Accessibility Enabler Framework
Together, we can build a more equitable and accessible
future.

Building pathways to in-demand jobs
The challenge

Our approach

At Microsoft, building a future where everyone canaccess the benefits of technology has never been
more important than it is today. In the face of theworld’s pressing challenges and extraordinary
opportunities, we believe that companies that can
do more, should do more. And we are.

This employability model toolkit aims to helporganizations think about driving inclusion andenabling the hiring of disabled talent. It includes
practical tips, along with examples and case studies
currently available. We want to share what we havelearned so everyone can join us on the journey to build
a more equitable and accessible future.

Our mission to empower every person and everyorganization on the plant to achieve more has neverbeen more relevant or pressing. With more than
400,00 partner organizations employing over 22
million people, thousands of suppliers, andcustomers of every size, in every industry, and inevery part of the world, we have an enormous
opportunity and responsibility to effect change
through our ecosystem.

Around the world, we’ve partnered with non-profits,
governments and business to develop local technology
skills programs that meet unique market needsanchored in data about the technology skills gap
focused on increasing diversity in the industry. If you
want to build an accessible and inclusive workplace; thekey is to hire disabled talent who can share theirexpertise to ensure that your products and services
meet the needs of your customers and employees.

Our commitment
Together, we can build a pipeline of disabled talent that can enter and succeed in today’s rapidly evolving digitaltechnology workforce.

Microsoft Enabler Program Success

Enabler Program aka.ms/Create
expands in APAC
an AKA LINK

Get Started with the
Enabler Framework

Scaling accessibility through partnershipand a shared approach

Responsibility

Bridging the disability divide starts by ensuring that products are accessible-by-design.
By developing technology with and for people with disabilities, accessibility isembedded into products, not added as an afterthought. An accessible world enabled
by technology can improve the employability of People with Disabilities.

Opportunity

We can’t do this alone. We can empower our ecosystem by connecting nonprofits andbusinesses together for training and job matching. The next generation of accessible
technology is possible when we attract more people with disabilities to play a bigger
role in helping to develop it and use it across all environments, especially in theworkplace. However, these individuals need businesses to ensure that they create an
inclusive workplace that nurtures this talent.

Accessibility is a responsibility and an opportunity:

Did you know: By 2050, 1.3 billion people will need assistive technology. Companies that hire, support andpromote disability talent financially outperform their peers and report higher employee retention—particularly
with millennials and Generation Z. 1

Organizations focused on accessibility report:

28%

higher revenue1

Resources

1Accenture DI Research2x

net income1

2WHO AT Report30%

higher margins1

3Closing the Disability Inclusion Gap

2

STEP

1

Identify the Opportunity

Inclusion starts at the very beginning
Opportunity stems from unsolved needs.
The first step is to identify the challenge or an exclusion area you want to address through your program.
Consider the following questions:• What statistics exist in the country/region surrounding marginalized populations? Consider researchingeducational opportunities for people impacted by poverty and the current reported disability rate?
• Does the region have a supportive social system that provides governmental vocational funding, social services
or strong disability lead affinity groups that advocate for policy changes and employment?
• Are there non-governmental/non-profit organizations in the country that provide specialized staff, training andskilling for employment preparation and workforce development?
• Is electricity, broadband internet service and technology available or are there initiatives in place for the build
out of these services?
• Does Microsoft have any customers or commercial partners located in this country? Invite partners to bring
their skills, passion, and innovation to accessibility within their organization and to their customers across every
industry.

Learn more: Microsoft Launches APAC Enabler Mentorship Program

One billion people
around the world livewith a disability.2

Disability

can affect any of us at
any time 2

2X

the unemployment rate for
People with Disabilities 3

Empowering underserved communities by imparting foundational skills for digital economy
One of Asia’s most pressing and complex issues is disability employment. Tackling the challenge requires a holistic, multipartner approach, which is exactly what Microsoft, Cognizant and Virtualahan did. The three organizations came together to
identify the unsolved needs and begin to discuss the opportunities as well as the roles and responsibilities that each company
agreed to embark on. The disability employment rate and government status/approach made Singapore and the Philippines
ideal locations for the pilot program.

