Employer Practice and Entry Guide
Inclusive Workplace Employer Election
Building an inclusive workplace is never the work of one stakeholder alone. It is arelayconnected through social capital, where every seemingly small action strengthens the wider ecosystem.
Taking one step further gives persons with disabilities and persons with chronic illnesses opportunities to demonstrate their talents and move towards independence. It also brings employers diverse talent, fresh perspectives and stronger teams—creating shared value for business and society.
Organiser: Vocational Rehabilitation and Retraining Centre (VRRC), The Hong Kong Society for Rehabilitation
Supported by: Labour and Welfare Bureau — Public Education / Publicity Programme on Rehabilitation
You register. We walk with you.
What your organisation will receive
We are not merely judges—we are your partners. As your inclusion transformation teammate, VRRC brings professional resources and supports your organisation in turning each step into action.
A designated VRRC staff member will serve as your single point of contact. Practical consultation is provided free of charge throughout the programme.
After registration, the VRRC team will be pleased to meet your organisation's team and discuss its inclusive workplace practices and needs. Meetings may be held by telephone or video. If your organisation would like advice on accessibility, the work environment or job arrangements, an on-site exchange may be arranged at your request.
Our vocational rehabilitation expertise helps identify low-cost, high-impact options for environmental modification and workflow improvement.
We are pleased to provide tailored staff training and sharing sessions for companies and organisations. Fees will be based on the duration and number of participants. In addition to tailored company or organisation sessions, VRRC will hold inclusive workplace training activities in the first quarter of 2027, open for registration by all companies and organisations. Places are limited; please watch for further VRRC announcements.
Online and physical exhibitions will promote inclusive workplaces in the community and present achievements approved by participating organisations for publication. This helps organisations communicate their inclusion and social-responsibility work. The Inclusive Workplace Story Award also includes public voting.
Note: You may choose not to publish identifiable personal information or photographs of employees.
Participation and the sharing of inclusion achievements can demonstrate an organisation's commitment to social responsibility, diversity, equity and inclusion to employees, customers, partners and the community. Award recipients may also refer to the recognition in annual and ESG reports and promotional materials, subject to the Organiser's guidelines.
ABOUT THE PROGRAMME
About the Programme
The Inclusive Workplace Employer Election recognises companies, public organisations and sector partners that actively advance employment and workplace inclusion for persons with disabilities and persons with chronic illnesses. The Inclusive Workplace Story Award includes a public voting component; the other awards are assessed by a professional judging panel against the published criteria.
Why is the Inclusive Workplace Employer Election being organised?
The programme aims to increase public understanding and acceptance of the employment of persons with disabilities, particularly among employers and employees; encourage more companies to become disability-friendly employers; and ultimately create more employment opportunities for persons with disabilities and persons with chronic illnesses, contributing to a diverse, equitable and inclusive society.
Through professional support, practice checklists, public showcases and recognition, we aim to help organisations turn their commitment to inclusive employment into practical action.
Programme Timeline
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Registration24/09/2026 – 31/10/2026
Participating organisations only need to provide basic information and select a participation track. No supporting materials or evidence are required during registration. A designated VRRC staff member will follow up. Earlier confirmed registration provides a fuller practice and follow-up period.
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Programme Implementation and Follow-up (Practice Period)01/10/2026 – 28/02/2027
Each entrant begins implementation once registration is completed and participation is confirmed. A designated VRRC staff member will keep in touch by telephone, video meeting or team meeting. If the organisation would like advice on accessibility, the work environment or job arrangements, an on-site exchange may be arranged at its request.
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Submission of Entry Materials01/03/2027 – 31/03/2027
Submit materials according to the selected award and practice checklist. Supporting materials may include text, photographs, video and audio. Identifiable personal data about employees or jobseekers with disabilities or other individuals is not required unless the organisation considers it helpful for explaining its inclusion work and chooses to provide it voluntarily.
Entrants must retain supporting evidence. The Organiser will invite submission if it is considered necessary during assessment.
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Professional Assessment01/04/2027 – 30/04/2027
Inclusive Pioneering Breakthrough, Sustained Inclusive Workplace Development, Inclusive Partnership Leadership, and Accessible Environment Awards: eligibility for recognition will be reviewed by a professional judging panel.
Exemplary Inclusive Employer Award: the panel will select up to five recipients. -
Online and Physical Exhibitions; Public Vote for the Inclusive Workplace Story AwardMay 2027
Online and physical exhibitions will promote disability employment and inclusive workplaces in the community and display achievements approved by participating organisations for publication. Public voting will select up to three recipients of the Inclusive Workplace Story Award.
Note: You may choose not to publish identifiable personal information or photographs of employees.
