Inclusivity in the workplace remains a distant dream for persons with disabilities. According to the World Health Organisation, more than 1.3 billion people—about 15-20% of the global population—experience disability. Yet, only 4% of businesses focus on making their offerings inclusive for this community.

The International Labour Organization (ILO) highlights stark challenges: persons with disabilities are less likely to be employed, and when they are, they earn 12% less per hour compared to their peers. In low- and lower-middle-income countries, the disability wage gap rises to 26%, and women with disabilities face an additional 6% gender pay gap in developed countries and 5% in developing nations.

Despite growing awareness, the global labour market participation rate of persons with disabilities remains low, with only 3 in 10 disabled individuals actively engaged in the workforce. Progress toward inclusion has been slow, largely due to challenges like limited leadership engagement, insufficient workforce data, and inadequate accessibility measures.

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Fostering an inclusive workplace for persons with disabilities

Leadership is pivotal in turning intentions into action by fostering inclusive cultures and prioritising disability initiatives. Leaders play a critical role in bridging the gap between interest and action.

Suvendu Choudhury, Vice President of India Operations and MEISA CE at FedEx, emphasises that inclusion must become a core business priority. “Awareness workshops, adaptive measures, and leadership accountability ensure that inclusion goes beyond words and becomes actionable, paving the way for long-term impact,” he says.

At Siemens Healthineers, Urmi Chatterjee, Head of Human Resources, Asia Pacific, Japan, and India, notes the importance of addressing the unique needs of employees with disabilities. “Different disabilities require specific accommodations. By integrating their viewpoints and making physical spaces accessible, we foster inclusivity.”

Nagarro complements leadership efforts with diversity training workshops like BiasBreakers and Thriving Together, which promote awareness, accessibility, and inclusivity throughout the organization. “Advancing disability inclusion often challenges organizations due to a limited understanding of the unique needs of employees with disabilities,” says Shruti Tandon, Managing Director - People Enablement at Nagarro.

Lack of digital accessibility, with many technologies remaining inaccessible, resulting in restricting opportunities for people with impairments. Hence, Upasana Raina, HR Director at GI Group Holding, suggests prioritising inclusive design, and accessibility audits should be performed on a regular basis.

For Upasna, another issue is the job gap, which is caused by hiring biases and a lack of adequate workplace accommodations. “Health and safety frameworks frequently fail to consider this group's specific demands, necessitating the development of adapted standards that assure equitable care and safe workplaces.”

According to Rajesh Rai, Vice President - People & India Head HR, Global Logic, the barrier in most organisations in translating interest in disability inclusion into actionable results is the mindset shift. "We must recognise that differently, abled individuals can create a remarkable impact in the workplace. Skills and capabilities know no bounds, and fostering this realisation involves dialogue, communication, sensitisation, and  collaboration for meaningful outcomes."

Leveraging tech to address bias

Technology is a game changer for workplace accessibility, ensuring that the 1.3 billion people in the disability community are not excluded from opportunities. Tools such as accessible job portals, adaptive training resources, and inclusive collaboration platforms level the playing field. By integrating adaptive technologies like sign language displays, visual alerts, ergonomic tools, speech recognition software, Braille displays, screen reading software like NVDA, screen readers, speech-to-text software, and adaptable hardware and accessible devices to empower people with disability to thrive in the workplace.

A truly thriving workplace is one where technology supports inclusion, and every individual feels heard, valued, and empowered to reach their full potential. "Businesses that champion accessibility and equity today are shaping a future where diversity is a core strength, driving progress for both workplaces and the communities they serve," says Anupa Sadasivan, Managing Director, Human Resources, Wells Fargo India & Philippines.

Creating an inclusive workplace

For Suvendu Choudhury, disability inclusion is not just a moral imperative—it’s a business advantage. “Studies show that companies fostering inclusion achieve 1.6x higher revenue and 2x greater economic profit than their peers. “These figures underscore the transformative power of engaging diverse employees in shaping workplace policies and practices.” He further adds that at FedEx, inclusion thrives through collaboration. They actively engage employees with disabilities in feedback forums, establish disability networks, and seek their input on workplace solutions. “This approach ensures accessibility and nurtures a culture where every voice is valued, fostering innovation and driving measurable growth.”

At Siemens Healthineers, building and practicing a supportive workplace culture that is inclusive to all is imperative. “The first step is to facilitate safe spaces for conversations. This can be done by establishing Employee Resource Groups (ERGs) that help employees network, share their experiences, and voice concerns or improvements within the organisation,” mentions Urmi.

As part of its ongoing Diversity, Equity, and Inclusion (DEI) initiatives, Siemens Healthineers recently introduced the Differently-Abled ERG which outlines their commitment to creating an inclusive workforce and a supportive environment for employees with disabilities. Additionally, to enhance their understanding of the diverse needs and expectations within organisation, they have implemented self-identification as a component of the monthly engagement survey for the past two quarters. This initiative is particularly focused on gaining insights from diverse groups, including individuals with disabilities.

To co-create a more inclusive workplace, Rajesh suggests leveraging employee resource groups, regular engagement surveys, and feedback mechanisms to understand the pulse of our workforce, including employees with disabilities. "These insights are transformed into actionable strategies, contributing to meaningful progress in workplace inclusion. By combining these efforts, we aim to co-create a workplace that values and empowers every individual," he adds.

Inclusion is more than just access; it’s about creating a workplace where everyone feels they belong. As organisations increasingly recognise the value of diverse teams, it's essential to ensure that people with disabilities are given equal opportunities to thrive. The first step to this begins with cultivating a culture of inclusion, an environment where diversity is celebrated, and people feel empowered.

Physical as well as technological accessibility is important for creating this environment. It is imperative to understand that all disabilities are not the same, each individual may have different requirements and accommodations, for eg. Flexible working hours, ergonomic requirements, communication and tech support, etc.

Creating a hiring process that embraces practices such as using inclusive communication, ensuring that the application process is accessible and providing accommodations during interviews goes a long way in highlighting an organisation’s commitment towards building an inclusive workspace.

The road ahead

As Suvendu Choudhury aptly puts it, disability inclusion is not just a moral imperative—it’s a business advantage. Studies show that inclusive companies achieve 1.6x higher revenue and 2x greater economic profit than their peers.

Organisations like FedEx, Siemens Healthineers, and Nagarro are setting benchmarks by combining leadership accountability, technological innovation, and collaborative approaches. These efforts ensure that inclusion is not just an ideal but a lived reality.

Inclusion is more than access—it’s about creating a workplace where everyone belongs. By embracing diverse perspectives, businesses can foster innovation, drive growth, and contribute to a more equitable future for all.