Empowering employees with disabilities
Key findings from recent research
In recent years, the rise of remote work opportunities has opened doors for individuals with disabilities, providing them with greater employment prospects. However, despite these positive developments, a recent survey conducted by New York Life Group Benefit Solutions reveals that there is still a significant gap between employees with disabilities and the support they receive in the workplace.
Barriers to success
The survey highlights several factors hindering the productivity and sense of belonging of employees with disabilities. One concerning finding is that 28% of these employees feel uncomfortable asking for support, potentially impeding their ability to seek the assistance they need.
Additionally, 50% of employees with disabilities have experienced feelings of exclusion, being passed over for promotions, or facing challenges due to a lack of accommodations. This highlights the ongoing stigma and obstacles faced by these individuals.
False assumptions
The survey also reveals that many employers may be operating under false assumptions regarding their support for employees with disabilities. Only half (55%) of the employers surveyed were aware of the percentage of their workforce that identifies as having a disability. Meanwhile 83% of employers believe that employees with disabilities feel supported by the organization, even as the experiences of the employees themselves suggest otherwise.
The value of inclusive support
Despite these gaps, the survey shows that employers recognize the importance of inclusive support for employees with disabilities. Most employers (85%) acknowledge the potential for their company to enhance their understanding of employees' disabilities. They also understand that offering benefits and resources tailored to the needs of these employees is crucial for satisfaction, productivity, growth, development, and employee retention.
Fostering open communication and offering flexible work options are important steps toward supporting workers with disabilities. See our best practices for ways to better meet the needs of employees with disabilities.
Methodology Overview
Employee with Disability Methodology: This poll was conducted between August 31st - September 5th, 2023 among a sample of 402 Adults (ages 18+). Adults who qualify for this study are employed, receive benefits through their employer and identify as having a disability or chronic condition (either self-identify or report serious difficulty with four basic areas of functioning the US Census uses to define a disability – hearing, vision, cognition, and ambulation). Quotas were set to mirror the US Census audience of employed adults with a disability who have health insurance. The interviews were conducted online. Results from the full survey have a margin of error of plus or minus 5 percentage points.
HR Decision-Maker Methodology: This poll was conducted between August 31st - September 5th, 2023 among a sample of 500 Adults. Adults who qualify for this study are employed by the HR, Benefits, or Finance department or are at the CEO/Founder level at a company that provides benefits to employees. The interviews were conducted online. Results from the full survey have a margin of error of plus or minus 4 percentage points.
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