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orange roulette RTX Corp. stock underperforms Monday when compared to competitorsAccess Bangladesh Foundation, in collaboration with The Daily Star, organised a roundtable titled "Building a Disability-Inclusive and Supportive Workplace Culture in Bangladesh" on October 23, 2024. Here, we publish a summary of the discussion. Albert Mollah, Co-Founder and Executive Director, Access Bangladesh Foundation According to the Labour Force Survey 2022, only 27.29 per cent of persons with disabilities aged 15 and older were employed. Meanwhile, the National Survey on Persons with Disabilities 2021 suggests that the percentage is 33.78 per cent. The Labour Force Survey 2022 also reveals that the employment ratio for persons with disabilities is highest in the agriculture sector (52.61 per cent), followed by the service sector (36.71 per cent) and the industry sector (11.13 per cent). However, only 12.81 per cent of persons with disabilities are employed in the formal sector, while 87.19 per cent work in the informal sector. Around 80.91 per cent of persons with disabilities do not have the entry-level educational qualifications required for admission to TVET institutes, with only a small percentage (0.21 per cent) receiving vocational training. The enrolment of women with disabilities in vocational training is even lower (0.13 per cent). The losses incurred by excluding persons with disabilities from the workforce are significant. A study conducted by the International Labour Organisation (ILO) in ten low- and middle-income developing countries found that the economic losses from excluding persons with disabilities are estimated to be between 3 and 7 per cent of a country's GDP. Yet, they continue to be excluded from the workforce. This exclusion persists despite various legal frameworks that support employment opportunities for persons with disabilities, such as the United Nations Convention on the Rights of Persons with Disabilities (UN CRPD). The overarching principle of the Sustainable Development Goals (SDGs) – "Leave No One Behind" – also aligns with these issues. Persistent negative perceptions and stereotypes limit work opportunities for persons with disabilities. The lack of accessibility, necessary accommodations, and opportunities for skill development, quality education, and vocational training make it even more difficult for them to receive education and find work. While the country has laws and policies supporting persons with disabilities, inadequate enforcement of these policies and the lack of comprehensive support systems hinder their progress in employment and education. Some key strategies can be implemented to enhance employment opportunities for persons with disabilities. One is to increase awareness and training for employers. Employers should be educated about the benefits of hiring persons with disabilities and trained in inclusive hiring practices. Employers and HR professionals can play a crucial role in fostering an inclusive workplace culture by improving accessibility, providing reasonable accommodations, and developing and implementing supportive policies and practices. The government also needs to strengthen existing laws and policies and ensure their implementation to promote employment opportunities for persons with disabilities. Sufficient budgetary and resource allocation is also crucial for fostering inclusive employment. Investments should be made to make workplaces and public spaces more accessible. Akash Rahman , Assistant Admin and HR Officer, Access Bangladesh Foundation I completed my SSC in 2010 and my HSC in 2012 from the Dhaka board. Subsequently, I earned my bachelor's degree in 2016 and my master's degree in 2017 from Jahangirnagar University, under the Faculty of Sociology in the Department of Government and Politics. Following my studies, I began my job search, facing discrimination and harassment at every step of the process. I participated in over 50 recruitment exams, yet employers consistently chose other candidates over me due to my disability. Eventually, I was given the opportunity to complete a six-month internship at Access Bangladesh Foundation. In 2021, I joined Access Bangladesh Foundation as a full-time staff member, where I have now been working for four years. There are many people like me across the country, so I have one request for employers: please come forward and provide job opportunities for persons with disabilities. Hawa Islam , Job-Seeker I am a woman with hearing and speaking disabilities, and this has hindered my career progression. I sought work in various sectors, starting with a restaurant and then moving on to IT companies, furniture shops, and even RMG factories. However, in most instances, employers would not offer me a suitable role after the three-month training period due to my disability. Accommodation issues also arose. I could only work at the RMG factory for eight months, as my disability was exploited to assign me additional tasks, resulting in work hours nearly every day from 8:00 a.m. to 10:00 p.m. My experience highlights that women with hearing and speech disabilities face even greater discrimination in the workforce due to communication barriers present in almost every sector. Nazmus Sakib , Diversity and Inclusion Officer, UNDP An educational barrier exists that discriminates against persons with disabilities compared to those without, even before they enter the workforce.The quota system has never truly helped us in this regard. It is important to recognise that job seekers are also users of digital products, and companies should factor this into their recruitment processes. It is the responsibility of organisations to ensure digital accessibility and reasonable accommodations in recruitment exams and interviews for persons with disabilities, making the job-seeking process fair for them. Another important point to remember is that disability is not homogeneous. The struggles of someone with a disability from a remote area in the country are significantly different from my struggles as a person with a disability from an urban area. The types and levels of disabilities are also key factors. People's unconscious biases prevent us from reaching our full potential. Our productivity relies on accommodation and accessibility. Ensuring these factors are in place will enable us to contribute more effectively to the country's economy. Nazma Ara Begum Poppy , National Project Support Officer, UN Women Bangladesh The barriers encountered by women with disabilities are significantly heightened in a system that already discriminates against women without disabilities. This is largely due to our lack of awareness of the issue. In our society, women face numerous security concerns, which are exacerbated for women with disabilities. These challenges can result in a severe shortage of appropriate accommodation and transportation options. These are the reasons why women with disabilities do not receive the necessary moral support from their families when they wish to enter the workforce. In my opinion, accommodation and transportation are two areas on which employers need to focus. We also need documented research to inform policymaking in these aspects. Mahmudul Hasan , Assistant Director, SWID Bangladesh The Neuro-Developmental Disability Protection Trust Act 2013 is not active enough. The government must be held more accountable on this front. It should also analyse the skill levels of this population and identify areas where they can be employed without difficulty. The findings of such analyses should be disseminated among employers. At the same time, employers need to be educated and trained on the abilities of persons with intellectual disabilities. Persons with intellectual disabilities require job security, support, and coaching facilities, which employers must ensure. Meanwhile, the Special Education Programme should prioritise rehabilitation rather than focusing solely on teaching basic life skills. It needs to be more relevant and tailored to vocational training and employment opportunities. Ridma Khan , Director, Women Chamber of Commerce and Industry Systemic discrimination against persons with disabilities prevents them from accessing mainstream education and employment opportunities. Women with disabilities face multiple layers of marginalisation – for being women and for having disabilities. Creating awareness to remove the stigma associated with disabilities is extremely crucial. Businesses are profit-driven ventures, and they need proper incentives for hiring and training persons with disabilities. Affirmative action involves more than just quotas. Providing employment opportunities for persons with