Disability Inclusion Shifts from HR Initiative to Boardroom Business Strategy, Global Benchmark Finds

A major new global benchmark reveals disability inclusion is shifting from workplace programmes to governance, AI and core business strategy.

That’s the headline finding of the 2026 Disability Index Report, released yesterday by Disability:IN. The global benchmark shows that while many organisations have built strong foundations through workplace adjustments, employee benefits and inclusive recruitment, the next frontier lies in leadership, procurement, marketing, technology, reporting and corporate governance.

The findings land as businesses face growing pressure to show measurable progress on inclusion while adopting emerging technologies such as artificial intelligence responsibly – and as the commercial case for accessibility keeps growing. Fair Play Talks reported this week that the US disability consumer market alone has reached US$675 billion, with US$107 billion in annual discretionary spending power, making disability inclusion as much a growth strategy as a compliance issue.

The report also marks a significant evolution of the Index itself. Following extensive consultation with hundreds of organisations worldwide, the 2026 benchmark introduces a new maturity-based scoring framework, streamlined assessment criteria and a broader global participation model. all designed to help organisations treat disability inclusion as a core business function rather than solely an HR initiative.

KEY FINDINGS

Key findings from the 2026 Disability Index shows that:

• 421 organisations across 45 countries participated this year, up nearly six-fold in global participation from last year.
• More than 70% of Fortune 100 companies and almost half of the Fortune 500 now use the Index to benchmark disability inclusion.
• Employee-facing support is strong: 99% of participants offer mental health benefits beyond legal requirements. Additionally, 98% offer flexible or remote accommodations.
• Governance lags badly. Only 6% have a board director who identifies as disabled, and just 25% disclose disability in governance or ESG reporting.

DISABILITY INCLUSION GOES GLOBAL

The benchmark now measures performance across nine business functions: accessibility, accommodations and adjustments, benefits, leadership, recruitment, supplier inclusion, career development, culture and marketing and communications. The benchmark uses 76 evidence-based yes/no questions to measure how deeply organisations embed disability inclusion across their businesses. Those achieving the highest scores are recognised as World’s Top Disability Inclusive Businesses.

This is also the most internationally representative Index to date. The 2026 edition includes submissions from 45 countries – almost a six-fold increase in global participation compared with the previous year. In total:

• 421 organisations participated.
• 627 submissions were received through enterprise and country-level reporting.
• More than 70% of Fortune 100 companies and almost half of the Fortune 500 now use the Disability Index to benchmark disability inclusion.

Disability:IN describes the expanded dataset as its most comprehensive picture yet of how organisations are embedding disability inclusion across different markets and industries. Rather than measuring disability programmes, the 2026 report examines how deeply organisations embed disability inclusion into the systems that drive long-term business performance.

DISABILITY INCLUSION ENTERING NEW ERA

Jill Houghton, President and CEO of Disability:IN, said businesses are entering a new phase of maturity. “Disability inclusion is entering a new era in business,” she said. “Many companies have built strong foundations. But the future of this work will require that accessibility and disability inclusion be part of the rigor driving business decisions, especially around AI, technology, governance, workforce strategy and regional execution. The future of this work hinges on what companies build today in preparing for tomorrow, and whether disability inclusion is embedded into the systems that will define business tomorrow.”

The findings echo themes running through Fair Play Talks’ recent coverage of disability inclusion, which has increasingly pointed to leadership commitment – not individual programmes – as the real driver of lasting organisational change.

As explored in From the Top Down: Why Leadership is Key to Disability Inclusion, organisations that embed disability inclusion into leadership and business strategy consistently outperform those relying on isolated initiatives. Previous reporting has also shown accessibility rapidly becoming a commercial advantage rather than simply a compliance requirement. In fact, earlier research estimated the global disability economy at around US$13 trillion in annual spending power, underlining the commercial case for organisations that design products and services inclusively.

STRONG PROGRESS ON EMPLOYEE SUPPORT

Participating organisations have made substantial progress supporting disabled employees through benefits, workplace flexibility and adjustments. Among the most widely adopted practices:

• 99% provide mental health and wellbeing benefits beyond legal requirements or government provision.
• 98% offer flexible or remote working accommodations for employees with disabilities.
• 97% provide long-term disability income protection.
• 95% provide short-term disability income protection.

These figures suggest many organisations have successfully embedded disability inclusion into the employee experience, particularly around workplace flexibility and wellbeing.

