Our understanding of corporate social responsibility (CSR) is seeing business corporations take social responsibility, for example in protecting the environment and helping the poor and disabled.However, many companies view social responsibility as charity activities and similar projects. These activities and projects are often conducted like a pulse – one time activity with no follow-up. It is difficult to have sustainable impact this way.

Here is one story that exemplifies this.A school in a remote and poor village in the west of China was donated over 1 million yuan by various corporations in order to build many new facilities.   However, no efforts or focus is given to the maintenance over time of these projects so after a while they start deteriorating.

Many companies swarm to remote areas, donating money to build schools, seeing it as a branding move. Yet they very rarely consider the long-run considerations, or the real needs of the recipients and the sustainability of their activities.

I ponder over a question frequently. Does CSR equate with doing charity? At last, I found the answer at Alfmeier.


We met Mr. Markus Schwarz, Executive Vice President of Alfmeier Automotive Systems Shanghai, in 2017. Mr. Schwarz was given a tour of our company Inclusion Factory, where he saw more than 30 employees with intellectual disabilities working on processing products in a special workshop. He decided to embark on a CSR partnership with us and outsourced orders to the Inclusion Factory.

Mr. Schwarz then gathered the management team of his company, and they agreed to outsource a certain component in their product for car seats to the Inclusion Factory, so as to support the employment of persons with disabilities.
Due to the special needs of our employees, the manufacturing equipment has to be somewhat automated in order to ensure a smooth and high-efficiency production. For this, Alfmeier formed an international team and provided us with a modified assembly equipment is suitable for our capabilities, and ensures and quality performance.
The team, which was comprised of project managers, internal auditor, and senior quality engineers, were all fully engaged and highly motivated.  With the help of their headquarters in Germany, the team finished the design for the machine provided to us, and shipped it specially from Europe for our new cooperation!  The team members worked together, and overcame the challenges of being in different locations and different time zones. Finally, the equipment was put into operation at the Inclusion Factory in February 2019.
That is why, to me, CSR is neither a checklist of activities nor a set of guidelines. It is most definitely not something that corporations have to accomplish by sacrificing themselves. Rather, CSR is a corporation using its core capabilities to resolve social problems and give everyone the ability to create social values.Many ask, “Should corporations have projects for social responsibility?” In the past, I would show the person asking this question the numerous benefits of fulfilling CSR, but now I answer them with my question, “Do corporations need the human resource and finance departments?”

And as corporations surely need human resource and finance, so does CSR should be a part of their daily operations. In fact, CSR is not as complicated as many people would think. We should look at the core capability of a company and see how it can be used to solve the problems in society. Solving a society’s problems is being socially responsible.

Alfmeier Automotive Systems Shanghai was awarded the Taicang Inclusion Factory  Corporate Social Responsibility prize

On the left, Mr. Markus Schwarz, Executive Vice President of Alfmeier Automotive Systems Shanghai – receiving the Inclusion Factory Gold Partner certificate from the Inclusion Factory Chairman of the Board Mr. Thilo Koeppe and Peng Xin, the Inclusion Factory employee working on the Alfmeier project

Alfmeier has now established “social responsibility” as one of its strategies and has committed to engage in more CSR projects in the future.Alfmeier CSR engagement shows us that CSR can and should be part of every corporation daily work and commitments.



The following article was written by Inclusion Factory’s Board Member and initiator, Mr. Erik Breslein, Managing Director of Zollner Electronics Taicang, and was published in Zollner’s Group Global newsletter.

Erik Breslein

An appeal for social engagement from Erik Breslein, Managing Director of Zollner China. In spite of some resistance, he helped create the Taicang Inclusion Factory, a workplace for People with Intellectual Disabilities. It has been emulated in the meantime.

Dear Readers,

I thought about this for a long time, how I should write such an article: the story of the founding of a workplace for People with Intellectual Disabilities
in China, the first one ever in the country. Eventually I decided not to write technologically and factual for a change and share with you my personal experiences. Why? I’ll tell you at the end of this article.

