Workplace accessibility is an 'overlooked' priority that impacts employee trust, retention

Many employers still take a reactive approach, waiting until someone discloses a need before they offer support. But that puts the burden on the employee to self-advocate – something research shows isn’t always feasible.

Instead, companies should adopt a proactive approach to supporting all employees' needs. That means building inclusive practices into every stage of the employee journey – from hiring and onboarding to performance management, quotas, and day-to-day collaboration.

The ADA is a floor, not a ceiling

The Americans with Disabilities Act (ADA) was landmark legislation, but it’s also more than three decades old. It sets the legal minimum for disability inclusion, and unfortunately, many organizations stop there.

Today’s workforce expects more. Job seekers and employees across all demographics are looking for employers who don’t just comply with the law, but actively champion inclusion. Companies that view accommodations as an add-on or a legal checkbox are missing the bigger picture: accessibility is a driver of innovation, engagement, and retention.

Ultimately, employers who embed accessibility into their operations – from accessible technology to inclusive benefits – are setting the standard to attract more talent, retain it longer, and see stronger performance outcomes.

Trust and disclosure go hand in hand

There’s a clear cycle at play: employers can’t support needs they don’t know about, but disclosure only happens in environments where people feel genuinely safe and supported. As we now know, data shows nearly half of disabled employees choose not to disclose because they don’t feel safe doing so.

And building this trust starts with leadership. When executives model vulnerability, normalize conversations around disability and mental health, and clearly communicate a commitment to inclusion, employees are more likely to share their needs.

But trust doesn’t just come from culture, it comes from choice. Inclusively’s research also found that 77% of employees want access to anonymous tools to ask for support. That anonymity can be a bridge to disclosure, especially in environments where fear of stigma or retaliation remains. Creating a psychologically safe workplace means offering multiple pathways for employees to advocate for themselves – whether that’s through open conversation or private channels – and ensuring that safety is felt at every level of the organization.

Why accessibility is everyone’s job

Human resource and compliance teams play a key role in accommodation policies, but accessibility cannot live in one department. Inclusive practices must be embedded into how managers lead, how teams communicate, and how technology is chosen and used.

For example, are your team meetings accessible to someone who is deaf or hard of hearing? Are internal communications designed to be easily read by people with cognitive disabilities? Are job descriptions written with inclusive language? These are questions every department should be asking.

Training and tools can help, which is why organizations must integrate with external partners to help identify hidden barriers and implement scalable changes across systems, culture, and processes. The beauty of accessibility vendors today is that they do more than provide software – they act as strategic advisors, helping companies evolve their approach, stay ahead of shifting workplace expectations, and work through the complex, ever-changing landscape of regulations and compliance.

Start small, but start now

Improving accessibility doesn’t have to mean a full organizational overhaul. Small changes can make a big difference:

• Add an optional accommodations field to job applications
• Offer mental health days as part of PTO policies
• Caption internal training videos
• Invite employee resource groups (ERGs) to weigh in on new tools and platforms

These actions send a clear message: We see you. We support you. You belong here.

The future of work is inclusive by design

More organizations are starting to realize and accept that accessibility is a competitive advantage. Inclusive design leads to better products, stronger teams, and workplaces where people actually want to stay.

As the workforce evolves, the most successful companies will be those that embed inclusivity and accessibility from the start.

We have a long way to go, but the momentum we’re seeing already is impressive. Leaders are rethinking how work gets done, and accessibility is increasingly part of that conversation. Let’s make sure it stays there.

Charlotte Dales is the CEO and co-founder of Inclusively, an AI data-driven workplace management platform. She is passionate about building a workforce that works for everyone.