THE BOARDROOM GAP REMAINS

The benchmark also exposes significant gaps in corporate governance and accountability. Despite widespread progress on employee-facing initiatives, relatively few organisations have embedded disability inclusion into the structures that guide strategic decision-making. Among the least adopted practices:

• Only 6% reported having a board director who openly identifies as a person with a disability.
• Just 25% include disability within corporate governance or board demographic disclosures, including annual reports, ESG reports, proxy statements or regulatory filings.
• Only 28% include disability within governance documents such as board recruitment guidelines, governance frameworks or nominating committee charters.
• Just 43% allow qualified candidates with disabilities to opt out of personality or technical screening assessments during recruitment.

These governance gaps represent the next major challenge for businesses seeking to advance disability inclusion, the report suggests. Ted Kennedy Jr., Co-Chair of the Disability Index, said organisations must now move beyond operational improvements towards enterprise-wide accountability. “Companies have made strides in advancing the practices closest to the employee experience.” he pointed out. “The next frontier is accountability. Whether disability inclusion is visible in governance, measured in reporting, reinforced through procurement, and owned at the highest levels of the business.”

AI, TECH AND ACCESSIBILITY

Looking ahead, Disability:IN says rapid advances in AI and digital transformation will reshape how organisations approach disability inclusion. Organisations are increasingly embedding inclusive design into technology, digital products and future workforce strategies.

“Artificial intelligence and digital transformation are fundamentally reshaping every aspect of work,” Houghton said, adding that Disability:IN will continue evolving the benchmark to reflect emerging business priorities.

DISABILITY INCLUSION IN ACTION

The organisations recognised as 2026 World’s Top Disability Inclusive Businesses show how disability inclusion is evolving beyond workplace policies and employee resource groups into broader business strategy, customer experience and innovation. From healthcare and banking to education, technology and beauty, this year’s honourees are embedding accessibility into leadership, products, services and workplace culture.

Mercy embedding accessibility across healthcare

Healthcare provider Mercy, one of approximately 12 healthcare systems recognised by Disability:IN this year, said its approach centres on amplifying the voices of employees and patients with disabilities while improving accessibility across the organisation. Its work includes continuing education programmes for employees, inclusive leadership development, disability-focused recruitment events, student outreach programmes, partnerships with local agencies across Arkansas, Missouri and Oklahoma, and improving accessibility throughout patient experiences.

Marisa Hiatt, Director of Experience and Inclusion at Mercy, said: “We are proud to receive this recognition of the progress we have made, and we remain committed to the work ahead. By embedding inclusive practices into our culture, systems and experiences, we are fostering belonging, unlocking talent and building a stronger organisation for the future.”

CHOP making accessibility part of belonging

Children’s Hospital of Philadelphia (CHOP) was recognised as a World’s Top Disability Inclusive Business for the eighth consecutive year, reflecting its long-term investment in accessibility and inclusion. The hospital’s All-Abilities Resource Group works alongside leadership to improve workplace accessibility, provide accommodation guidance and strengthen belonging across the organisation.

Gilbert Davis, Vice President and Chief Inclusion & Belonging Officer, said: “This recognition is a testament to the contributions of our diverse workforce and our continued commitment to fostering a culture of inclusion, belonging and accessibility.”

Lisa Serad, Strategy and Logistics Chair of CHOP’s All-Abilities Resource Group, added: “At CHOP, we believe accessibility and inclusion are essential to a thriving workplace. This recognition highlights our continued dedication to fostering a culture where employees with disabilities feel welcomed, understood, and empowered to succeed.”

Macmillan Learning linking accessibility with innovation

Education company Macmillan Learning said accessibility has become integral to how it designs learning experiences for employees, educators and students. This includes expanding its Accessibility Advisory Board, improving accessibility across digital learning platforms, conducting research into neurodivergent learners, launching inclusive management training, and creating an Accessibility Advocate Award recognising employees driving change.

“Recognition as a World’s Top Disability Inclusive Business reflects meaningful progress,” shared Kristin Peikert, Executive Vice President of People and Culture at Macmillan Learning. “But it also reminds us that this work is ongoing. Our different backgrounds, experiences and perspectives can only foster innovation when people can participate fully, contribute meaningfully, and feel they belong.”