disabilities is the first step; however, it is equally important to sensitise the workplace to meet their specific needs. We must ensure that we are actively advocating for these issues while implementing women-specific policies to facilitate their inclusion in the workforce, including as entrepreneurs. Muhammad Habibur Rahman , Assistant Secretary-General (Legal Affairs), Bangladesh Employers' Federation (BEF) I believe that, just as employers have a responsibility to include persons with disabilities in their companies, we also have a responsibility to give our best to the job. The government also bears the responsibility of implementing the legal provisions for persons with disabilities. It is not only about enforcing existing laws but also about fostering social acceptance. For instance, the law mandates reserving 5 per cent of seats on public transportation for persons with disabilities. However, in my experience, attempting to claim these rights often leads to unpleasant consequences. These issues require attention, and raising awareness is key in this regard. Bangladesh's Labour Law should properly address the challenges faced by employees with disabilities. Dr Mohammad Sohrab Hossain , Executive Director, CRP Workplace modifications through accessibility audits are essential for creating disability-friendly environments. Currently, many young individuals have been admitted to the CRP following injuries sustained during the July uprising. Our plan is to rehabilitate them after their treatment by offering access to training, employment opportunities, and additional support such as microcredit schemes. This is undoubtedly a challenging undertaking, and we hope to gain your support in this endeavour. I am confident that today's discussion will lead to valuable recommendations and promote collaboration to address accessibility issues. This initiative is a significant step in raising awareness and driving meaningful change. Moving forward, it is essential to prioritise actionable strategies that can effectively improve accessibility and foster more inclusive environments. Md Ayub Ali Sarker, Senior Specialist, TVET & Skills Development, UCEP The National Skill Development Policy 2022 must be implemented effectively to ensure the inclusion of persons with disabilities in the skills system. Ensuring accessibility is one of UCEP's core responsibilities, and we are working on infrastructural accommodation in collaboration with relevant organisations. However, our capacities are also limited. Capacity development is crucial when it comes to ensuring accessibility and inclusion. Tasmiah Tabassum Rahman , Associate Director, BRAC Skills Development Programme BRAC's current module provides 70 per cent of informal training for persons with disabilities through the STAR model. It is based on a pedagogical method that relies on the relationship between a mentor and a mentee. For example, we send our beneficiaries to a tailoring shop to learn the craft from the head of the business. We focus on informal training because research shows that most persons with disabilities are employed in the informal sector, largely due to the barriers they face in accessing mainstream education. Additionally, it is often easier for them to secure employment in informal sectors than in more technical fields. The real challenge begins after the training period concludes. Securing employment or establishing a business can take an additional three to four years. The difficulty often lies in obtaining the necessary funding and ongoing support during this extended phase. To address these challenges, it is crucial to update training materials and methodologies to be more disability-friendly. Trainers should also be educated in disability-sensitive practices to ensure the training process is inclusive and effective. Rtn Md Mashequr Rahman Khan , PHF, President, Bangladesh Society for Human Resources Management (BSHRM) We should focus on the abilities of persons with disabilities rather than their disabilities to address employment challenges. It is worth remembering that some of the brightest individuals the world has known, such as Stephen Hawking and Helen Keller, had disabilities. Our organisation includes HR professionals from across the country, enabling collaboration through our network to make workplaces accessible and inclusive. A. B. M. Faqrul Alam , Group Sustainability Lead, Urmi Group We need to restructure or redesign jobs to make workplaces more inclusive. Accessible workstations, stairs, dormitories, regular training, and social support should also be prioritised. Additionally, employing family members is a key strategy to help retain staff and maintain a stable workforce. Rather than treating these measures as CSR (Corporate Social Responsibility) activities, we need to incorporate them as routine practices. Farjana Reza , National Programme Officer, Social Protection, ILO We are deeply committed to promoting social justice and ensuring that all workers, including persons with disabilities (PWDs), have the opportunity to lead decent and fulfilling lives. However, societal barriers often hinder the inclusion of PWDs in the workforce. Bangladesh has made significant strides in recognising the rights of PWDs, such as ratifying the Convention on the Rights of Persons with Disabilities in 2007. Despite this, challenges persist in translating these commitments into tangible actions. For example, while the government has implemented a 1 per cent employment quota for PWDs in public and semi-public sectors, the actual employment rate remains significantly lower due to underreporting and limited data. To address these issues, the government has initiated programmes such as the Inclusive National Employment Policy 2023 and the 8th Five-Year Plan, which provide vocational rehabilitation and microcredit support for PWDs. Partnerships with organisations like the Inclusive Job Centre (IJC) and the Bangladesh Business Disability Network (BBDN) are also encouraging private sector participation in inclusive employment practices. Despite these efforts, systemic barriers—including societal stigma, lack of awareness, and bureaucratic hurdles—continue to limit opportunities for PWDs. To overcome these challenges, it is crucial to strengthen data collection systems, evaluate the effectiveness of existing programmes, and address systemic issues hindering the inclusion of PWDs. The ILO is actively working to promote inclusive employment for PWDs through initiatives such as developing service-based employment models, providing access to education and skills development programmes, and advocating for inclusive workplaces. By prioritising the inclusion of PWDs, Bangladesh can create a more just and equitable society. We urge all stakeholders, including the government, employers, and civil society organisations, to work together to realise this vision. Murteza Rafi Khan , Chief Executive Officer, Bangladesh Business and Disability Network (BBDN) The National Action Plan on Disability recognises the role of employers in making the workforce more accessible and inclusive for persons with disabilities. However, the implementation of these plans is not always consistent. Nonetheless, the initiative represents a positive step towards involving multiple sectors in creating an inclusive environment. One of the key challenges is upskilling individuals with disabilities and integrating them into the workforce. This remains a significant issue in employment, and we aim to adopt a demand-driven approach to address it. Such an approach would involve close collaboration with employers to ensure that the training provided is aligned with market needs and meets established quality standards. It is essential to recognise that disability is simply another human experience—a form of diversity. The business incentive to include persons with disabilities lies in building a diverse workforce that embraces cross-sectional perspectives and innovative approaches. Mohua Paul , Co-Founder and Chairperson, Access Bangladesh Foundation Instead of creating new job opportunities, we should focus on assimilating persons with disabilities into existing jobs by matching their abilities and skills. I have been working for 42 years, and accessibility remains a persistent issue. Transportation is another crucial area that demands attention. Currently, only the metro rail system is fully accessible for persons with disabilities. The situation is even more challenging in rural areas, particularly for women with disabilities and individuals with severe conditions such as cerebral palsy, autism, intellectual, visual, speech, and hearing impairments. It is imperative to address these issues comprehensively. Tanjim Ferdous , In-Charge, NGOs & Foreign Missions, Business Development Department, The Daily Star & Moderator In Bangladesh, persons with disabilities face numerous obstacles in various spheres of society, especially in employment. They are often deprived of services and opportunities due to social prejudice, discrimination, negative mindsets, and infrastructural limitations. The challenges are even more pronounced for women. Women with disabilities are at increased risk of violence and social isolation due to exclusion from employment, education, and social activities. Through this discussion, we hope to drive positive change and promote equity and inclusion for persons with disabilities in the workplace. Recommendations Ensure that infrastructure and information at all levels are accessible and disability-friendly. Enforce existing policies adequately and provide comprehensive support. Promote awareness-raising programmes highlighting the capacities of persons with disabilities, particularly women, to reduce stigma and stereotypes. Undertake targeted employment programmes for persons with severe disabilities. Recognise employers who champion inclusive hiring and workplace accommodations, showcasing their contributions as role models for others. Ensure the implementation of employment quotas for persons with disabilities in both government and private sectors. Formulate career-centric special education and training programmes. Conduct audits to assess the accessibility of infrastructure and information. Ensure digital accessibility, particularly for employing visually impaired persons. Design disability-friendly training modules. Make financial products more accessible for persons with disabilities. Focus on safe accommodation and disability-friendly transportation. Provide sufficient vocational training opportunities for persons with disabilities. Access Bangladesh Foundation, in collaboration with The Daily Star, organised a roundtable titled "Building a Disability-Inclusive and Supportive Workplace Culture in Bangladesh" on October 23, 2024. Here, we publish a summary of the discussion. Albert Mollah, Co-Founder and Executive Director, Access Bangladesh Foundation According to the Labour Force Survey 2022, only 27.29 per cent of persons with disabilities aged 15 and older were employed. Meanwhile, the National Survey on Persons with Disabilities 2021 suggests that the percentage is 33.78 per cent. The Labour Force Survey 2022 also reveals that the employment ratio for persons with disabilities is highest in the agriculture sector (52.61 per cent), followed by the service sector (36.71 per cent) and the industry sector (11.13 per cent). However, only 12.81 per cent of persons with disabilities are employed in the formal sector, while 87.19 per cent work in the informal sector. Around 80.91 per cent of persons with disabilities do not have the entry-level educational qualifications required for admission to TVET institutes, with only a small percentage (0.21 per cent) receiving vocational training. The enrolment of women with disabilities in vocational training is even lower (0.13 per cent). The losses incurred by excluding persons with disabilities from the workforce are significant. A study conducted by the International Labour Organisation (ILO) in ten low- and middle-income developing countries found that the economic losses from excluding persons with disabilities are estimated to be between 3 and 7 per cent of a country's GDP. Yet, they continue to be excluded from the workforce. This exclusion persists despite various legal frameworks that support employment opportunities for persons with disabilities, such as the United Nations Convention on the Rights of Persons with Disabilities (UN CRPD). The overarching principle of the Sustainable Development Goals (SDGs) – "Leave No One Behind" – also aligns with these issues. Persistent negative perceptions and stereotypes limit work opportunities for persons with disabilities. The lack of accessibility, necessary accommodations, and opportunities for skill development, quality education, and vocational training make it even more difficult for them to receive education and find work. While the country has laws and policies supporting persons with disabilities, inadequate enforcement of these policies and the lack of comprehensive support systems hinder their progress in employment and education. Some key strategies can be implemented to enhance employment opportunities for persons with disabilities. One is to increase awareness and training for employers. Employers should be educated about the benefits of hiring persons with disabilities and trained in inclusive hiring practices. Employers and HR professionals can play a crucial role in fostering an inclusive workplace culture by improving accessibility, providing reasonable accommodations, and developing and implementing supportive policies and practices. The government also needs to strengthen existing laws and policies and ensure their implementation to promote employment opportunities for persons with disabilities. Sufficient budgetary and resource allocation is also crucial for fostering inclusive employment. Investments should be made to make workplaces and public spaces more accessible. Akash Rahman , Assistant Admin and HR Officer, Access Bangladesh Foundation I completed my SSC in 2010 and my HSC in 2012 from the Dhaka board. Subsequently, I earned my bachelor's degree in 2016 and my master's degree in 2017 from Jahangirnagar University, under the Faculty of Sociology in the Department of Government and Politics. Following my studies, I began my job search, facing discrimination and harassment at every step of the process. I participated in over 50 recruitment exams, yet employers consistently chose other candidates over me due to my disability. Eventually, I was given the opportunity to complete a six-month internship at Access Bangladesh Foundation. In 2021, I joined Access Bangladesh Foundation as a full-time staff member, where I have now been working for four years. There are many people like me across the country, so I have one request for employers: please come forward and provide job opportunities for persons with disabilities. Hawa Islam , Job-Seeker I am a woman with hearing and speaking disabilities, and this has hindered my career progression. I sought work in various sectors, starting with a restaurant and then moving on to IT companies, furniture shops, and even RMG factories. However, in most instances, employers would not offer me a suitable role after the three-month training period due to my disability. Accommodation issues also arose. I could only work at the RMG factory for eight months, as my disability was exploited to assign me additional tasks, resulting in work hours nearly every day from 8:00 a.m. to 10:00 p.m. My experience highlights that women with hearing and speech disabilities face even greater discrimination in the workforce due to communication barriers present in almost every sector. Nazmus Sakib , Diversity and Inclusion Officer, UNDP An educational barrier exists that discriminates against persons with disabilities compared to those without, even before they enter the workforce.The quota system has never truly helped us in this regard. It is important to recognise that job seekers are also users of digital products, and companies should factor this into their recruitment processes. It is the responsibility of organisations to ensure digital accessibility and reasonable accommodations in recruitment exams and interviews for persons with disabilities, making the job-seeking process fair for them. Another important point to remember is that disability is not homogeneous. The struggles of someone with a disability from a remote area in the country are significantly different from my struggles as a person with a disability from an urban area. The types and levels of disabilities are also key factors. People's unconscious biases prevent us from reaching our full potential. Our productivity relies on accommodation and accessibility. Ensuring these factors are in place will enable us to contribute more effectively to the country's economy. Nazma Ara Begum Poppy , National Project Support Officer, UN Women Bangladesh The barriers encountered by women with disabilities are significantly heightened in a system that already discriminates against women without disabilities. This is largely due to our lack of awareness of the issue. In our society, women face numerous security concerns, which are exacerbated for women with disabilities. These challenges can result in a severe shortage of appropriate accommodation and transportation options. These are the reasons why women with disabilities do not receive the necessary