How to build an inclusive work environment for people with disabilities

Globally, it is estimated that 15% of the world’s population lives with some form of disability, which translates to over 1 billion people. However, when it comes to workforce participation, the numbers are significantly lower with only about 30 to 50% of working-age people with disabilities ‌employed, compared to around 76% of their non-disabled counterparts.

These figures highlight a significant gap in workforce participation between people with disabilities and those without illustrating the ongoing challenges in creating accessible and inclusive employment opportunities worldwide.

Creating an inclusive work environment for people with disabilities is not just a matter of compliance; it’s a moral and business imperative that can enhance productivity, innovation, and workplace culture. It allows companies to access diverse talent, foster innovation, improve employee engagement, and align with legal and ethical standards.

As organizations increasingly recognize the value of diverse teams, it's essential to ensure that people with disabilities are given equal opportunities to thrive. In this article, we’ll explain what steps your organization can take to support employees with disabilities and how they can build an inclusive work environment for team members with disabilities. 

Steps to build an inclusive work environment for people with disabilities

Here are actionable steps you can take to build a truly inclusive work environment for individuals with disabilities.

Foster an inclusive culture

Inclusion starts with culture. Leaders and managers need to actively promote an environment where diversity is celebrated and people with disabilities feel empowered to bring their full selves to work. This can be achieved by:

• Education and awareness. Conduct regular training sessions to educate employees on disability awareness, debunking myths, and breaking down stigmas around disabilities.

• Leadership buy-in. Senior leaders must champion inclusivity by setting an example. When leaders show commitment to diversity, it filters down through the rest of the organization.

• Open communication. Encourage open conversations about disabilities. Normalizing discussions around accommodations, mental health, and challenges can make employees feel valued and understood.

Learn more about inclusive hiring practices in our helpful guide.

Provide accessible workspaces

An inclusive environment means creating spaces that are physically and technologically accessible for everyone. This includes:

• Physical accessibility. Ensure that office spaces comply with accessibility standards, such as having ramps, wide doorways, accessible bathrooms, and parking spaces. For remote employees, offer a home office budget that allows them to buy furniture and equipment that caters to their specific needs.

• Assistive technology.  Offer assistive devices like screen readers, voice recognition software, and ergonomic tools to help employees with disabilities perform their tasks effectively.

• Universal design principles. Adopt universal design in the workplace to ensure that spaces, tools, and technologies are inherently accessible to everyone, without the need for additional accommodations.

Offer flexible working options 

Flexibility in the workplace is a key element of inclusivity. Not all disabilities are visible, and some employees may require non-traditional work arrangements. Consider offering:

• Remote or hybrid work. For employees with mobility challenges or chronic conditions, remote or hybrid work can be a game-changer. It eliminates commuting barriers and allows for a more comfortable work environment.

• Flexible hours. Employees with disabilities may have medical appointments or fluctuating energy levels. Offering flexible schedules can accommodate their unique needs, helping them maintain productivity while managing their health.

• Job-sharing and part-time opportunities. For employees unable to work full-time due to their disability, job sharing or part-time roles can provide meaningful work while allowing the organization to benefit from their skills.

Remote & Async Work —

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How offering remote jobs for disabled individuals can promote accessibility

The relationship between remote work culture and workers with disabilities has been positive from the outset. This year, the U.S. celebrates the 30th anniversary of the Americans with Disabilities Act. Companies with remote workforces can offer unique opportunities to people with disabilities around the world, but those same companies must recognize and address the challenges their employees face.

Customize support and accommodations

No two employees with disabilities have the same needs. It’s crucial to engage directly with employees to understand what accommodations they require. This might include:

• Ergonomic adjustments. For those with mobility impairments, provide adjustable desks, specialized chairs, or keyboards.

• Communication support. Offer communication assistance such as sign language interpreters, captioning, or braille materials for employees with hearing or visual impairments.

• Personalized accommodations. Engage in confidential discussions to understand each employee’s unique needs and customize accommodations accordingly. These could range from mental health support to adjustments in workload or deadlines.

Prioritize accessible hiring practices

Building an inclusive work environment begins with hiring. ‌Ensure your recruitment process is accessible and welcoming to people with disabilities by:

• Using inclusive language in job postings and avoid unnecessary physical requirements that could exclude qualified candidates with disabilities.

