Dr Fatma Ridene, Senior Vice President of Clinical Development at M42, is championing impactful changes to promote the inclusion of people of determination in her team – such as typist Mariam Bint Jaber, who uses her feet to type – at Aurora50’s Inclusive Workplaces Summit.
At the summit, Dr Fatma Ridene, Senior Vice President of Clinical Development at M42, shared the stage with Mariam Bint Jaber, a Human Capital Officer at Amana Medical and Rehabilitation Hospital LLC – Al Ain Branch.
Ms Jaber, who has generalised dystonia, is limited to using her toes to type. She is one of two members of determination working with Dr Ridene.
Using her people of determination (POD) colleagues as an example of success, Dr Ridene shared how inclusive hiring and upskilling policies can bring about meaningful workplace changes.
She stressed the need for a mindset shift when hiring people of determination, adding: “They are like any other employee who needs support to integrate into a new team.”
“Inclusion begins at the top,” said Dr Ridene, explaining the role of leadership in creating an inclusive environment for people of determination.
She shared an experience from her department where a POD candidate needed to be considered for a role.
“I sent an email to the group’s chief operating officer justifying the hiring decision. His response was simple: ‘It’s fine.’ That trust from leadership set everything in motion.”
Dr Ridene expressed how leadership needs to go beyond approval, by advocating for and empowering their teams to think inclusively.
“You don’t think of it as having a person of determination on your team. They are a team member, like everyone else. As a leader, your responsibility is to care for your team, POD or not.”
Acknowledging that inclusivity requires expertise, Dr Ridene explained how her organisation has created an inclusive employment ecosystem through a multidisciplinary committee of experts.
The committee includes experts from human capital, training, education, social services and occupational health, ensuring a holistic approach to inclusion.
“We must stop thinking like physicians,” said Dr Ridene, quoting her colleague and special needs advisor at M42, Kevin Baskerville.
“We need to stop focusing on conditions and instead focus on finding the right candidate for the right role.”
This approach has resulted in tailored tools and processes designed to identify the best POD candidates for positions.
Dr Ridene said they have also revamped the hiring processes to level the playing field.
She recalled: “We brainstormed as a team to define the right skills for the role and created an assessment process. This wasn’t about ticking a box; it was about finding solutions that work for everyone.”
Presenting an example of a new team member who is a person of determination, Dr Ridene emphasised that the first few months are challenging for any employee.
“Any new hire, whether a POD or not, faces challenges. As a team, we must think creatively to find solutions.”
Inclusivity doesn’t end with hiring.
Dr Ridene stressed the importance of ongoing development to help employees succeed.
“I held several meetings with human capital to ensure our POD received the support they needed, such as English-language and computer skills training,” she said.
Dr Ridene added that the POD who received this support has become a successful facilitator for their Continuous Medical Education certification programme.
“This team member, Salem, is so proud of helping physicians with their certifications,” she said.
“When asked, ‘What are you doing?’ he joyfully answers, ‘I’m the one handling the certificates for the physicians.’ “
“We’re always happy when a team member achieves something, and Salem is no different.”
Dr Ridene also spoke about Ms Jaber’s success on her team.
“Maryam is a great typist, and I think she makes fewer spelling mistakes than I do,” she said, celebrating her colleague’s skills.
Using her typing skills, Ms Jaber delivered a powerful message at the end, stating: “Between disability and entitlement, there lies a competency that must exist in all institutions.
“At M42, I’ve learned and gained effective rehabilitation, honed self and professional skills, experienced transition plans, and seen opportunities provided for people of determination.”
She also expressed her gratitude for the chance to be gainfully employed, adding: “I want to extend my heartfelt thanks and appreciation for your sincere efforts, which have brought me happiness and helped me present myself to the world in a better way – for my family, my country and my company.”
With inclusivity as a cornerstone, POD can drive innovation in the UAE, says Aurora50 co-founder HH Sheikha Shamma bint Sultan bin Khalifa Al Nahyan.
As the Abu Dhabi government begins planning the next phase of the strategy for the coming years, here’s a look at the first version and its key milestones:
At Aurora50’s inaugural Inclusive Workplaces Summit, senior leaders who are parents of people of determination shared workplace solutions in a compelling panel discussion.