moral support from their families when they wish to enter the workforce. In my opinion, accommodation and transportation are two areas on which employers need to focus. We also need documented research to inform policymaking in these aspects. Mahmudul Hasan , Assistant Director, SWID Bangladesh The Neuro-Developmental Disability Protection Trust Act 2013 is not active enough. The government must be held more accountable on this front. It should also analyse the skill levels of this population and identify areas where they can be employed without difficulty. The findings of such analyses should be disseminated among employers. At the same time, employers need to be educated and trained on the abilities of persons with intellectual disabilities. Persons with intellectual disabilities require job security, support, and coaching facilities, which employers must ensure. Meanwhile, the Special Education Programme should prioritise rehabilitation rather than focusing solely on teaching basic life skills. It needs to be more relevant and tailored to vocational training and employment opportunities. Ridma Khan , Director, Women Chamber of Commerce and Industry Systemic discrimination against persons with disabilities prevents them from accessing mainstream education and employment opportunities. Women with disabilities face multiple layers of marginalisation – for being women and for having disabilities. Creating awareness to remove the stigma associated with disabilities is extremely crucial. Businesses are profit-driven ventures, and they need proper incentives for hiring and training persons with disabilities. Affirmative action involves more than just quotas. Providing employment opportunities for persons with disabilities is the first step; however, it is equally important to sensitise the workplace to meet their specific needs. We must ensure that we are actively advocating for these issues while implementing women-specific policies to facilitate their inclusion in the workforce, including as entrepreneurs. Muhammad Habibur Rahman , Assistant Secretary-General (Legal Affairs), Bangladesh Employers' Federation (BEF) I believe that, just as employers have a responsibility to include persons with disabilities in their companies, we also have a responsibility to give our best to the job. The government also bears the responsibility of implementing the legal provisions for persons with disabilities. It is not only about enforcing existing laws but also about fostering social acceptance. For instance, the law mandates reserving 5 per cent of seats on public transportation for persons with disabilities. However, in my experience, attempting to claim these rights often leads to unpleasant consequences. These issues require attention, and raising awareness is key in this regard. Bangladesh's Labour Law should properly address the challenges faced by employees with disabilities. Dr Mohammad Sohrab Hossain , Executive Director, CRP Workplace modifications through accessibility audits are essential for creating disability-friendly environments. Currently, many young individuals have been admitted to the CRP following injuries sustained during the July uprising. Our plan is to rehabilitate them after their treatment by offering access to training, employment opportunities, and additional support such as microcredit schemes. This is undoubtedly a challenging undertaking, and we hope to gain your support in this endeavour. I am confident that today's discussion will lead to valuable recommendations and promote collaboration to address accessibility issues. This initiative is a significant step in raising awareness and driving meaningful change. Moving forward, it is essential to prioritise actionable strategies that can effectively improve accessibility and foster more inclusive environments. Md Ayub Ali Sarker, Senior Specialist, TVET & Skills Development, UCEP The National Skill Development Policy 2022 must be implemented effectively to ensure the inclusion of persons with disabilities in the skills system. Ensuring accessibility is one of UCEP's core responsibilities, and we are working on infrastructural accommodation in collaboration with relevant organisations. However, our capacities are also limited. Capacity development is crucial when it comes to ensuring accessibility and inclusion. Tasmiah Tabassum Rahman , Associate Director, BRAC Skills Development Programme BRAC's current module provides 70 per cent of informal training for persons with disabilities through the STAR model. It is based on a pedagogical method that relies on the relationship between a mentor and a mentee. For example, we send our beneficiaries to a tailoring shop to learn the craft from the head of the business. We focus on informal training because research shows that most persons with disabilities are employed in the informal sector, largely due to the barriers they face in accessing mainstream education. Additionally, it is often easier for them to secure employment in informal sectors than in more technical fields. The real challenge begins after the training period concludes. Securing employment or establishing a business can take an additional three to four years. The difficulty often lies in obtaining the necessary funding and ongoing support during this extended phase. To address these challenges, it is crucial to update training materials and methodologies to be more disability-friendly. Trainers should also be educated in disability-sensitive practices to ensure the training process is inclusive and effective. Rtn Md Mashequr Rahman Khan , PHF, President, Bangladesh Society for Human Resources Management (BSHRM) We should focus on the abilities of persons with disabilities rather than their disabilities to address employment challenges. It is worth remembering that some of the brightest individuals the world has known, such as Stephen Hawking and Helen Keller, had disabilities. Our organisation includes HR professionals from across the country, enabling collaboration through our network to make workplaces accessible and inclusive. A. B. M. Faqrul Alam , Group Sustainability Lead, Urmi Group We need to restructure or redesign jobs to make workplaces more inclusive. Accessible workstations, stairs, dormitories, regular training, and social support should also be prioritised. Additionally, employing family members is a key strategy to help retain staff and maintain a stable workforce. Rather than treating these measures as CSR (Corporate Social Responsibility) activities, we need to incorporate them as routine practices. Farjana Reza , National Programme Officer, Social Protection, ILO We are deeply committed to promoting social justice and ensuring that all workers, including persons with disabilities (PWDs), have the opportunity to lead decent and fulfilling lives. However, societal barriers often hinder the inclusion of PWDs in the workforce. Bangladesh has made significant strides in recognising the rights of PWDs, such as ratifying the Convention on the Rights of Persons with Disabilities in 2007. Despite this, challenges persist in translating these commitments into tangible actions. For example, while the government has implemented a 1 per cent employment quota for PWDs in public and semi-public sectors, the actual employment rate remains significantly lower due to underreporting and limited data. To address these issues, the government has initiated programmes such as the Inclusive National Employment Policy 2023 and the 8th Five-Year Plan, which provide vocational rehabilitation and microcredit support for PWDs. Partnerships with organisations like the Inclusive Job Centre (IJC) and the Bangladesh Business Disability Network (BBDN) are also encouraging private sector participation in inclusive employment practices. Despite these efforts, systemic barriers—including societal stigma, lack of awareness, and bureaucratic hurdles—continue to limit opportunities for PWDs. To overcome these challenges, it is crucial to strengthen data collection systems, evaluate the effectiveness of existing programmes, and address systemic issues hindering the inclusion of PWDs. The ILO is actively working to promote inclusive employment for PWDs through initiatives such as developing service-based employment models, providing access to education and skills development programmes, and advocating for inclusive workplaces. By prioritising the inclusion of PWDs, Bangladesh can create a more just and equitable society. We urge all stakeholders, including the government, employers, and civil society organisations, to work together to realise this vision. Murteza Rafi Khan , Chief Executive Officer, Bangladesh Business and Disability Network (BBDN) The National Action Plan on Disability