More than eight in 10 disabled employees don’t feel safe disclosing accommodation needs, according to new research.
The study from Disability Solutions shows that a growing number of employees with disabilities say the workplace is not becoming more inclusive, but less. The findings show that only 13.4% employees with disabilities in the US feel safe disclosing their accommodation needs at work.
The 2026 Disability at Work Report reveals systemic breakdowns in accommodation processes, declining trust in employers and a marked shift in employee behaviour as diversity, equity and inclusion (DEI) efforts face increasing pressure. The study points to widespread failures in workplace accommodation systems and a sharp decline in psychological safety, exposing a growing gap between corporate commitments to inclusion and the everyday reality facing disabled professionals in the United States.
DISABILITY DISCLOSURE GAP
At the centre of the findings is what researchers describe as a widening “disclosure gap.” While 76.8% of respondents have disclosed a disability at some point in their careers, only 13.4% say they currently feel fully safe doing so. Nearly 60% believe that disclosure negatively impacts their job prospects or treatment at work, leaving many employees weighing the personal risk of honesty against the need for support.
“Professionals with disabilities are navigating systems that repeatedly fail to meet basic access needs,” said Keith Meadows, Executive Director at Disability Solutions. “This year’s data makes it clear that accommodation delays, denials, and poor communication are not isolated incidents. They are systemic barriers that directly affect retention, trust, and participation.”
CHALLENGING WORKPLACE ACCOMMODATIONS
The report identifies workplace accommodations – intended as a fundamental access mechanism – as a defining barrier to inclusion. While 60.1% of respondents have requested a workplace accommodation, more than half (56.8%) describe the process as “very or extremely challenging.”
For many, the process does not just fall short – it breaks down entirely. More than one in four (26.8%) report their request was denied, while 31.4% say they received no communication after submitting a request at all.
This has created what the report frames as a growing “Process Barrier,” where accessing support becomes an additional burden rather than a solution. In practice, requesting an accommodation can feel like navigating an opaque system with unclear timelines, inconsistent responses and little accountability.
BELONGING CRISIS: DECLINE IN PSYCHOLOGICAL SAFETY
Beyond process failures, the report highlights a sharp decline in psychological safety. Despite most respondents having disclosed at some point, only a small minority feel safe doing so today.
This shift reflects not just individual experience, but a broader workplace climate. As DEI initiatives are scaled back or reframed, employees are responding accordingly. In fact, 27.6% of respondents say they are now less willing to disclose a disability, while 27.2% report being more cautious. At the same time, 49.8% say their sense of belonging at work has declined.
Taken together, these trends point to what researchers describe as a growing “belonging crisis,” where inclusion is increasingly uncertain and unevenly experienced. Previous studies have also highlighted how many employees with invisible disabilities continue to avoid disclosure due to concerns about discrimination and lack of support
DISABILITY INCLUSION: BARRIERS TO EMPLOYMENT
The challenges facing disabled professionals are not limited to those already in work. The report finds that hiring systems remain significantly misaligned with disabled talent.
More than half of respondents (51.2%) say finding a job they are qualified for is “extremely challenging,” while 44.8% struggle to find roles they are interested in. These barriers persist despite a clear understanding among candidates of what they need to succeed.
The data shows that disabled professionals consistently prioritize access to accommodations (56.4%), work-life balance (55.8%), and location or remote flexibility (54.9%) when evaluating job opportunities – underscoring that accessibility, not just compensation, is the deciding factor.
This aligns with broader evidence of systemic bias in hiring. Research shows that 39% of workers believe they have been denied jobs they were qualified for due to discrimination, while some employers admit to discriminatory practices in recruitment and promotion.
COST OF INACTION
The wider impact is already visible. Reports show that many disabled workers have experienced bullying, discrimination or harassment at work, often pushing them to consider leaving their roles. At the same time, scaling back DEI initiatives carries growing business risk, with more than one in three consumers saying they would stop buying from companies that roll back inclusion efforts.
RECOMMENDATIONS FOR EMPLOYERS
The report outlines clear, actionable steps for employers seeking to close the gap between intention and impact.
1. Fix accommodation pathways
First, organisations must fix accommodation pathways by establishing clear request processes, defined response timelines and consistent communication. Accommodations must function as reliable access tools, not barriers to participation.
2. Make hiring more transparent
Second, employers should make hiring more transparent, clearly outlining interview structures, expectations, evaluation criteria and accommodation options so candidates can navigate the process equitably.
3. Strengthen psychological safety
Third, there is an urgent need to strengthen psychological safety. This includes reinforcing anti-retaliation protections, investing in manager capability through training and mentoring, and maintaining visible leadership commitment to disability inclusion, even as external pressures on DEI increase.
4. Measure what matters
Finally, companies must measure what matters. Tracking outcomes related to accommodation, accessibility and inclusion is essential to move from stated intent to sustained, accountable progress.
TIME TO PRIORITISE DISABILITY INCLUSION AT WORK
The findings reinforce a consistent message – disabled professionals are ready to work, contribute and advance, but workplace systems too often require additional effort simply to access equal opportunity.
“Progress requires functioning systems,” Meadows said. “Employers that prioritise clear processes, consistent communication and sustained leadership commitment will be better positioned to attract and retain top talent, even during periods of political uncertainty.”
For business leaders, the challenge is no longer about setting inclusion goals. It is about building systems that deliver on them – consistently, transparently and at scale.
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