The Idea


Thilo and I have known each other for many years. He was the Chairman of the “TRT Taicang Roundtable”, where German Managing Directors met with the Taicang City Government once a month for an exchange. In 2014, Thilo and I went to dinner after such a meeting, and somehow we both, independent of each other, had had an idea in our heads to found a workplace for People with Disabilities in Taicang.
Both of us had our points of contact with social institutions in our youth. For me it was through an earlier female friend with the Theodor Fliedner charitable foundation in Mülheim an der Ruhr. She was a caregiver there for residential homes for
People with Disabilities. How beautiful was the merrymaking together…

And now?


An idea alone is known to be not enough, so Thilo said: “Let’s strew the topic out at the TRT Roundtable, maybe someone wants to join us.” No sooner said than done, we quickly became five. Then came weeks of hours-long meetings together until we had something of a common thread in our first concept
draft. One thing became pretty clear at the beginning: without the support of the local Chinese authorities, we could never pull off such a project.

The path to the Mayor and the Chinese Communist Party

“What do they want…?” was the first response of party officials. Jesicar, a General Manager of a German company in Taicang, and a member of our team, had her hands full as the only Chinese person to impart our idea. But somehow, after several hours-long meetings, the knot broke and the whole thing took off.

They put us into contact with the China Disabled Persons’ Federation (CDPF). There are about 85 million People with Disabilities in China, including, for example, someone who has just 50 percent vision in one eye. Just about 12 percent of these people actually have physical impairments because they need to sit in a wheelchair or require walking aids.

The founding…but where to find the start capital?

The government gave its green light, so nothing else stood in the way of founding the company. The five of us created a so-called Limited company in 2015 with all of us as volunteer members of the Board of Directors. We voted Thilo to be the Chairman of the Board.

But the challenge to source capital was giving us headaches. Jesicar, however, managed to get a subsidy from the Taicang government. Thilo entered into negotiations with KfW Germany to obtain credit worth over 1.7 million Euros. We each took on part of the work, Jesicar and Thilo fought on the legal and financial fronts, while Dietmar and I focused on the setup of production. Steve came in later, and took on training issues and integrated People with Disabilities
into his own company.


Inclusion Factory Board Members

Who is the leader?


All of us do the job of Member of the Board of Directors on a volunteer basis and without compensation outside of our normal job activities.
So we knew we needed external help for further development of the workplace for the handicapped.
Through an abundance of luck we found Nadav, whose wife studied in Beijing at the time. He was given the post of General Manager, and soon after, Marina, Nadav’s wife, a social worker with vast experience working with People with special needs also joined the team.

Like the rest of our employees, they receive customary market rates of pay. Our employees receive the same monthly wage as do Zollner Taicang employees in accordance with statutory provision and the market average.
We also profited immensely from the experience of Lebenshilfe e. V. in Offenburg. Achim, the Managing Director there, placed some of his employees, who
spent half a year in Taicang and trained Nadav and his team in how to work with People with Intellectual Disabilities.

Inclusion Factory 2015


Inclusion Factory 2020


And today…


…The Taicang Inclusion Factory stands on solid economic ground, thanks in the meantime to donations from fellow Chinese citizens.
Since Head of State Xi Jinping, General Secretary of the Communist Party of China, called for promotion of cooperation for the Inclusion of People with Disabilities about three years ago, the Taicang Inclusion Factory is seen as a showcase project in the entire country. Thus, just a short time ago, another workplace for the People with Intellectual Disabilities
was founded in its image by by Flex (formally Flextronics) in Zhuhai, Guangdong province.

Flex Mechanical Inclusive Factory in Zhuhai


We give about 50 employees a ‘home’, were they able to be awarded several contracts from companies and have also achieved the same level of function and technology as every other international company.

Inclusion Factory Team, 6 years ago.


Inclusion Factory Team, 2020

The Corona crisis affected us, too, but I believe we’ll come out of it with just black eye. It was hard for our employees not to be allowed to work during the lock down. The urge was great to once again take up a screwdriver together. Luckily we were able to resume regular operations again in May of 2020.

From my experience with this project I would like to encourage you all:

“Come together and do something good, even when it’s only a small thing!” It makes no difference whether you are engaged in a sports club or volunteer firefighting, or even taking over the weekly shopping for the sweet grandma across the street or something else.

A lifetime’s experience


I will be honest, we Directors reached in all phases of setting up of the workplace for the People with Disabilities places where we didn’t have a clue how to continue. Some hurdles seemed too high, and doing it in a foreign country. However: We did it! Together – because we stayed together!

