Key Findings:

• Nearly 60% of respondents cite accommodations as critical to workplace success
• Over half do not disclose their need for accommodations
• 43% who don’t disclose say they don’t feel safe doing so
• 77% want support via anonymous tools
• Mental health and neurodiversity top the list of disability-related issues

What This Means for Employers:

With job seekers citing top disability as neurodivergence, ADHD, mental health conditions, and mobility disabilities, the research uncovers how widespread the need for workforce planning is. Despite this, many employees still do not feel comfortable disclosing their disabilities, pointing to an urgent need for companies to provide better, anonymous access to workplace accommodations.

Some of the most critical findings include:

• Mental health and learning disabilities like ADHD or neurodivergence top job seekers disabilities. When asked which disabilities job seekers identify with, 49% cited learning disabilities and 48% mental health. And job seekers confirmed that they would want/need accommodations to be successful in a job.
• Disclosing a disability is not the norm due to a lack of feeling safe. Forty-three percent of job seekers refrain from disclosing their disability because they don’t feel safe and almost half (46%) who do disclose say the process is difficult.
• Anonymity is critical to job seekers. Seventy-seven percent of job seekers said they would like to receive support and accommodations via anonymous tools – validating industry sources that confirm bias and stigmas around disabilities still exist in the workplace and a safe, private way to request support is needed.

Download “The State of Workplace Inclusion & Accommodations” report – click here to book a demo with our team.