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Award Presentation Ceremony26/06/2027
Three Main Awards・One Highest Honour・Two Special Awards
Awards
Choose one main award according to your organisation's current position. You may also enter a special award if you have relevant achievements. Use this quick guide to identify the most suitable track.
Find Your Award in 30 Seconds
Each company/organisation needs to select only one main award. Follow the flow below.
All Sustained Inclusive Workplace Development Award and Inclusive Pioneering Breakthrough Award entrants who reach the standard of Practice Checklist Lv 2 automatically proceed to selection for the Exemplary Inclusive Employer Award. No separate application is required.
Optional add-on awards: every company/organisation must first select one main award. It may then add the Accessible Environment Award and/or the Inclusive Workplace Story Award according to its achievements and preference. Neither add-on award is compulsory.
Still unsure? Select “Not yet sure” during registration and a designated VRRC staff member will help match your organisation to the appropriate award.
Social-enterprise eligibility: this year's awards are primarily intended to encourage commercial enterprises and public organisations to begin or deepen inclusive workplace practices. Social enterprises whose primary purpose or core operating model is to employ persons with disabilities are therefore outside the scope of entries for this year. We greatly value their experience and expertise in inclusive employment and warmly invite them to participate as partners, suppliers or service providers, supporting other entrants in implementing inclusion actions.
Inclusive Pioneering Breakthrough Award
| Eligibility | Commercial enterprises or public organisations that have not directly employed a person with a disability or chronic illness within the past 24 months and are ready to begin inclusive employment or workplace practices during the practice period. |
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| Before Registration | No preparation is required at this stage. Simply provide the basic information on the form. A designated VRRC staff member will contact your company/organisation to begin your pioneering inclusive workplace journey. |
| Assessment Focus | Pioneers who take a meaningful first step during the practice period and explore inclusion from a zero-experience starting point. |
| Entry Requirements | Refer to the “Inclusive Workplace Practice Checklist Lv 1” and complete at least six relevant actions during the practice period. |
| Selection Method | A professional judging panel will review the entries. Every company/organisation that meets the stated Entry Requirements will receive recognition. |
Sustained Inclusive Workplace Development Award
| Eligibility | Commercial enterprises or public organisations that currently employ, or have directly employed within the 24 months before the registration deadline, at least one person with a disability. The 24-month period is counted back from the registration deadline of 31 October 2026: the entrant must have maintained a direct employment relationship with at least one person with a disability at some point between 1 November 2024 and 31 October 2026. Outsourced services, social procurement, work experience and internships without an employment relationship do not constitute direct employment. |
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| Before Registration | On the registration form, describe the company/organisation's existing measures and examples in employing persons with disabilities or chronic illnesses and promoting inclusion. No supporting evidence is required at this stage. A designated VRRC staff member will follow up and support your continuing inclusive-workplace journey. |
| Assessment Focus | Deepen inclusive recruitment, reasonable accommodation, employee participation, career development and organisational systems on the foundation of direct employment, demonstrating progress and sustainability. |
| Entry Requirements | Refer to the “Inclusive Workplace Practice Checklist Lv 2” and improve or deepen at least six relevant actions during the practice period, demonstrating progress and continuous innovation. |
| Selection Method | A professional judging panel will review the entries. Every company/organisation that meets the stated Entry Requirements will receive recognition. |
Inclusive Partnership Leadership Award
| Eligibility | Organisations that are unable to employ persons with disabilities or chronic illnesses directly but possess sector expertise, professional knowledge, service networks or other resources, and currently provide or are willing to provide support for inclusive employment. Support may include expertise, technology and networks, as well as venues, equipment and materials. |
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| Before Registration | No full proposal or supporting evidence is required at this stage. Simply provide basic information and describe the resources or support your organisation can offer to help build inclusive workplaces. A designated VRRC staff member will follow up. |
| Assessment Focus | The panel will consider how actively each entrant contributes sector expertise, networks, professional knowledge or other resources—including training venues, equipment and support—to create enployment pathways for persons with disabilities and persons with chronic illnesses, together with the impact, sustainability and potential reach of its actions. |
| Entry Requirements | During the practice period, complete at least three relevant actions from the “ Inclusive Partnership Practice Checklist ”. |
| Selection Method | A professional judging panel will review the entry. Every organisation that meets the stated Entry Requirements will receive recognition. |
Exemplary Inclusive Employer Award
| Eligibility | The Exemplary Inclusive Employer Award is the highest honour of this programme. All companies and organisations entering the Sustained Inclusive Workplace Development Award or Inclusive Pioneering Breakthrough Award that reach the standard of Practice Checklist Lv 2 automatically proceed to selection for the Exemplary Inclusive Employer Award. No separate application is required. |
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| Before Registration | No separate application is required. Complete the registration information for your selected main award. Entrants must retain supporting evidence. The Organiser will invite submission if it is considered necessary during assessment. |
| Assessment Focus | Evidence of action across all four dimensions—Employ, Enable, Engage and Empower—demonstrating a sustainable, replicable and scalable inclusive workplace model. Employees with disabilities need not only a job opportunity, but also hope for a future. |
| Entry Requirements | Refer to the “Inclusive Workplace Practice Checklist Lv 2” and implement actions in all four dimensions—Employ, Enable, Engage and Empower—with supporting evidence. Entrants must retain supporting evidence. The Organiser will invite submission if it is considered necessary during assessment. |
| Selection Method | The professional judging panel will select up to five recipients according to the breadth, depth, outcomes and sustainability of their practices in employing persons with disabilities or chronic illnesses, reasonable accommodation, employee participation, organisational systems and continuing development. |
Offer fair and sustainable positions and formally employ diverse talent through open recruitment, the Social Welfare Department's Supported Employment service, or the Labour Department's Work Orientation and Placement Scheme.
