Unleash the Power of Diversity & Drive Bottom-Line Results

Thoughtful Diversity, Equity, Inclusion, and Accessibility (DEIA) efforts can remove societal barriers, reduce stigma and help affected parties feel empowered and visible rather than frustrated and overlooked. As someone tasked with implementing and improving these inclusion efforts, how can you track what’s going well and identify problems that may cause unintended consequences — such as isolation — for employees with disabilities? How DEIA Efforts Can Inadvertently Isolate Employees While most businesses implement DEIA efforts with the goal of truly benefiting employees, these efforts can inadvertently lead to isolation or alienation for workers with disabilities. Some ways that DEIA efforts can backfire include: One-size-fits-all solutions: Implementing standardized accommodations without considering individual needs can make employees feel overlooked. A generic set of resources might not address specific challenges an individual faces, or might perpetuate stereotypes about the disability, which in turn can lead to feelings of frustration and exclusion. Tokenism: When DEIA efforts focus on meeting diversity quotas or showcasing diversity for PR purposes, employees with disabilities may feel like they are being used as tokens rather than valued team members. Lack of input: If DEIA initiatives are implemented without genuine engagement and input from employees with disabilities who are directly affected, the efforts may miss the mark, and employees may feel that their voices are not heard or valued. Overemphasis on differences: While its important to acknowledge and celebrate diversity, an overemphasis on differences can sometimes lead to segregation. Creating separate programs or spaces for employees with disabilities without integrating them into the broader organizational culture can reinforce a sense of "otherness." Failure to truly address systemic barriers: DEIA efforts that focus solely on surface-level changes without addressing systemic barriers can leave employees with disabilities to continue dealing with challenges in fully participating in the workplace. How to Evaluate DEIA Efforts for True Inclusion So how can businesses truly support inclusion for all employees? The following are several tips for creating successful DEIA initiatives that don’t come across as demeaning or isolating for employees. 1. Track and Publish Relevant Data Tracking data and making it available for review is an excellent starting point for truly inclusive DEIA efforts because it allows people to rely on hard facts rather than assumptions and guesswork. Some organizational leaders may believe their organizations excel at supporting workers with disabilities, but the data could tell a different story. Consider tracking key performance indicators such as: How well the organization hires and retains employees with disabilities. Whether those parties feel comfortable speaking about their experiences. If people with disabilities participate in career development programs. How successfully employees with disabilities achieve workplace goals. Whether accommodations help workers perform at their best. Anonymous surveys can help you gauge many of these things. However, you should also be supportive of self-disclosure so that employees understand they can come to you with both wins and concerns. A 2024 study revealed a median self-identification rate of just 5% for new hires mentioning their disabilities. Implementing a voluntary and confidential disclosure process could give you a more accurate picture of workplace experiences for employees with disabilities. The same research indicated that 45% of companies now publish diversity reports containing disability data. That’s a significant improvement from 2023, when only 24% of respondents indicated they published such reports. 2. Rely on Lived Experiences While Making Accommodations The daily challenges faced by people with disabilities vary greatly depending on their circumstances. However, one crucial thing you can do is listen to those directly affected to understand which accommodations will help them most. Sometimes, working through an employee’s accommodation requests is all about collaborating to see which solutions would work best for them based on factors like workplace layout and specific employee duties. In 2024, the Department of Labor made it easier for employers and other interested parties to get feasible accommodation ideas by providing a list of options that worked well in the past. The resource contains more than 700 accommodation ideas that employees and their employers can use. A 2024 study by Deloitte indicated that working from home is more accessible for 48% of employees with disabilities. However, only 9% reported they were permitted to work from home every day despite the numerous benefits. Fifty-seven percent of respondents said it is easier for them to get work done in their homes, while 55% said working from their residences reduces health threats. Such arrangements can also facilitate access to necessary care, as 46% of those polled mentioned. 3. Review Any Negative Impacts or Shortcomings Your organization should also assess documented instances of failures to abide by relevant laws. For example, a business could begin by examining any documented cases where the company did not meet Americans with Disabilities Act (ADA) compliance. Businesses that fall short of ADA laws and regulations may get fined up to $75,000 for their first offenses, with the amount rising to $150,000 for future violations. Responsible business leaders should treat these first infractions as a wake-up call by reviewing documentation of the fines and what was done to better adhere to guidelines in the future. Some of the negative impacts of noncompliance are less obvious than steep fines, though. Your company’s messaging can either reassure employees with disabilities that their lives and experiences are valued or cause them to feel more isolated. Examine corporate messaging and how it reflects impacted parties. Sometimes, small changes can make a big difference. Referring to someone as “a wheelchair user” rather than someone “confined to a wheelchair” is an example of empowering language. Your company’s communications showcase its overall values. Whether creating a press release, social media post or other piece of distributed information, the language should ideally reflect people of all abilities. Give employees a channel to express concerns over instances of noninclusive language, physical barriers or other problems. This feedback can highlight areas the business should focus on to create positive impacts for those with disabilities. 4. Determine Whether Accessibility Is Part of the Culture Those responsible for creating and upholding accessible and inclusive work environments should also consider the extent to which accessibility is a cultural norm for the company. People with disabilities are more likely to have smoother, supportive experiences if they can seamlessly integrate into the workplace with as little friction as possible. Estimates indicate approximately 1.3 billion people worldwid e have significant disabilities. People who design mobile apps and other products with large target audiences understand the importance of including inclusive characteristics and features — such as keyboard- and gesture- based navigation, legible fonts and logical navigation patterns — which make experiences more enjoyable for everyone. Similarly, an inclusive culture makes workplaces more nurturing by allowing people with disabilities to be their authentic selves. Take a top-down approach by ensuring the company’s leadership is fully on board with making accessibility improvements and investments. Additionally, training programs can help people develop empathy and negate stereotypes. Inclusion Is a Long-Term Commitment As you evaluate the impact of current DEIA efforts and planned enhancements, adopt the right perspective by remembering to treat the work as a priority rather than a box-checking exercise. Acknowledging that your workplace may have room for improvement is the first component to making progress.