Ensuring Those with Disabilities Have a Rightful Place at the DEI Table

Rebranding DEI

Organizations are becoming creative with their names for diversity initiatives. Regardless of the terminology used, many organizations still prioritize DEI. Terms like Inclusion and Belonging, Diversity, Opportunity, and Inclusion, and People and Culture are replacing the traditional DEI (Diversity, Equity, and Inclusion). However, the core mission remains the same: fostering environments where every employee feels seen, supported, and empowered to thrive. As organizations evolve, it is essential to focus on an often-overlooked aspect of DEI: the disability community.

The Missing Voice

According to the CDC, 28.7% of adults in the United States live with a disability, making this one of the largest, yet most overlooked, groups in the country (CDC, 2023). Despite this significant presence, disability remains notably absent from many corporate DEI (Diversity, Equity, and Inclusion) strategies. A 2020 Harvard Business Review article highlights this gap: while 90% of companies report prioritizing diversity, only 4% include disability in their DEI initiatives (HBR, 2020).

Signs of Progress

Some positive changes are occurring. The 2023 Disability Equality Index (DEI) revealed that 69% of participating companies now publish annual diversity reports, and 24% include disability-specific data (Disability:IN, 2023). Yet, despite these improvements, significant disparities persist. The National Organization on Disability states that while 67% of companies track disability-related outcomes in hiring and promotion, this figure falls short of the 91% tracking outcomes for other underrepresented groups (NOD, 2023).

Some argue that expanding DEI efforts to include disability could strain limited resources. Others view the demands surrounding disability inclusion—from legal compliance to personalized accommodations—as overwhelming for HR and DEI departments. However, these challenges overlook the broader benefits of inclusive design. Practices like universal accommodations not only support employees with disabilities but often enhance the experience for all employees. This can lead to increased innovation, productivity, and retention.

The Business Case for Inclusion

Accessibility and Inclusion as Business Priorities

Organizations must acknowledge the critical role that accessibility and inclusion play for individuals with disabilities. It's not just a moral obligation; it makes good business sense.

A 2018 study by Accenture, in partnership with Disability:IN and the American Association of People with Disabilities, found that companies recognized as leaders in disability inclusion achieved 28% higher revenue, 30% higher economic profit margins, and two times the net income over a four-year period compared to their peers (Accenture, 2018). This correlation is not mere coincidence. When companies invest in accessibility, they open up a larger talent pool and improve engagement, leading to deeper trust with customers.

Globally, over 1 billion people live with disabilities (World Health Organization, 2023). This demographic represents a significant market of consumers, workers, and innovators. When DEI strategies genuinely include disability, organizations cultivate an environment that helps them develop products and services that reflect the diverse needs of the population—ultimately strengthening performance and impact.

Moving Beyond Compliance

Accessibility must extend far beyond checking compliance boxes. It's important to cultivate a culture where individuals can fully express themselves and contribute meaningfully. This environment fosters innovation, resilience, and profits, while reinforcing organizational values like equity and belonging.

It's crucial to recognize the need for proactive accessibility measures. The statistics are telling: 1 in 4 adults in the U.S. lives with a disability (CDC, 2023). Unfortunately, many employees only disclose their disabilities in response to significant barriers. By designing inclusive systems from the outset, organizations can enhance retention, boost morale, and create a culture where all employees can thrive.

Like supporting children with diverse needs through sensory breaks, quiet spaces, and visual aids, adults too can benefit from similar strategies in their work environments. Acknowledging this continuity helps us create workplaces where everyone can succeed regardless of their abilities.

Accessibility as a Driver for DEI

Accessibility forms a critical pillar of DEI and a key driver of long-term business success. By including disability in DEI conversations, we pave the way for a more innovative, resilient, and equitable future for everyone.

Barriers and Taking Action

As organizations evaluate their strategies for diversity, equity, and inclusion (DEI)—sometimes rebranding or shifting focus—there is a growing opportunity to recalibrate these efforts. Amid these changing definitions and evolving policy language, it is crucial to prioritize disability inclusion as a fundamental part of workplace equity.

