Disability Inclusion at Work: Are Employers Keeping Their DEI Promises?

In 2025, the conversation around workplace diversity, equity, and inclusion (DEI) continues to evolve, but one critical question persists: Are U.S. employers truly including workers with disabilities in their DEI strategies, or are they merely checking boxes? While many organizations proudly promote their DEI achievements, the lived experiences of employees with disabilities often reveal a different story—one where inclusion remains uneven, underfunded, and at times, forgotten.

This article takes a comprehensive look at the current state of disability inclusion, evaluates how far employers have come in meeting their commitments, and outlines the steps needed to make genuine progress.

The State of Disability Inclusion in Corporate America

Promises vs. Progress

In the aftermath of the racial justice movements of 2020, many U.S. companies pledged sweeping DEI reforms. However, most of these efforts have focused primarily on race and gender, with disability often receiving minimal attention. In 2024, a study by Coqual found that only 4% of companies measured disability inclusion metrics, compared to 100% tracking race and gender.

Even as DEI reports tout improved diversity stats, the reality for workers with disabilities is that unemployment remains twice as high as it is for non-disabled workers. Moreover, when employed, disabled individuals are more likely to be underemployed, placed in low-level positions, or excluded from leadership tracks.

The Economic Imperative of Inclusion

Beyond ethical concerns, failing to include workers with disabilities also has economic ramifications. According to Accenture’s 2023 “Getting to Equal” report:

• Companies that actively hire people with disabilities grow revenues 28% faster.
• They enjoy two times higher net income and 30% higher profit margins than their peers.

Workplace diversity leads to better decision-making and innovation, particularly when inclusion extends across all employee demographics. Disabilities—both visible and invisible—bring unique perspectives to problem-solving, collaboration, and customer insight. In a consumer market where 1 in 4 adults in the U.S. identifies as having a disability, representation is both a social and business imperative.

Common Barriers to Disability Inclusion

1. Lack of Clear Accountability

One of the biggest failures in disability DEI initiatives is the absence of accountability. While racial and gender equity often comes with executive oversight, disability metrics are frequently omitted from reports, ESG benchmarks, and executive compensation structures. When inclusion goals are not tied to measurable KPIs, progress stalls.

2. Inaccessible Hiring Practices

Recruitment remains one of the most significant exclusion points. Many corporate application systems are not compatible with screen readers or accessible navigation. Job postings often contain non-inclusive language and don’t highlight accommodations or flexible work arrangements.

In interviews, unconscious bias plays a role. Employers may wrongly assume a candidate with a visible disability will struggle with productivity, flexibility, or “fit.” Meanwhile, those with non-visible disabilities (like chronic illness or neurodivergence) may hide their conditions due to fear of stigma.

3. Physical and Digital Infrastructure Gaps

Despite decades of ADA regulations, many office environments are still not fully accessible. In 2025, outdated buildings, poorly marked exits, and non-adjustable workstations persist. Likewise, digital platforms, intranet portals, and collaboration tools are often not optimized for screen readers or alternative inputs, effectively excluding disabled workers from communication and workflows.

4. Exclusion from Remote Work Policy Planning

Ironically, the pandemic created unprecedented flexibility through remote work—benefiting many disabled professionals. But as hybrid and return-to-office policies tighten in 2025, workers with disabilities often find themselves facing inflexible mandates that don’t accommodate their needs. Rather than recognizing remote work as a legitimate and often necessary accommodation, some employers treat it as a privilege being withdrawn.

What’s Working: Examples of Disability Inclusion Done Right

1. Microsoft

A leader in accessible technology, Microsoft has invested significantly in both products and internal policies. The company has dedicated disability ERGs (employee resource groups), accessibility testing for all internal tools, and comprehensive hiring pipelines for neurodiverse talent. The “Autism Hiring Program” provides job coaching and interview alternatives for candidates with autism spectrum conditions.

2. Salesforce

Salesforce launched the “Abilityforce” ERG to promote awareness, career mobility, and mentorship opportunities for employees with disabilities. The company also integrates inclusive design principles into its product development and has built accessible virtual meeting rooms into its hybrid work model.

3. JPMorgan Chase

With over 1,500 employees hired through its neurodiversity initiative, JPMorgan Chase has created specialized roles, adapted training, and designed onboarding strategies that address sensory, cognitive, and social processing differences.

These companies share a common thread: they treat disability inclusion as a leadership responsibility, not a side initiative.

What Employers Can Do Better

1. Include Disability in DEI Goals and Reporting

Organizations should incorporate disability as a formal metric in their DEI dashboards, sustainability reports, and ESG disclosures. Track progress not only in hiring, but also in promotions, pay equity, leadership roles, and retention. Without this data, it’s impossible to identify blind spots or course-correct.

2. Redesign the Recruitment Process

Employers should evaluate every stage of their hiring journey for accessibility—job descriptions, online applications, assessment tests, and interviews. Alternative interview formats, such as asynchronous video or task-based challenges, may be more equitable for neurodiverse candidates. Companies should also proactively offer accommodations rather than waiting for candidates to request them.

3. Build a Culture of Psychological Safety

Many people with disabilities don’t disclose their status due to fear of discrimination. Creating a culture where disclosure feels safe—and where accommodations are normalized—is essential. Managers should be trained to ask, “What support can we provide?” rather than relying on outdated assumptions.

4. Commit to Universal Design

Adopt universal design principles for all physical and digital environments, ensuring they are usable by everyone without the need for special adaptation. This benefits all employees—parents with strollers, workers recovering from injuries, and employees in remote or rural areas.

5. Involve People with Disabilities in Strategy Development

DEI decisions are most effective when informed by those they impact. Companies should consult with internal disability ERGs, external advocates, and accessibility consultants to build inclusive policies that reflect real needs.

A Note on Intersectionality

Disability doesn’t exist in isolation. It intersects with race, gender, age, and socioeconomic status. A 2023 report by the National Disability Institute revealed that Black women with disabilities experience the highest unemployment rates among all demographic groups. LGBTQ+ disabled workers also report high rates of workplace harassment and exclusion.

True DEI means understanding how these overlapping identities create compounding barriers—and designing policies that reflect this complexity.

Policy Environment and Legal Obligations

While the Americans with Disabilities Act (ADA) and Section 503 of the Rehabilitation Act mandate workplace accommodations and prohibit discrimination, compliance is not the same as inclusion. Legal requirements represent the floor not the ceiling of what a fair, accessible workplace should offer.

In 2025, legislation like the Disability Employment Incentive Act and upcoming ADA modernization bills aim to provide tax credits for inclusive hiring and improve digital accessibility compliance. However, enforcement remains inconsistent, and many smaller companies remain unaware of their responsibilities.

FAQs

Final Thoughts

As employers continue to champion DEI, they must take a hard look at how and whether they are including workers with disabilities in that vision. Good intentions are no longer enough. In 2025, stakeholders employees, customers, and investors expect transparency, accountability, and real impact.

Disability inclusion is not about charity or compliance. It’s about building a modern, adaptive, and genuinely diverse workforce that reflects the society it serves. With thoughtful investment, leadership buy-in, and inclusive design, workplaces can stop leaving disabled workers behind—and start unlocking their full potential.