Estera and Ștefan discuss the challenges faced, the support systems in place, and the measures taken to ensure the program's success. With valuable insights and lessons learned, they offer advice to other companies seeking to promote disability inclusion, highlighting the importance of openness, adaptability, and personalized solutions. 

Can you tell us about the ACCES program and what motivated Kaufland to create it?

Estera Anghelescu: The A.C.C.E.S. program came into being from our desire to transform Kaufland into a more inclusive employer, more specifically an employer able to integrate people with disabilities into the workplace. We recognized both an opportunity and a responsibility to create a more diverse team and acted on it. We started by adapting our jobs to the various needs of people with disabilities. At the same time, we reviewed the processes of integrating new colleagues into our team. These two stages were then followed by creating recruitment channels for people with disabilities. It’s a continuous learning process, to be honest. So far, we have been able to expand our team with 450 people with disabilities and we’re looking forward to welcoming 500 more. We’re convinced that together we can build a more equitable and inclusive society, where everyone has the opportunity to thrive and contribute with their unique talents.

Ștefan Sfeatcu: Kaufland believes that diversity is a strength and that everyone deserves equitable opportunities, regardless of their gender, age, cultural background or disability. Through the A.C.C.E.S. program, we aim to challenge stereotypes, remove barriers, and create an environment that celebrates the unique abilities and contributions of individuals with disabilities. Until now, the program has welcomed, as Estera already mentioned, 450 colleagues with disabilities that have taught us immensely. There’s still a long way to go. More than 850,000 Romanians are, in varying degrees, affected by disabilities, and as employers, we take the responsibility to make a change regarding the employment opportunities. Together, we can inspire and motivate other employers to follow our example. 

How has the implementation of the ACCES program impacted Kaufland as a company, and what benefits have you seen for both the company and employees with disabilities?

Estera Anghelescu: By embracing people with disabilities into its team, Kaufland has consolidated a culture that values and respects everyone, fostering a sense of belonging and equity. We work with people who have valuable skills, perspectives, and experiences, able to enhance the overall creativity and problem-solving capabilities of our team. All these have resulted in increased engagement, whilst our colleagues with disabilities have earned more independence and are now more able to harness their resourcefulness. 

Ștefan Sfeatcu: Additionally, Kaufland has become more creative and resilient, being able to adapt to the unpredictable. Kaufland now also has a better overview of what it can improve and how. Working alongside colleagues with disabilities inspires empathy and compassion among all employees. This awareness and understanding translate into improved interactions with customers and collaboration between colleagues, creating a more supportive work environment. Last but certainly not least, the A.C.C.E.S. program allows people with disabilities to improve their abilities and actively participate in community life.

What are some of the biggest challenges that Kaufland has faced in implementing the ACCES program, and how have you worked to overcome these challenges?

Estera Anghelescu: The challenges were and still are varied, from inflexible belief systems to limited accessibility. At first, the working spaces were not fully accessible for people with disabilities. For instance, our cash registers didn’t provide enough space for people in wheelchairs to fit behind the counters. We have since then reconfigured the spaces and now have 13some cash registers for people with disabilities in some Kaufland stores across the country. We’ve also discovered that a lot of people with disabilities who are able to work have difficulty in traveling from their homes to work. That is the reason why, in the future, Kaufland wishes to provide transportation for all its employees with disabilities. To combat unconscious bias and our limited knowledge about living with a disability, we have ongoing awareness trainings and regularly examine what we can do better and how.

Ștefan Sfeatcu: Our colleagues with disabilities remind us every day that each person and disability is unique and requires different support systems. Transparency and flexibility are key in creating an inclusive and diverse workplace culture where individuals with disabilities feel valued and accepted. This sometimes requires a cultural shift within the organization, which can be challenging at times. To add to what Estera has already shared, we combat challenges through effective communication and by consistently evaluating what works and what doesn’t, so we can upgrade our integration systems to benefit our colleagues.

How does Kaufland ensure that the needs of employees with disabilities are being met, and what support systems are in place to facilitate this?

Estera Anghelescu: Essentially, we ensure equal opportunities for colleagues with disabilities by remaining highly approachable and willing to adapt. So far, we have modified workspaces, adjusted schedules and offered flexible working arrangements. Most importantly, we periodically conduct disability awareness trainings for all employees to foster understanding, empathy, and awareness of disabilities. In order to empower employees with disabilities to grow professionally, we also provide them development opportunities and engage in open and transparent communication with employees to collaboratively set goals and expectations.

Ștefan Sfeatcu: Another very important way to ensure each employees’ needs are met is listening to them. Assuming what someone else requires in order to feel needed and appreciated is counterproductive. We not only listen to them, but we also foster an environment that encourages them to speak up. We create the context for all our employees to communicate their feelings and experiences openly. At the same time, we try to provide visibility to the experiences of our colleagues with disabilities. In 2022, during EU Diversity Month, we’ve created a special series of video-interviews with the beneficiaries of the A.C.C.E.S program, where they had the chance to share their stories. At Kaufland, we value the opportunity to learn from these stories and hope that others will too.

