Deloitte Global published the Disability Inclusion @ Work 2024: A Global Outlook report, which 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 study found 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 behaviours. The data delves into various actions and factors that can help enable and accelerate disability inclusion at work.

According to the study, while respondents experienced 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 study reflects the views of both those who self-identify as a person with a disability, 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. The research found that formal disclosure at work is high, although many choose not to share their disability, neurodivergence or chronic health condition with their team. The findings reveal that although nearly nine in 10 respondents (88%) have chosen to disclose their condition at work to at least one person or through a human resources information system (HRIS) or self-identification program, many choose not to share their disability, neurodivergence, or chronic health condition with all their colleagues. 

One-quarter of respondents who have disclosed to their employer have asked for workplace accommodations, while seventy-five percent have refrained, 43% believe they don’t need any; 20% cite fears that their supervisors would perceive the request negatively, and 11% feel discouraged by a negative experience at another company. According to the research, nearly half (48%) of respondents who work from home at least some of the time say that their home is more accessible than their employer’s premises. Those who can work from home cite many benefits, including making work easier to get done (57%), reducing threats to their health (55%), providing direct access to care within the home (46%), and reducing discrimination and harassment concerns (29%). However, just 9% of respondents say they can work from home every day.

Access the Disability Inclusion @ Work 2024: A Global Outlook report for additional findings and recommendations, click here.

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