Despite comprising a large segment of the population, people with disabilities are frequently left out of DEI frameworks. This transitional period is ideal for reexamining how organizations define inclusion, making sure that it incorporates the broad spectrum of disabilities—from physical and sensory impairments to neurodivergence, chronic conditions, and mental health issues.

Common Barriers

Several misconceptions contribute to this ongoing exclusion. One major perception is that disability inclusion is overly complex or costly. In truth, many accommodations are either inexpensive or free, and accessibility benefits all employees. Other barriers include discomfort or uncertainty around language, disclosure, and legal compliance. Employers may fear inadvertently saying or doing the wrong thing. Furthermore, disability often exists in separate compliance departments rather than being integrated into mainstream DEI strategies, which makes it feel like a secondary issue.

Attitudinal barriers also play a role. Many organizations still operate under outdated perceptions of what disability “looks like,” limiting awareness of invisible disabilities and perpetuating stereotypes. Consequently, inclusive practices may unintentionally exclude those who don't fit these narrow definitions.

This moment of transition presents a unique opportunity to dismantle these barriers and reimagine what genuine inclusion looks like. By actively integrating disability into the broader DEI conversation, organizations can cultivate equitable, innovative, and sustainable workplaces for everyone.

Assess. Accept. Educate. Evolve.

1. Review and Assess

• Assemble a diverse panel with experts in disability hiring, retention, and accommodation.

• Evaluate current policies, practices, and workplace culture through the lens of accessibility and inclusion.

  
  

2. Connect with Resources

• Utilize local and national resources, such as the Job Accommodation Network (JAN).

• Engage with disability-focused organizations, workforce development programs, and government services.

  
  

3. Implement Accessible Hiring Practices

• Ensure job descriptions are clear, accessible, and inclusive for individuals using assistive technologies.

• Audit recruitment platforms for accessibility compliance.

• Forge partnerships with vocational rehabilitation offices and community organizations to broaden outreach.

  
  

4. Normalize and Foster Acceptance

• Encourage a workplace culture that values diversity, equity, and belonging.

• Create safe spaces for open conversations about disability and encourage employees to share experiences and access accommodations.

• Highlight efforts being made to remove barriers and embrace inclusivity.

  
  

5. Offer Consistent, Inclusive Training

• Provide ongoing education regarding disability awareness, inclusion, and legal obligations (such as ADA compliance).

• Utilize various formats—workshops, webinars, and downloadable guides—to cater to diverse learning needs.

  
  

6. Evolve and Celebrate Uniqueness

• Celebrate the unique contributions and perspectives of employees.

• Collect and use self-identification data to inform strategies, track progress, and enhance equity efforts.

• Tailor your approach based on employee feedback and emerging best practices.

  
  

Advancing Disability Inclusion in the Workplace

With 1 in 4 adults in the U.S. living with a disability (CDC, 2023), it is vital to implement disability inclusion efforts in every workplace. Encouraging employees to share their stories and suggestions fosters a culture of inclusion, leading to stronger performance and innovation.

It's important to note that many workplace accommodations impose little to no cost. The most crucial aspect often lies in fostering a cultural shift—one that embraces curiosity and flexibility to understand how each individual excels. A practical starting point is the "Assess, Accept, Educate, and Evolve" framework, which guides teams toward sustainable inclusion.

Experts in disability hiring, retention, and accommodation can help evaluate current practices. Proven resources like the Job Accommodation Network (JAN) and other local and national partners are invaluable in establishing a strategic foundation for accessibility.

Inclusive workplaces enhance the employee experience and outperform competitors. Join the leaders in disability inclusion and potentially achieve 28% higher revenue and 30% higher economic profit margins (Accenture, 2018).

Ready to take the lead in this vital area? Let’s connect. I offer free consultations to explore personalized strategies, including training, awareness programs, and accommodation planning tailored to your organization's unique needs.

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