Access issues prevent four out of ten people with disabilities or medical conditions from participating in social activities.


According to a new report, four out of ten workers with disabilities or chronic long-term illnesses or those who are neurodivergent missed events in or outside their workplace due to accessibility issues.

The consultancy Deloitte conducted a study in which it surveyed 10,000 people in 20 countries with disabilities, chronic illnesses or neurodivergents, including 500 from the UK.

The Report on Disability Inclusion in the Workplace also revealed that more than half of UK respondents (55%) who could work from home a portion of the time said their home was more easily accessible than the workplace of their employer, compared to only 48% of global respondents.

According to the research, requesting workplace modifications is still not the norm. Only slightly more than one quarter of UK respondents, who had disclosed their disability to their employer, said that they asked for workplace modifications.

Most often, the reasons given for not implementing them were that they didn’t seem necessary (35%) followed by a fear of negative feedback from supervisors (28%) and past negative experiences (11%).

Over half (57%) UK respondents reported at least one denial, compared to 74% worldwide.

Cost was the primary reason for those denied requests (37% in UK, 41% worldwide), followed by implementation difficulties (35% UK and 30% worldwide).

In the UK, four out of ten people have experienced microaggressions, harassment, or bullying in the last 12 months. 23% say that they were subjected to negative assumptions in the previous year, as opposed to 30% worldwide. A quarter (24%) also reported that they were passed over for promotion, compared to 25% worldwide.

The survey found that despite the majority of incidents of microaggressions or harassment at work being reported (66% in the UK, and 52% worldwide), a large number may not be reported.

Nearly a quarter of UK respondents (27% UK and 36% worldwide) reported that they had access role models in the workplace with disabilities.

This positive presence was felt by 34% of those in the UK who had access to role models with disabilities (47% worldwide) and felt more comfortable in disclosing their disability. 39% (58%) were more inclined in believing that their employer has an inclusive culture. And 31% (47%) felt more confident about achieving professional goals.

In the UK, 84% of employees disclosed their disability to their employers formally. Many respondents chose to keep their disability, neurodiversity or chronic health condition a secret.

Only 37% UK respondents disclosed to colleagues who were less senior than them and 37% chose to share with other colleagues. Only 37% of UK respondents chose to reveal to less senior members of their team and only 37% to other colleagues outside their team.

Jackie Henry, Deloitte’s managing partner of people and purpose, stated: “Despite the fact that companies are more aware of the importance for disability inclusion, our survey shows there is still much to be done.”

Employers must proactively remove barriers and create an environment in which employees feel comfortable requesting accommodations. She added that accessibility and inclusion must be a part of every aspect of an organization and its culture.

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