Disability Rights China Project #74551

beYoureyeS: Inclusive Jobs for China Blind Youth

by Shanghai Lanjingling Sports Volunteer Service Center

Project Report | Jul 20, 2026
100-Day Engagement Phase 6: March-May 2026 Update

By Frank li | External Relations Supervisor

From March to May 2026, beYoureyeS completed the sixth cohort of the 100-Day Engagement 2.0 program and continued supporting participants as they transitioned from training into inclusive employment.

In early March, participants attended the final online courses of the program. On March 4, teacher Shi Jing from a high-tech company led a session on self-awareness and personal development, encouraging participants to better understand their strengths and career potential. On March 11, Lanjingling co-founder and career planner Li Jiyuan delivered a course on career planning, helping participants prepare for long-term professional development.

On March 18, the sixth cohort officially concluded with an online closing ceremony, marking the completion of a 100-day learning journey jointly supported by Hilton and beYoureyeS. Participants reflected on their experiences through creative presentations, shared personal growth stories, and expressed appreciation to their volunteer mentors and project team. The ceremony celebrated not only the completion of the program, but also the confidence, skills, and community that participants had built throughout the journey.

Following graduation, the program continued to create real employment opportunities. On April 27, beYoureyeS delivered an accessibility awareness workshop at Hilton Shanghai Canopy Hotel to support the onboarding of Wu Fan, a graduate of Phase 6 who had recently joined the hotel. Through disability etiquette training, guide techniques, and interactive activities, colleagues gained a better understanding of how to work effectively alongside employees with visual impairments.

On May 8, another accessibility awareness workshop was held at Hilton Shanghai Zhangjiang Science City Hotel, where Xiaoshi, an employee with visual impairment, shared her own workplace experiences and practical strategies for inclusive collaboration. These sessions helped strengthen understanding among colleagues while demonstrating that successful inclusive employment requires both capable employees and supportive workplaces.

These activities marked an important transition for the 100-Day Engagement program—from career preparation to real workplace inclusion. By combining participant development with employer engagement, beYoureyeS continues to build sustainable pathways toward inclusive employment for young people with visual impairments.

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May 12, 2026
100-Day 2.0 Phase 6: 2026 Jan-Feb Update

By Frank Li | External Relations Supervisor

In January and February 2026, the sixth cohort of beYoureyeS’ “100-Day Engagement 2.0” continued its online implementation phase. Through weekly thematic courses and one-on-one mentoring sessions, participants deepened their career readiness, communication skills, and understanding of inclusive workplaces.

On January 7, Nizi, the lead tutor of the program, guided participants through a first-stage review. This session helped participants reflect on their progress, clarify their learning goals, and prepare for the next stage of the program.

On January 14, Linda, a teacher from a high-tech company, delivered a session on exploring English learning methods suited to each individual. The course encouraged participants to identify practical learning strategies based on their own needs, interests, and future career goals.

On January 21, Lucy, a senior pre-opening manager at Hilton, led a course on customer service skills. Drawing from her professional experience in the hospitality industry, she helped participants understand the importance of communication, empathy, and service awareness in the workplace.

On January 29, Kitty, Director of Human Resources for Hilton Hangzhou/Anhui, led a sharing session themed “Working Together to Create Possibilities.” The session invited participants to think about how visually impaired employees, employers, and colleagues can work together to build more inclusive and supportive working environments.

In addition to the regular “100-Day Engagement 2.0” courses, an extended course called Peter Bear English Class also began during this period. The course was initiated by Dabai, a participant of the sixth cohort of “100-Day Engagement 2.0,” as a peer-support initiative within the group.

The first two sessions were held on December 29 and January 3. Participants had lively discussions around English learning, self-introductions, interview skills, and hobbies. The course is held every Saturday evening, with each session lasting 60 to 90 minutes. Over ten weeks, it aims to help participants improve their vocabulary and speaking skills, so that they can express themselves more confidently in future interviews.

In February, the program continued with more online courses and mentoring support. On February 4, Ms. Wang Yiwen from Accor led a session titled “A First Experience of Mindfulness: The Art of Focus and Relaxation.” She introduced participants to mindfulness practices and guided them to better understand the value of focus, emotional awareness, and relaxation in both work and daily life.

On February 11, lead tutor Nizi guided participants through a second-stage review of the online implementation period. This review helped participants look back on their learning journey, identify challenges, and continue turning what they had learned into personal growth and practical action.

On February 25, Sara, Supervisor of Hilton Global Reservations and Customer Care Center, gave a systematic introduction to Hilton’s customer experience management system. Through this session, participants gained a deeper understanding of how international companies build service standards and manage customer experience.

On February 27, Rachel, HR Director of Hilton Huizhou Zhonghai, joined Jiang Xiaoyin, a Phase 4 participant of the “100-Day Engagement,” to co-present a session on “Self-Expression and Communication Skills.” By combining the perspective of an HR professional with the real experience of a visually impaired program alumna, the session helped current participants better understand how to express themselves, communicate with confidence, and prepare for future workplace opportunities.

After each thematic course, participants also took part in one-on-one mentoring sessions. Corporate volunteer mentors provided targeted guidance, helping participants review course content, connect it with their personal goals, and turn learning into practical skills.

These two months of online learning and mentoring were an important part of the 100-Day Engagement journey. The program not only helped participants gain knowledge and workplace skills, but also created a supportive environment where visually impaired young adults could build confidence, explore possibilities, and prepare for more inclusive employment opportunities.

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