There is some good news in this regard inclusion of disability in work: Today’s workforce is mostly open to disclosing their status, new research shows. But then asking for accommodation from their superiors, they still fear being judged, rejected or judged discriminated against.
About 88 percent of employees with disabilities have disclosed their condition to at least one person at work, and 78 percent said they told HR, according to a report. survey from the consulting company Deloittewho surveyed 10,000 people with a disability, chronic health problem or neurodivergentBetween January and April 2024.
A high rate of overall disclosure is good because it means more employees are willing to open up about their work experience. But that doesn’t mean everyone isn’t concerned about doing it. About 20% of people with disabilities say they are worried about reporting discrimination from their supervisor, and 22% worry career progression influence if a higher-up or manager questions their ability to do their job. And those feelings are valid. A staggering 41% of respondents say they have been bullied at work in the past 12 months. This is also shown in other data; of the 110 cases presented Equal Employment Opportunity Commission (EEOC) In 2024, nearly half (48 cases) fell under the Americans with Disabilities Act (ADA).
But the fears of workers with disabilities are even greater when it comes to asking for a workplace accommodationThis can include anything from working out alternative schedules to adjusting office noise and lighting levels. Among the people who declared their disability at work, 75% did not request accommodation from the company. This may be due to the inability to accept a previous one. A staggering 74% of respondents say they have rejected at least one, and almost 20% say they have rejected all formal inquiries. Among disabled workers who had their applications rejected, 41% were told it was too expensive, 30% said it would be a hassle to implement, and 29% said it simply didn’t make sense.
“Employees may not ask for accommodation because they automatically think they won’t get it,” said Emma Codd, Deloitte’s global director of diversity, equity and inclusion. luck. Therefore, it is crucial that HR teams inform people about how the accommodation process works and let people know what options are available.
There are, of course, ways to offer flexibility to employees at virtually no cost to employers, such as remote work, alternative schedules, frequent breaks, or private workspaces. These types of requests, says Codd, are often easier to approve for that reason. However, employees with disabilities may be concerned if they request flexible work hours, as the lack of presence may set them back professionally.
Loss of career opportunities is the most common reason (39%) for these employees to choose to work remotely, and 30% cite concerns that leaving the office will make them think less of them. And about 60% of employees with disabilities say they couldn’t attend a work event because it wasn’t accessible, according to the study.
“It’s the events that really matter, the moments that matter, that we talk about,” Codd said. “This level of exclusion cannot be productive. He cannot be a committed worker.”
Fortunately, there are ways HR leaders can improve their company’s inclusion. When asked about what employers could do better, nearly a quarter (24%) of respondents indicated that the workplace could be made more physically accessible, followed by disability inclusion as a key priority discussed at board level (16%). Respondents also say that having a visible role model with a disability in their company would help foster a more inclusive culture, although as the research shows, these are often few and far between.
“It’s so important for leaders to stand up and say, ‘I’m a person with a disability,'” Codd says. “Research shows how important it is to have access to role models for people with disabilities, chronic health conditions, or neurodivergent people struggling with similar issues.”
Britt Morse
brit.morse@fortune.com
Today’s edition is edited by Emma Burleigh.
around the table
Summary of the most important HR topics.
The Biden administration is working to end a statute that has allowed companies to pay disabled workers below minimum wage for decades. New York Times
Walmart recently became the largest retailer to leave the Human Rights Campaign’s Business Equality Index, amid a backlash against the conservative-led “woke”. NBC News
Agriculture giant Cargill will lay off 5% of its global workforce, around 8,000 workers, as the company faces pressure on crop prices and beef supplies. WSJ
Some frustrated LinkedIn job seekers are offering cash prizes, using “desperate” profile banners, and trying to attract new prospects. Washington Post
Water cooler
Everything you need to know luck.
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Concession of corruption. Ten executives of Nomura Holdings Inc., including the CEO, will take pay cuts in the coming months as the financial services company deals with the PR crisis of employee theft and attempted murder. -Takashi Nakamichi, Nao Sano, Bloomberg