Fifth Third connecting inclusion with customer experience

Financial services provider Fifth Third said disability inclusion extends across its workforce, suppliers, products and community partnerships. The bank has trained more than 425 people with disabilities through Project SEARCH since 2005, designed one of the first checking accounts supporting the Achieving a Better Life Experience (ABLE) programme, and established 11 Business Resource Groups supporting inclusion and belonging.

“Creating an environment where all employees feel supported, valued and empowered to succeed helps us better serve our customers and communities,” shared Nancy Pinckney, Chief Human Resources Officer at Fifth Third, said:

The company’s Chief Inclusion Officer Nate Bennett added: “Inclusion is about ensuring every individual has the opportunity to participate, contribute and thrive. Whether through our people, our products or our community partnerships, we are committed to expanding access and creating opportunities for individuals with disabilities.”

Acxiom treating accessibility as a driver of growth

Technology company Acxiom linked disability inclusion directly with innovation and long-term commercial success. Jordan Abbott, Chief Privacy Officer and executive sponsor of the company’s DisAbility Champions Business Resource Group, said: “Prioritising disability inclusion sparks innovation and opens doors to new customers and markets.”

Acxiom’s Chief Marketing Officer Courtney Keating, added: “We are focused on embedding accessibility and disability inclusion across our business as a driver of performance, innovation and long-term growth.”

L’Oréal – inclusive beauty across ten markets

On LinkedIn, Margaret Johnston-Clarke, Co-Chair of L’Oréal’s Global DE&I Advisory Board, said welcoming people with disabilities is “a continuous learning process: evolving mindsets, challenging habits, adapting ways of working, in order to deliver tangible change.” L’Oréal was recognised as a World’s Top Disability Inclusive Business in the 2026 Disability Index, with ten of its markets – Brazil, Canada, Colombia, France, Germany, India, Italy, Japan, the UK and the US – achieving the highest proficiency levels this year. That’s an increase of three countries since last year.

“We know that diverse teams drive innovation and deliver better business outcomes,” Johnston-Clarke said. “A huge thank you to all our teams and partners worldwide who make our workplaces more accessible, welcoming, and inclusive. Let’s keep bringing inclusive beauty to life.”

Blue Shield of California – top score for the second year

Blue Shield of California has again been named a World’s Top Disability Inclusive Business. It earned a top score for its commitment to advancing disability inclusion and cultivating a culture of belonging for all employees for the second year. “As Executive Advisor for the Disability Inclusion Alliance, I see how employees across the Ascendiun Family of Companies are advancing this work by strengthening accessibility, sharing lived experiences and creating spaces where people feel seen, supported and valued,” said Frank Caporusso, Senior Vice President of Healthcare Quality and Affordability Operations at Blue Shield. “This recognition reflects the collective efforts of employees, leaders, and partners who continue to champion accessibility and advance inclusion in meaningful ways.”

Ellen Sexton, Executive Vice President, Chief Growth Officer, and Chair of the Diversity, Equity and Inclusion Leadership Council at Blue Shield, added: “Disability inclusion is essential to our mission of creating a healthcare system worthy of our family and friends. It starts with creating a workplace where employees can do meaningful work, grow in their careers, and contribute fully. By reducing barriers and designing with accessibility in mind, we strengthen our culture and improve experiences for our employees, members, partners, and the communities we serve.”

Parexel advancing inclusion and accessibility across the global workforce and clinical trials

Parexel is also ranked on this year’s Disability Index, reflecting the company’s commitment to advancing inclusion and accessibility across its global workforce and in its clinical trials

“We are proud to be recognised as a World’s Top Disability Inclusive Business, an achievement that underscores our continued commitment to fostering a culture where every colleague feels valued, respected and supported,” said Peyton Howell, Chief Executive Officer. “This commitment is also integral to how we operate and deliver for patients. Bringing together diverse experiences and perspectives helps us design more patient-focused clinical research and develop solutions that reduce barriers to trial access and participation. Ultimately, we believe this commitment and approach support our mission to accelerate the delivery of life-changing treatments to patients around the world.”

Wesco – where employees of all abilities can thrive

Wesco has also been recognised as a World’s Top Disability Inclusive Business, reflecting the company’s continued commitment to building an inclusive workplace where all employees can thrive. The recognition highlights Wesco’s efforts to advance accessibility, foster belonging and create opportunities for employees across its global organisation. It also highlights the meaningful contributions of the company’s Business Resource Group ABLE – focused on supporting employees with disabilities, along with caregivers and parents for those with disabilities.

