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On Wednesday, October 24, 2018, Anderson Group BPO Inc. attended the Workability Inclusion Network (WIN) Summit hosted by Willis Towers Watson in the Baker McKenzie Halls B&M Global Services Manila, BGC office.

Light breakfast was served before the round of speakers began. James Matti, the head of Willis Towers Watson, introduced their company as mainly an insurance broker company. This is their second Workability Inclusion Network Summit event and from the successful turnout this year, they feel optimistic about hosting a third next year.

The main objective of the WIN Summit is to create work opportunities for People with Disabilities (PWDs). The aim is to wake Corporate Philippines to embrace hiring PWDs as a competitive advantage. They’ve invited industry speakers who have launched their own initiatives on workplace inclusivity and partner NGOs as well as the academia to the networking event.

Industry Workplace Inclusivity Initiatives

Stage 01: Conceptual

Baker McKenzie Philippines is currently in the conceptual stage of their disability inclusivity program. Their target responsibilities for the first year into the project is to: assess the workplace, prepare job roles in partnership with external inclusivity training programs, onboard PWD employees, and evaluate the inclusivity plan. They plan to experiment with a cost-effective internship program next year, with the official PWD employee hiring launch happening on the third year of the initiative in 2020.

Jan Cacalda, the HR Specialist in Global Diversity & Inclusion of Baker McKenzie Philippines, represented their company. She enumerates the reasons her corporation decided to go into adopting workplace inclusivity, the process of its implementation, and the challenges they have had to face. To know more about the workplace inclusivity proposal, check out our follow-up blog here. It is mostly based on what Jan Cacalda had shared.

Why Corporations Should Adopt PWD Workplace Inclusivity

  1. Support existing PWD employees
  2. Intentionally source a diverse talent pool for wider perspectives
  3. Create an open work culture
  4. Commit to Corporate Social Responsibility

Stage 02: Sustainable

Irish Ortiz, the Diversity and Inclusion (D&I) team manager at Henkel Philippines first deconstructed her team’s role in the company as head of D&I. Along with PWD inclusivity, her team is also responsible for other sensitive issues: such as age, culture, and gender sensitivity. They run events, produce videos, and hold D&I Ambassador training to promote awareness. They also coordinate with their HR for inclusive work flexibility strategies. Together, they have developed their PWD hiring process, which is no different from the usual standards, save for an additional stage in scouting PWD candidates.

PWD Hiring Process

  1. Profiling: Identify Hiring Opportunities
  2. Matching: Meet with NGO partners and managers
  3. Hiring: Standard job interview process
  4. Onboarding: Work sensitivity training to support PWD
  5. Sustainability: PWD career planning, continuous equality sensitivity training, and regular PWD program assessments

Stage 03: Established

To see proof of why adopting disability programs are worth it is Accenture. Their I&D recognitions include: ranking #1 on the Thomson Reuters 2018 Diversity Index, receiving the National Diversity Seal of Approval 2018 from the National Organization on Disability, ranking #3 in the Top 10 Company for People with Disabilities 2018 by Diversity Inc., receiving 100/100 in the 2018 Disability Equality Index, and being Highly Commended in the Business Disability Forum Disability-Smart Awards of 2015.

Stephen Alba, Accenture’s head of I&D discussed their program development in-depth. As a BPO, they believe that people empower their business. The I&D initiative of expanding into the PWD network aligns to their business goals. They argue for these six main benefits.

Benefits of PWD Inclusivity Program

  • Recruitment

59% of PWDs are within working age (PWD 2010 Philippine Census)

  • HR

PWD’s have a 22% higher retention rate than the average worker. (Pizza Hut USA)

  • Marketing

77% of the public think more highly of companies who take extra effort to employ PWDs (Charity Awareness Monitor)

  • Business Development

Governments provide fiscal incentives to employers who recruit PWDs.

  • Country

1-7% increase in the GDP of ASEAN countries if PWDs were paid the same as their able-bodied peers (UN Economic and Social Commission for Asia Pacific)

  • Global Economy

Over USD 11 Billion total economic output for a single percentage point increase in the employment rate of PWDs between 2010 and 2030 (New Millennium Research Council)

The PWD Labour Market

  • Skill

Majority of the candidates do not have access to tertiary education or technical work experience

  • Availability

Candidates who have work experience are either already employed or uninterested

  • Diversity

Candidates have a broad range of disabilities other than physical disabilities

  • Source

Few PWD sourcing channels have been activated

PWD Job Opportunities

  • Awareness

Educate project teams on PWD hiring

  • Roles

Identify job roles that could be done with the various types of disability.

*For there to be real inclusivity, PWDs should enjoy equal opportunity in experiencing no bias in the hiring process. However, starting industry practices on its inclusivity adoption could find these observations helpful:

  1. IT roles are the most diversity-inclusive roles
  2. Invoice scanning are inclusive for deaf employees
  3. Call center roles are inclusive for visual impairments

If you are interested in getting to know more about creating an inclusive workplace, check out our latest blogs!

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