Embracing Empathy in the Workplace
On the occasion of the International Day for Persons with Disabilities 2025, industry leaders from AWWA Singapore and Gojek Indonesia opened up about how organizations can foster genuine disability inclusion. These conversations highlighted the importance of empathy, respect, and cultural transformation in building inclusive workplaces that go far beyond basic accessibility standards.
Behind every employee lies a story, a strength, and a unique perspective. Many HR leaders have been personally impacted by disability—whether through a colleague, a family member, or their own lived experience. These connections often spark a deeper understanding that inclusion is more than policy—it’s about humanity.
Moving Beyond Accessibility Checklists
Bruce Liew, Senior Director of Disability & Inclusion at AWWA Singapore, emphasizes that inclusion should be a mindset—not just a compliance task. He advocates for a person-centred approach, where workplace design, support systems, and communication adapt to the needs and aspirations of employees with disabilities instead of forcing them to conform to existing norms.
“Inclusion deepens when organizations practice co-creation,” Liew shares. “This means involving persons with disabilities in shaping HR policies, workplace accommodations, and the overall employee experience. It shifts thinking from doing things for them to doing things with them.”
He also recommends that companies engage with disability-focused social service agencies to strengthen their internal capabilities and ensure sustainable inclusion efforts. Enhancing employability through supported internships, accessible learning pathways, and inclusive management training are key steps toward making inclusion a daily practice rather than a one-time initiative.
Creating a Culture of Belonging
At Gojek Indonesia, Herman Cahyadi, Head of People, echoes similar sentiments. He believes that inclusion becomes authentic when organizations shift from compliance to a genuine awareness that every individual—regardless of their abilities—deserves respect, equality, and a sense of belonging.
“This starts by removing everyday frictions and fostering environments that value dignity, honor differences, and empower authentic growth,” he explains. From a human relations standpoint, inclusion is not just a strategy but a moral imperative. Inspired by the belief in the inherent worth of every person, Cahyadi advocates for a collective shift in mindset that transforms inclusion into a living, breathing part of the workplace culture.
Looking to the future, he sees technology as a powerful enabler. “AI, automation, and assistive digital tools can open new career paths, provide personalized accommodations, and significantly enhance mobility,” he notes. “These innovations will make inclusive workplaces a standard in the evolving digital economy.”
Inclusion as a Daily Practice
The insights from AWWA and Gojek underscore a fundamental truth: inclusion is not an initiative; it is a daily act of recognition and respect. It’s about creating environments where every individual’s talents can shine without being overshadowed by bias or limited by structural barriers.
When organizations intentionally dismantle physical, cultural, and attitudinal barriers, they don’t just unlock potential—they honor it. Inclusion becomes a shared commitment to ensuring that every person can thrive and contribute meaningfully.
Taking Action on International Day for Persons with Disabilities
Here are meaningful ways organizations and individuals can actively participate in this year’s International Day for Persons with Disabilities:
- Listen to lived experiences: Host storytelling panels where employees with disabilities share their journeys. Encourage open, respectful questions and ensure a safe, voluntary space.
- Audit and adapt the workplace: Walk through the office with a new lens. Are entrances, bathrooms, software, and communication tools accessible? Start with small fixes—captioned videos, screen-reader compatible documents, adjustable desks, and better signage.
- Run awareness challenges: Implement empathy exercises like navigating the office in a wheelchair, using only one hand, or reading with a screen reader to help employees understand the daily challenges others face.
- Review policies and benefits: Revisit HR policies to ensure they explicitly support flexible work, adaptive tech, and reasonable accommodations. Promote these supports proactively.
- Launch allyship campaigns: Encourage staff to pledge support through advocacy, mentorship, or simply listening. Recognize these actions not as KPIs, but as real drivers of cultural change.
- Partner with communities: Collaborate with local disability organizations for volunteer work, awareness drives, or joint initiatives. Contribute time, skills, or resources to meaningful causes.
- Celebrate achievements: Highlight the talents and contributions of employees with disabilities. Focus on their skills, innovations, and impact—not on sympathy or limitations.
True inclusion is not reserved for a single day. It’s a long-term commitment to seeing people for who they are and empowering them to shine in their own unique ways.
This article is inspired by content from Original Source. It has been rephrased for originality. Images are credited to the original source.