Disability inclusion at work
New report finds UK workers face workplace barriers due to disabilities, chronic health conditions and neurodivergence
- Four in ten respondents (40%) reported experiencing either microaggressions, harassment or bullying at work over the past 12 months;
- 39% of UK respondents said that access to workplace role models with disabilities enhances their belief in their organisation’s inclusive culture;
- 44% of respondents reported being unable to attend work events due to inaccessibility.
Four in 10 people with disabilities, chronic health conditions or who are neurodivergent have experienced microaggressions, harassment or bullying at work in the past 12 months in the UK, according to Deloitte’s first Disability Inclusion at Work report, released today to mark International Day of Persons with Disabilities. The research surveyed 10,000 people with disabilities, chronic health conditions or who are neurodivergent in 20 countries, including 500 people in the UK.*
Nearly a quarter (23%) of respondents stated that people had made negative assumptions about their competence in the past year (compared to 30% globally), and nearly a quarter (24%) reported that they were passed over for a promotion (25% globally).
However, despite a majority (66% in the UK, 52% globally) of microaggressions, harassment, or bullying at work incidents being formally reported, the survey suggested a significant number of such occurrences may still be going unreported.
Requesting workplace adjustments
The research found that requesting workplace adjustments is not yet the norm. Just over a quarter of UK respondents (26% globally) who disclosed their disability or condition with their employer, have asked for workplace adjustments.**
The most common reasons cited were a belief they weren't necessary (35%), followed by fear of negative perceptions from supervisors (28%), and discouragement from past negative experiences (11%).
Over half (57%) of UK respondents had at least one request denied (compared to 74% globally). For those who did have requests denied, cost was a primary factor (37% in the UK, 41% globally), followed by difficulties in implementation (35% UK, 30% globally).
Jackie Henry, managing partner for people and purpose at Deloitte, said: “Despite companies being more aware of the importance of disability inclusion, this survey shows that there is much more to do. Employers need to proactively address barriers and cultivate an environment where employees feel supported in requesting adjustments. Accessibility and inclusion need to be embedded in all aspects of an organisation and its culture.
“At Deloitte, we want our culture to be as supportive and inclusive as possible for all our people. An important aspect of this is creating a workplace where they have the tools and resources they need to reach their full potential.”
Workplace role models
Nearly a third of UK respondents (27% UK, 36% globally) said they have had access to workplace role models with disabilities. This presence had a positive impact: 34% of those who had access to a role model with disabilities in the UK (47% globally) felt more comfortable disclosing their condition, 39% (58% globally) were more inclined to believe that their employer had an inclusive culture, and 31% (47% globally) felt more confident in achieving their professional goals.
Disclosing disabilities, neurodivergence or chronic health conditions
Formal disclosure at work was high (84% in the UK and 88% globally), however, many respondents still chose not to share their disability, neurodivergence or chronic health condition with their team. Only 37% of UK respondents chose to disclose to less senior members of their team and only 37% to other colleagues outside their team. This compares to 70% of respondents who chose to disclose to HR and 59% to a direct supervisor.****
Accessibility was a major issue highlighted by the survey
The survey found that 44% of respondents in the UK are missing out on work events at their workplace, or outside of their workplace, due to accessibility reasons, compared to 60% globally.
Over half (55%) of UK respondents who were able to work from home at least some of the time also stated that their home is more accessible than their employer’s premises, in contrast to 48% globally.
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Notes to editors
* Between January and April 2024, Deloitte Global surveyed 10,000 people with disabilities or chronic health conditions or who are neurodivergent in workplaces across 20 countries in full or part-time employment. Respondents were included if they met either of the following criteria: a) self-identifying as a person with a disability, chronic health condition, or as neurodivergent, or b) reporting at least "some difficulty" in one domain of an adapted version of the Washington Group Short Set (WG-SS), a widely used set of questions designed to identify and measure disability in public surveys.
** Workplace adjustments could include alternative communication methods, access to assistive software solutions, and working from home when needed.
*** Global respondents reported that requests likely to involve costs were rejected most frequently. These included alternative communication methods, assistive software solutions, and coaching for specific issues. In contrast, requests typically accepted were those not generally incurring costs, such as working from home when needed, adjustments to work schedules, taking frequent breaks, and access to private working spaces.
**** Nearly nine in 10 respondents (88%) globally have chosen to disclose their condition at work to at least one person or through a human resources information system or self-identification programme.
Deloitte support for disability, chronic health conditions and neurodiversity
Deloitte provides access to health and wellness services, enabling workplace assessments and tailored support plans. The firm's Wellness Advisory team, in conjunction with specialist providers, reviews each request to deliver appropriate adjustments, such as assistive software, noise-cancelling headphones, workstation adaptations, neurodivergence support, or flexible working arrangements.
Deloitte's Ways of Working Framework empowers individuals at all levels to outline their backgrounds, strengths, working styles, and wellbeing and inclusion preferences at the start of each project. This framework provides an opportunity to discuss disability or neurodivergence, if desired.
Deloitte provides further support through its 12 diversity networks, connecting people with shared affinity indicators such as gender, race, religion, sexual orientation, disability, neurodiversity, parenting, and caring responsibilities. Workability, Deloitte's network for those with disabilities, has around 500 members. The neurodiversity network, the newest addition, has over 600 members and allies.
Deloitte has publicly pledged its commitment to disability inclusion by signing up to the Valuable 500 movement and supporting Scope as a charity partner. In September 2023, Deloitte progressed to Level 2 of the government's Disability Confident scheme.
The firm has rolled out firm-wide neurodiversity online training and contextualised resources to ensure people managers better understand neurodiversity and can support neurodivergent colleagues. Separately, last year Deloitte launched an online training resource focused on disability as part of International Day of Persons with Disabilities. Deloitte's 2022 publication, the Neurodiversity Learning Guide for Recruiters, is publicly available to inform inclusive recruiting practices across organisations.
Deloitte’s latest Green Room podcast, ‘How can companies think differently about people who think differently?’ explored what businesses can do to become more inclusive for neurodivergent people.
As a partner member of the Business Disability Forum, Deloitte commissioned an accessibility audit of its offices in 2023, including focus groups to understand employee experiences. The findings and recommendations are informing improvements and the firm's wider accessibility strategy. Earlier in 2024, Deloitte launched its carers’ leave policy, recognising the importance of supporting those who care for others, including individuals with disabilities or long-term health conditions.
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