Pearl Initiative And ImInclusive Hold A Regional Webinar With Over 350 Participants To Highlight The Role Of Governance In Advancing Disability In The Workplace

The Pearl Initiative, in partnership with ImInclusive, convened a high-level webinar titled “Inclusive by Design: Embedding Disability Inclusion in the Workplace”, bringing together over 350 participants from across the Gulf region. Delivered as part of the Pearl Initiative’s Diversity in Business Leadership Programme, the session builds on the MoU between the two organisations, marking a second consecutive year of collaboration, with this year’s focus on strengthening inclusive leadership accountability and advancing inclusive governance.

In this context, the discussion underscored both the scale of the opportunity and the urgency for action. With an estimated 1.3 billion people globally living with disabilities, including approximately 200 million in the Arab region, the need for more inclusive and accessible workplace systems is increasingly evident. Moreover, and according to the Global Disability Inclusion Report 2025, failure to advance inclusion can result in economic losses of up to 7 percent of GDP, reinforcing the importance of embedding inclusive practices systematically across sectors.

The discussion was led by disability inclusion advocates and positioned disability inclusion in the workplace as a governance priority linked to sustainable value creation. Expert speakers emphasised that integrating disability inclusion into governance frameworks and operational structures enables organisations to move beyond intent and towards consistent, measurable action. Within this framework, disability inclusion was explored across three interconnected dimensions: intergenerational inclusion, family wellbeing and community impact, highlighting the role of governance in translating commitments into sustained outcomes.

Moderated by Aldana AlHashmi, an Emirati film-maker and Disability Inclusion Advocate at ImInclusive, the session brought together distinguished voices including Dr. Ghuwaya Al Neyadi, Senior Vice President of National Identity, Wellbeing and CSR at ADNOC, Dr. Noura Al Shehhi, Esteemed Speaker and Disability Inclusion Advocate at ImInclusive, Ms. Hafsa Qadeer, Chief Executive Officer at ImInclusive, and Anne Loos, Senior Executive Advisor at PwC Middle East – a Pearl Initiative Corporate Partner.

Addressing how organisations can enable and empower meaningful inclusivity through their workplace systems and practices, Ms. Hafsa Qadeer, Chief Executive Officer at ImInclusive, noted: “Workplace inclusion and belonging is ultimately about access. Access to infrastructure, to processes, to interviews, and overall, to opportunity, which disrupts bias. When organisations remove access barriers, they create systems where every individual can participate fully and contribute meaningfully to the business and thus the economy”.

Dr. Noura Al Shehhi, a Disability Inclusion Advocate at ImInclusive, and a person of determination, shared how her own experience as a person of determination has shaped her outlook on workplace inclusion, stating: “Disability inclusion is not about policies; it’s about how people feel every day at work. A truly inclusive workplace starts with respect and a sense of belonging. When you feel valued and respected for who you are, and are not judged by your limitations, it celebrates your capabilities.”

She added: “When leaders reflect disability inclusion in their actions, it creates a culture where it becomes part of everyday behaviour. Most importantly, empowerment matters: giving people of determination genuine opportunities to contribute, grow and lead ensures they feel trusted, valued and fully included.”

Throughout the conversation, panelists highlighted the opportunity for organisations to unlock an under-utilised talent pool, noting that embedding disability inclusion into governance and workplace systems is key. Reinforcing this perspective, Anne Loos, Senior Executive Advisor at PwC Middle East, noted: “Beyond policy, inclusion must be integrated by design into how an organisation operates. At PwC, disability inclusion is built into our leadership accountability, recruitment, career progression, and everyday practices. Governance structures, dedicated networks, and measurable targets ensure inclusion is not just a statement of intent but a lived experience, fostering respect, empowerment, and belonging.”

The webinar, featuring ImInclusive’s sign language facilitation, was attended by academia and organisations across different sectors, and included a live Q&A session exploring inclusive workplace practices and practical approaches to disability inclusion. It concluded with a shared recognition: advancing disability inclusion requires collective responsibility, leadership commitment and a shift from policy to practice.

Highlighting the vital role of disability inclusion at the workplace, Ralph Choueiri, Executive Director of the Pearl Initiative noted: “Disability inclusion is a core component of effective corporate governance. At the Pearl Initiative, we see inclusive workplace practices as essential to strengthening leadership accountability, unlocking diverse talent, and driving long-term sustainable value. Across the region, we support organisations through dialogue and practical insights to integrate inclusive practices into their governance frameworks and translate commitments into measurable, lasting outcomes”.

Through its Diversity in Business Leadership Programme the Pearl Initiative continues to play a key role in convening regional stakeholders and advancing practical dialogue on corporate governance and diversity and inclusion in the workplace. By creating platforms for knowledge exchange and cross-sector engagement, the organisation supports businesses in translating commitments into structured, measurable action.