There is a growing movement within many big organisations like Microsoft, Google, Intertek, Sky and many others, to drive disability inclusion. All these organisations have signed up to The Valuable 500 with a commitment to put Disability Inclusion on the agenda. This required CEO's to personally committee the company to drive Disability Inclusion.
When I first learned that our company had joined The Valuable 500, I was filled with positive emotions. As a disabled employee, I've always felt supported, but seeing our CEO publicly commit to disability inclusion demonstrated a top-down dedication to inclusivity. This commitment and recognition made me feel valued and truly part of Intertek
Since the initial commitment, I have witnessed leaders of all levels embrace inclusive leadership, it is an exciting journey to improve disability inclusion across the organisation, our customers, and suppliers. We are all learning together to make the world ever better.
Read about how Microsoft and Sky are benefiting from Disability Inclusion > Inclusive Leadership Fuels the Fight Against Disability Exclusion (forbes.com)
However, leadership buy-in is not just the responsibility of the CEO. It requires a collective effort from senior leaders across the organization. When executives champion inclusion initiatives, participate in events, and regularly communicate the importance of disability inclusion, it sends a clear message that this is a business imperative, not just a nice-to-have.
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