Adobe’s high-priority emphasis on inclusion for disabled employees is a DE&I highlight for the company

In the tech sector it’s typical for employees to jump ship every three to five years. But Rani Mani, head of employee advocacy at Adobe, recently celebrated 13 years with a company she says makes her feel “seen, valued, and appreciated.”

Mani, who lives with a disability, is also the executive chair of Adobe’s employee resource group for disabled and injured employees, called Access Adobe. The San Jose, California-based company employs 22,000 workers globally, 1,000 of whom regularly attend Access Adobe events.

“The disabled community, I think we have this inherent kind of intuitive creativity and ingenuity because we’ve had to come up with a bunch of life hacks,” Mani says. “Merely by virtue of the fact that we’ve had to learn how to navigate a world that’s really not designed for our bodies. Given that, we need to be seen and treated as assets. I feel like that’s been my experience here at Adobe, and I don’t believe that’s the experience in the industry.”

So how does Adobe create inclusion around disability? There are six guiding principles.