3

STEP

2

Identification of a Local Champion/Executive
SponsorA Microsoft identified country specific accessibility champion and executive sponsor is important to the overall
success of the program. Across the partner ecosystem, there are regional specific resources and sponsors that arealigned to the global commercial accessibility program as well as volunteers who are passionate about accessibility
who may be resources to consider. It is important to identify at least one person to drive the program. Actively
involve them in your ideation, validation, and planning processes. The champion should be an employee in thelocality, someone you know personally—or even yourself. You are encouraged to create a core volunteer team or
extended team to support as well.

Consider the following questions:• Is the person an active advocate of accessibility and inclusion? Do they have their Accessibility 101 Badge?

• Is the person the local lead for D&I Accessibility pillar / part of the volunteer team?

• Is the person senior enough to drive change or be the executive sponsor for the effort?

• Has the person worked with / has connection with the/a Non-Profit Organization for People with Disabilities?
(preferred but not required)• Full-time employees who are aligned with the global partner network and account executives are great
options to consider as a champion.

Innovate and deliver new accessibility solution to expand inclusion
A local leader within the Asia specific region sales field team raised a local Microsoft Global partner concern aroundrecruiting talent. Many in the region were facing the same issues. This leader was a self-motivated change maker andbecame an extended member of the MCAPS/GCAPS team due to her interest in social impact. A business case was raised
to a local executive sponsor and her manager. This set-in motion conversations about additional team members toinclude while the project charter took shape. Team members agreed to engage and support the initiative, kicking off the
Asia specific Enabler Framework project.
Partner Blog

4

STEP

3

Identification of the Local
Non-Governmental Organization

Identify a strong local Non-Profit / Non-Governmental (NPO) Organization that has a proven track record for
empowering People with Disabilities to be employment ready through digital skills training programs, employment
support, and other support as needed. These NPOs should be ready to collaborate and work with the initiatives of the
program and will be able to bring forth recipients, talents and participants who are equipped to be competitive
professionals and entrepreneurs in the disability talent pipeline. The NPO is responsible for recruiting individuals withdisabilities and while also providing the staff who will be responsible for training and assessments. The NPO should be
prepared to run employer preparation workshops and ongoing advisory to employers and hired talent. To ensure
success of the talent pipeline the NPO must identify funding from either local government resources or the hiring
partner. The NPO will then assess and train the talent pipeline to match open roles and meet the hiring partners
needs.

Consider the following questions:• Is the organization's goal and mission aligned to supporting People with Disabilities to ensure they are fully
included in the society on an equal basis with others?
• Does the organization actively participating in the protection of human rights to ensure all persons are fully
respected, protected and fulfilled?
• Does the organization's mission deliver scalable inclusive employment programs for employers, including
disability sensitivity workshops, HR inclusive training and employment support?

• Employment readiness program includes specialized training and skilling for employment preparation
and workforce development.
• Accommodates talents from all backgrounds regardless of condition, gender, religion, culture and educational
attainment to make organizational culture and technologies accessible to all, aiming to create a more inclusive
society.

Tip: Consider additional value exchange in addition to renumeration.
Things like free product access, training and upskilling, fundraising, or
employee donations for the cause or non-profit build strong
community relationships and ensure you have a great network ofpeople to involve in different projects.

APAC Team partners with NPOs to expand horizons in APAC
Through the MS Enabler Program, Cognizant (commercial partner) became MS’s #1 partner training over 10k associatesin over 20 countries on the Accessibility Fundamentals course. Cognizant partnered with the NPO Virtualahan torecruit train, mentor and hire individuals into Cognizant. The collaboration and partnership has continued since 2020 via
training webinars/workshops, 1:1 mentorship journeys and further expansion to other markets. The tangible social impact
has assisted each stakeholder to create better leaders, a culture of enablement, inclusion and empowerment.

www.cognizant.com

www.virtualahan.com

5

STEP 4

Identification of Commercial Partners

Innovate and deliver new accessibility solutions to expand inclusion
Across industries, including healthcare, education, retail, banking, media and communications, transport andtravel, accessibility is becoming a core customer expectation and a business differentiator.
Through inclusive design approaches, adoption of AI and cognitive services, and delivery across multiple device
platforms and operating systems, partners can unlock new use cases and opportunities to scale innovative
accessible technologies including inclusive hiring practices.
Once you have strong internal team and a Non-Profit Organization identified, the third and arguably the mostimportant part of the consortium are commercial partners. Identify eligible and committed commercial
partners to drive the mission of the program into their own organization. The partners are responsible for
identifying opportunities for experiences including job shadowing, mentoring, internships and mostcritically, employment opportunities.

