What is the most popular type of accommodation request?
Having workplace accommodations remains a challenge for many people with disabilities, according to a new report, as employers are encouraged to remove barriers for this group of employees in the workplace.
Deloitte's first Disability Inclusion @ Work 2024 survey revealed that 88% of its 10,000 respondents globally said they have disclosed their condition at work to at least one person, or through a human resources information system or self-identification programme.
The majority of the respondents also said they have chosen to disclose their condition to a person in HR (78%) and their direct supervisor (73%).
Asking for accommodations at work
Despite the high disclosure rate, the report found that only one quarter of the respondents have asked for workplace accommodations.
To the 75% who have chosen not to, 43% said this is because they don't need any. However, 20% said this is because they are afraid that the request would be perceived negatively, and 11% feel discouraged by a negative experience at another company.
And even those who requested accommodations at work were left disappointed, the report found, as 74% of them said they had at least one request turned down.
The top reason cited by their employers for the rejection is costs (41%), followed by the reason that other employees with similar needs are not provided with the same assistance requested (34%).
Most requested workplace accommodations
According to the report, working from home when needed was the most requested workplace accommodation, with 68% of those who asked for it saying it was accepted.
Nearly half of the respondents said they also requested adjustments to their work schedule, which was granted for 59% of the respondents.
Elizabeth Faber, Deloitte Global Chief People & Purpose Officer, reminded organisations that they have the responsibility to foster inclusive workplaces.
"Organisations have a responsibility to support their employees and create an environment where everyone feels included and can reach their full potential," Faber said in a statement.
"To build more disability-inclusive organisations, leaders need to remove barriers and provide opportunities necessary to help support all employees to succeed in their careers."