And that is my message: If each and every one of us contributes just a small amount, it is the big picture that counts in the end.


Our societies consist of different social groups, each with its unique characteristics. However, it can be observed that in any society there are certain groups whose engagement with their country’s political, economic and social life is more likely to be hindered by numerous barriers. In the context of China, people with disabilities are one of those groups.

“Progress” has long been a keyword within China’s national development strategies, and the advancement of a nation demands a higher level of social inclusion, which is an enabler for people to fully participate in their community and society, regardless of their situation, background and identity. Achieving a higher level of inclusion necessitates joint efforts by the government, the public and civil society. A European Union-sponsored webinar with the purpose of promoting the notion of social inclusion among Chinese NGOs was held on the 28th of August, co-hosted by Oxfam Hong Kong and China Development Brief. The webinar focused on how people with disabilities can be better facilitated to take part in society. The speaker was Ms. Li Hui, a senior social worker with eight years of experience at the Work Accident Rehabilitation Centre (工伤康复中心) in Guangdong Province.

After starting off the webinar with the question “what do you call people with disabilities?”, Li Hui got the participants to look into their behaviour and come to the realisation that in many circumstances, people without disabilities actually view those with disabilities as “abnormal”. She pointed out that this is a misconception. Obtaining an appropriate understanding of disabilities should begin with a comprehensive definition, and Li Hui showed the participants that according to the Law of the People’s Republic of China on the Protection of Disabled Persons, “disabilities” are defined mainly from a medical perspective.

However, socially speaking, the definition of disabilities has already gone through a series of evolutions. Prior to 1984, people with disabilities in China were most commonly called “Can Fei (残废)”, which literally means disabled and wasted. They were likely to be prevented by their relatives from showing themselves in public spaces, and regarded as a burden by their families. Later on, disabilities were commonly defined with medical terms like “Can Ji (残疾)”, which means disabled and diseased. Disabilities were considered to be curable through medical treatment and rehabilitation, and the definition also stressed that people with disabilities should be positive and strong so they could try to reach the standard of being “normal people” within society. In the present, disabilities are called “Can Zhang (残障)”, meaning disabled and handicapped. This way of defining disabilities implies that loss and barriers to social inclusion are caused by lack of support from social systems. Reducing the barriers within social systems, increasing accessibility in public infrastructure and removing prejudices towards disabled people are of great help to allow those with disabilities to participate equally in the society.

Li Hui’s work pays attention to people who became disabled because of injuries from accidents at work. Used to being ordinary members of society, people with disabilities caused by injuries will inevitably experience a shift in their identity. Li Hui explained that in such cases initially people experience shock, but at this stage they only think they are injured and will recover again in the future. Later they gradually come to realise that the injury is severe and has caused many changes in their life, including in their capabilities and sometimes even appearance. They may be tempted to think of themselves as “incomplete”, because many of them have lost a part of their body or some physical capability. When they start to accept the reality of their disabilities, they focus on the doctors’ diagnoses and use them to re-define themselves. “At this stage, people’s identity can be totally based on their injuries, and when they communicate with other people with disabilities they tend to refer to themselves using medical terms for their injuries,” Li Hui said. “I often wonder what a hard process they must have gone through! As a person without a disability, I cannot fully understand it. But as a social worker who serves people with disabilities caused by accidents at work, it is important to learn this process and try to think in their shoes.”

But re-identifying or re-defining themselves as disabled is not the end of the story. What comes after is all kinds of labels and stigma attached to being “disabled”, and that is what makes Li Hui most concerned. “The stigma towards disabled people has severely affected many who were not born with disabilities, and it is something that we need to frequently confront in our daily work.” Discrimination towards people with disabilities has already been addressed by institutions such as the UN through international agreements or treaties, but regulations cannot fundamentally abolish discrimination. Li Hui believes that to a large extent, perceptions of people with disabilities are socially and culturally-framed misunderstandings. When they are accompanied by insufficient public infrastructure, these misunderstandings will undoubtedly cause not only inconvenience and mental suffering for the disabled, but also existing discriminatory thoughts to become stronger. Li Hui listed a few examples from real life: “parents whose children are disabled would complain to us that every time they take them out to the street, people would stare at them. Some of our clients told us that when they went to the bank, where counters are very high, they suggested to the staff that the bank should have counters that are friendly to people with disabilities, but most of the time they would be turned down, which is very upsetting.”