Search for qualified partners in the self-attestation section of Partner Center

Questions to consider:• Is the company a commercial GPS managed partner?
• Is the partner operating in multi-countries? (preferred)• Does the company have a large workforce?

• Does the company have a strong Diversity and Inclusion strategy and pillar?
• What is the mission and reputation of the commercial partner from a public relations perspective?

Hear their stories and experiences

Tip: It is recommended to move into action by hosting a kick-off
or exploratory call with all engaged stakeholders to discuss
expectations, roles, funding, and required contractual obligations
across parties where necessary.
Commercial Partners and Microsoft will engage in the MOU
process together

Cognizant as one of the pilot commercial partners
Cognizant is a globally located, partner and customer of Microsoft whose mission is to engineer modern businesses
to improve everyday life. We do this by supporting inclusion in tech for diverse, under-represented and underserved communities and improving community impact through environmental stewardship and community impact
at scale. This is possible through Cognizant’s Outreach program which is a volunteerism-led social impact program
where their employees share time, talent and technology to empower communities for the future.
Outreach Program | Cognizant

6

STEP 5
Vision:Partners
Open Roles

Vision, Strategy, Engagement

An employability model that accelerates accessibility and inclusion in NPOs
Skilling
the workplace while reducing the disability divide hire People with
Disabilities in the organizations and across all roles.

PWD
Job Seeker

During the initiation phase as described in the toolkits first steps, the opportunity is clearly scoped as well as thedesired outcomes and each organizations stakeholders' roles and responsibilities (R&R).
Strategy:
Moving into the planning phase, it is important to identify funding streams, open roles, skill requirements andnecessary training. Each organization develops outcomes and proposals working towards the agreed timeline.
• The Partner is responsible for identifying employment opportunities, job shadowing, mentoring andinternships. The Partner/employer is encouraged to collaborate with the NPO to determine proper training
resources and cost.
• Microsoft ensures the Partner and the NPO trainers gain access to online portals/training material including
technical training paths and workshops on Accessibility tools. Digital skilling may be provided to the partner or NPO
trainers who will utilize a train the trainer model for the prospective employees.
• While actively recruiting and training candidates to fulfill the open roles identified by the partner, the NPO also
provides “partner onboarding.” This includes employer prep workshops that will support the employee onboardingand employment. A collaborative approach is suggested for candidate assessments, employee onboarding andongoing career coaching.
Engagement:• Now that all parties are equipped with the skills and experiences required, it is time to execute the plans to meet thedesired goals of each stakeholder.
• Closure- Bridging the disability divide requires a continued building of momentum to create scalable impact. It issuggested that each organization involved tracks learnings, iterates on the model, and amplifies its success.
Please see additional pilot programs/case studies that were influenced. Reach out to accevents@microsoft.com for
more details on taking the next step at your organization.

Shared Innovation Initiative
Collaboration
Model

1

Initiation Stage:
Understand the current state,desired outcomes, stakeholders,
and workstreams.

4
Closure Stage:
Analyze results,
summarize key
learnings and plannext steps .

2

Planning Stage:
Outline the tasks andtimeline required to
execute on the project3
Execution Stage:
Turn the plan into action andmonitor project performance

7

At Avanade, we do what matters to make a genuine human impact.
About Avanade

Inclusion and Diversity

At Avanade, Inclusion and Diversity is part of everything we do – from the way wetreat people to how we make decisions and the solutions we take to market. We
have pursued a deliberate and purpose-driven strategy around Inclusion andDiversity since our founding in 2000. We believe that inclusion is everyone,
everything, every day. If our inclusive culture doesn’t consider all races, gender
identities, ethnicities, sexual orientations, disabilities, ages, religions – all people andall phases of life – it falls short.
Our Inclusion and Diversity framework is rooted in three strategic priorities:• Representation: Increasing representation across all levels of the business• Limitless Learning: Inspiring action and offering educational resources• Engagement: Creating an inclusive culture so everyone can be their authentic
selvesDiversAbility

Employee Network

At Avanade, we have a Disability Inclusion Employee Network
which not only demonstrates our commitment to foster an
inclusive and disability-confident environment, but more
importantly, it creates a safe space for our employees to be open
about their disabilities if they wish to do so and to ask for any
support they might require. This is important to us because at
Avanade, everyone counts.

