Envisioning a future of work that works for everyone

I love my role at Intel for many reasons. I get to work with some of the most talented people in the industry. Our workplace culture values and invests in people and the global community. Intel technology continues to change the world for the better in very real ways. And together, we’re making the world increasingly accessible and inclusive for people with disabilities in every area, including employment.?

Many of us have experienced a disability or have loved ones who have—like my stepsister, whose autoimmune disease triggered a stroke that permanently impacted her mobility. In fact, the World Health Organization estimates that around 16% of the world’s population experiences disability. That’s a lot of people.

Everyone deserves the opportunity to engage in meaningful employment, and I genuinely believe that collectively, we can build a future of work that works for everyone. In recognition of National Disability Employment Awareness Month, I’m sharing examples and opportunities for improving access to employment for people with disabilities.

Be intentional about workplace inclusion??

A future of work that works for everyone must be purposeful. That means setting goals, taking action, and being accountable for the results.??

Many employers address accessibility and disability inclusion as part of their ESG commitments. At Intel, we’ve done this through our ESG framework, RISE, a comprehensive master plan for creating a more responsible, inclusive, and sustainable world enabled by our tech and our employees.??

When it comes to disability inclusion, our goal is to achieve a 10% representation of employees with a disability in our global workforce by 2030 using strategies and tactics that any employer can take—some of which are listed below.??

Implement inclusive hiring practices??

Employers have many opportunities to make hiring practices more inclusive. For example, when writing job descriptions, avoid unnecessary restrictions that might deter someone with a disability from applying, such as the ability to sit for extended periods or lift 30 pounds. Consider adding language that welcomes applicants who may have disabilities. Also, avoid ableist terms that have become ingrained in our vocabulary, such as speak, type, and carry. Instead, opt for inclusive terms such as communicate, input, and transport.??

At Intel, we offer accommodations to both employees and applicants (more on that later). Before interviewing, check in with applicants to determine if they need any accommodations. Make interview processes transparent so applicants understand how to prepare, who they’ll be interviewing with, and the decision timeframe. Consider sharing interview questions or topics in advance. When asking questions, use clear, literal, and inclusive language. Consider providing employee training to ensure more inclusive hiring practices.??

Foster an inclusive culture??

An inclusive and equitable workplace is vital to empowering people to contribute their talents and creativity and drive success. As Intel’s DEI officer, Dawn Jones has worked hard to progress inclusion at Intel.?

“All our employees play an essential role in creating an inclusive space where people feel a sense of belonging and are empowered to innovate and achieve their best,” says Dawn. “We’re always looking for new opportunities to do this.”??

A recent example is the Intel Accessibility Champions Network, a program designed to activate and connect champions from across Intel to make Intel a more accessible place to work and to support champions who are making accessibility a priority in their projects. As part of monthly network forums, people with disabilities weigh in with their experiences and feedback.??

Intel has an active employee resource group (ERG) network, including the Intel Disability Leadership Council and the Intel Disability and Accessibility Network. The Intel Disability and Accessibility Network provides year-round, Intel-wide events and programs to raise awareness around disability and accessibility topics. The ERG offers peer-group forums for individuals with common disabilities and conditions to share and learn from each other, creating a deeper connection and sense of belonging. Intel also encourages employees to consume the book Demystifying Disability.??

Create accessible workplaces??

Prioritizing and communicating accommodations is vital. Intel has robust accommodations processes for employees and candidates and has been recognized by Disability:IN as one of the Best Places to Work for People with Disabilities.??

Examples of accommodations might be signage for those who are visually impaired, workspace modifications, or assistive technologies. A hybrid work model and scheduling flexibility increase inclusion, enabling employees with chronic conditions to attend medical appointments and complete work from alternate locations.?

Adam Munder is a development engineer here at Intel and is Deaf. Intel provides interpreters to help him communicate with others, freeing him up to solve big engineering problems at Intel.

Although some of us may not have a disability today, we might tomorrow. That’s exactly what happened to Intel’s Fawn?Bergen when she contracted myalgic encephalomyelitis in 2014, a disability with no known cure. Though her journey has been difficult, she says her employment with Intel has not. Fawn continues to lead our corporate sustainability group thanks to an empathetic manager, a supportive team, and Intel’s ADA accommodation process.?

Intel also encourages employees to take advantage of tools such as the Microsoft 365 Accessibility Checker since you never know who will be reviewing your documents and what accessibility needs they have. Similarly, we encourage everyone to utilize the PowerPoint Live option in Microsoft Teams when presenting so others can use assistive technology. The Intel Accessibility Office even offers Office Hours to help employees better use assistive technology.?

Support and embrace inclusive innovation?

Here at Intel, we believe diversity and inclusion play a central role in innovation. We should all seek opportunities to embrace more inclusive experiences, whether we’re creating products or consuming them. In fact, inclusive innovation is part of Intel’s mission to improve the lives of every person on the planet. Our goal is to embed accessible computing experiences across Intel’s product portfolio, integrate people with disabilities into the design process, and deliver technologies that empower everyone.??

One of the key drivers of this work is Darryl Adams , Intel’s director of accessibility. Darryl has been passionate about inclusive technology since he was 14 when he was diagnosed with a degenerative eye condition that gradually impaired his vision. He later suffered a surgical accident that left him deaf in one ear.??

Darryl was recently featured by Forbes, where he shared some of the work that Intel is doing with 3DP4ME to 3D-print hearing aids. In the article, Darryl says, “Some of the most compelling projects funded by [Intel RISE] support diverse communities and strengthen our goal to support social equity and innovation. As a company that designs and builds world-leading technology, accessible, inclusive technology is something Intel can put out into the world to make it a better place.”?

In alignment with this year’s #DisabilityEmploymentAwarenessMonth theme of “Advancing Access and Equity,” I urge you to join me in seeking opportunities to increase inclusion and accessibility in your workplace and put these and other ideas into practice. Together, we can build a future of work that works for everyone.?

If you’ve got a great example of how your workplace or team is helping to increase inclusion and accessibility, please chime in below.?