recognises the role of employers in making the workforce more accessible and inclusive for persons with disabilities. However, the implementation of these plans is not always consistent. Nonetheless, the initiative represents a positive step towards involving multiple sectors in creating an inclusive environment. One of the key challenges is upskilling individuals with disabilities and integrating them into the workforce. This remains a significant issue in employment, and we aim to adopt a demand-driven approach to address it. Such an approach would involve close collaboration with employers to ensure that the training provided is aligned with market needs and meets established quality standards. It is essential to recognise that disability is simply another human experience—a form of diversity. The business incentive to include persons with disabilities lies in building a diverse workforce that embraces cross-sectional perspectives and innovative approaches. Mohua Paul , Co-Founder and Chairperson, Access Bangladesh Foundation Instead of creating new job opportunities, we should focus on assimilating persons with disabilities into existing jobs by matching their abilities and skills. I have been working for 42 years, and accessibility remains a persistent issue. Transportation is another crucial area that demands attention. Currently, only the metro rail system is fully accessible for persons with disabilities. The situation is even more challenging in rural areas, particularly for women with disabilities and individuals with severe conditions such as cerebral palsy, autism, intellectual, visual, speech, and hearing impairments. It is imperative to address these issues comprehensively. Tanjim Ferdous , In-Charge, NGOs & Foreign Missions, Business Development Department, The Daily Star & Moderator In Bangladesh, persons with disabilities face numerous obstacles in various spheres of society, especially in employment. They are often deprived of services and opportunities due to social prejudice, discrimination, negative mindsets, and infrastructural limitations. The challenges are even more pronounced for women. Women with disabilities are at increased risk of violence and social isolation due to exclusion from employment, education, and social activities. Through this discussion, we hope to drive positive change and promote equity and inclusion for persons with disabilities in the workplace. Recommendations Ensure that infrastructure and information at all levels are accessible and disability-friendly. Enforce existing policies adequately and provide comprehensive support. Promote awareness-raising programmes highlighting the capacities of persons with disabilities, particularly women, to reduce stigma and stereotypes. Undertake targeted employment programmes for persons with severe disabilities. Recognise employers who champion inclusive hiring and workplace accommodations, showcasing their contributions as role models for others. Ensure the implementation of employment quotas for persons with disabilities in both government and private sectors. Formulate career-centric special education and training programmes. Conduct audits to assess the accessibility of infrastructure and information. Ensure digital accessibility, particularly for employing visually impaired persons. Design disability-friendly training modules. Make financial products more accessible for persons with disabilities. Focus on safe accommodation and disability-friendly transportation. Provide sufficient vocational training opportunities for persons with disabilities.

A Haiti gang attack on the reopening of a main hospital kills 2 reporters and a police officer

The Ekiti State government has collaborated with the National Population Commission (NPC) to conduct a successful digital registration exercise for children aged zero to five years in the state, aiming to ensure proper documentation and enable the government to plan adequately and effectively for their future. Addressing newsmen in Ado Ekiti over the weekend, the Commissioner for Budget, Economic Planning, and Performance Management, Niyi Adebayo, stated that the adoption of digital birth registration would create a database for both the state and federal governments, facilitating proper planning and policy formulation. He revealed that the exercise would ensure proper documentation and help the government plan adequately for the future of children. Adebayo urged parents and guardians to prioritise the registration of their children, emphasising that a birth certificate is not only a vital legal document but also a requirement for obtaining international passports and enrolling in schools. While highlighting the importance of accurate data for implementing developmental policies and ensuring that government resources are allocated appropriately, Adebayo assured residents that the digital registration process is simple, free, and accessible at designated centres in all local government areas of the state. In her remarks, the State Director of the National Population Commission, Dr. Olufunke Olowookere, explained that the digital birth registration is a crucial step toward securing the rights of children. She emphasised that registering a child from birth not only establishes their identity but also ensures their access to critical services such as healthcare, education, and social protection, among others. She reiterated the importance of digital birth registration, highlighting its benefits: “connection to the National Identity Management Commission database and generation of the child’s National Identity Number, guaranteeing the child’s identity, nationality, and name, supporting child protection and anti-trafficking efforts, facilitating access to education and social services, among others.” While calling on parents and guardians across the state to embrace the digital birth registration exercise, Dr Olowookere explained that the registration will continue through December 2024, with the target of registering over 156,000 children across the state. She added that registered children would receive a digital birth certificate, which is recognised as a legal document for identification and future opportunities. The State Commissioner for Information, Taiwo Olatunbosun, reaffirmed the state government’s unwavering commitment to the exercise and emphasised that it is compulsory for every parent and guardian in the state to register their children. Explaining that the registry would significantly improve the state’s population data, aid effective planning, and ensure equitable resource distribution, Olatunbosun urged parents and guardians to embrace the program, stressing its importance in securing a brighter future for the state’s younger generation. READ MORE FROM: NIGERIAN TRIBUNE Get real-time news updates from Tribune Online! Follow us on WhatsApp for breaking news, exclusive stories and interviews, and much more. Join our WhatsApp Channel nowBeijing, China, Nov. 27, 2024 (GLOBE NEWSWIRE) -- Kling AI, a leading innovator in AI-powered image and video generation, has announced the release of its highly anticipated 1.5 Model, introducing revolutionary new features: Motion Brush and Camera Movements. These upgrades empower creators to generate stunning, cinematic-quality videos from static images, redefining the boundaries of creative expression. The key upgrades include: 1. KLING 1.5 Model (Image-to-Video) Professional Mode: Now supports Motion Brush and Camera Movement ! 2. KLING 1.5 Model (Image-to-Video) Standard Mode: Excellent quality, fast generation, and cost-effective! 3. Face Model Feature : Exclusive to Pro/Premier Plan users, now available at a limited-time 50% discount. 4. User Plan Upgrade : Basic users can now claim a Trial Package every month and try advanced features. 5. KLING API V1.5 Model : Available at no extra cost. Kling 1.5 Model (Image-to-Video) Gets New Upgrades! 1. Professional Mode with Camera Movements The Kling 1.5 Model (Image-to-Video) Professional Mode now supports camera movements! users can use six types of camera movements: Horizontal, Vertical Pan, Zoom, Pan, Tilt, Roll. This feature allows users to generate 5-second videos with camera movements. This feature is perfect for creators, marketers, and video editors who want to elevate their visuals with smooth, eye-catching motion https://www.youtube.com/watch?v=6wWOAIE5hIg 2. Kling 1.5 Model (Image-to-Video) Professional Mode Now Supports Motion Brushe When generating video from images, the Kling 1.5 Model (Image-to-Video) Professional Mode allows users to upload an image and specify motion trajectories for up to 6 elements (people or objects, etc.) within the image. Additionally, users can designate static areas for certain elements, to achieve better motion control and performance in the video. 