* 61% of surveyed companies indicate having an
The disability inclusion in the workplace report is for leaders in corporate social responsibility (CSR); diversity, equity, and inclusion (DEI); and across functions and business units, to provide valuable data and actionable best practices spotlighting disability inclusion in the workplace, which is defined as where and when work happens.
The employment rate among people with a disability has reached a historic high. And while that fact is certainly noteworthy, several key differences in employment among people with and without a disability persist, for example, people with a disability are more than twice as likely to work part-time or be unemployed.
"Progress toward equity and disability inclusion requires coordinated efforts that address structures, relationships, and mindsets," said
Leading companies are being transparent on progress and listening to their employees to learn what they need and designing and investing around that feedback."
"We engage with community partners to learn from each other, grow together and uncover opportunities for impact throughout the world," said
CECP research finds leading companies are removing barriers for persons with disabilities in their businesses by allocating additional resources and launching more inclusive considerations for the physical working environment and hybrid work models.
Key findings of the report include:
* Mature companies take a holistic approach to disability inclusion:
- An
- The same study surveyed respondents about the primary ways that their company advances diversity, equity, and inclusion (DEI) in the workplace for people with disabilities. Sponsoring employee resource groups (ERGs) or business resource groups (BRGs) focused on people with disabilities is the leading method, the next mechanism is to engage workforce development organizations (WDOs) serving people with disabilities, whether through grantmaking or partnering for talent acquisition. Fewer companies cite disclosure of EEO-1 data on employees with disabilities as their primary mechanism.
* ERGs are mentioned often in a companies' public communications and reports, but few mention disability inclusion data:
- In website and public reports of 218 CECP-affiliated companies, 61% indicate having an ERG focused on disability inclusion, slightly trailing veteran/military ERGs, which 63% of companies mention.
- As more and more public companies share information about the percentage of women and people of color in roles at all levels of the organization and its board, far fewer disclose disability workforce data; only 3% of CECP-affiliated companies do so.
* Neurodiversity warrants more attention and accommodations:
- Neurodiversity has gained traction and awareness among the public in recent years, but only 2% of CECP-affiliated companies mention neurodiversity on their websites. These companies are solely in the health care, financial, and technology industries, which may view neurodiversity as salient to their workforce, customers, and products.
* Inclusive design and environments benefit all:
- Most companies included in the 2022 Disability Equality Index require all
- A
The insights from this report were drawn from CECP reviewed field research and resources pertaining to corporate disability inclusion in partnership with companies; CECP Pulse Surveys to its corporate coalition; employment data; annual surveys by disability inclusion coalitions and nonprofit organizations; and the websites and public reports of CECP-affiliated companies to determine the prevalence of employee resource groups (ERGs) and communication approaches related to diversity, equity, and inclusion (DEI).
CECP provides the tools, resources, and support to take inclusivity in the workplace to the next level. Building from our unrivaled benchmark, Giving in NumbersTM, and supported by insights and best practices, CECP equips CEOs and leaders to advance their goals, measures, scorecards, and strategies to generate positive impact locally, nationally, and globally.
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Chief Executives for Corporate Purpose® (CECP) is a trusted advisor to companies on their corporate purpose journeys to build long-term sustainable value and tell their impact stories. Working with CEOs and leaders in corporate responsibility, sustainability, foundations, investor relations, finance, legal, and communications, CECP shares actionable insights with its CEO-led coalition.
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