort of venturing beyond familiar territories, but we also recognized the immense potential for growth and impact. Our journey began humbly, with just 12 graduates taking the leap of faith. However, fueled by unwavering determination, we have witnessed exponential growth. This year alone, 200 individuals with disabilities from 9 different countries have joined our ranks. Each new participant adds depth to our community, enriching it with diverse perspectives and experiences. Our path has been illuminated by the kindness of souls who extended their hands in solidarity, by the skeptics who challenged us to innovate, and by the mentors who guided us along the way. We cherish every step of our growth, for it is a testament to the power of collective effort and shared vision. As we reflect on our journey, we remain steadfast in our commitment to realizing our dream—a world where individuals with disabilities are not just included but empowered to thrive. Our story is a testament to the transformative power of determination, collaboration, and unwavering belief in the potential of every individual. Join us as we continue to write the next chapter of our story—one of empowerment, inclusion, and boundless possibilities. Together, let us pave the way towards a future where barriers are dismantled, and dreams know no limits. #Empowerment #Inclusion #DigitalFellowship #DisabilityRights #GlobalImpact

76% of employees with disabilities do not fully disclose their disabilities at work (Accenture). The reasons employees cite for not disclosing are rooted in fear. Let that sink in. Not lack of self confidence. Not self-consciousness. They are afraid. They are afraid they won’t be allowed the same opportunities to expand their roles, to advance in their careers, to be be fairly compensated for their work. On this International Day of Persons with Disabilities, let’s start by acknowledging that we have a lot of work to do together in nurturing workplace cultures that provide a safe space where those with disabilities can thrive. We can do this. #IDPWD #IamIN #disabilityinclusion image: Disability:IN