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Establish a clear policy for Diversity and Inclusion, and Conduct Sensitivity Training for Leaders in the Organization

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Inclusive application process

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Omar with neurodivergent quality tester.

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Omar with neurodivergent quality tester.

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Team Task Care

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Awareness

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Check in and Feedback

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Team members: LA(Manulife), Portia a.k.a Karen Davila(Cebu Pac), Gelo (S&P), Renz (Bayer), and Cherry(Shell)

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Mei - Product Manager using a wheelchair

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Mei - Product Manager using a wheelchair

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Barriers: Access, Steps, Exclusivity

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Persona: Bea - Finance Analyst with Psychosocial Disability (Anxiety)

Stage: Performance Evaluation

Scenario: The review system relies on surprise feedback and peer ratings without context. Bea feels overwhelmed and unsupported by the format.

Barrier 1) Surprise Feedback

Why is it challenging:

Bea already has anxiety and surprises add to her mental situation

Redesign Idea: Timely Feedback Mechanism, schedule the feedback session

Barrier 2) Peer rating without context

Why is it challenging: So many unknowns and getting feedback without context would add to overthinking and anxiety

Redesign Idea: Feedback Form Update

Documented, if tool is used there should be a comment field

Barrier 3) Performance Evaluation Culture is not supportive

Why it's challenging:

Unsupported format makes Bea feel Unsafe and would add to her Anxiety which can lead to demotivation and less productivity

Redesign Idea: Safe space culture, coaching (with sensitivity, constructive feedback)

Key Takeaways: Be Kind always, communicate properly and be more inclusive on all processes

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Barrier:

1. Eye contact because no interpreter

2. No initial offer for accommodation of special needs

3. Interview panel may not be aware of sensitivites around them

Why it's challenging?

1. May lead to communication and poor candidate experience

2. May lead to unsuccessful evaluation and waste of time

Redesign Idea:

1. Train for sensitivity training for recruitment team - By the time the candidate is turned over by the recruiter to the panel, prepare the latter that will conduct the assessment.

2. Overhaul the interview process

1. Identify potential problems, "Do you need accommodations during the interview?"

2. Revisit the JD that requires panel interview, eg if role is design then selection process should focus on practical skill assessment

3. Look into apps or tech that can assist in evaluating the candidate

Key Takeaways:

1. Open new paths in the current process to adapt to a more diverse applicant-base/ challenge the status quo/ recognize that that happy path shouldnt be the only path

2. The process overhaul is a collaborative process: involving recruitment/HR, the business/hiring managers, IT and other stakeholders

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Paolo / Marketing associate with speech disability

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Paolo / Marketing associate with speech disability

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create a culture of inclusion through sensitivity training and offering accommodations.

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Lara - Newly hired HR Officer with Lupus, undergoing Onboarding

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Lara - Newly hired HR Officer with Lupus, undergoing Onboarding

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Not all disabilities are visible - they may present in different ways. It’s important to ask what they need, and how we can help. Inclusivity is easier when dealing with people vs products, so we should take the chance to explore more solutions.

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Paolo with Speech disability for offboarding

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Paolo with Speech disability for offboarding

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Considering the employee's situation, the organization should consider different means/method and use available tools to conduct the exit interview, that is equitable for both.