Introduction

On May 20th, the Pearl Initiative’s Diversity in Business Leadership (DIBL) Programme held a working group meeting that marked a significant evolution in our approach to diversity, equity, and inclusion in the workplace. Graciously hosted by Chalhoub Group and led by Hafsa Qadeer from ImInclusive, the event highlighted the critical importance of integrating People of Determination (POD) into the workplace. Historically, the DIBL working group has focused primarily on gender diversity, recognizing it as a crucial aspect of inclusivity. However, no element of diversity exists in isolation, and to truly tackle DEI issues, our approach must consider all aspects of diversity, as improvements in one area often benefit others. By focusing on the inclusion of People of Determination (POD) in the workplace, we aim to address a critical area of DEI that significantly impacts our goal of creating truly inclusive environments.

From my perspective as the manager of the Diversity in Business Leadership Programme and the facilitator of this working group for over a year, witnessing the commitment and enthusiasm of our members during the roundtable discussion was incredibly inspiring. It reaffirmed the importance of our mission and reminded me of the profound impact that inclusive environments can have on both individuals and organizations. This experience strengthened my resolve to continue advocating for workplaces where everyone’s potential is recognized and valued.

Defining People of Determination

The meeting started off with a presentation from ImInclusive, bringing to the forefront insights on the global landscape of POD employment. They emphasized that inclusivity must extend beyond policy to practical, everyday applications, demonstrating that the integration of POD in professional environments is essential for enriching organizational culture and driving innovation. In their presentation, one striking revelation was that 70% of disabilities are invisible to the human eye. There is a common misconception that all disabilities are visible, but in fact, People of Determination (POD) is an umbrella term that includes both visible and invisible disabilities. Invisible disabilities include conditions like chronic pain (such as fibromyalgia and arthritis), mental health disorders (such as chronic depression and chronic anxiety), learning disabilities (such as dyslexia), and neurological disorders (such as autism and ADHD). These conditions are not immediately apparent but can significantly affect an individual’s daily life and work. Often undermined or dismissed, these invisible disabilities result in a lack of understanding and support. With the above in mind, the key take away was that intentional efforts need to be directed toward educating both corporate boards and executives around the importance of accommodating these conditions, to ensure true inclusivity for all subsects of People of Determination.

The COVID-19 pandemic further exacerbated mental health conditions, adding another layer of urgency to the need for comprehensive inclusivity guidelines. According to the World Health Organization (WHO), the global prevalence of anxiety and depression increased by 25% during the first year of the pandemic (2020). Additionally, a 2021 Accenture survey found that only 20% of employees with disabilities feel their workplace culture is fully committed to helping them thrive and succeed. In the GCC, stigma towards invisible disabilities remains a barrier. For example, a survey on the GCC by PwC in 2022 found that around 30% of participants were reluctant to seek mental health help due to fear of being judged by employers and harming their career progression. These statistics highlight the ongoing challenges faced by POD, with both visible and invisible disabilities, and underscore the need for guidelines that address not only physical disabilities but also cater to those with invisible disabilities, ensuring that all employees feel supported and valued.

Personal Stories, Profound Impact

The highlight of the convening was the training segment led by Taha Shahbaz and Daria Magdalena from ImInclusive. Their personal stories were a powerful reminder of the resilience and dedication that individuals with disabilities bring to the workplace. Taha, who lives with a visual disability, shared experiences that illuminated the daily challenges and triumphs of people with visual impairments. He explained how layered and multifaceted disabilities can be, urging participants to seek more information and adopt a more informed approach to inclusivity. Daria, who lost the ability to walk following a tragic accident, spoke candidly about her journey of reintegration into society. She described how she was often seen through the lens of her disability, rather than as a person striving to lead a full and successful life. Her story highlighted the importance of focusing on the abilities of POD and ensuring they are given equal opportunities to succeed in their endeavors. These narratives were more than stories; they were lived experiences that underscored the profound value of Diversity, Equity, and Inclusion initiatives. They emphasized the need to see beyond disabilities and appreciate the unique perspectives that each individual brings to the organization.