Provide professional skills training and practical guidance to employees with disabilities, and basic counselling and communication training to colleagues serving as work buddies or mentors.
Build a label-free team culture that promotes collaboration between employees with and without disabilities, or establish an Employee Resource Group (ERG) and an inclusive workplace with accessible facilities and systems.
Trust the professional abilities of diverse talent, enable them to lead projects independently and provide advancement opportunities; report disability-related indicators in annual or ESG reports to demonstrate long-term commitment.
Accessible Environment Award
| How to Enter | You may add this award if you wish; participation is not compulsory. At registration, briefly describe existing or planned improvements to the physical environment, digital accessibility or work processes; full outcomes or supporting evidence are not required at this stage. |
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| Assessment Focus | Proactive improvements to the physical workplace, digital systems or work processes that reduce barriers for jobseekers and employees with disabilities and other users. |
| Entry Requirements | Make improvements with reference to the Practice Checklist items on the physical environment, digital accessibility or work processes. |
| Selection Method | A professional judging panel will review the entry. Every company/organisation that meets the stated Entry Requirements will receive recognition; no public vote is required. Achievements approved by the organisation for publication may be displayed on the programme website and at public exhibitions to promote inclusive workplaces and help the organisation communicate its inclusion work. |
Inclusive Workplace Story Award
| How to Enter | You may add this award if you wish; participation is not compulsory. At registration, briefly describe the proposed story; the complete story, photographs, videos or any personal data are not required at this stage. |
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| Assessment Focus | Use authentic and engaging stories and images to show how inclusion happens in everyday work and the changes it brings to employees with disabilities, teams, service users or partners. |
| Entry Requirements | Submit images, photographs or short videos showing inclusion in everyday work, witnessed by teams, service users or partners. |
| Selection Method | The Organiser will first review eligibility, accuracy, privacy and consent for publication. A story and any information identifying an individual will be displayed only after consent has been confirmed with the company/organisation and the relevant data subject. Up to three recipients will then be selected according to the combined total of in-person and online public votes. |
Every company/organisation must select one main award. It may add the Accessible Environment Award and/or Inclusive Workplace Story Award according to its achievements and preference; neither add-on award is compulsory. All Sustained Inclusive Workplace Development Award and Inclusive Pioneering Breakthrough Award entrants who reach the standard of Practice Checklist Lv 2 automatically proceed to selection for the Exemplary Inclusive Employer Award. No separate application is required. Entrants must retain supporting evidence. The Organiser will invite submission if it is considered necessary during assessment.
Two Employer Levels・One Partnership Checklist
Inclusive Workplace Practice Checklists
You may already have a participation track in mind, or you may be new to this area and unsure where to begin with limited internal resources. You are not alone on this journey. Compare your organisation's experience with the track objectives and tick the relevant items. The checklist can be completed and printed from this page for internal discussion.
Practice Checklist Lv 1 Starting with no experience・For the Inclusive Pioneering Breakthrough Award
You do not need to achieve everything at once or immediately build the whole system. Taking a first step during the practice period—learning about inclusion, reviewing current arrangements, adjusting a process, trying a partnership or connecting with resources—is already a meaningful breakthrough.
