Disability Inclusion @ Work 2024: A Global Outlook
Deloitte’s Disability Inclusion @ Work: A Global Outlook explores the workplace experiences of people with disabilities, chronic health conditions, or who are neurodivergent. The findings offer a comprehensive look into challenges faced in the workplace and the steps employers can take to create inclusive workplaces where everyone can thrive.
Representing the views of 10,000 individuals from workplaces across 20 countries, Disability Inclusion @ Work: A Global Outlook seeks to understand the workplace experiences of people with disabilities, chronic health conditions, or who are neurodivergent.
Listen: Disability Inclusion @ Work 2024 Podcast
Deloitte Global Chief Diversity, Equity, and Inclusion Officer Emma Codd discusses key findings from the report.
Workplace accommodations often denied due to cost concerns
While workplace accommodations can play an important role in enabling success, respondents were more likely to have their requests denied than accepted for most workplace accommodations. Nearly three-quarters (74%) who requested accommodations had at least one request rejected, and almost two in 10 (19%) say they had all of their requests rejected.
Fully accessible work events are not yet a reality for many
Six in 10 respondents have been unable to attend some kind of work event due to accessibility challenges. Nearly four in 10 respondents (38%) say that (lack of) accessibility at venues has meant they have been unable to attend a work event outside of the workplace; a third (33%) say they have been unable to attend one or more events at their workplace for the same reason; and just over a quarter (26%) say they have been unable to socialize outside of the workplace with colleagues due to lack of accessibility at the chosen venue.
Which things made the event inaccessible?
Non-inclusive behaviors at work
Just over four in 10 (41%) respondents say they have experienced non-inclusive behaviors such as bullying, microaggressions, and/or harassment at work in the past year. Only around half (52%) of these incidents are formally reported, often due to fears that the behavior would worsen or that complaints would not be taken seriously.
Why did you decide not to formally report the behavior(s)?
Lack of visible role models
Visible role models are crucial for fostering an inclusive culture but are not available to many respondents. Only just over a third (36%) report having access to workplace role models with disabilities. Among these respondents, nearly six in ten (58%) believe that visible role models indicate a more inclusive culture at their employer, and 47% say the existence of role models makes them feel more comfortable disclosing their own disability or health condition at work.
How have these role model(s) impacted your experience at your employer?
Unlocking key drivers for progress and employee recommendations
Our analysis identified seven critical workplace elements that are most likely to influence respondents to recommend their employer to others with disabilities, chronic health conditions or those who are neurodivergent:
Leadership commitment:
Does their employer demonstrate a strong and visible commitment to disability inclusion and neurodiversity?Roles aligned to strengths:
Do roles match employees' strengths, skills, and interests?Inclusive culture:
Do employees view their workplace culture as inclusive and supportive?Potential for progression:
Does their employer provide support and structure for career advancement?Workplace accessibility and accommodations:
Does their employer ensure physical workplace accessibility and access to necessary workplace accommodations?Workplace behavior:
Do employees experience non-inclusive behaviors at work like harassment and bullying?Culture of fairness:
Do employees feel they have been treated fairly and without assumptions based on their disability, chronic health condition or neurodivergence?
Download the report to learn five steps that employers can take to make meaningful progress on disability inclusion at work. What actions will you take?
Download Disability Inclusion @
Work 2024: A Global Outlook
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