Empathy as a Driver of Change

As we listened to Taha and Daria, it became clear that fostering true inclusivity requires more than sympathy—it demands empathy. Sympathy can create a sense of otherness and reinforce barriers, while empathy involves genuinely sharing another’s feelings, fostering deeper connections and more supportive environments. Empathy drives meaningful action and change. When we empathize, we move beyond surface-level acknowledgments of challenges and begin to address the underlying needs and aspirations of individuals. This approach enables us to create workplace cultures that are not only inclusive but also empowering. Translating empathy into corporate policy involves implementing comprehensive training programs, establishing clear and inclusive policies, and fostering an organizational culture that prioritizes understanding and support. This can be achieved through strong leadership that champions these values, ensuring that empathy is embedded in every level of the organization. By institutionalizing these practices, companies can create sustainable change that benefits both employees and the organization.

The discussions during the meeting also underscored a critical point: inclusivity is not just a matter of social justice; it is also integral to achieving business excellence. Teams that embrace diversity in all its forms often experience higher retention rates and improved team dynamics. The benefits of a diverse workforce extend beyond ethical considerations, contributing to a more innovative and resilient organizational culture.

A Collective Commitment to Inclusivity

Ultimately, the path forward lies in our collective commitment to building workplaces that champion diverse talents and perspectives. By fostering a culture of understanding and support, we pave the way for a future where every individual’s unique contributions are celebrated. Our commitment to inclusivity must be reflected in our actions, policies, and everyday interactions, ensuring environments where everyone can thrive and contribute meaningfully. This holistic approach will lead to more innovative, resilient, and successful organizations, setting a standard for others to follow.

At the Pearl Initiative, we are dedicated to advancing this commitment through our Diversity in Business Leadership Programme. This programme is designed to promote diversity and inclusion in leadership as a business imperative, raising awareness and implementation of these values as pillars of effective corporate governance and sustainable growth. We actively engage with businesses in the Gulf region to develop practical solutions that foster inclusive cultures and diverse leadership teams.

Recommendations and Questions

To support this mission, we offer the following recommendations and questions for organizations striving to create inclusive workplaces:

1. Recommendations:
   • Implement regular DEI training programs that foster inclusivity and that emphasize empathy and understanding.
   • Establish clear DEI policies that support the inclusion of various aspects of diversity, such as gender, ethnicity, People of Determination (POD), multi-generational workforce, cultural background and socio-economic status.
   • Create employee resource groups (ERGs) that are supported by HR and open to all employees, encouraging voluntary participation. These groups should ensure representation from diverse backgrounds, encompassing a range of perspectives such as race, gender, age, and disability.
   • Assign a dedicated DEI officer or committee responsible for overseeing the implementation and effectiveness of DEI initiatives, reporting directly to the board.
   • Engage the C-level leadership in championing DEI efforts by visibly supporting initiatives, communicating the importance of DEI to the entire organization, and embedding DEI objectives into the company’s overall strategic goals. The CEO should also lead by example, participating in DEI training and engaging with employee resource groups.
   • Ensure the board of directors actively participates in and supports DEI initiatives. This can include setting DEI goals for the organization, regularly reviewing DEI metrics, and holding the executive team accountable for progress.
2. Questions to Consider:
   • How can our organization better support employees with both visible and invisible disabilities?
   • What steps can we take to ensure our DEI initiatives are comprehensive and impactful?
   • Are our current policies fostering an inclusive environment, or do they need improvement?
   • How can we ensure that our employees are embraced for their differences rather than alienated?
   • How can we encourage leadership to champion inclusivity at all levels of the organization?

By taking these steps and continually reflecting on our practices, we can create truly inclusive workplaces that not only value but also celebrate diversity.

To learn more about the Pearl Initiative’s Diversity in Business Leadership Programme and for additional information on ImInclusive, please refer to the following links:

• Pearl Initiative’s Diversity in Business Leadership Programme
• ImInclusive