| Practice Item | Already Implemented | Planned During the Practice Period | |
|---|---|---|---|
| 1 | Public Commitment to Inclusion Publicly express support for diversity, equity and inclusion on the organisation's website, social media, internal communications or event publications. | ||
| 2 | Initial Management Commitment Management, human resources staff or department heads take part in an inclusive workplace briefing, consultation meeting or internal discussion. | ||
| 3 | Inclusive Workplace Sharing Session Arrange training or sharing for existing staff on disability awareness, mental-health-friendly workplaces, chronic-illness-friendly practices or accessible communication. | ||
| 4 | Inclusive Recruitment Information State clearly in job advertisements, on the organisation's website or in application materials that applications from persons with disabilities, persons recovering from chronic illnesses and persons with special needs are welcome. | ||
| 5 | Review of Job Requirements Review current job advertisements and remove unnecessary conditions, such as unjustified academic, physical or language requirements, or overly broad competency requirements. | ||
| 6 | Reasonable Interview Adjustments Provide appropriate interview arrangements according to the applicant's needs, such as additional time, written instructions, a quiet interview space or attendance by a support person. | ||
| 7 | Accessibility Review of the Environment Review accessibility in the workplace, including entrances, passageways, toilets, lifts, reception areas and workspaces. | ||
| 8 | Work Process Review Select one department or role and identify tasks that can be broken down, have clear steps, are repetitive, or can be completed with assistive tools. | ||
| 9 | Small Workplace Adjustment Try one simple adjustment, such as visual steps, a work checklist, clear labels, a consistent workflow or step-by-step instructions. | ||
| 10 | First Social Procurement or Micro-outsourcing Project Purchase a product or service from a rehabilitation service unit, social enterprise or organisation employing diverse talent, or outsource a short-term, clearly defined, non-core task. | ||
| 11 | Workplace Visit or Job Shadowing Arrange a workplace visit, job-shadowing experience, mock interview or workplace exchange for persons with disabilities, persons recovering from chronic illnesses or persons with special needs. | ||
| 12 | Inclusion Resource Matching and Next-step Commitment Identify one inclusion need to explore with us—recruitment support, workflow redesign, staff training, social procurement or event collaboration—and set one achievable inclusion goal for the next three to six months. | ||
Practice Checklist Lv 2 Deepening practice・For the Sustained Inclusive Workplace Development and Exemplary Inclusive Employer Awards
Designed for organisations with inclusion experience that want to go further. The checklist uses the four structural 4E dimensions to show how individual actions can develop into a sustainable, replicable and scalable inclusive workplace model. All Sustained Inclusive Workplace Development Award and Inclusive Pioneering Breakthrough Award entrants who reach the standard of Practice Checklist Lv 2 automatically proceed to selection for the Exemplary Inclusive Employer Award. No separate application is required. Entrants must demonstrate action and retain evidence in all four dimensions. The Organiser will invite submission if it is considered necessary during assessment.
| Practice Item | Already Implemented | Planned During the Practice Period | |
|---|---|---|---|
| 1 | Employ Diverse TalentEmploy Successfully recruit and retain diverse talent through open recruitment, internal referrals, social service organisation referrals or other channels, including the Social Welfare Department's Supported Employment Training for Persons with Disabilities or the Labour Department's Work Orientation and Placement Scheme. | ||
| 2 | Job Redesign and Job CreationEmploy Proactively review work processes and reorganise repetitive, clearly structured or separable tasks into suitable roles that enable people of different abilities to contribute their strengths. | ||
| 3 | Flexible Work ArrangementsEmploy According to an employee's abilities, health condition or rehabilitation needs, provide flexible hours, phased return to work, part-time arrangements, adjusted workload or hybrid work. | ||
| 4 | Onboarding and In-service Training AdjustmentsEnable Adapt training to an employee's needs by using visual or staged content and providing clear work instructions, visual workflows, demonstration videos or repeated practice. | ||
| 5 | Assistive Tools and Reasonable AccommodationEnable Provide assistive devices, software tools, process prompts, a quiet workspace, clear signage or other reasonable accommodation according to the employee's actual needs. | ||
| 6 | Buddy Support SystemEngage Pair a newly recruited employee or an employee requiring support with a work partner or peer buddy to help them become familiar with work processes, team culture and day-to-day communication. | ||
| 7 | Inclusive Staff ParticipationEngage Encourage employees with disabilities, employees with chronic illnesses and other colleagues to participate together in staff activities, volunteering, internal sharing, corporate events or team building. | ||
| 8 | Supportive Workplace PoliciesEngage Include caregiver-friendly provisions, rehabilitation needs, mental health support or disability-related leave arrangements in human resources policies, reflecting an understanding of employees' different life circumstances. | ||
| 9 | Independent Responsibility for Work ProjectsEmpower Enable diverse talent not only to perform supporting duties, but also to take independent responsibility for defined tasks, service processes, customer contact, event support or small projects. | ||
| 10 | Reporting of Key IndicatorsEmpower Structure inclusion outcomes and report disability-related indicators and performance data in the organisation's publicly issued annual or ESG report. | ||
| 11 | Career Development and Advancement OpportunitiesEmpower Provide employees with disabilities or employees with chronic illnesses with skills development, internal transfer, promotion, salary review or long-term career pathways. | ||
Inclusive Partnership Practice Checklist Building bridges・For the Inclusive Partnership Leadership Award
For organisations that cannot employ persons with disabilities or chronic illnesses directly but can contribute expertise, networks, venues, equipment or other resources. Complete at least three actions during the practice period; select any item to view five practical examples.
