A new report sheds light on the pressing challenges faced by employees with disabilities, chronic health conditions and neurodivergence across workplaces worldwide.
Deloitte’s inaugural Disability Inclusion @ Work 2024: A Global Outlook, carried out to mark International Day of Persons with Disabilities, analysed insights from 10,000 respondents across 20 countries. The report reveals significant barriers to workplace accessibility, inclusivity and equity.
One of the main findings from the research revealed that while nearly nine in ten respondents disclosed their disability, health condition, or neurodivergence at work, only 25% requested accommodations. Alarmingly, 74% of those requests were rejected at least once, with reasons ranging from cost concerns (41%) to perceived difficulty of implementation (30%). Additionally, 60% reported missing workplace events due to accessibility issues, such as inaccessible restrooms and insufficient agenda breaks. This exclusion diminishes participation in critical career-building “moments that matter.”
COST OF NON-INCLUSIVE CULTURES
The study also highlighted a high rate of non-inclusive work environments, with 41% of respondents experiencing microaggressions, harassment or bullying in the past year. Many of these incidents go unreported due to fears of retaliation or skepticism about the seriousness of the complaint.
Despite high rates of disclosure, only one in four respondents sought accommodations, with many refraining due to fears of negative perceptions or previous negative experiences. Among those who did request accommodations, the most frequently denied were assistive communication tools, software solutions, and tailored coaching, highlighting a persistent gap in addressing accessibility needs.
PRIORITISING DISABILITY INCLUSION & ACCESSIBILITY
Meanwhile, employees with the option to work remotely reported that home environments were often more accessible than workplace facilities. However, only 9% of respondents can work from home daily, underscoring an untapped potential for accessibility.
The survey indicates that non-inclusive behaviours, such as negative assumptions about competence, missed promotions, and biased performance evaluations, significantly hinder career progression for employees with disabilities. “Organisations that fail to address these systemic issues risk alienating a valuable segment of their workforce,” stated Emma Codd, Deloitte Global Chief Diversity, Equity and Inclusion Officer.
Deloitte’s Global Chief People & Purpose Officer Elizabeth Faber emphasised the urgency of action. “Organisations must break down barriers and create pathways for every employee to succeed,” noted Faber. “Disability inclusion isn’t just an ethical imperative; it’s a business priority.”
A ROADMAP FOR DISABILITY INCLUSION
The report identifies actionable steps for fostering disability inclusion, They include:
- Visible leadership: Elevate disability inclusion to a board-level priority, supported by senior role models and targeted initiatives.
- Accessible career journeys: Integrate accessibility across all stages of employment, including onboarding and promotions.
- Stigma-free accommodations: Simplify and destigmatize the process of requesting workplace accommodations.
- Address non-inclusive behaviours: Create reporting mechanisms that are safe, confidential, and effective in resolving complaints.
- Foster a disability-inclusive culture: Equip managers with the tools to support neurodivergent and disabled employees, enabling them to thrive.
Click here to download the full report.
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