Deloitte has officially published its first ever Disability Inclusion @ Work 2024: A Global Outlook report, which focuses on the workplace experiences of more than 10,000 respondents with disabilities, chronic health conditions or who are neurodivergent.
Taking responses from across workplaces in 20 different countries, the stated survey happens to indicate varying attitudes towards 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 behaviors.
Having said that, the achieved data also goes on to show various actions and factors that can help enable and accelerate disability inclusion at work.
Talk about the findings on a slightly deeper level, we begin from the fact 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 their colleagues.
Furthermore, the data reveals that 35% of respondents chose to disclose to colleagues who were less senior or of equal seniority, and 31% disclosed to other colleagues outside their team. Another 78% chose to disclose to HR, whereas 73% preferred doing so to a direct supervisor.
As for those who have chosen to keep their condition private, respondents explained their decision through concerns that they may be discriminated against, that managers would consider their ability to do their job to be impaired, or that their career progression could be impacted. These concerns are markedly supported by a contingent of 21% respondents who cited a negative experience after disclosing to a previous employer.
Next up, the report reveals how, despite the high workplace disclosure rates, requesting workplace accommodations is still some distance away from becoming a norm. In this regard, the survey found only one quarter of respondents, who disclosed with their employer, went on to ask for workplace accommodations. On the other hand, nearly 75% have decided against making such requests. This they have done on the account of not actually needing an accommodation (43%), fearing that their supervisors would perceive the request negatively (20%), or feeling discouraged by a negative experience at another company (11%).
Another detail worth a mention here is rooted in the way almost three quarters of respondents, who requested an accommodation, have had at least one request rejected. In terms of reasons, respondents said they were told that their request was costly (41%), too difficult to implement (30%), and that it was unreasonable (29%). More specifically, the most frequently rejected requests reported by respondents were related to alternative communication methods, access to assistive software solutions, and coaching for specific issues.
On the flipside, most frequently accepted requests related to working from home when needed, adjustments to work schedules, taking frequent breaks, and access to private working spaces.
Staying on the point of work-from-home, an estimated half (48%) of respondents, who work from home at least some of the time, said 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%).
More on that would reveal how just 9% of respondents said they can work from home every day. Joining them would be 28% of respondents who say they can work from home for specific agreed periods, whereas 24% say they can work from home for part of their working time and do not need advance approval.
Interestingly, some of the respondents, who had the chance to work from home, chose not do it. Here, the top reason was missing out on professional opportunities (39%). Among other reasons, there was a concern for employees that they will have less of those opportunities (30%) or believe that being in a physical workplace is better for their career (30%).