3. Kling 1.5 Model (Image-to-Video) Introduces Standard Mode The Kling 1.5 Model (Image-to-Video) now introduces Standard Mode . After uploading the image reference, users can generate a 720p, 5-second AI video in 3 minutes, with only 20 Credits (a 10-second video costs only 40 Credits), which is cost-effective! Kling 1.5 Model (Image-to-Video) Upgrade Summary 【 User Plan Upgrade – Monthly Trial Package 】 KLING users have to queue up for generations and cannot try on the latest models and features. To address this, KLING AI is enhancing our policies to give users on basic plans a better experience. Basic Users : Users can now receive a Monthly Trial Package, which includes a varying amount of Credits and experience chances for advanced features Advanced Users : Users can continue to receive 66 Credits by daily logging in, totaling 1,980 Credits per month. 【 Face Model Feature Launched – 50% Off for Custom Face Model 】 KLING AI announced the launch of an industry-first Face Model Feature, which overcomes the challenge of maintaining consistent facial features. Users can upload multiple high-definition video clips to train their own custom face model. Whether you’re a filmmaker, advertiser, content creator, or digital artist, the Face Model feature is designed to meet your needs. It’s perfect for projects that require a unique, personalized touch—such as character-driven storytelling, branded advertisements, or consistent social media campaigns. Take advantage of this exclusive offer and unlock a powerful new way to bring your creative vision to life! For a limited time, the Face Model feature is available at 50% off for Pro and Premier plan users. Kling AI API Free Upgrade! More For No Extra Cost! Kling V1.5 model allows users to generate 1080p HD videos in professional mode. Kling V1.0 Video Extension allows users to extend the generated video by 4-5 seconds, with multiple extensions possible (up to a maximum of 3 minutes). Black Friday Mega Sale – Don’t Miss Out! This year, KLING AI is offering exclusive discounts and deals in celebration of Black Friday.Visit Kling website or their X & instagram for details.None

Global Computerized Maintenance Management System Software Market Size, Share and Forecast By Key Players-Maintenance Connection, IFS, EMaint, Hippo, IBM 12-24-2024 06:24 PM CET | Advertising, Media Consulting, Marketing Research Press release from: Market Research Intellect Computerized Maintenance Management System Software Market USA, New Jersey- According to the Market Research Intellect, the global Computerized Maintenance Management System Software market is projected to grow at a robust compound annual growth rate (CAGR) of 16.99% from 2024 to 2031. Starting with a valuation of 5.62 Billion in 2024, the market is expected to reach approximately 14.41 Billion by 2031, driven by factors such as Computerized Maintenance Management System Software and Computerized Maintenance Management System Software. This significant growth underscores the expanding demand for Computerized Maintenance Management System Software across various sectors. The Computerized Maintenance Management System (CMMS) software market has seen significant growth, primarily driven by the increasing demand for operational efficiency and asset management in industries such as manufacturing, healthcare, and energy. As organizations strive to optimize maintenance operations and reduce downtime, CMMS solutions offer powerful tools for tracking, managing, and automating maintenance tasks. The rise of IoT devices and predictive maintenance technologies has further accelerated the adoption of CMMS, allowing for real-time data monitoring and advanced analytics. Additionally, the growing shift toward cloud-based solutions and mobile accessibility has made CMMS more scalable and user-friendly, appealing to businesses of all sizes. As industries focus on improving asset reliability and reducing operational costs, the demand for CMMS software is expected to continue growing in the coming years. The dynamics of the Computerized Maintenance Management System (CMMS) software market are influenced by technological advancements and changing business needs. The integration of cloud computing, IoT, and AI technologies enables real-time asset monitoring, predictive maintenance, and data-driven decision-making, enhancing the effectiveness of CMMS solutions. However, the market faces challenges such as the high cost of implementation, particularly for small businesses, and the complexity of system integration with existing infrastructure. Additionally, the need for skilled personnel to manage these advanced systems remains a barrier to widespread adoption. Despite these challenges, the growing focus on asset longevity, risk management, and operational cost reduction continues to drive the demand for CMMS software, particularly in asset-intensive industries. Request PDF Sample Copy of Report: (Including Full TOC, List of Tables & Figures, Chart) @ https://www.marketresearchintellect.com/download-sample/?rid=2647140&utm_source=OpenPr&utm_medium=047 Key Drivers: The growth of the Computerized Maintenance Management System Software market is driven by several key factors. Technological advancements in Computerized Maintenance Management System Software have enabled greater efficiency and enhanced capabilities, spurring adoption across industries. Additionally, the rising demand for sustainable and eco-friendly solutions is pushing companies to innovate and adopt greener practices. Expanding applications in sectors like Computerized Maintenance Management System Software and Computerized Maintenance Management System Software are further contributing to market demand, as these industries seek advanced solutions to streamline operations and enhance product quality. Favorable government policies and incentives in regions such as North America, Europe, and Asia-Pacific support investment and growth. Moreover, an increasing focus on Computerized Maintenance Management System Software for improving operational efficiency and cost-effectiveness is encouraging businesses to embrace new technologies, fostering sustained market expansion. Mergers and Acquisitions Mergers and acquisitions (M&A) play a pivotal role in the Computerized Maintenance Management System Software market, as companies look to expand their capabilities, access new technologies, and strengthen market presence. Leading players engage in strategic acquisitions to consolidate their position and gain a competitive edge. These transactions often facilitate the integration of advanced Computerized Maintenance Management System Software solutions, helping firms broaden their product portfolios and meet growing customer demands. Additionally, M&A activities support companies in achieving economies of scale and penetrating new regional markets, particularly in high-growth areas like Asia-Pacific. Through such strategic alliances, businesses aim to accelerate innovation, enhance operational efficiency, and address evolving market challenges, ultimately driving the overall growth of the Computerized Maintenance Management System Software market. Get a Discount On The Purchase Of This Report @ https://www.marketresearchintellect.com/ask-for-discount/?rid=2647140&utm_source=OpenPr&utm_medium=047 The following Key Segments Are Covered in Our Report By Type Cloud-based On-premises By Application Industrial and Manufacturing Property Management Firms Logistics and Retail Education and Government Healthcare and Others Major companies in Computerized Maintenance Management System Software Market are: Maintenance Connection, IFS, EMaint, Hippo, IBM, Dude Solutions, UpKeep, ServiceChannel, Siveco, Fiix, DPSI, MicroMain, Real Asset Management, ManagerPlus, MVP Plant, MPulse, FMX, MCS Solutions, Axxerion, FasTrak, Orion IXL Bhd, Sierra Global Computerized Maintenance Management System Software Market -Regional Analysis North America: North America is expected to hold a significant share of the Computerized Maintenance Management System Software market due to advanced technological infrastructure and the presence of major market players. High demand across sectors like Computerized Maintenance Management System Software and Computerized Maintenance Management System Software is driving growth, with the U.S. being a key contributor. Additionally, ongoing investments in R&D and innovation reinforce the region's strong market position. Europe: Europe is projected to experience steady growth, driven by stringent regulatory standards and a rising focus on sustainability in Computerized Maintenance Management System Software practices. Countries like Germany, France, and