| Practice Item | Already Implemented | Planned During the Practice Period | |
|---|---|---|---|
| 1 | Establish an Inclusion Contact and Action Mechanism Appoint a contact person, set goals and allocate resources, with regular reviews of support for jobseekers with disabilities and employees with disabilities employed by other partner companies/organisations. | ||
| 2 | Contribute Professional Expertise or Advice Use legal, human resources, technology, design, communications or other expertise to support jobseekers and employees with disabilities or inclusive employers. | ||
| 3 | Provide Venues, Equipment or Materials Provide accessible venues, equipment, technology, transport or materials that reduce barriers to training and employment activities. | ||
| 4 | Provide Skills Training for Jobseekers with Disabilities Provide job-search, digital, language, industry or workplace-readiness training according to participants' needs. | ||
| 5 | Provide Workplace Exposure and Industry Insight Help jobseekers with disabilities experience real workplaces, job requirements and career pathways. | ||
| 6 | Mobilise Industry and Professional Networks Use member, business or professional networks to connect employers with jobseekers with disabilities and inclusive employment opportunities. | ||
| 7 | Enhance Other Organisations' and Employers' Inclusion Capability Help other organisations or employers improve recruitment, management, communication and reasonable accommodation for jobseekers and employees with disabilities. | ||
| 8 | Develop Cross-sector Collaboration Connect business, education, professional and social welfare sectors in projects that advance employment of persons with disabilities. | ||
| 9 | Promote Inclusive Employment Use activities, publications, websites and professional platforms to raise public and industry awareness of disability employment. | ||
| 10 | Measure Outcomes and Sustain Commitment Measure support outcomes for jobseekers with disabilities and partner companies/organisations, and continue, improve or expand effective actions. | ||
Four starting points
Inclusion Tips
Not sure where to begin? These four practical tips are low-threshold actions you can start immediately.
Social Procurement and Business Collaboration
Social procurement: thoughtful gifts from social enterprises
How it works
Companies often order gifts for festive public relations, client appreciation or staff benefits. Consider purchasing professional fragrances blended by trainees with disabilities, handwoven products or other thoughtful items from social enterprises or rehabilitation organisations.
Quick action
When planning a staff activity or festive gifts, contact an organisation, workshop or social enterprise employing persons with disabilities or chronic illnesses, request its catalogue and place a first order.
Micro-outsourcing: streamline administrative work so your team can focus on core business
How it works
Many departments have short-term, recurring and repetitive duties, such as IT support assistance, district promotion, festive product packing, leaflet distribution or event ambassador services. Companies can outsource these non-core tasks to social enterprises or social service organisations employing diverse talent, with support from their professional instructors.
Quick action
Identify short-term or non-core tasks that could become a micro-outsourcing project and discuss them with rehabilitation organisations, social enterprises or related service units.
Professional service: engage an inclusive photography team
How it works
Annual meetings, team-building events and major conferences often require professional photography. Trained and well-equipped inclusive photography teams can provide high-quality on-location services.
Quick action
Engage an inclusive photography team for a staff or team-building event to add inclusive value to the occasion.
Work Process Redesign and Environmental Improvement
Process redesign: restructure work and create suitable roles
How it works
Inclusion does not require creating an unnecessarily demanding full-time position. Repetitive, clearly structured tasks within existing roles—such as data entry, filing or website testing—can be separated into suitable duties that enable jobseekers with disabilities to contribute their strengths.
Quick action
Consult the VRRC Inclusive Workplace Advisory Team for a free review of your existing workflow and recommendations on opportunities for redesign.
Small environmental changes: a few thoughtful centimetres can open access
How it works
Removing physical or digital barriers often begins with small changes: add a small ramp at a threshold, widen a passage for wheelchair access, or add text-to-speech and text enlargement to websites and internal systems so people of different abilities can work and access information more easily.
Quick action
The VRRC Inclusive Workplace Advisory Team offers a companion walkthrough to conduct a basic accessibility review of an office or event venue.
Internal Culture—Build a warm, label-free team
Shared awareness: inclusive workplace training that breaks invisible labels
How it works
Managers and frontline colleagues may feel uncertain when communicating with colleagues who have special needs. VRRC and its inclusion partners can provide Inclusive Workplace training, with experienced social workers, counsellors and persons with rehabilitation experience sharing practical communication and interaction skills.
