Championing inclusivity and accessibility

Adam Gernon, Mohamed Rashed, and Riki Plester are joint Co-leads for the Disability at Microsoft Australia and New Zealand (ANZ) Employee Resource Group (ERG). Each of them brings a unique perspective to the role.  

Diagnosed as neurodiverse in adulthood, Adam, AU Specialist Sales, Modern Workplace, knows the challenges of living with a hidden disability: “I spent years masking and burned out trying to fit into a neurotypical world.” Microsoft provided him the space to be himself, inspiring him to join the Disability ERG: “At Microsoft, I felt brave enough to acknowledge my neurodiversity and speak openly. We’re fortunate to work in a place where that’s accepted and valued.” 

Mohamed, a Digital Specialist Manager at Microsoft ANZ, has a hearing-impaired son who thrived in an inclusive school and university, inspiring Mohamed to support others. “The school offered him extra classes and help with notetaking, showing me the power of simple efforts to help people thrive. I’m now mindful of people who may be hearing impaired and try to make sure they’re comfortable, like being on camera for lip-readers, speaking slowly, and using sign language.”  

Riki, NZ Specialist Sales Manager, Modern Work, joined the Disability at Microsoft ANZ community after mentoring a young man with autism in job applications. “Helping him secure a tech role opened my eyes to the challenges people with disabilities face and inspired me to want to make a difference.”  

The Disability ERG has a wide-ranging remit, spanning accessible workplace design, collaboration and allyship to ensure Microsoft ANZ is a welcoming place for all. 

One in six Australians and one in four New Zealanders live with a disability. Yet many workplaces overlook their needs, often due to lack of awareness among managers about necessary adjustments. Microsoft ANZ ensures this isn’t the case by centering its office design on a culture of empowerment. Every employee is encouraged to bring their authentic self to work every day, any day. Enabling this for people with a disability means addressing the physical environment, starting with head offices in Sydney and Auckland.   

Riki led the redesign of the Auckland office to meet diverse mobility, vision, auditory, and sensory needs. Signs were updated to be in the three official languages of Aotearoa: English, Māori and Braille, and meeting rooms were acoustically optimised for hearing challenges with increased soundproofing. “We adapted everything, including adding accessible car park paces, bathrooms with handles and wider access, and Braille kitchen labels,” says Riki.  

When the Sydney head office opened in 2021, the principle of ‘accessibility in action’ informed the design to facilitate office spaces where every employee can feel included and enabled to perform at their best. In meeting rooms and rest areas, lecterns and counters accommodate wheelchairs, and workstations are all adjustable. Every sign has Braille and is consistently placed for easy discoverability, with larger font and clear contrast between background and foreground so it’s easier for people with low vision to read. The kitchen even features a talking microwave for added convenience.

Accessibility doesn’t stop there and extends to an inclusive approach at all levels. From accessible and non-gender specific restrooms to accessible parents' room facilities, the Sydney office has spaces that are easy for everyone to use.  

Microsoft’s own technology is an enabler for inclusivity. “Our tech stack helps address various challenges,” says Riki. Co-pilot exemplifies this, offering accessibility features like quick data synthesis and natural language interaction. Other tools include document accessibility checks, adjustable font and highlighter options in OneNote, physical loops for opening Surface devices, and stickers for easy cord and port identification. 

 A special accessibility budget, the option to self-identify as having a disability, and a helpdesk further complement the broad level of support on offer at Microsoft ANZ to make it an inclusive and welcoming place to work.

The Disability ERG team is working to build a broad ally network to normalise disability through education and awareness. “We hope to shift people back to a childhood lens where we simply accept others as they are,” explains Adam. Their community helps with disability-related inquiries, both internally and with customers. They partner with other ERGs to spotlight hidden disabilities and caregiving. Initiatives also access external resources like the Hidden Disabilities Sunflower program which trains employees on how to support neurodiverse colleagues, partners and customers, or anyone with invisible accessibility needs. 

All employees are encouraged to join the ERG's key event, the International Day of People with Disability each December. The team hosts hybrid events with keynote speakers to share lived experiences and promote inclusivity. “The most impactful aspect of the role is creating a community where people can share their journeys and feel the support and kindness of their colleagues,” reflects Riki. 

Riki, Adam, and Mohamed are dedicated to making a difference for people of all abilities. Their future plans focus on measuring engagement and membership growth to create inclusive environments where everyone can thrive.