“Creating a workplace where employees of all abilities can succeed helps us build stronger teams, foster innovation and better serve our customers,” said John Engel, Wesco Chairman, President and CEO. “This recognition reflects our commitment to ensuring every employee has the opportunity to contribute, grow and help drive Wesco’s long-term success.”

“Being named as a World’s Top Disability Inclusive Business is meaningful because it reflects the collective efforts of employees across our global company,” added Darryl Castellano, Wesco Vice President of Global Inclusion, Diversity and Engagement. “We remain committed to creating an environment where people can bring their full selves to work and have the support they need to grow and succeed.”

NYC Health + Hospitals – disability inclusion remains a top priority

NYC Health + Hospitals recognition as a World’s Top Disability Inclusive Business based on its performance on the Disability Index, reflects the system’s progress towards building a workplace where all employees can contribute and drive long-term success.

“This accomplishment reflects the progress we’ve made and our commitment to caring for all New Yorkers without exception,” said Dr Ivelesse Mendez-Justiniano, Chief Diversity, Equity & Inclusion Officer at NYC Health + Hospitals. “As the largest municipal health care delivery system in the nation, embedding accessibility and disability inclusion into our daily practices remains a top priority.”

Capgemini embedding accessibility into tech and workplace culture

Among the organisations recognised in the benchmark, Capgemini UK said its inclusion strategy focuses on embedding accessibility into both technology and workplace culture. Rob Walker, UK Managing Director at Capgemini, said the recognition reflected ongoing investment in the company’s Accessibility by Design roadmap, accessible communications, workplace adjustments and global support for neurodivergent colleagues.

He also highlighted the role of employee-led networks, including CapAbility and NeuroAbility, in helping colleagues share lived experiences, challenge assumptions and build a more inclusive workplace. Walker said the company was proud of the progress made while recognising that “there is always more to do.”

ACCESSIBILITY DRIVING BUSINESS INNOVATION

Houghton said organisations recognised through the Disability Index increasingly understand that accessibility drives business innovation. “The future of business will be defined by how well companies design for a broader range of people and experiences,” she noted. “Accessibility is a catalyst for innovation. Companies using the Disability Index are applying that mindset to drive progress across their business.”

For many years, disability inclusion was measured by the presence of employee resource groups, workplace adjustments and HR policies. Those remain essential, but the 2026 Index suggests the next generation of inclusive organisations will be distinguished by how effectively they embed accessibility into governance, procurement, technology, marketing, AI and business strategy.

The findings reinforce wider themes across Fair Play Talks’ reporting, including the US$675 billion US disability consumer market figure noted above – one of the world’s fastest-growing commercial opportunities, rather than solely an inclusion initiative. Previous Fair Play Talks reports have also found that:

• Businesses continue to overlook an estimated US$13 trillion global disability economy, despite its enormous spending power.
• More than half of disabled employees say disability makes career progression more difficult.
• Many employees with invisible disabilities still fear disclosing their condition at work.
• Disabled entrepreneurs continue to face systemic barriers when seeking investment.
• Many disabled consumers continue to feel overlooked and disempowered by inaccessible products and services.
• Leadership commitment remains one of the strongest predictors of successful disability inclusion.

Together, these findings paint a consistent picture. Organisations that embed disability inclusion into leadership, innovation and customer strategy are better positioned to attract talent, build more accessible products and services, strengthen customer loyalty and unlock new sources of long-term growth.

WHAT EMPLOYERS SHOULD DO NEXT

The report offers several practical lessons for organisations looking to strengthen disability inclusion:

• Move disability beyond HR by embedding accessibility into governance, business strategy and board oversight.
• Review AI and digital transformation programmes to ensure accessibility is built in from the outset.
• Measure disability inclusion through business outcomes, not just employee engagement initiatives.
• Include disability within ESG and governance reporting to improve transparency and accountability.
• Review recruitment processes, including personality and technical assessments, to remove unnecessary barriers.
• Co-design products and services with disabled consumers, recognising accessibility as a driver of innovation and customer experience.
• Strengthen supplier diversity and procurement strategies to support disability-inclusive businesses throughout the value chain.

As organisations prepare for the next phase of workplace transformation, the Disability Index suggests the question is no longer whether businesses have disability programmes, but whether disability inclusion is embedded into the systems that will define business success in the years ahead.

Click here to download the full findings of this year’s Disability Index.

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