Quick action
Set aside a lunchtime, half day or full day and contact VRRC to arrange an interactive and practical disability inclusion sharing or training session with our inclusion partners.
We are pleased to provide tailored staff training and sharing sessions for companies and organisations. Fees will be based on the duration and number of participants. In addition to tailored company or organisation sessions, VRRC will hold inclusive workplace training activities in the first quarter of 2027, open for registration by all companies and organisations. Places are limited; please watch for further VRRC announcements.
Dual support: frontline work mentor + peer buddy
How it works
When an employee with a disability or special needs joins, assign a frontline work mentor to teach job steps and a peer buddy to support team integration. Our team can provide counselling skills and follow-up support.
Quick action
Add a Buddy Guide to the staff handbook so all colleagues understand the inclusive culture and can build a clear, supportive network for new colleagues with special needs.
Cross-sector Transition and Network Promotion
Job shadowing: a low-pressure first day in the workplace
How it works
Tertiary institutions or special schools can partner with companies to arrange a one-day job-shadowing experience for persons with disabilities, helping them become familiar with a real workplace through visits and observation.
Quick action
Institutions or companies may register with VRRC for matching and support in planning a relaxed one-day job-shadowing experience.
Connect with the right support to make inclusion easier to start
How it works
Organisations may be unsure where to start: some need to understand the process of recruiting persons with disabilities, while others seek social procurement, work experience or professional consultation opportunities. Information can be overwhelming or may not match the actual need.
Quick action
VRRC can help clarify your organisation's needs and connect you with suitable services, resources or partnership opportunities, enabling different sectors to contribute in practical, accessible ways.
Questions you may have before joining
Programme Q&A
Q1 We are a small retail business with limited space and may not fully meet accessibility standards. Can we still join?
Yes. Inclusion does not have to wait until everything is perfect. Taking one genuine step forward is what matters. The Inclusive Pioneering Breakthrough Award is designed for organisations starting with no experience—we consider the progress made, not how advanced the starting point is. The VRRC advisory team will also help identify low-cost, high-impact modifications.
Q2 We have not worked with colleagues with special needs before. What if management or communication difficulties arise?
The VRRC Inclusive Workplace Advisory Team will provide advice or referrals according to your needs through telephone, video or team meetings, including staff training, guidance on setting up a Buddy system and counselling-skills support. If your organisation would like us to understand the work environment more fully, it may request an on-site exchange. The purpose is discussion and support, not inspection, audit or assessment.
Q3 Is there a participation fee?
Registration is free. The programme is supported by the Labour and Welfare Bureau's Public Education / Publicity Programme on Rehabilitation. Registration, VRRC consultation and exhibition participation arranged by the Organiser are free of charge.
We are pleased to provide tailored staff training and sharing sessions for companies and organisations. Fees will be based on the duration and number of participants. In addition to tailored company or organisation sessions, VRRC will hold inclusive workplace training activities in the first quarter of 2027, open for registration by all companies and organisations. Places are limited; please watch for further VRRC announcements.
However, inclusion measures independently chosen by a participating company/organisation may involve costs. These are not fees charged by the Organiser, and not every participant will need to incur them. Costs depend on the actions selected, existing facilities and operational needs. Examples include:
- installing ramps, handrails, automatic doors, accessible toilets or other accessibility facilities;
- modifying offices, workstations, lighting, soundproofing or staff rest areas;
- purchasing or renting assistive equipment such as height-adjustable desks, ergonomic equipment, magnification devices or prompting devices;
- purchasing accessible software, screen readers, voice-input tools, captioning services or licences;
- providing staff training on inclusive workplaces, disability equality, accessible communication or management skills;
- engaging sign-language interpretation, live captioning, audio description, Easy Read production or other professional services;
- commissioning accessibility assessments of premises, websites, digital platforms or work processes;
- producing inclusion guidelines, Easy Read, Braille, large-print, audio or multimedia materials;
- arranging transport, work assistants, job adjustments or other reasonable accommodation required by employees with disabilities;
- staff time, relief staffing, venues, event materials or administration arising from implementation;
- salary, Mandatory Provident Fund contributions, employees' compensation insurance and onboarding support for employees with disabilities;
- purchasing products and services provided by persons with disabilities, social enterprises or rehabilitation organisations.
A designated VRRC staff member will help identify practical and cost-effective options according to your circumstances. Your company/organisation decides whether to adopt any recommendation and incur related costs.
Q4 How much time and manpower are required?
