It’s been another year and Oracle has scored another 100 score on the prestigious Disability: IN Index in Brazil, Germany, the United Kingdom, and the United States.
So, what does it take to be one of the best places to work for people with disabilities? Well, we think it has something to do with the culture of inclusion we’ve built. One where we empower people to perform their best while being their true selves. As Melanie Hache, culture and inclusion lead at Oracle for Europe, the Middle East, and Africa (EMEA), notes, “It reflects our commitment to creating a workplace where all kinds of people can do their best.”
Although we’re no strangers to this top award—we don’t take it for granted. Like the tech industry itself and the rate of change in our solutions, the challenges facing people living with disabilities evolve too. As Maria Fernanda Pinto, customer success service sales operations manager and Oracle Diverse Abilities Network (ODAN) Brazil chapter co-lead, explains, “Achieving the maximum score of 100 on the Disability Index is, above all, a recognition of our ongoing and genuine commitment to inclusion. It’s not just about meeting criteria, but about cultivating a culture that respects, values, and promotes the participation of everyone.”
Building communities, building belonging
More than a billion people live with disabilities around the world and the need to understand, support, and celebrate is critical. Key to
this is ODAN, just one of the many Employee Resources Groups (ERGs) that give a voice to the communities that make up who we are as a company. ODAN’s mission is to connect employees with disabilities, caretakers, and allies to advance disability inclusion and equity everywhere. As Melanie highlights, “Welcoming all abilities and different perspectives enables us to create a future that reflects all perspectives and enables us to innovate better and faster.”
ODAN has come a long way over the years. Today, it has grown to stand for the needs and interests of neurodiverse people and caregivers everywhere by highlighting issues close to the disabled community and its allies. And it continues to make an impact. Leonardo Machado, a paralegal and ODAN Brazil co-lead, explains, “I feel an immense sense of pride to be part of a company that has achieved this historic score. To me, it is the result of a collective effort, built with empathy, inclusiveness, and a sense of belonging—something I personally experienced when I joined Oracle.”
Tracy Caldwell, community leader with the Oracle Neurodiversity Network (ONN) in the United Kingdom, believes it all comes down to being
encouraged to be yourself. “You have to be yourself, haven’t you? And sometimes. I think being in the right place where you can be yourself is the most important thing,” she explains. After all, when your workplace is committed to accommodating everyone, you’re free to achieve more.
Human resources (HR) also has a key part in driving accessibility in hiring. Our colleague Neele Ihrke in Oracle HR Germany explain it best: “Our success stems from a range of initiatives, notably including our ongoing collaboration with vital representatives within the company. These partnerships, with the employer’s inclusion officer and the local and general representatives plays a crucial role in our approach.”
Representing everyone
Disability is a spectrum, and not everyone comes to the community in ways you might expect. Shanna Groves, learning designer here at Oracle and former global co-chair of ODAN, shows how diverse representation can be.
“Because my hearing loss progressed over time and tends to fluctuate, I thought my disability was temporary,” she explains. “Now after having tinnitus and bilateral sensorineural hearing loss for more than 20 years, I’ve become active in the disability community as an advocate and board member for D/deaf and hearing loss associations.”
Maria has also experienced the power of Oracle advocacy, “As a person with a disability, I can say that Oracle’s commitment to inclusion has had a direct and transformative impact on my professional journey. I found an environment where I could develop, grow in my career, and be valued for who I am and what I contribute.”
Ongoing journey
Japan and Asia Pacific (JAPAC) ODAN lead, Julian Morrin, also found his way to ODAN in an unexpected way.
“I’m the parent of a neurodiverse child and was recently diagnosed with ADHD and autism myself during a mental health crisis,” he shares. Masking his true self at work had always been a strain, but since discovering ODAN, his world has opened up.
“That Oracle has resources to reach out to and employee groups to share experiences with was critical to my personal survival and ongoing journey of discovery,” he explains.
Cosmo Trikes understands how a crisis can change everything, too. After a skiing accident left him paralyzed, he had to dig deeper than ever to reach his professional goals. As luck would have it, Oracle was the right place to make it happen. From intern to developer, he’s forged the path he’s always wanted in a workplace that trusts and empowers its people.
What we do differently
Inclusion doesn’t just come from top-down strategy; it takes a community to make it happen. By making Oracle a canvas for all experiences, we supercharge the kind of participation that creates real and lasting change.
“Oracle’s culture of inclusion is lived in practice, and that makes all the difference,” Maria adds. “Active listening, consistent policies, creating safe spaces, and the commitment to accessibility are not isolated initiatives but part of our daily lives.”
Here’s how our approach works:
Step one: Make accessibility personal
“When it comes to empowering people to take on more responsibility, I think there’s a human side and a technical side.”
Bryan Fulton, a consulting member of technical staff at Oracle Cloud Infrastructure (OCI), is not only an exceptional engineer; he’s also an exceptional leader who embodies the spirit of adapting with impact.
Step two: Motivate and mentor
“It was great to be around so many people who lead such interesting lives and all the while knew so much about our work and could teach me.”
As a software development intern, Cosmo Trikes forged new professional confidence with the help of his colleagues. See how his professional adventure at Oracle put him on the path to leadership.
Step three: Increase awareness
“Being part of a culture of inclusion means celebrating those with different abilities and their talents.”
Senior Customer Service Manager, Rachel Blake, discovered a newfound appreciation of awareness and inclusion at Oracle when her son received his Autism diagnosis. Today, she advocates fiercely for Autism awareness as a board member of ODAN.
It all adds up
We’re immensely proud of our culture of disability inclusion, and continue to evolve to meet the needs of all our people.
(from left to right) Kierra Eaglin, Rachel Magario Guerra, April Lotspeich, Don Watson, Rachel Blake
No matter what the future brings, we’re committed to overcoming the challenges ahead to help create a fairer workplace for all. Our recent success in the Disability Index backs that up, but don’t take our word for it! Hear about the impact of life here from the people who know best:
Do you want to join a company that truly embraces disability inclusion? Learn about our inclusive practices, as well as how to join our team.