As Li Hui explains, “all kinds of standards exist to help people to fit in to society, yet many of them are set up without much consideration for the needs of people with disabilities. People whose disabilities are caused by accidents at work have already gone through very traumatic experiences, and now the alleged “standards” of the society are something that they find nearly impossible to reach, and stop them from participating in society. Moreover the public, and even their families and friends, would use those standards to judge them, because they have failed to reach them and therefore are different from most of us. People close to the disabled will also suffer from these judgements. This is unfair.”

Based on her work experience serving people with disabilities, Li Hui actively appealed for equal treatment of the disabled. “They are different from us,” Li Hui said, “but we are in fact all different from each other. People with disabilities hope that when people look at them what they see is not merely their disability, but also things like their personalities, achievements and hobbies. When people ask me ‘how should I treat people with disabilities? What should I do?’ I always say “treat them the way you want to be treated and do what you hope other people would do for you”. They want a decent life just as much as you and me.”

In practice, the path towards including individuals with disabilities in society is challenging, because it is intertwined with several factors. Li Hui has identified three prominent factors that have produced difficulties for disabled people to engage and re-engage with the wider society.

The social factor sets the external environment in which individuals with disabilities live, and so far the environment is not friendly enough in China. For example, most of the infrastructure for transportation, work places, restaurants and schools is only designed for citizens without disabilities, and this has directly prevented people with disabilities from leaving the home and being present in these public spaces. The existing welfare system for people with disabilities also has many issues. The fundamental problem is that the main focus of the system is on “disabilities” instead of “people”. Government policies acknowledge that people with disabilities need support, but do not recognise that being disabled does not mean losing all ability to participate and contribute to society. Current policies provide the disabled with limited financial support and channels to received education and search for employment opportunities, and this has in many ways denied these people the right to be an average member of society.

The individual and cultural factors are closely connected, and in many situations they reinforce each other. Li Hui revealed that people with disabilities commonly perceive themselves as a “lower class” of citizens with no or very limited power, rights, dignity and social value, and they do not have a sense of belonging to most, if not all, areas of society. These are things that individuals need to overcome in order to participate in society, said Li Hui, but the root of these perceptions and feelings are culture-related. If the public frequently view disabled individuals as “useless”, “inferior”, “negligible”, “abnormal” and “cursed”, these impressions will inevitably penetrate into the mind of people with disabilities and trigger these distorted perceptions in them.

Much work needs to be done by the government, public and civil society sector. As a social worker Li Hui feels that in practice, in order to help people with disabilities achieve social inclusion it is necessary to pay extra attention to raising individuals’ awareness of rights and social participation, introducing them to their social and legal responsibilities as a citizen of the nation, facilitating them to build close relationships with other people with and without disabilities and helping them to embrace a sense of belonging to groups, communities and the society.

Meanwhile, she also emphasised that the service has to be holistic and people and community-centred. Social workers should have the intention to focus on the patients’ physical, mental, social and spiritual needs, supporting people with disabilities as well as their families. Not only do workers help people with their treatment and rehabilitation, they also equip them to be included in the society with necessary skills and a positive mindset.

“People with disabilities need to show up and not hide anymore”, Li Hui maintains. “They have to let their needs be heard and known, and only then more changes in the environment, culture and entire society can occur. The civil society sector should be there to promote change from below.”

Li Hui shared a couple of cases she encountered in her work with the audience, to show the progress towards social inclusion made by both social workers and the disabled. Patients are offered different channels and encouraged to first engage with people who are in the same situation as them, and both online and face-to-face groups have been established. Thanks to Li Hui and her colleagues’ efforts, activities such as armchair marathons have managed to happen regularly. Moreover, social workers have also been actively engaging with government officials and workers in public transportation to advocate for a friendlier environment that accelerates the process of social inclusion, for example setting up facilities that enable people with disabilities to access underground services.

One inspiring point in her sharing comes from disabled individuals’ reactions to the help they received from social workers. Many of them have successfully engaged with different sectors, landed job offers and built up new relationships after receiving treatment and training workshops, and a good number have chosen to commit themselves to the same work that Li Hui is doing, helping other people with disabilities to regain their self-esteem and be involved in society. This phenomenon has hugely encouraged Li Hui and her colleagues to continue their mission. “We know about two or three couples who met each other in the rehabilitation centre and later got married. Now they are all working on programmes that aim to facilitate the social inclusion of people with disabilities and stand up for change. Their stories and journeys have been widely spread in their circles, and have given people a lot of hope for their future.”

