Disability inclusion @ work 2024

The report 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.

The report sets out the survey findings of 10,000 people with disabilities, chronic health conditions or those who are neurodivergent in workplaces across 20 countries. The research reflects the views of both those who self-identify as a person with a disability, chronic or long-term health condition or as someone who is neurodivergent and those who report experiencing at least some level of difficulty in one domain of activity such as walking, seeing, hearing, concentrating and communicating.

Key findings

• Nearly nine in 10 respondents have disclosed having a disability, chronic health condition or being neurodivergent to someone at work.
• One-quarter of respondents who have disclosed their disability, neurodivergence or health condition at work have requested accommodations. Of those, 74% have had at least one request rejected; almost two in 10 have had all their requests rejected.
• Fears of negative perception, concerns about being seen as difficult, and past negative experiences are some of the reasons why some respondents have not asked their current employer for workplace accommodations. 
• Six in 10 respondents have been unable to attend some kind of work event due to inaccessibility.
• 41% of respondents say they have experienced either microaggressions, harassment and/or bullying at work over the past 12 months. 
• Workplace accessibility is a significant challenge for many with respondents reporting working from home due to it being more accessible than their workplace, a lack of accessibility in recruitment and onboarding processes, and a lack of accessibility when it comes to events both within and outside the workplace.

Recommendations for employers

1. Make disability inclusion a visible leadership priority and help encourage senior role models.
2. Provide roles that help enable strengths – and managers and leaders who both understand the importance of disability inclusion and enable it.
3. Embed accessibility into business as usual throughout the career lifecycle.
4. Recognise the importance of providing workplace accommodations when they are needed – and that the accommodations application process is clear, timely and stigma-free.
5. Provide a disability-inclusive culture, address non-inclusive behaviours and help enable everyone to report without concern.