Life at Deloitte

Deloitte Middle East | Accessibility Inclusion

Accessibility at work involves removing barriers to help ensure that everyone can take an active part in working life.

Deloitte Middle East continues to focus on providing a workplace environment in which all of our people can thrive and reach their full career potential. We strive to achieve a culture, environment and working practices that are supportive and inclusive for everyone. A clear set of guidelines have been established to promote the inclusion of individuals with visible and non-visible disabilities, and neurodivergent individuals.

Understanding disability

The UN Convention on the Rights of Persons with Disabilities describes people with disabilities as: 

“Those who have long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others.”

Understanding neurodiversity

Harvard Health Publishing defines neurodiversity as: 

“The idea that people experience and interact with the world around them in many different ways; there is no one ‘right’ way of thinking, learning, and behaving, and differences are not viewed as deficits.”

Accessibility Inclusion at Deloitte Middle East

At Deloitte, accessibility inclusion means providing the right tools and resources for colleagues with a neurodivergent variant or with disabilities. It also means educating our people on accessibility inclusion and providing helpful resources, such as guidance when it comes to:

  • Deliverables accessibility: Introduces practical tips for designing deliverables (including email communications, presentations, and excel worksheets) with maximum clarity to help optimize engagement with content.
  • Events accessibility: Facilitates access for individuals with a neurodivergent variant and persons with disabilities to internal and external Deloitte events.
  • Performance accessibility: Ensures performance conversations are focused on strengths, and on inclusive and constructive feedback.
  • Recruitment accessibility: Ensures that the recruitment system embraces the principles of disability and neurodiversity inclusion.

Additional guidance on digital accessibility, physical accessibility, and workplace accommodations are also there to support our employees in removing barriers in our inclusive work environment.

Deloitte Middle East recognizes that everyone has personal strengths and challenges, requiring different considerations to support them to strive at work. Accessibility inclusion embraces and welcomes these differences and recognizes that people who are with a disability or are neurodivergent bring strengths and advantages. 

Can you see me? Series

Deloitte Global created a series of films which tell individual stories from members of underrepresented groups. While the characters are fictional and are played by actors with similar lived experiences, the films represent the authentic stories of many people and were created to help us all understand that we are all a sum of our parts and experiences—and that our words and actions have an impact on others. 

Inclusion is about seeing our differences and embracing them as strengths. Learn more about disability and neurodiversity inclusion by watching Thiago and Delphine’s stories. 

Thiago’s story

"...a lot of the time, I think I must be invisible. And when people do see me, all they see is the chair".

Delphine’s story

“I felt like I was always having to play a part. To be someone else - just to fit in.”

Did you find this useful?