the UK are leading due to their advanced industrial base and supportive government policies. The demand for eco-friendly and efficient Computerized Maintenance Management System Software solutions is expected to continue fostering market expansion. Asia-Pacific: Asia-Pacific is anticipated to be the fastest-growing region, fueled by rapid industrialization and urbanization. Countries such as China, India, and Japan are driving demand due to expanding consumer bases and increasing investments in infrastructure. The region's robust manufacturing sector and favorable economic policies further enhance growth opportunities in the Computerized Maintenance Management System Software market. Latin America: Latin America and the Middle East & Africa are expected to show moderate growth in the Computerized Maintenance Management System Software market. In Latin America, growth is supported by rising industrial activities in countries like Brazil and Mexico. Meanwhile, in the Middle East & Africa, infrastructure development and an increasing focus on innovation in sectors like Computerized Maintenance Management System Software are key drivers of market expansion. Middle East and Africa: The Middle East and Africa represent emerging markets in the global Computerized Maintenance Management System Software market, with countries like UAE, Saudi Arabia, South Africa, and Nigeria showing promising growth potential. Economic diversification efforts, urbanization, and a young population are driving demand for Computerized Maintenance Management System Software products and services in the region. Frequently Asked Questions (FAQ) 1. What is the current size of the Computerized Maintenance Management System Software market? Answer: The Computerized Maintenance Management System Software market was valued at approximately 5.62 Billion in 2024, with projections suggesting it will reach 14.41 Billion by 2031, growing at a CAGR of 16.99%. 2. What factors are driving the growth of the Computerized Maintenance Management System Software market? Answer: The market's expansion is attributed to several factors, including increased demand for Computerized Maintenance Management System Software, advancements in Computerized Maintenance Management System Software technology, and the adoption of Computerized Maintenance Management System Software across various sectors. 3. Which regions are expected to dominate the Computerized Maintenance Management System Software market? Answer: Regions such as North America, Europe, and Asia-Pacific are anticipated to lead due to the presence of major industry players and growing investments in Computerized Maintenance Management System Software. 4. Who are the key players in the Computerized Maintenance Management System Software market? Answer: Prominent companies in the Computerized Maintenance Management System Software market include Computerized Maintenance Management System Software, Computerized Maintenance Management System Software, and Computerized Maintenance Management System Software, each contributing to market growth through innovations and strategic partnerships. 5. What challenges does the Computerized Maintenance Management System Software market face? Answer: The market faces challenges such as Computerized Maintenance Management System Software, regulatory compliance, and competition from alternative solutions. However, ongoing advancements aim to address these issues. 6. What are the future trends in the Computerized Maintenance Management System Software market? Emerging trends include the integration of Computerized Maintenance Management System Software technology, sustainability practices, and digital transformation in processes, all expected to shape the market's future. 7. How can businesses benefit from the Computerized Maintenance Management System Software market? Answer: Businesses can leverage growth opportunities in the Computerized Maintenance Management System Software market by adopting new solutions, enhancing operational efficiency, and expanding their offerings to meet evolving consumer demands. 8. Why invest in a Computerized Maintenance Management System Software market report from MRI? Answer: MRI's report provides in-depth analysis, future projections, and key insights to support strategic decision-making, enabling businesses to stay competitive and capitalize on growth trends in the Computerized Maintenance Management System Software market. For More Information or Query, Visit @ https://www.marketresearchintellect.com/product/global-computerized-maintenance-management-system-software-market-size-and-forecast/?utm_source=OpenPr&utm_medium=047 About Us: Market Research Intellect Market Research Intellect is a leading Global Research and Consulting firm servicing over 5000+ global clients. We provide advanced analytical research solutions while offering information-enriched research studies. We also offer insights into strategic and growth analyses and data necessary to achieve corporate goals and critical revenue decisions. Our 250 Analysts and SMEs offer a high level of expertise in data collection and governance using industrial techniques to collect and analyze data on more than 25,000 high-impact and niche markets. Our analysts are trained to combine modern data collection techniques, superior research methodology, expertise, and years of collective experience to produce informative and accurate research. Our research spans a multitude of industries including Energy, Technology, Manufacturing and Construction, Chemicals and Materials, Food and Beverages, etc. Having serviced many Fortune 2000 organizations, we bring a rich and reliable experience that covers all kinds of research needs. For inquiries, Contact Us at: Mr. Edwyne Fernandes Market Research Intellect APAC: +61 485 860 968 EU: +44 788 886 6344 US: +1 743 222 5439 This release was published on openPR.

LAS VEGAS--(BUSINESS WIRE)--Nov 21, 2024-- Rimini Street, Inc. (Nasdaq: RMNI), a global provider of end-to-end enterprise software support and innovation solutions, the leading third-party support provider for Oracle, SAP, and VMware software, today announced Rimini ConnectTM Console , a single-pane-of-glass management tool that unifies and simplifies the administration and monitoring of Rimini ConnectTM, Rimini Street’s industry-leading suite of interoperability solutions. This press release features multimedia. View the full release here: https://www.businesswire.com/news/home/20241121087329/en/ Rimini Street Announces New Management Console for Rimini ConnectTM Suite of Interoperability Solutions (Graphic: Business Wire) Immediately available for Rimini ConnectTM for Browsers and for additional Rimini Connect solutions in the future, Rimini Connect Console is the latest advancement in Rimini Street’s interoperability solutions suite which are designed to extend the useful life of existing systems by insulating applications from changes in dynamic technology stacks and compatibility standards that may otherwise require costly upgrades or custom development. Rimini Connect Console unifies and automates several important capabilities into one centralized management tool, including: “Maintaining application interoperability with constant updates to dynamic technology stacks is a challenging, costly and never-ending effort that consumes potentially millions of dollars in forced software upgrades or development of custom, highly technical solutions,” said Desmond Whitt, vice president & general manager of Rimini Connect, adding that “Rimini Connect solutions future-proof your enterprise software against interoperability issues and Rimini Connect Console is designed to unify and streamline the monitoring and management of Rimini Connect solutions at scale, beginning with Rimini Connect for Browsers.” Rimini Connect Helps Businesses Achieve Modernization Without Disruption Built on Rimini Street’s experience of successfully resolving thousands of compatibility issues for clients since 2005, Rimini Connect provides a suite of seamless interoperability solutions that can resolve compatibility issues without requiring an upgrade of your core enterprise software. For example, Rimini Connect for Browsers enables IT teams to implement the latest releases of browsers without delay or worry of negative impact to current application releases. It also strategically decouples existing enterprise software from technology stack version dependencies, providing the flexibility needed for organizations to take control of their IT roadmap. Officeworks , a leading Australian retailer with over 167 stores nationwide and already a Rimini Street client for support of their SAP systems, deployed Rimini Connect for Browsers when Microsoft announced it