Microsoft Enabler Program Partner
In 2022, Avanade became a part of the Microsoft APAC Enabler Program and collaborated
on employee trainings focused on Accessibility and Inclusive culture, hackathon, andmentoring programs for the benefit of People with Disabilities.

AvanadeWebsiteResponsible Business

Inside Avanade8Building skills in the community
About Cognizant
Cognizant Outreach
ProgramAt Cognizant, we focus our industry-leading expertise on, and provide financial support
to, organizations that make a positive change in the world. We support skill-building andworkforce programs and improve the operations of non-governmental organizations(NGOs) around the world.
The Cognizant Outreach program mobilizes our associates’ expertise and enthusiasm
through volunteer work.
To make an impact in the areas that are strategically aligned to our business, we focus on:• Supporting inclusion in tech. We support community projects that help
advance technology education, training and inclusion.
• Increasing the use of technology for good. We utilize technology to deliver
improved social, economic and environmental outcomes.

One of the Microsoft
APAC Enabler Program
partner who helped
PwDs matched to roles
within the first sevenmonths.

CognizantCognizant actively engaged thousandsof its associates in accessibility andinclusive trainings and workshops. The
Microsoft Accessibility Fundamentals is
now part of their internal employee
required trainings creating a culture ofinclusivity in the organization.

Disability Inclusion

Website Accessibility

Highlighted partner of the
APAC Enabler Program in
2022 Ability Summit session,
titled "Digital Upskilling: how
can advancing your technicalskillset impact employment?"

Insights

9

Embracing Diversity and Inclusion

At HCL Technologies, we are committed to creating a diverse and inclusive work culturethat makes for a stronger enterprise. We believe that equality and mutual respect must
prevail. This belief helps us excel as an organization because diverse voices and cultures
bring fresh perspectives that strengthen our ability to make decisions and draw insights.
Our talent strategy is focused on the 4 pillars of Diversity & Inclusion which includes
Gender Inclusion, Cultural Inclusion, Disability Inclusion & LGBTQ+ Inclusion.

About HCL Tech
Learn More

We are also committed to enable Enterprises to design and build products accessible toall. To create an inclusive world, it is imperative to have robust technologies that benefit
everyone. HCL Tech is committed to this and is partnering with leading companies acrossthe globe from diverse industry groups to make the world more inclusive.

HCLTech Accessibility Practice700+
Accessibility
Consultants

75+
People withdisability

3300 +
Products & Services madeaccessible

Global partnership

HCLTech360°
Accessibility
Services

8+
GlobalLocations18+
Customers

10+
Global NPO
Partners

Microsoft Enabler Program
Partnership with Microsoft on the 'Microsoft
Enabler Program', which pioneers inclusive
hiring across Asia Pacific by removing thebarriers for a more diverse workforce.

WebsiteAccessibility Services

13 Mn. +Value
Addition

12+
Accessibility
Tools

20+
Whitepapers on
Accessibility

Partnership with NPOs
In collaboration with organizations
to provide recruitment/trainings to
People with Disabilities and create
accessibility awareness.

Corporate Social Responsibility

10

We make a better world together.

About Infosys

Diversity Equity Inclusion‘Respecting Each Other’ is a fundamental tenet of the Infosys Code of Conduct and Ethics
and informs our inclusion efforts, thus ensuring an equal opportunity workplace free of
discrimination or harassment. Celebrating diversity and fostering inclusion helps build abalanced and inspired workforce. We are proud to showcase 8 active Diversity Equity
Inclusion employee resource groups( ERG) supporting our multi-cultural and diverse
organization.
INFYABILITY, our employee resource group for employees with disability and their allies
aims to create a safe, accessible and inclusive work environment for our employees withdisability. It addresses specific actions to support the recruitment, development,
engagement, growth, and retention of employees with disability by promoting an
inclusive workplace where skills and knowledge of each employee is valued andrespected. The ERG also runs campaigns to raise awareness among employees andcontributes to the design of the Company’s disability inclusion strategy.

