December 9, 2024 from HRD Canada
Workplace accommodations play a critical role in fostering inclusivity for employees with disabilities, yet a significant portion of this group still struggles to access the support they need. According to Deloitte’s Disability Inclusion @ Work 2024 survey, while 88% of employees with disabilities disclosed their condition to someone at work, only 25% went on to request accommodations.
Why Employees Avoid Requests
Of the 75% who chose not to ask for accommodations, 43% cited not needing them. However, others hesitated due to fear of negative perceptions (20%) or discouragement from previous negative experiences at other organizations (11%).
For those who did request accommodations, many were met with rejection—74% reported having at least one request turned down. The primary reasons cited were costs (41%) and concerns about setting a precedent for others with similar needs (34%).
Most Popular Accommodation Requests
The most requested workplace accommodation was the option to work from home when needed, with 68% of requests being approved. Adjustments to work schedules followed as the second most popular request, granted in 59% of cases.
These accommodations are essential for enabling employees to succeed and feel included. Elizabeth Faber, Deloitte’s Global Chief People & Purpose Officer, emphasized the responsibility of organizations to break down barriers stating that “organizations have a responsibility to support their employees and create an environment where everyone feels included and can reach their full potential.”
Building an Inclusive Workplace
To address these challenges, organizations must take proactive steps to create a disability-inclusive environment. This includes:
- Encouraging open conversations about accommodations and reducing stigma.
- Providing managers with the training needed to support employees with disabilities effectively.
- Investing in low-cost solutions, such as flexible scheduling and remote work options, that can have a significant impact.
Disability inclusion is not just a matter of compliance—it is a business imperative. Faber emphasized this sentiment and advocated for accessibility, saying that “to build more disability-inclusive organisations, leaders need to remove barriers and provide opportunities necessary to help support all employees to succeed in their careers.”
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