would retire Internet Explorer 11. They needed to ensure their mission-critical applications would not be jeopardized by the change in browser availability or require an expensive, disruptive upgrade to maintain compatibility. “This project really was a collaborative experience with the Rimini Street team.... For us, it was about making this transition as seamlessly as possible without any interruption to business, and Rimini Street helped us achieve that,” said Michael Howard, chief operating officer at Officeworks. Rimini Street Continues to Invest in the Future of its Clients with New Interoperability Capabilities Known for helping clients maximize the potential of their IT investments, gain flexibility, and enjoy better support and savings from a trusted partner, Rimini Street continues to invest in interoperability solutions like Rimini Connect Console that help clients at scale to future-proof and extend the useful lifespan of their existing, robust systems without worrying about changing compatibility standards. “Rimini Connect Console is the latest of our continuously expanding offerings to help organizations achieve their goal of growth and profitability while reducing risk,” said Whitt. “We not only help extend the life of systems, we also help make it easier to manage them, lessening overhead costs and freeing teams to focus on higher value priorities for the business.” Learn more about how to remove interoperability challenges without upgrades by choosing Rimini Connect . About Rimini Street, Inc. Rimini Street, Inc. (Nasdaq: RMNI), a Russell 2000® Company, is a global provider of end-to-end enterprise software support and innovation solutions and the leading third-party support provider for Oracle, SAP and VMware software. The Company offers a comprehensive portfolio of unified solutions to run, manage, support, customize, configure, connect, protect, monitor, and optimize enterprise application, database, and technology software. The Company has signed thousands of contracts with Fortune Global 100, Fortune 500, midmarket, public sector and government organizations who selected Rimini Street as their trusted, proven mission-critical enterprise software solutions provider and achieved better operational outcomes, realized billions of US dollars in savings and funded AI and other innovation investments. To learn more, please visit www.riministreet.com , and connect with Rimini Street on X, Facebook, Instagram, and LinkedIn. Forward-Looking Statements Certain statements included in this communication are not historical facts but are forward-looking statements for purposes of the safe harbor provisions under The Private Securities Litigation Reform Act of 1995. Forward-looking statements generally are accompanied by words such as “anticipate,” “believe,” “continue,” “could,” “currently,” “estimate,” “expect,” “future,” “intend,” “may,” “might,” “outlook,” “plan,” “possible,” “potential,” “predict,” “project,” “seem,” “seek,” “should,” “will,” “would” or other similar words, phrases or expressions. These forward-looking statements include, but are not limited to, statements regarding our expectations of future events, future opportunities, global expansion and other growth initiatives and our investments in such initiatives. These statements are based on various assumptions and on the current expectations of management and are not predictions of actual performance, nor are these statements of historical facts. These statements are subject to a number of risks and uncertainties regarding Rimini Street’s business, and actual results may differ materially. These risks and uncertainties include, but are not limited to, adverse developments in and costs associated with defending pending litigation or any new litigation, including the disposition of pending motions to appeal and any new claims; additional expenses to be incurred in order to comply with injunctions against certain of our business practices and the impact on future period revenue and costs; changes in the business environment in which Rimini Street operates, including the impact of any macro-economic trends and changes in foreign exchange rates, as well as general financial, economic, regulatory and political conditions affecting the industry in which we operate and the industries in which our clients operate; the evolution of the enterprise software management and support landscape and our ability to attract and retain clients and further penetrate our client base; significant competition in the software support services industry; customer adoption of our expanded portfolio of products and services and products and services we expect to introduce; our ability to grow our revenue, manage our cost of revenue and accurately forecast revenue; the expected impact of recent and anticipated future reductions in our workforce and associated reorganization costs; estimates of our total addressable market and expectations of client savings relative to use of other providers; variability of timing in our sales cycle; risks relating to retention rates, including our ability to accurately predict retention rates; the loss of one or more members of our management team; our ability to attract and retain additional qualified personnel, including sales personnel, and retain key personnel; our business plan, our ability to grow in the future and our ability to achieve and maintain profitability; our plans to wind down the offering of services for Oracle PeopleSoft products; the volatility of our stock price and related compliance with stock exchange requirements; our need and ability to raise equity or debt financing on favorable terms and our ability to generate cash flows from operations to help fund increased investment in our growth initiatives; risks associated with global operations; our ability to prevent unauthorized access to our information technology systems and other cybersecurity threats, protect the confidential information of our employees and clients and comply with privacy regulations; our ability to maintain an effective system of internal control over financial reporting; our ability to maintain, protect and enhance our brand and intellectual property; changes in laws and regulations, including changes in tax laws or unfavorable outcomes of tax positions we take, a failure by us to establish adequate tax reserves, or our ability to realize benefits from our net operating losses; the impact of environmental, social and governance (ESG) matters; our credit facility’s ongoing debt service obligations and financial and operational covenants on our business and related interest rate risk, including uncertainty from the transition to SOFR or other interest rate benchmarks; the sufficiency of our cash and cash equivalents to meet our liquidity requirements; the amount and timing of repurchases, if any, under our stock repurchase program and our ability to enhance stockholder value through such program; uncertainty as to the long-term value of Rimini Street’s equity securities; catastrophic events that disrupt our business or that of our clients; and those discussed under the heading “Risk Factors” in Rimini Street’s Quarterly Report on Form 10-Q filed on October 30, 2024, and as updated from time to time by Rimini Street’s future Annual Reports on Form 10-K, Quarterly Reports on Form 10-Q, Current Reports on Form 8-K, and other filings by Rimini Street with the Securities and Exchange Commission. In addition, forward-looking statements provide Rimini Street’s expectations, plans or forecasts of future events and views as of the date of this communication. Rimini Street anticipates that subsequent events and developments will cause Rimini Street’s assessments to change. However, while Rimini Street may elect to update these forward-looking statements at some point in the future, Rimini Street specifically disclaims any obligation to do so, except as required by law. These forward-looking statements should not be relied upon as representing Rimini Street’s assessments as of any date subsequent to the date of this communication. View source version on businesswire.com : https://www.businesswire.com/news/home/20241121087329/en/ CONTACT: Janet Ravin VP, Global Communications Rimini Street, Inc. +1 702 285-3532 pr@riministreet.com KEYWORD: NEVADA UNITED STATES NORTH AMERICA INDUSTRY KEYWORD: DATA MANAGEMENT APPS/APPLICATIONS TECHNOLOGY SOFTWARE NETWORKS INTERNET HARDWARE SOURCE: Rimini Street, Inc. Copyright Business Wire 2024. PUB: 11/21/2024 04:00 PM/DISC: 11/21/2024 04:00 PM http://www.businesswire.com/news/home/20241121087329/enJets' Rodgers insists he'll play despite knee issue, rookie Fashanu placed on IR with foot injury

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