Hi! My name is Martin

I'm a seasoned inclusion and accessibility leader with 15+ years of experience driving transformation across finance, insurance and public sectors. Passionate advocate for universal design, inclusive employment and accessible (digital) environments. Product Owner for workplace accessibility at the Dutch Central Bank, with proven success influencing strategic policy, securing stakeholder alignment and building a culture of belonging. Personal and professional commitment to accessibility, being hard of hearing since birth.

Key Competencies

Accessibility Strategy — physical, digital and social domains
Product Ownership — end-to-end management of inclusion and accessibility improvements
Inclusive Communication — training, mentoring and policy alignment
Cross-sector Collaboration — experience across government, education and healthcare
Stakeholder Engagement — cross-functional collaboration across HR, IT, ERGs, Facilities & Risk

Want to know more? Read my manifesto below. Want to connect? Check out my Linkedin. Less text, more images? Here's a moodboard of my work, love and life.

An Unfinished Manifesto for Disability Inclusion

1. Own the Change

Accountability without action is just words on paper. Move beyond compliance with laws and annual targets. Dig into your organization’s culture and processes to spark genuine, intrinsic motivation. When every team member feels personally responsible, inclusion stops being a checkbox and becomes a shared mission.

2. Engage the Next Generation

Today three-quarters of the workforce is a millennial - professionals who rank diversity, equity, and inclusion as nonnegotiable. They’ll bypass any employer stuck in a “white-men-in-blue-suits” stereotype, no matter how high the salary. Start weaving DEI into your employer brand now or risk being left behind.

3. Lean Into Discomfort

Implicit biases aren’t born of hatred but of habit. Acknowledge that your preferences perpetuate the status quo and commit to change. Expect cold feet, awkward conversations and occasional missteps - and welcome them as proof you’re stretching your comfort zone.

4. Move from Support to Ownership

Everyone says they back inclusion - few define who actually owns it. Without a clear accountability framework, policies will stall. Assign specific roles, deadlines and metrics so that every initiative has a visible champion driving it forward.

5. Act on the Ground

Inclusion is handcrafted, not boardroom theory. When hiring a colleague with a disability, revisit job descriptions, workspace layouts and essential tasks. Customize roles in close collaboration with hiring managers and the team. By understanding real-world constraints, you learn exactly where to push boundaries.

6. Start Small, Scale Success

Myths and mission statements inspire, but real stories convert skeptics. Pilot inclusion in a department with room to experiment and an engaged manager. Early wins create ripple effects - soon colleagues will be asking, “Who’s next?”

7. Set Bold Targets, Refine the Recipe

After you’ve proven the concept, lock in quantitative goals to disrupt inertia. Think of it as fusion cooking in a fast-food kitchen: you introduce new flavors one small dish at a time. Over time, everyone will crave this richer, more inclusive menu.

8. Discuss Needs, Not Diagnoses

Never inquire about an applicant’s disability label = ask “What accommodations will help you thrive?” Then explore their self-awareness: How well do they navigate challenges? Their answer reveals readiness to contribute and grow within your culture.

9. Embed Inclusion at Our Core

Moving from a welfare state to a society of participation means ditching patronizing mindsets. Employees with disabilities aren’t charity cases - they’re full-fledged contributors. Make sure they sit at every table where decisions are made.

10. Empower with Roles and Buddies

Adjustments and jobcoaches matter, but peer buddies accelerate integration. Pair new colleagues with experienced employees who can guide them through your culture. Complement this with leadership training to build their confidence and boldness.

11. Honor Diverse Voices

Not everyone processes or speaks on the spot. Introverts, people with cognitive disabilities or those still building self-esteem may need alternative channels - written feedback, asynchronous brainstorming or visual mapping. Offer the space and formats that let every perspective shine.

12. Make Wins Personal

“Why does this matter to me?” is a real question, especially for seasoned employees. Translate DEI efforts into individual benefits - better collaboration, fresh ideas, enhanced problem-solving. Show every team member how inclusion fuels their own success.

13. Invite to Lead

Diversity brings people to the party; inclusion gets them dancing. But the journey doesn’t end on the dance floor. Create pathways for employees with disabilities to step into leadership, influence strategy and shape your organization’s future.

14. From Human Resources to Resourceful Humans

We’ve treated people as passive assets - tracked by targets and KPIs like office chairs. It’s time to flip the script: empower every colleague to own their potential and contribute resourcefully. When management shifts from measuring outputs to enabling people, true inclusion follows.