We are passionate about this journey and will work alongside those with lived experience. We know that having an accessible and inclusive workplace contributes to greater innovation and creative thinking from our diverse and talented people.
I firmly believe in a future where there is only ability and not disability, and we recognise and celebrate diversity in all its forms.
David Hill, Deloitte Asia Pacific CEO
Taking action
Our Accessibility and Inclusion Plan for Asia Pacific will focus on providing guidance for an inclusive environment in which all our people can thrive. This includes people with disability and people who are neurodivergent. It also seeks to enable Members of Deloitte Asia Pacific to deliver a workplace that is inclusive across all elements of our people’s employment life cycle, from recruitment, development, and retention.
Our focus areas
01 - Inclusiveness
Accessibility - We aim to progressively work towards accessible offices, policies, procedures, and communications for all our people.
Our actions
Conduct a Universal Design Assessment to work toward compliance in every office to ensure they are accessible to our people, regardless of age, disability, background, or any other factors.
Develop and offer a workplace accommodations policy and procedure to allow administrative, environmental or procedural alterations that enable a person with a disability or a person who is neurodivergent to have equal employment opportunities and to be able to work effectively.
Consult with people with lived experience to gain their perspectives so they are represented.
Support a barrier-free technology experience through:
Ensuring learning and development programs are inclusive for people with disability and people who are neurodivergent to participate.
Increasing our standard of internal and external online usability to ensure we are compliant with the World Wide Web Content Accessibility Guidelines (WCAG) 2.1 AA, by assessing, testing and prioritising digital content guidelines and web applications, along with a targeted review of assistive technology.
02 - Equity at every stage
Talent attraction, recruitment and retention – we aim to promote equal treatment for people with disability and people who are neurodivergent over the life cycle of their employment.
Actions:
Identify and remove the structures and systems that create unintended barriers within recruitment practices and processes – including practices related to job advertisements and channels to recruit, and processes related to e-recruitment, in-person interviews, and assessments.
Equip our hiring teams with the skills and knowledge to provide an accessible and inclusive experience through the recruitment and induction process.
Support career development internally through sponsorship and mentoring programs.
Create new pathways for people to gain employment through partnerships with disability and neurodiversity employment organisations.
Support work experience programs for people living with disability and people who are neurodivergent – apprenticeships and internships.
Encourage people with disability and people who are neurodivergent to join us through promoting inclusion and workplace accessibility on public facing career pages and communication channels.
Collect and track data on recruitment, retention, role type and promotion of people with disability and people who are neurodivergent whilst respecting confidentially.
Develop guidance on returning to work for those who have acquired a disability, including check-ins and workplace accommodations.
Review relevant policies to ensure they support accessibility and inclusion.
Learning and Development – we aim to educate and equip our people with the tools to learn, support and speak about accessibility and inclusion and be a strong ally.
Actions:
Encourage team members to complete online training that provides a foundational level of understanding of neurodiversity.
Encourage team members to complete online training that provides a foundational level of understanding of disability inclusion.
Provide leaders and managers with training to support, manage and encourage people with disability and people who are neurodivergent to flourish.
Flexible work – we aim to provide the right environment for people with disability and people who are neurodivergent to flourish.
Actions:
Support people with disability and people who are neurodivergent to work flexibly, recognising that everyone has different personal requirements to be their best.
03 - Culture and community
As we work towards a more accessible and inclusive firm, we plan to share our learnings and influence our communities for the better.
We aim to collaborate with inclusive organisations and the business community to further the accessibility inclusion agenda and create regular opportunities for the promotion, education and celebration of our people.
Partnerships – we aim to seek opportunities to be a force for good.
Actions:
Create regular opportunities for the promotion, education and celebration of accessibility initiatives and people with disability and people who are neurodivergent.
Collaborate with our people with lived experience and create working groups.
Collaborate with inclusive organisations and the business community to further the accessibility inclusion agenda.
Elevate and support social impact activity to support external events, initiatives and organisations that improve community participation and recognition of people living with disability and people who are neurodivergent.
Engage with our clients on our commitment plan and actions.