Li Hui ended this informative and inspiring webinar by raising a few questions to reflect on how different actors within society can assist with social inclusion under the existing social, welfare and cultural systems. How do social workers make an impact on the life of people with disabilities by using their professional knowledge and skills? How do institutions and civil society organisations set their goals and promote their services to people in need? How can the society assemble resources and redistribute them to foster social equality? “Our country has already realised the need of people with disabilities to participate in society, and relevant laws and regulations have been passed. Things are moving towards a brighter future, but changes are happening slowly. We still have a long way to go, but we move ahead with good hope.”

As a social enterprise, our mission is to promote the employment of people with disabilities. Offering excellent service for our customers lays the foundation of our enterprise.
We are always open to feedback. New ideas help us to improve in all different ways.Comprehensive analysis of customer needs and satisfaction is an important way for us to keep improving the quality of our service. This year, we conducted a comprehensive customer satisfaction survey.
The overall average score is 9.6 points. Looking at the various categories, customers are most satisfied with corporate social responsibility (up to 9.8 points), while they rated their satisfaction with our service at 9.6 points. This shows that we not only fulfill corporate social responsibility but also meet the emotional needs of our customers, along with the delivery requirements of their products. 

Scores of Each Question

2020 VS 2019

Compared with 2019, our overall scores have increased. There was a slight decline in satisfaction with quotations and communication, but there were significant improvements in quality, transportation services, corporate social responsibility and overall satisfaction.
We have been able to achieve such impressive results thanks to the efforts of every frontline operator in Inclusion Factory, as well as every member of our production management team.
We strive for excellence – In every aspect, at all times. From quality of products to development of employees, the Inclusion Factory is all about excellence. Striving for holistic excellence drives our daily ambitions. 

Corporate Social Responsibility is an important strategy in companies, but many managers do not know how to comply with it and put it into practice. We prepared a 3-minute video to explain exactly that, we promise it is worth watching!




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“There is immense power when a group of people with similar interests gets together to work toward the same goals”; it is rare to find those people, and we were lucky enough to run with SAP.

Inclusion Factory

SAP’s vision is to “make the world run better and improve people’s lives”, and the “diversity and inclusion” strategy is one of the means to achieve this vision. Sap has always regarded diversity and inclusion as the company’s development strategy. In 2013, SAP launched the autism at work program globally to create an equal opportunity for people with disabilities to be included into the mainstream workplace. So far, 175 talents with autism have been employed by SAP.

Today, SAP’s smart hand extends to a wider field, using its technical advantages in enterprise management software to help Taicang Inclusion Factory’s digital transformation. Taicang Inclusion Factory is a social enterprise dedicated to promoting the inclusion of people with intellectual disabilities into the society. It employs nearly thirty full-time employees with intellectual disabilities, who are responsible to assemble and process automotive and electronic parts and components. The goal is that using professional vocational training, the employees will improve their skills and in the future will be able to work in a regular enterprise.




Diverse Employees – Diverse Challenges

In the Inclusion factory, each employee is unique, and his or her working abilities are also different from other employees. The products of the factory are diverse, and dozens of products need to be assembled in a day. Therefore, shift management has become a very complex task in the daily work of the factory. On the one hand, the factory needs to consider the quality demands of the customer & the delivery time of the order. On the other hand, the factory also needs to consider the different abilities of the employees. The most important thing is to visualize the entire interactive interface so that each employee can independently obtain work information.

“I need at least one hour a day to arrange employee scheduling. The Excel scheduling table we designed is very complicated and has many formulas. It is easy to make mistakes if you are not careful, and it is not very flexible to adjust.”

——Haiyan, Job Coach, Inclusion Factory

“The data in our production workshop and warehouse management department can’t be cleared. I often chase my colleagues in the warehouse management department to ask what the order volume is for tomorrow, and my colleagues from the warehouse department often come over and ask me how the production is going. “

——Bei Bei, Job Coach, Inclusion Factory

In order to face these problems, the shift management system that are available on the market, cannot meet the needs of the Inclusion Factory.

