Key Considerations for Employers Looking to Close the Disability Inclusion Gap

By Anthony Favry

Editor’s Note: Today, around 17% of the world’s population experience some form of disability – making individuals with disabilities the largest minority group in the world. Despite making up a large percentage of the world’s population, individuals with disabilities often lack access to employment. In fact, compared to non-disabled workers, the global employment rate for disabled people in industrialized nations is just half, and many of those individuals experience unequal hiring, unequal pay, and occupational segregation.

According to a recent survey, employees with disabilities are 60% more likely to feel excluded compared to other employees. What’s more, recent MetLife data shows that employees living with a disability are significantly more likely to say they feel overwhelmed, stressed, and isolated/disconnected. While employers continue to make strides in supporting this cohort, it’s clear there may be opportunities to further ensure their workplace is diverse, equitable, and inclusive of individuals with disabilities.

October marks the Department of Labor’s National Disability Employment Awareness Month (NDEAM), and this year’s theme is Disability: Part of the Equity Equation – a theme that recognizes the vital role people with disabilities play in making the nation’s workforce diverse and inclusive. For employers looking to support their workers with disabilities and help close the disability inclusion gap, here are three things to consider:

1. Support Diversity, Equity and Inclusion

According to a recent MetLife study, employees living with a disability are more likely to want their employer to offer a wider range of benefits that specifically address Diversity, Equity, and Inclusion (DEI). In recent years, we’ve seen efforts surrounding DEI in corporate America increase drastically, however, disability is an aspect of DEI that is often forgotten and in turn, neglected. Indeed, a recent report found that 90% of companies believe they prioritize diversity, though only 4% of companies consider disability in those initiatives. While the difference in these percentages is staggering, they also provide valuable information for employers who are working to become disability-confident organizations – a company that puts policies and procedures in place to ensure people with disabilities are equally included.

“ . . . In recent years, we’ve seen efforts surrounding DEI in corporate America increase drastically, however, disability is an aspect of DEI that is often forgotten and in turn, neglected. Indeed, a recent report found that 90% of companies believe they prioritize diversity, though only 4% of companies consider disability in those initiatives.”

2. Offer the Right Benefits

MetLife’s study also found that employees living with a disability are significantly less likely to say they feel mentally, financially, socially, and physically healthy – demonstrating how their holistic health is struggling immensely. However, individuals living with a disability who have enrolled in disability insurance through their employer are significantly more likely to agree that because of the benefits they receive at the workplace, they worry less about unexpected health issues and that their benefits package helps reduce their financial stress. What’s more, while 59% of employees with a disability say they have needed to seek help for stress, burnout, or mental health issues in the past 12 months, employees living with a disability who are enrolled in disability insurance through their employer are significantly less likely to feel stressed, burned out and depressed. By providing benefits, such as disability insurance, employers can help support employees living with disabilities and their holistic health.

“. . . individuals living with a disability who have enrolled in disability insurance through their employer are significantly more likely to agree that because of the benefits they receive at the workplace, they worry less about unexpected health issues and that their benefits package helps reduce their financial stress.”

3. Foster a Supportive Culture

Social and supportive cultures are fundamental aspects of any workplace, and for individuals with disabilities, social and supportive cultures are significantly more likely to be selected as the number one most important factor when it comes to employee needs, according to MetLife data. In order to foster this type of workplace, employers can consider identifying and encouraging “Purple” champions within their organizations – those who are allies to disabled individuals and recognize that they should experience full equality in the workplace. In leading by example, organizations will be well positioned to have a snowball effect on their workforce and encourage the same inclusive behavior throughout their organization.

“ . . . employers can consider identifying and encouraging “Purple” champions within their organizations – those who are allies to disabled individuals and recognize that they should experience full equality in the workplace.”

During this NDEAM and beyond, employers should consider changes their organizations can make to help close the disability inclusion gap. Promoting inclusion should be a fundamental part of every organization, and it starts with creating a culture of inclusion By supporting DEI, providing the right benefits, and creating a supportive culture, employers will be well positioned to positively contribute to the equality equation and support their employees who are living with disabilities.