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Deloitte's Disability Inclusion @ Work 2024 Survey Findings

Deloitte Global recently released its Disability Inclusion @ Work 2024 report, revealing significant insights into the challenges faced by individuals with disabilities, chronic health conditions, or those who are neurodivergent in the workplace. With responses from 10,000 individuals across 20 countries, the survey highlights critical gaps in workplace accessibility, showing that while awareness of disability inclusion is growing, many barriers remain.

High Rates of Disclosure But Limited Requests for Accommodations

Approximately 90% of survey participants admitted to disclosing their disability or chronic health condition to someone at work, predominantly to Human Resources (HR) or direct supervisors. Yet, despite this high level of openness, only a quarter of these individuals went on to request accommodations. Alarmingly, more than 74% of those who made requests faced at least one denial. Such statistics emphasize a troubling trend where disclosure does not translate into necessary support. Concerns about perception and the fear of being viewed as difficult significantly deter employees from requesting the accommodations they require.

Less than 10% of participants mentioned that they could work from home on a daily basis. For those who do work remotely, almost half find their home environment to be more accommodating than their workplace. The ability to work from home appears to alleviate some pressures and health threats, yet social dynamics, including fears of judgment and missed professional opportunities, lead many to avoid this option.

Accessibility Issues in Work Events

A concerning 60% of respondents noted they had missed work events or meetings due to accessibility issues. Only 38% were able to attend work-related events outside the office, while 33% faced barriers to participating in meetings hosted in the workplace. The most frequently reported accessibility issues included inadequate facilities and lack of consideration for breaks during events, demonstrating a clear oversight of inclusive practices in workplace planning.

Prevalence of Non-Inclusive Behaviors

The survey also highlighted disturbing experiences of microaggressions and bullying. A staggering 41% of participants reported facing such negative behaviors in the workplace in the last year. Despite the prevalence of these incidents, only about half felt compelled to report them, often due to fears that doing so could worsen their situation or that their claims would not be taken seriously.

Additionally, many expressed concerns that their managers might question their competence or integrity upon learning of their health conditions. The significant underreporting of non-inclusive behaviors underscores the need for a more supportive environment where employees can feel safe discussing their experiences without fear.

Steps Toward Inclusion

To address these issues, Deloitte’s report outlines five actionable recommendations for organizations:

1. Prioritize Disability Inclusion: Make it a visible leadership focus, ensuring senior management advocates for inclusion.
2. Tailor Roles and Support: Create job roles that enable employees to leverage their strengths and ensure managers provide necessary support.
3. Embed Accessibility in Operations: Integrate accessibility considerations into all aspects of organizational life, including during critical decision-making moments.
4. Ensure Seamless Accommodation Processes: Develop clear, timely, and stigma-free procedures for requesting necessary supports.
5. Foster an Inclusive Culture: Establish an environment where all employees feel empowered to report non-inclusive behavior.

In conclusion, although the findings reflect a growing awareness of disability inclusion within organizations, the reality remains that significant work is required to create truly inclusive workplaces. As Elizabeth Faber, Deloitte’s Global Chief People Purpose Officer, states, "Organizations have a responsibility to support their employees and create an environment where everyone feels included and can reach their full potential." By taking decisive steps to close accessibility gaps, employers can enable all workers to thrive.

For further details, the complete report can be accessed at Deloitte's official website.