Core commitments include keeping in touch with a designated VRRC staff member, completing actions from the relevant checklist during the practice period, and submitting entry materials later. The Inclusive Pioneering Breakthrough and Sustained Inclusive Workplace Development Awards require at least six actions; the Inclusive Partnership Leadership Award requires at least three. Telephone, video or team meetings can be arranged according to need; an on-site visit is not compulsory. Most actions can be integrated into normal operations without creating an additional post or project.
Q5 We already have inclusion measures. Will they count?
Yes. Organisations with existing practices may enter the Sustained Inclusive Workplace Development Award and will automatically be considered for the Exemplary Inclusive Employer Award. Assessment focuses on how the organisation continues to develop, deepen and consolidate inclusive practice from its existing foundation. Entry materials may demonstrate the full journey from earlier work to current achievements.
Q6 If we do not receive an award, will this be made public or affect our image?
Only the list of award recipients will be announced. Information about unsuccessful entrants will not be published. Participation itself—including consultation, training and exhibition exposure—provides practical benefits regardless of the result.
Q7 How will employees' personal data in entry materials be protected?
Participation normally does not require personal data about employees or jobseekers with disabilities or other people featured in a story. Apart from the contact and basic administrative information needed for registration, VRRC will not actively request identifiable personal data about individuals.
If an organisation considers such information helpful for explaining its inclusion work, it may decide voluntarily whether to submit it. The person's explicit consent should first be obtained, and pseudonyms, face blurring, voice alteration or removal of other identifiers may be used.
Providing information to VRRC does not constitute consent to publication. Identifiable content will be used on the website, at exhibitions or in promotional materials only after publication consent has been confirmed with the organisation and the relevant data subject. Please refer to the Privacy Statement and Personal Information Collection Statement.
Q8 How may an award be used?
Award recipients may refer to the recognition on their websites, in annual and ESG reports, job advertisements and promotional materials, and will be invited to the Award Presentation Ceremony.Award logo usage guidelines to be issued by the Organiser
Q9 Which award should we enter, and may we enter more than one?
Every company/organisation must select one main award: choose the Sustained Inclusive Workplace Development Award if you directly employed a person with a disability or chronic illness within the past 24 months; choose the Inclusive Pioneering Breakthrough Award if you have not done so but are ready to begin; or choose the Inclusive Partnership Leadership Award if you cannot employ directly but can contribute expertise, networks, venues, equipment or other resources. After selecting a main award, you may optionally add the Accessible Environment Award and/or Inclusive Workplace Story Award. Neither add-on award is compulsory. If you are still unsure, select “Not yet sure” during registration and VRRC will assist.
All Sustained Inclusive Workplace Development Award and Inclusive Pioneering Breakthrough Award entrants who reach the standard of Practice Checklist Lv 2 automatically proceed to selection for the Exemplary Inclusive Employer Award. No separate application is required.
Q10 May a social enterprise established to employ persons with disabilities enter?
This year's awards are primarily intended to encourage commercial enterprises and public organisations to begin or deepen inclusive workplace practices. Social enterprises whose primary purpose or core operating model is to employ persons with disabilities are therefore outside the scope of entries for this year. We greatly value their experience and expertise in inclusive employment and warmly invite them to participate as partners, suppliers or service providers, supporting other entrants in implementing inclusion actions.
Protecting participating organisations and data subjects
Privacy Statement and Personal Information Collection Statement
This statement explains how personal data is collected, used, disclosed, retained and protected during registration and participation.
View the full privacy statement
Last updated: 18 September 2026
1. Data User
The Vocational Rehabilitation and Retraining Centre (VRRC) of The Hong Kong Society for Rehabilitation is the Organiser and is responsible for collecting, holding, processing and using personal data relating to the programme.
2. Data Collected
Basic information required for registration and contact:
- the name, job title, telephone number, email address and company/organisation of the registration contact;
- basic company/organisation information, the selected main award, add-on award preferences and an overview of inclusion measures;
- necessary technical records generated by online forms or voting systems to maintain system security.
Information provided voluntarily at the company/organisation's initiative:
- inclusion measures, cases, stories, photographs, videos, audio recordings or other outcome materials;
- experiences or identifying information relating to employees or jobseekers with disabilities, service users or other individuals;
- disability, health or support-needs information directly relevant to an entry and provided voluntarily by the person concerned.
Apart from the contact and basic administrative information required for registration, VRRC will not actively request identifiable personal data about employees or jobseekers with disabilities, service users or other individuals. Any such information is provided voluntarily at the company/organisation's initiative. Required fields are necessary to process registration and make contact; other information is optional.
3. Purposes of Use
The data collected may be used to:
- process and confirm registration;
- verify eligibility and selected awards;
- arrange consultation, telephone or video meetings, team meetings and on-site exchanges requested by the company/organisation;
- follow up implementation progress and provide feedback;
- conduct professional assessment and public voting, and handle enquiries or complaints;
- produce exhibitions, the programme website, programme booklets, videos and award materials;
- contact participating companies/organisations and issue notices directly related to this programme;
- compile non-identifying statistics, reports and programme outcome information;
- comply with legal, funding, audit and reasonable administrative requirements.