How does Kaufland measure the success of the ACCES program, and what metrics are used to track progress?

Estera Anghelescu: When it comes to evaluating the impact of our project, we look at both qualitative and quantitative indicators to assess what we have achieved so far with A.C.C.E.S. Our journey was challenging but also motivating. From a qualitative perspective, I am happy to share with you some of our key results, such as adapting the work schedule according to the skills and needs of our employees or organizing internal trainings and workshops tackling the integration of people with disabilities in the workplace. But perhaps what mattered the most was making efforts to inspire the team, customers and community as a whole in the mission of achieving a more equitable and inclusive society. Apart from this, numbers also reflect the program’s impact. As already stated, we have 450 colleagues with disabilities, and we are happy to have another 500 dedicated positions to be filled. We encourage anyone who wants to join #TeamKaufland to apply for a role.

Ștefan Sfeatcu: Building on what Estera has shared, I would like to add that our adaption process for the inclusion of people with disabilities at work is an ongoing practice. Thanks to the A.C.C.E.S. program, so far, as previously mentioned, we have adapted cash registers and we allocated internal resources to adjust workspaces. Moreover, we adapted wheelchair shopping carts in over 50 cities, we held 1065 interviews and we proposed over 500 job offers. On average, we received 60 applications per month. Being more than numbers, these are essential results that help us realize the impact of our program, as well as the importance of such initiatives on the labor market. These results do not only measure success but motivate us to continue what we started: design and implement actions aimed at increasing diversity and tolerance at the workplace.

What role do you see Kaufland playing in promoting disability inclusion in society as a whole, and what steps can the company take to be a leader in this area?

Estera Anghelescu: I always believed that we can learn from each other. We can learn from other companies’ practices, we can learn from our employees, and we can definitely learn from our candidates’ needs. That is why active listening is key to understanding the market you’re operating in, helping you as a recruiter or as an organization as a whole to constantly improve your diversity and inclusion strategies. Thus, I’m a firm believer that Kaufland can inspire change not only within our own company, but also among other industries, among our communities, leading to a bigger societal change. Our efforts and dedication to being an inclusive employer are visible both in our internal practices and our Employer Branding campaigns. Of course, change cannot happen overnight. And this is a reality that we must be aware of. However, in this mission of disability inclusion, good things happen when working patiently, wisely, and most importantly, when having the discipline to approach each challenge incrementally.

Ștefan Sfeatcu: As a Top Employer which promotes diversity and inclusion, which offers equal opportunities and which makes efforts to create a safe space for people from all backgrounds, Kaufland is already making steps towards becoming a leader in the DE&I area within the workplace. What motivates us to do so are the people. We always say that at Kaufland, people are the most important resource. We value their abilities and potential and we offer them the adequate environment for their professional and personal growth. Our objectives for the future of A.C.C.E.S. are continuing to strengthen partnerships with people with disabilities, state institutions, associations. Moreover, we aim to extend the program to the entire company and at the global level. As mentioned above, welcoming more and more people with disabilities into our team is a continuous objective that we are committed to fulfilling.

What advice would you give to other companies looking to create similar programs for employees with disabilities, and what lessons have you learned from the implementation of the ACCES program?

Estera Anghelescu: First of all, I believe that employers should look at their core values. For example, at Kaufland, we prioritize inclusivity on all levels. We value honesty and fairness both in our daily tasks and in our relationships with other colleagues. My advice would be to make sure that when designing and launching similar programs, the company is dedicated to creating a supportive and accessible work environment, while also promoting equal opportunities. Another key aspect is to organize training and awareness activities that involve the employees. Holding regular training sessions to educate the team about disabilities, inclusivity, and to foster a culture of empathy and collaboration are essential to making steps towards a more inclusive workplace in which programs like A.C.C.E.S. can make a difference. 

When it comes to lessons learned in this journey of ours, I must say that openness and a willingness to continuously adapt the program are key. Ongoing monitoring and evaluation of the project’s impact, analyzing the integration process of new colleagues in our team and identifying the potential to improve the current tools are some of the main takeaways we learned during A.C.C.E.S. Besides this, celebrating the milestones, acknowledging success and recognizing the achievements of employees with disabilities has proven to be an essential aspect in creating a positive work climate.

Ștefan Sfeatcu: To me, a comprehensive approach is fundamental when creating programs for disability inclusion. In other words, this means listening, being aware of the diverse needs of individuals, and being prepared to adapt both the workspace and internal policies to better accommodate and support those needs. Companies should recognize that disabilities can vary, and each person may require different types of support and guidance. Offering personalized solutions to address specific needs, such as a flexible work schedule or tailored job descriptions, are some examples of how flexibility can manifest in this area.

Our experience with A.C.C.E.S. led to some inspiring practices, and we surely gained new insights on how to improve our work. Continuous communication with all stakeholders is a valuable learning experience: maintaining an open and transparent relationship, seeking feedback, engaging with each party involved in the program, fostering trust and respect between colleagues and between colleagues and their managers – these are all practices we believed in and which we aim at promoting in the future.

Interview by Dana Oancea, Romanian Diversity Charter