Speakers at Arora50’s Inclusive Workplaces Summit – including HE Hessa Abdulrahman Tahlak and HE Abdulla Al Humaidan – say the UAE is on a journey to inclusion.
Opening the summit, Aurora50 co-founder HH Sheikha Shamma bint Sultan bin Khalifa Al Nahyan said: “Inclusivity is not just a value; it is the foundation of a society where everyone can contribute and be valued.”
She encouraged the audience to recognise that the unique skills and perspectives of POD can transform workplaces and drive innovation.
“We can only create meaningful, lasting change if we collectively understand the real challenges and barriers, and work to find potential solutions together.”
HE Hessa Abdulrahman Tahlak, Assistant Undersecretary for Social Development Sector, UAE Ministry of Community Development, echoed that sentiment.
“We have a shared duty to ensure people of determination receive equal work opportunities to secure jobs and financial independence,” she said.
On the summit’s first day, she emphasised empowering POD as essential partners in the UAE’s growth.
She explained that this goal forms the foundation of the National Policy for Empowering People of Determination. The policy is based on six pillars:
It provides a roadmap for tailored programmes, including the Inclusive Employment Portfolio, recruitment guides, and frameworks for supportive work environments.
HE Hessa noted that inclusive employment initiatives have “led to more than 5,000 people with varying disabilities – physical, visual, autism, intellectual, hearing, and learning – securing jobs across UAE sectors.”
Making a strong case for strategic partnerships, HE Abdulla Al Humaidan, Secretary-General of the Zayed Higher Organization for People of Determination (ZHO), added that the journey towards inclusion is just beginning for the UAE.
“We need to work together to bring improvement for inclusion and new ideas that reflect into our future.”
Highlighting ZHO’s efforts, he shared that the organisation employs 127 skilled POD – 150 by the end of 2024 – who run various workshops.
“This diversity shows their significant contributions when given the right opportunities,” he said.
Experts at the Summit went on to highlight successful UAE strategies driving accessibility and empowering people of determination – such as using advocacy agencies, improving city-wide accessibility and the need for education and training, including wellbeing programmes for POD and policies to support families of POD at work.
Kevin Baskerville, Special Needs Advisor at M42, called for partnerships with advocacy agencies like Abu Dhabi’s The Butterfly.
“These partnerships can help develop inclusivity tools for robust employment ecosystems within organisations,” he said.
He urged organisations to implement self-assessment resources and a framework that matches POD strengths with suitable roles, ensuring their long-term success.
“Employment is more than a job. It supports mental and social wellbeing and is an integral part of an individual’s identity,” Mr Baskerville added.
Discussing the importance of consistent accessibility experiences in the city, Jessica Lydiard, Visitor Experience Director at Miral Destinations, shared Yas Island’s accessibility transformation project as an example.
This initiative unites stakeholders to deliver seamless, inclusive experiences for POD across Yas Island, she said.
“Accessibility must be addressed across destinations, not in silos,” she added.
Yas Island has formed an accessibility reference group with stakeholders, government officials, ZHO and individuals with lived experiences.
Its partnership with accessibility consultancy Purple Tuesday also ensures transparent audits to identify actionable gaps.
“We’re implementing quick wins and long-term strategies to ensure consistent inclusion across the island,” Ms Lydiard said.
Dr Ghuwaya Al Neyadi, Senior Vice President at ADNOC, highlighted the importance of education and training to build inclusive workplaces.
ADNOC collaborates with ZHO and Abu Dhabi’s Department of Community Development to support wellbeing programmes for employees of determination.
“These programmes identify needs and ensure equal opportunities for their professional growth and development,” Ms Al Neyadi said.
That, she added, needs to be complemented with both ongoing training for POD managers and supportive policies for employees with POD dependents, to “create a culture of openness, fairness and mutual understanding in the workplace.”
“Collaboration requires ownership and measurable goals to make a real impact,” she concluded.
The Butterfly is the UAE’s first advocacy organisation dedicated to people of determination.
It offers guidance and support to individuals, families and caregivers, assisting them in overcoming challenges and accessing necessary services.
They have also developed the Inclusive Employment Ecosystem (IEE), a network of organisations committed to building inclusive workplaces.
One of their key partnerships is with integrated healthcare company M42, to promote inclusivity and employment opportunities for POD.
The Authority of Social Contribution – Ma’an – in Abu Dhabi empowers people of determination through innovative initiatives and partnerships.
In 2020, it launched ‘Atmah’, the GCC’s first Social Impact Bond, in collaboration with the Department of Community Development, Aldar, and the Zayed Higher Organization for People of Determination.
The programme provides job readiness skills and connects participants with employers throughout the year, through partnerships with Zayed Higher Organization and ImInclusive.
Ma’an also hosts the annual Inclusivity Career Fair, promoting disability-inclusive employment solutions across sectors.
The Zayed Higher Organization for People of Determination in Abu Dhabi supports people of determination through accessibility initiatives and employment programmes.
ZHO partners with government entities, private organisations and advocacy groups to develop training programmes, job placements and collaborative projects like the annual Inclusivity Career Fair’, which enhances workplace accessibility.
ZHO also runs workshops, a theatre and restaurant staffed by skilled POD.
Aurora50’s guide to terms and acronyms used in the world of diversity and inclusion in the workplace and boardroom, from DEIA to NED.
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