If data is later proposed for a new purpose not directly related to the above, we will first obtain the data subject's voluntary and explicit consent.
4. Entry Materials Involving Employees with Disabilities and Other Persons
Participating companies/organisations should not submit an employee with a disability's diagnostic proof, medical records, Hong Kong Identity Card number or other excessively sensitive data unless genuinely necessary.
Where entry materials involve an employee with a disability or another identifiable person, the submitting company/organisation must:
- explain in advance the content, purposes, display channels and persons who may access the data;
- obtain the person's voluntary and explicit consent;
- ensure the person understands that refusal will not affect employment, services or other rights;
- remove unnecessary names, facial images, contact details and health information wherever possible;
- use a pseudonym, face blurring, voice alteration or another anonymisation method if the person does not wish to be identified.
5. Disclosure and Transfer of Data
To fulfil the above purposes, data may be provided on a need-to-know basis to:
- VRRC and authorised staff of The Hong Kong Society for Rehabilitation;
- judges and authorised programme personnel;
- service providers supplying forms, information technology, cloud storage, design, printing, video production, exhibition or voting services;
- government departments and relevant bodies responsible for funding, audit, regulation or law enforcement;
- members of the public viewing the programme website, exhibitions, programme booklets or promotional content, with the consent of the relevant company/organisation and data subject.
Service providers may process data only according to the Organiser's instructions and for specified purposes, and must adopt appropriate confidentiality and security measures.
6. Consent for Publication and Promotion
Voluntarily providing information to VRRC does not constitute consent to publication. Before any content identifying an individual is used on the programme website, at a public exhibition, in a video, programme booklet or promotional material, the Organiser will separately confirm publication and promotional consent with the company/organisation and the relevant data subject.
The Accessible Environment Award and Inclusive Workplace Story Award are optional add-on awards. Even where an organisation chooses public display, explicit consent is still required for any identifiable person. Refusal to provide personal data or consent to publication will not affect registration for or professional assessment of a main award.
7. Data Security
We will take practicable administrative and technical measures to protect personal data, including restricting access to authorised persons, applying appropriate access controls, and requiring relevant personnel and service providers to observe confidentiality.
8. Data Retention
Registration, consultation and assessment records will be retained for 24 months after the Award Presentation Ceremony and then securely deleted or anonymised, unless a different period is required by law, funding or audit requirements.
Award information, exhibition materials and programme records approved for publication may be retained for a longer period on the programme website, in publications or archives. The continued need for retention will be reviewed periodically.
9. Access to and Correction of Data
A data subject has the right to request access to and correction of personal data under the Personal Data (Privacy) Ordinance. Requests may be directed to:
Data Protection Contact
Vocational Rehabilitation and Retraining Centre, The Hong Kong Society for Rehabilitation
Address: Unit 14, G/F, 7 Rehab Path, Lam Tin, Kowloon
Email:vrrc@rehabsociety.org.hk
Telephone:2534 3588
We may request reasonable information to verify identity and process the request.
10. Enquiries and Updates
For enquiries about this statement or the handling of personal data, please contact us using the details above. Any revised statement will be published on the programme website with the date of update.
Take the next step
Register Now
Apply now or contact us with your enquiries. After receiving the registration, a designated VRRC staff member will contact your organisation, provide consultation and help refine your participation preferences.
Choose the registration method that suits you
Download either the Chinese or English fillable PDF and email the completed form to vrrc@rehabsociety.org.hk. You can also register online using either the Chinese or English Google Form. Please submit only once.
Registration period: 24 September to 31 October 2026. Every company/organisation must select one main award. The two add-on awards are optional and not compulsory. No supporting materials or evidence are required during registration.
Your organisation decides whether to provide personal data
Apart from the contact and basic administrative information required for registration, VRRC will not actively request identifiable personal data about employees or jobseekers with disabilities or other individuals. Voluntary submission does not constitute consent to publication; publication will be confirmed separately.
Fillable PDF Registration Form
Download and complete the form on your computer, then return it by email.
Online registration forms
You can register using either the Chinese or English Google Form. Please submit only once.
| Enquiry Hotline | 2534 3588(Contact: Ms Lau) |
|---|---|
| Official Email | vrrc@rehabsociety.org.hk |
| Office Address | 7 Rehab Path, Lam Tin, Kowloon, Hong Kong Unit 14, 1/F, HKSR Lam Tin Complex |
| Official Website | www.rehabsociety.org.hk |