• Offering reasonable accommodations during the interview process, such as providing materials in alternative formats or allowing video interviews instead of in-person meetings.

• Partnering with organizations that specialize in disability recruitment to ensure you're reaching diverse talent pools. Additionally, highlight your company’s commitment to inclusion on your careers page.

Create disability Employee Resource Groups (ERGs)

Employee resource groups (ERGs) can provide a strong support network for people with disabilities. These groups create safe spaces for employees to share experiences, raise concerns, and offer recommendations on making the workplace more inclusive. 

Additionally, ERGs can:

• Foster community by encouraging employees to connect with others who share similar experiences, creating a sense of belonging.

• Drive advocacy by acting as a voice for disability-related issues, and providing input to leadership on policies and practices that need improvement.

• Promote awareness through workshops, events, and mentoring programs; disability ERGs can help raise awareness about inclusion across the entire organization.

Address unconscious bias

Unconscious bias can affect the way colleagues and managers interact with employees with disabilities. It’s essential to address these biases by offering training programs that help employees recognize and overcome subconscious attitudes that may affect how they engage with colleagues with disabilities.

You must also ensure that employees with disabilities are given equal opportunities for promotions, projects, and professional development, and are not sidelined due to assumptions about their capabilities.

Implement ongoing evaluation and feedback

Inclusivity isn’t a one-time initiative. Regularly assess the effectiveness of your inclusion efforts by conducting accessibility audits. Make sure you periodically review your workplace, practices, and digital platforms to ensure they remain accessible as the organization grows.

You can also gather employee feedback from employees with disabilities on their experiences, challenges, and suggestions for improvement. Last, make sure you track progress by reviewing and refining your strategy based on clearly identified goals and metrics around hiring, retention, and satisfaction of employees with disabilities. 

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Short-term disability: Definition and how it works

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What practices does Remote have in place to build an inclusive work environment?

Remote has several policies and practices in place to build an inclusive work environment for people with disabilities:

Reasonable accommodation policy. Remote is committed to providing equal opportunity and reasonable accommodations to known physical or mental limitations of employees with disabilities. This includes modifications to the work environment or job that enable employees with disabilities to perform essential job functions⁠. 

Examples of reasonable accommodations include providing screen-reading software, adjusting work schedules to accommodate medical appointments, or providing additional work tools like ergonomic chairs⁠.

Inclusive benefits. Remote offers equitable benefits and compensation packages across their workforce, ensuring that all team members receive pay and benefits that align with or exceed local standards⁠

Flexible work environment. As a distributed company, Remote allows individuals with disabilities to work in environments tailored to their needs, promoting greater inclusion and accessibility⁠

Inclusive leave policies. Remote provides ample time off, including unlimited PTO to accommodate diverse needs while promoting work-life balance⁠

Inclusive language guidelines. Remote encourages the use of people-first language and avoids labels. They work to remove ableist language and phase out gender-specific language unless a person's identity is known⁠

Diversity and inclusion policy. Remote has a commitment to diversity and inclusion, which serves as a foundation for fostering a workplace culture that values individuals with disabilities⁠

Accessibility in digital workspaces. Remote integrates universal design principles into its digital workspace, ensuring that all tools and platforms are designed to be accessible to everyone, including those with disabilities⁠

These policies and practices demonstrate Remote's commitment to creating an inclusive environment for people with disabilities, allowing them to contribute meaningfully and thrive in their roles.

How to support people with disabilities in your workplace

Building an inclusive work environment for people with disabilities requires intentional actions that go beyond legal obligations. 

By fostering a culture of respect, providing accessible spaces, offering flexible work options, and continually refining your practices, organizations can create a workplace where all employees‌ — ‌regardless of ability‌ — ‌can thrive. 

Remote work enables individuals with disabilities, caregivers, and others who face barriers to working in an office setting to pursue meaningful careers in environments suited to their needs. This fosters greater inclusion and makes workplaces more accessible.

If you're committed to supporting team members with disabilities and fostering an inclusive work environment, Remote is here to help. Our global HR platform offers comprehensive solutions for payroll, benefits, taxes, and compliance, ensuring adherence to local labor laws, including those related to disability accommodations. We also prioritize delivering an exceptional employee experience, regardless of individual needs.

Get more insights on how to manage cross-border, diverse teams by checking out our Global Workforce Report 2024!