SAP’s helping hand

After the Inclusion Factory team explained SAP the challenges they faced, SAP team established a team of volunteer experts. After a year of hard work, the first version was released at last.

Later, after repeated testing by the Job Coaches, the SAP team also carried out many iterations of the version. Finally, the system was officially put into operation in April this year.

Digital empowerment to help the inclusive employment of people with disabilities

Visualized barrier-free design: This system inherits SAP’s inclusive corporate culture. Its interactive interface fully considers the cognitive characteristics of people with intellectual disabilities. With the graphical interface of information visualization, employees with disabilities in the workshop can quickly understand the work arrangement without hindrance.

One-key scheduling: The work that originally took an hour can be completed in seconds.

Freely and conveniently switching between multiple modes: in order to further develop the skills of the employees, we would like employees to work on different products throughout the day. However, each employee’s work efficiency for each products is different. Thus, the need to increase our production capacity is hard to achieve; this system can be flexibly adjusted according to the status and lead-time of different orders.
When the order volume is relatively large or urgent, the “maximum capacity” mode is on; and the shift management system will give priority to the employee’s work efficiency. When the order is small or not urgent, the “minimum capacity” mode is on. The shift management system will prioritize employee’s training needs, to allow employees to do products they have not done before, with the purpose of improving the productivity level of employees. When “employee care” mode is on, the shift management system will prioritize arranging employees to do a variety of products during the work day to enhance their joy and interest in the daily tasks.

Seamless data connection: today, all departments can share data seamlessly through this system, greatly reducing the time spent on internal communication.

Tracking production capacity: we can intuitively see the progress of each order and understand the changes in the productivity of each employee.

The complex and refined business scenarios and standardized and modular products corresponding to existing SAP products far exceed the needs of the Inclusion Factory. Therefore, we need to use an innovative way of thinking to design, develop and deliver products. Our SAP engineers and designers used design thinking, Job-to-be-done and other innovative methodologies to guide our entire project. At present, the product has been successfully launched, and we are looking forward to a larger goal to explore a new business model for customers like the Inclusion Factory. This can be a new product development model and new product standards for SAP, and ultimately to create a new business ecology and make greater contributions to the sustainable development goals.

Anniwa Abulizi

SAP Innovations Location lead

“Not too often we get the opportunity to combine Social & Technological Innovation. Imagine the following: a software that plans production while keeping the social and developmental needs of our employees as one of the top considerations of its algorithm. This is truly one of the most amazing cooperations we ever had, and we continue to explore how SAP, as a world leader in software development can further develop the Inclusion Factory as a leading global practice in Inclusion based Technologies!

——Nadav Ben Simon

General Manager, Inclusion Factory

With the help of the SAP team, Taicang Inclusion Factory carried out a great change, the production capacity has been significantly improved, and each employee with disability directly benefits from this technological revolution, which eliminates various barriers and allows the employees to enjoy accessible and comfortable work environment.


Thank you SAP China


Our Life, Our Decision, Our beauty… Today we are celebrating diversity, fairness and acceptance of people who were born what the society presumes “different”.

In fact, aren’t we all different? The difference between the “so called” regular people and people with Down Syndrome is just one single extra chromosome. This extra chromosome contributes to more happiness than average, to the love of hugging and showing affection, to a lovely appearance and to a unique personality….Let’s celebrate this day in the happiest way possible!

We, at the Inclusion Factory, are lucky to have 4 colleagues with extra chromosomes! Here is to them, to their happy and beautiful self. Happy Down Syndrome Awareness Day to all of us!



Ji Yiran is an adult living with Down syndrome. She lives a happy and worthwhile life, proud of her work and secure in the love of her family. Employed, participating in volunteering activities, engaging in sports and dance, a music lover and a fashionist at heart; those are only a few of Ji Yiran’s talents and interests in life.

JiYiran, also known as Ran Ran, was born 20 years ago in Liuhe town. From a very young age, she had a strong connection to music and fashion. As a child, she used to wear dresses, sing and dance around the house all the time. Music has become a close companion in her life, wherever she goes, she always takes her music along.

Ranran also has a big wardrobe filled with dresses and skirts that she loves to wear in house and out.

