Amy Billings’ Post

The latest report on Disability Inclusion @ Work 2024, from Deloitte is out and it highlights some interesting facts about disability inclusion in workplaces globally. The report captures key insights from a survey of 10,000 individuals across 20 countries. The report emphasises the challenges and opportunities in fostering more inclusive work environments. Key Findings: - High Disclosure Rates: Approximately 90% of respondents have disclosed their disability, chronic health condition, or neurodivergence at work, often to HR or direct supervisors. - Barriers to Accommodations: Despite the high disclosure rates, only 25% have requested workplace accommodations, citing concerns about negative perceptions or past rejections. - Accessibility Challenges: Almost half (48%) perceive their homes as more accessible than their workplaces, leading to 60% missing work events due to accessibility issues. - Non-Inclusive Behaviors: 41% have encountered microaggressions, bullying, or harassment, with many instances remaining unreported out of fear of escalation. What can Employers do to help the cause: - Leadership Commitment: Elevate disability inclusion as a visible priority at the board level. - Accessible Workplaces: Enhance physical accessibility and embed inclusive processes throughout employees' career journeys. - Supportive Culture: Cultivate an environment where employees feel comfortable disclosing disabilities and requesting accommodations without facing stigma. We can all collaborate to bridge the 'access gap' and unleash the full potential of all team members. Remember, inclusion isn't merely a policy, it's a commitment that enriches the workplace for everyone. #DisabilityInclusion #InclusiveWorkplace #DiversityAndInclusion #DeloitteInsights

Workplace inclusion for people with disabilities is still a major challenge. The data shows us just how much work remains to be done: 📊 Nearly 9 in 10 respondents disclose their disability, chronic health condition, or neurodivergence to someone at work—most to HR or their supervisor. 📄 Yet, only 25% request accommodations, and of those who do, a staggering 74% have at least one request rejected, while almost 20% have all their requests denied. 🚫 6 in 10 employees have been unable to attend work events due to inaccessibility. 😔 41% have faced microaggressions, harassment, or bullying in the workplace over the past year. Thank you to Deloitte for shedding light on these troubling realities. These findings are one of the billion reasons I’m building Billion Strong—to give our community a place to convene, become discoverable, and ensure our voices are heard. We are all stronger together, and we need #corporate brands like #Deloitte to support these efforts. I deeply appreciate their leadership in bringing this critical data to light. Let’s work together to build workplaces where everyone can thrive. Thanks for sharing this with me Jack McElaney #WeAreBillionStrong #BillionStrong #Accessibility #Inclusion #AXSChat #Disability #IDPWD2024 #IDPWD24 #NothingAboutUsWithoutUs #GreenDisability #AccessibilityNewsletter #Workplace #HR #DisabilityIdentity #DisabilityPride #Accessibility #A11Y https://lnkd.in/e_vjchqS

Of those who have chosen to keep their condition private, respondents revealed several concerns – that they may be discriminated against, their managers might consider their ability to do their job to be impaired, or that their career progression could be impacted. In fact, 21% of respondents cited a negative experience after disclosing their condition to a previous employer. #inclusion #discrimination #disabilities

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Nearly half (43%) of employees feel unsafe requesting disability accommodations, despite 60% considering them essential for workplace success. Gen Z play a big role in this topic. This generation is in a culture of personalization and early diagnosis of neurodiversities and they are the ones driving the shift towards normalizing such requests of adjustments in the workplace. Research shows that companies with employee-centered policies see higher profitability, growth, and valuation. So we see that it is a strategic move to retain talent and enhance performance in a tightening labor market. Dijana Krizanovic Emmanuel Gabriel Séverine Moca Marc Schernberg de Plata Acevedo (he/him/his) Franck Pansera Isabelle DURAND Aurélie Santin Caroline Smolinski

Deloitte’s first Disability Inclusion @ Work 2024 survey. Results reveal that workplace accessibility is a significant challenge for many. Not surprising! Long road ahead to provide accessible workplaces for all - let’s start by advocating and voicing out when and where we can! We all can make a difference however small. #a11y #AI4Inclusion #AI4Disability

Deloitte’s first Disability Inclusion @ Work 2024 survey reveals that workplace accessibility is a significant challenge for many It provides insights into the workplace experiences of 10,000 respondents with disabilities, chronic health conditions or who are neurodivergent across workplaces in 20 countries. The findings paint a picture of varying attitudes toward self-identification and disclosure, hesitancy in asking employers for workplace accommodations, inability to participate in work events due to a lack of accessibility, and experiences with non-inclusive behaviors. However, the data also shows various actions and factors that can help enable and accelerate disability inclusion at work. The survey finds that while many respondents experience different levels of difficulty while doing certain activities—such as walking, seeing, hearing, concentrating, and communicating—they do not always identify as being a person with a disability or chronic health condition, or as someone who is neurodivergent. The research reflects the views of individuals who identify as a person with a disability, a 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. #DisabilityInclusion #SDGs #Equity #WeAreBillionStrong #AXSChat

I often hear from people who say, "Oh, my company is too small to need HR," (not true) or "There is no process for accommodations" (yikes!). If you're a small business owner like me, reasonable accommodations are not only legally required, but they also help everyone succeed in the workplace. Hats off to Deloitte for focusing on this very important issue that is relevant to us all!

Just over a quarter (26%) of UK and global employees who disclosed their disability or condition to their employer have asked for workplace adjustments, according to research by Deloitte. Its first Disability inclusion at work report, released to mark International Day of Persons with Disabilities (3 December 2024), which surveyed 10,000 people with disabilities, chronic health or neurodivergent conditions in 20 countries, including 500 from the UK, found that the most common reasons for not requesting adjustments were a belief they were not necessary (35%), followed by fear of negative perceptions from supervisors (28%), and discouragement from past negative experiences (11%).

Breaking Down Barriers: Addressing the Disability Inclusion Gap in Workplaces 🛠️ New Research Highlights Accessibility Gaps in Workplaces Globally A new global survey by Deloitte has shed light on significant challenges in creating accessible and inclusive workplaces for employees with disabilities, chronic health conditions, and neurodivergent individuals. Despite growing awareness of disability inclusion, barriers persist, with nearly half of respondents reporting that their homes are more accessible than their workplace, and 60% missing out on work events due to accessibility issues. 🧩 Self-Identification and Disclosure Challenges The survey revealed that while 90% of respondents disclosed their condition to someone in their workplace, many do not share this information widely. This highlights a key issue: employers often lack a full understanding of the diverse needs of their workforce, limiting their ability to foster a truly inclusive environment. 📋 Barriers to Workplace Accommodations Persist While one-quarter of respondents requested workplace accommodations, 75% refrained from doing so, citing fears of stigma, negative supervisor perceptions, or discouraging past experiences. Alarmingly, nearly three-quarters of those who made requests faced rejections, often due to cost or perceived implementation challenges. 🚀 Actionable Steps for Progress Experts from Deloitte emphasise the need for leadership-driven initiatives to bridge the inclusion gap. Suggested strategies include: 🔸Prioritising disability inclusion visibly at leadership levels. 🔸Embedding accessibility into every stage of the career lifecycle. 🔸Ensuring timely, stigma-free accommodation processes. 🔸Training managers to support employees with diverse needs. 🔸Cultivating a workplace culture that actively combats non-inclusive behaviours. With clear actions and leadership commitment, businesses can empower employees with disabilities to thrive and contribute fully. #DisabilityInclusion #WorkplaceAccessibility #DiversityAndInclusion #Leadership #HR