Disability in the US workforce

The employment rate for working-age persons with disabilities in the US rose from 29% in 2018 to 37% in 2023. The majority of this growth occurred post-2020, likely driven by expanded remote work, increased awareness of accessibility, and more inclusive hiring processes. Despite progress, gaps persist: only 37% of persons with disabilities participate in the workforce compared to 76% of those without disabilities.

Stronger than ever: The business case for including persons with disabilities

Companies identified as Disability Inclusion Leaders achieved 1.6x more revenue, 2.6x more net income, and 2x more economic profit than other participants. They also outperform industry peers by 25% in productivity (revenue per employee). Additionally, Leaders receive four times as many positive Glassdoor reviews on disability inclusion and exhibit a 7.5% higher sentiment score than peers.

Inclusion also contributes to team innovation, employee retention, and market expansion. Persons with disabilities hold nearly US$500 billion in disposable income in the US, presenting a substantial market opportunity. Support for disability-owned businesses also enhances supplier diversity.

The cultural challenge to inclusivity

Disclosure remains a challenge. About 76% of employees and 80% of senior leaders with disabilities do not disclose their disability status due to concerns over stigma or career limitations. Only 4.6% of employees formally self-identify, highlighting the need for safer disclosure environments. The report stresses the importance of distinguishing between self-disclosure and formal self-identification, both of which influence inclusivity and compliance measures.

The A List framework to foster and facilitate disability inclusion

Broaden access
Removing barriers in recruitment, workplace accessibility, and career development is essential. Practices include centralised resources for job applicants, AI tools like Vervoe for accessible hiring simulations, and inclusive tech design from the outset. Dell provides onboarding support through neurodiversity coaches and a catalogue of assistive technologies managed by a centralised, confidential team.

Raise awareness
Raising awareness is essential to shift workplace attitudes. This includes workshops, employee stories, and accessible content. Chevron’s ENABLED employee network, with 3,038 members in 34 countries, hosted a global summit to raise disability awareness and foster learning through inclusive sessions with live captioning and transcripts.

Foster advocacy
Advocacy initiatives empower employees to voice needs and promote inclusion. Employee Resource Groups (ERGs) and partnerships with advocacy bodies can enhance visibility. Bank of America runs a four-level learning program covering neurodiversity and accessibility, and encourages staff participation in its Disability Action Network and related nonprofit support.

Integrate actions
Centralising efforts across business functions ensures coherence and efficiency in disability inclusion strategies. Accenture’s leadership council meets quarterly to align and evaluate inclusion initiatives, manage accessibility centres, and expand their Disability Inclusion Allies network of over 35,000 members. Their Accommodation Support Tool spans 43 countries and provides confidential access to workplace adjustments.

Ensure accountability
Measurement and transparency are vital. Walgreens Boots Alliance links disability representation to executive bonuses—an S&P 500 first. Increasingly, disability inclusion is featured in ESG reports. In 2023, 65% of Fortune 500 companies included disability metrics in such reports. Legislative changes, such as the EU’s Corporate Sustainability Reporting Directive, may expand these disclosures.

Prioritise disability inclusion to embrace the full power of collective differences

The report concludes that disability inclusion should be embedded in organisational culture and ESG frameworks. As companies enable safe disclosure and representation, they foster trust and innovation. Inclusion must be intentional, with ongoing effort across access, advocacy, and accountability.