Ranran’s in the shoot

After graduating from high school in 2018, Ranran started working at the Inclusion Factory in Taicang, where she works in an automotive production line; she really likes her job and colleagues.

Ranran is working

The only small issue she has is the requirement to wear pants at the work place, a standard safety measure; the first day on the job Ranran came all dressed up, wearing a skirt and the look on her face when she was required to change to pants was priceless!

Ranran’s in the shoot

As her mother told us, the moment Ranran came home from work, the first thing she did, was taking off her work clothes and putting on a dress and then singing and dancing!Of course! Music, this great companion is also present at the Inclusion Factory – Every day during break time, Ran ran puts her headphones on and listens to her favorite music, usually it is TF Boys; and she dances to the beat. She has also been very engaged in morning exercise as it involves the opportunity to dance during work time!
In March 2019, Ranran participated in ‘Designed for Success’ a Fashion Campaign organized by Zurita (a Spanish Fashion brand) in a cooperation with the Inclusion Factory, the aim of this Fashion campaign is showing the world that beauty does not see ability, gender or age; beauty belongs to all!

Besides this great purpose, it was a great opportunity for our Ranran to combine her love for fashion and beauty; the possibility to wear beautiful clothes and to ‘be famous’ were appealing to her.

Ranran’s in the shoot

When the day of the photo shooting arrived, the excitement was in the air, there was a hair designer, a makeup artist and a fashion stylist that made this days pecial for Ranran and the other models.
You have never witnessed happiness if you have not seen Ranran that day: looking at her beautiful self in the mirror, feeling proud and self-confident, and just simply happy!
They say that ‘You go as far as your dreams are…’ and Ranran has some big dreams to fulfill! If we are lucky enough, we might have the chance to see her dancing in some famous show one day or maybe becoming a presenter of a fashion brand, you never know.
What is your impression after reading Ranran’s story? Everyone is welcome to share ideas and leave a comment.

Since our inclusive employment report Inclusion at Work:Guidelines for Social Inclusion in China was released, it has already had 4579 views. The report’s call for inclusive employment echoes the United Nations Sustainable Development Goals, including No Poverty, Quality Education, Decent Work and Economic Growth, and Reduced Inequalities.

The Sustainable Development Goals (SDGs) unanimously adopted by 193 member states in 2015 represent United Nations` largest program guiding global development between 2015 and 2030. These 17 goals provide us with a guidance how to solve challenges that our world has been facing.

We are very grateful to SDG Help Desk for including our inclusive employment report into their E-library. Let us have the opportunity to show the world the wisdom of social entrepreneurs in China, and good practices about inclusive employment of people with disabilities.

The Sustainable Development Goals Help Desk is a one-stop online service providing access to Sustainable Development Goal (SDG)-related tools, knowledge products, data portals, expertise, advice, and opportunities for peer-learning and regional South-South cooperation through thematic areas, covering a multitude of topics.

If you are interested in our report:Click to know more


The European Union Chamber of Commerce in China has been a strong advocate of CSR over the past years. This year`s CSR Awards Ceremony brought International and Chinese Business and Organization Leaders, CSR experts, as well as representatives of Government from all over China to Nanjing.

The CSR Awards aim to acknowledge successful projects with CSR value, raise sustainability awareness, and share experience with promoting social corporate responsibility in China.

We are very honored to win the SMEs Award: Excellence in Responsible Innovation, we would also like to express our gratitude to the European Chamber of Commerce for their support and trust.

Our project Mechanical Inclusive Factory was done in cooperation with Flex, where we established a special production line fully operated by people with intellectual disabilities.

Looking back at this project, we have come across many difficulties, but we have always had the same goal: inclusion of people with intellectual disabilities into the mainstream working environment. Slowly, together with Flex we overcame all the difficulties and brought this project to the world.

We believe that having a job is not only offering a salary but also providing hope for people with intellectual disabilities and their families. Thanks to this project, their role from consumers was transferred to contributors to our society.

Now Mechanical Inclusive Factory has been running almost for one year and has already employed 12 people with intellectual disabilities.

By giving us this award today, European Chamber proved that this model has been successful and innovative. Also, we want to say thank you to the Flex team, who decided to do another big step towards inclusion!

We hope that more and more responsible companies will join us on the road to inclusion. We promise you that this inclusion trip will exceed all your expectations.