➢ Infosys Practice Guidelines to support integration of employeeswith disabilities into the organization➢ The internship program for People with Disabilities focuses on
creating a digitally skilled talent pool for industry➢ Infosys Accessibility - Accessibility Lab facilitates digital inclusion

In 2022, team in India
onboarded 14 interns withdisabilities, and enrolled in
Enabler Training Program
Employment after internship.

Infosys

In 2022, Infosys joined the APAC Enabler
Program and collaborated with workshops andtrainings for hiring managers and employees
such as: Building Inclusive Workplace;
Neurodiversity Hiring; MS Accessibility Tools;
Building a Culture of Accessibility and Inclusion.

ESG - Social

DEI Awards

Employee with Disabilities. Workplace
accessibility is at the heart of an inclusive
ecosystem. We are proud that employeeswith various physical and intellectual
disabilities choose to work at Infosys.

People with Disabilities

11Enabling people. Accelerating change.
Lumify Group (previously known as DDLS Group) helps organizations and individuals

turn change into opportunity. As part of the Group, Lumify Work supports public
Lumify Group

sector agencies and private enterprises through instructor-led, vendor-certified IT andprocess training. Our mission is to enable PEOPLE to thrive in the digital landscape of

Lumify Work PH

tomorrow. And we are dedicated to becoming a Center of Excellence in the Asia
Pacific.

The Lumify team are made up of changemakers who strive to use our business as aforce for good. As a B-Corp certified business, we work to introduce and improveonsustainable practices, and initiatives that can serve the greater community.

Individually and as a team, our staff take part in programs like Volunteer Leaves,
STEPtember, Women Rising, the Smith Family Partnership and more.

Microsoft Enabler
Program Partnership
We’ve brought together passionate people across all
Lumify Group areas and locations - Australia, New
Zealand and the Philippines - to drive our corporatesocial responsibility (CSR). They make up our
ImppACT team.
The team’s name stands for“Information, Making a difference, Planet, People,
Action, Community, Technology.” This reflects theteam’s vision of being “a group of awesome people,
coming together to act and impact people and ourplanet.”Since 2021, Lumify Work Philippines has been an
active partner, working to make the organization
more accessible and inclusive for staff, students
and the greater community. The seeds of thisengagement began with a disability inclusion
workshop by Enabler NPO Virtualatan Inc.. After
which, Lumify Work signed on interns, seeing
successful candidates who have gone on to
become valuable full-time employees. Read more.

Corporate Social Responsibility

Linkedin12

We value everyone.

About NTT DATANTT DATA – part of NTT Group – is a trusted global innovator of IT and business services
headquartered in Tokyo. We help clients transform through consulting, industry
solutions, business process services, digital & IT modernization and managed services.
NTT DATA enables them, as well as society, to move confidently into the digital future.
We are committed to our clients’ long-term success and combine global reach with local
client attention to serve them in over 50 countries around the globe.

We truly believe the value of each and every individual through initiatives that promote
diversity, equity, and inclusion in the workplace. Jean Chua, Head of Branding andCommunications, who spearheads Diversity and Inclusion (D&I) efforts at NTT DATA,
stated, “Our recent awards serve as powerful testament to our unwavering commitment
to diversity and inclusion. They inspire us to continue our commitment to building aculture of inclusivity and empowering individuals from all backgrounds. Through ourmentorship programs, we are dedicated to enabling young talents, providing them with
the necessary support and opportunities to thrive in their professional journeys. These
accolades reaffirm our strong belief in the transformative power of being inclusive in theworkplace and inspire us to continue fostering an inclusive work environment where
everyone can reach their full potential."
NTT DATA Singapore Receives Awards for Exemplary Work in Inclusive Hiring

Recognized at the Inclusive Business Forum and Channel Asia’s Women in ICT Awards
NTT DATA SINGAPORE was awarded the Enabling Mark (Silver) for its efforts inbeing an inclusive organization that champions disability-inclusive hiring.

Pilot commercial partner of the Microsoft APAC Enabler Program Partner, committed
in inclusive-hiring talents with disabilities in Singapore, through SG Enable.
Partner of the Sumitomo Life Insurance and Temasek Polytechnic Singapore’s first-ofits-kind Digital Talent Accelerator
NTT DATA SG

WebsiteLinkedInNews

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