Despite recent corporate debates about scaling back diversity initiatives, companies that remain steadfast in their disability inclusion commitments are reaping significant business benefits. These forward-thinking organizations are demonstrating that disability inclusion drives innovation, expands market reach and enhances talent acquisition.
Yet most organizations still struggle to translate good intentions into quantifiable progress, leaving this strategic opportunity largely underutilized in corporate planning. What is clear is that few businesses apply the same rigorous metrics to disability inclusion that they bring to other strategic priorities, despite a global disability market worth US$24 trillion in disposable income.
At Valuable 500, we’ve witnessed firsthand how transparent and effective disability inclusion reporting transforms organizational approaches. However, many businesses struggle with where to begin.
Without standardized metrics and clear benchmarks, disability inclusion often remains a peripheral concern rather than a core business strategy. We’ve identified five key performance indicators (KPIs) that create a foundation for meaningful progress.
Why measurement matters
Disability inclusion is strikingly absent from standardized metrics through which organizations measure their impact and performance. While most businesses have robust systems for tracking financial data, far fewer apply the same rigor to disability inclusion.
Without clear metrics, disability inclusion remains a peripheral concern rather than a strategic priority.
Our analysis of the annual reports from Valuable 500 companies revealed significant variability in reporting. Only 22 percent publicly disclosed workforce representation percentages, with self-identified disabled employee percentages ranging from 0.07 to 62.5 percent. This wide range signals the need for standardized approaches to data collection and analysis.
As the saying goes, what gets measured gets managed. Without clear metrics, disability inclusion remains a peripheral concern rather than a strategic priority.
The five essential KPIs
After extensive research with our global partners and iconic leaders like Allianz and the London Stock Exchange Group, we’ve established five harmonized KPIs that provide a comprehensive framework for disability inclusion reporting:
Workforce representation
What percentage of your workforce identifies as disabled? This foundational metric helps organizations understand their current state and set meaningful targets for improvement. However, self-identification rates depend heavily on creating psychologically safe environments where employees feel comfortable sharing this information.
Goals
Which specific goals has your company defined for disability inclusion, and how are business leaders measured against these objectives? Setting clear, measurable targets creates accountability and demonstrates commitment beyond good intentions.
Training
Does your organization provide disability inclusion training for managers and employees? Comprehensive training helps build awareness, challenge biases and develop practical skills for creating inclusive environments.
Employee Resource Groups (ERGs)
Does your company have a disability-specific ERG with executive sponsorship? ERGs serve as vital feedback mechanisms between leadership and disabled employees while fostering community and driving cultural change.
Digital accessibility
Has your company undertaken an accessibility review of its digital platforms and content? With digital transformation accelerating across industries, accessibility has become essential for both customer experience and workplace inclusion.
Building a reporting ecosystem
These KPIs form the foundation of a comprehensive reporting ecosystem that drives strategic decision-making and organizational transformation.
Together with the National Organization on Disability, we’ve developed the Disability Inclusion Blueprint, a powerful tool that empowers organizations to gain deep insights and implement effective strategies for enhancing disability inclusion across the entire employee lifecycle.
Companies with robust disability inclusion practices report boosted employee engagement, improved retention rates, reduced turnover costs and enhanced brand value.
The Blueprint provides organizations with essential benchmarking data that measures how they stack up against other companies, revealing not only areas of strength but also opportunities for improvement. Participating companies receive valuable insights to enhance talent outcomes for disabled people, better allocate resources and boost overall organizational performance.
Why does this matter? Because disability inclusion is proven to enhance overall organizational performance. Companies with robust disability inclusion practices report boosted employee engagement, improved retention rates, reduced turnover costs and enhanced brand value with both consumers and job seekers.
With 1.3 billion disabled people worldwide wielding significant spending power, organizations that fail to measure and improve their disability inclusion efforts are missing out on a substantial market opportunity and talent pool.
Leadership sets the tone
For disability inclusion to transcend good intentions and become a strategic advantage, leadership commitment is non-negotiable. Our conversations with global C-suite executives consistently reveal that meaningful progress requires more than policies – it demands leaders who champion inclusion at every level.
Effective disability-inclusive leaders share three essential characteristics:
Strategic vision
They translate personal commitment into organizational transformation by embedding disability inclusion into business strategy, performance metrics and corporate values. They understand that inclusion isn’t a peripheral initiative but a core driver of innovation and market expansion.
Cultural architects
These leaders cultivate psychological safety where disabled employees can bring their authentic selves to work. They recognize that environments where people feel safe to disclose disabilities and request accommodations ultimately foster greater innovation, creativity and problem-solving.
Visible advocates
The most effective leaders combine compelling storytelling with rigorous accountability. They share personal stories, celebrate success and openly discuss challenges while holding themselves and others accountable through transparent measurement and reporting.
When leaders embrace these principles, the impact extends beyond metrics. Workplace culture transforms, innovation accelerates and businesses discover untapped market opportunities. Most importantly, disabled employees find themselves in environments where they can truly thrive and contribute their unique perspectives and talents.
The message is clear: disability inclusion starts at the top. When leadership commits to measurable progress, the entire organization follows – creating workplaces where everyone has the opportunity to contribute, grow and succeed.
Taking action now
The five KPIs we’ve outlined provide a practical framework for organizations serious about disability inclusion. These metrics transform good intentions into a strategic advantage by creating clear benchmarks for progress.
What distinguishes companies that excel at disability inclusion isn’t just their commitment – it’s their willingness to measure, report and continuously improve their practices. By embedding these KPIs into their operational DNA, organizations create environments where disabled talent can truly thrive.
Those who have embedded these KPIs into their business strategy will showcase how disability inclusion drives real results.
In December this year, we’re hosting SYNC25, the world’s first accountability summit on disability inclusion. Leading global companies will step up and demonstrate their progress through transparent reporting and measurable outcomes. Those who have embedded these KPIs into their business strategy will showcase how disability inclusion drives real results.
The business benefits follow naturally: enhanced innovation from diverse perspectives, expanded talent pools, improved employee engagement and products and services that better serve all customers.
As more organizations recognize the connection between disability inclusion and business performance, we’re witnessing a fundamental shift in how companies approach this work – not as a compliance exercise, but as a strategic imperative that drives sustainable growth and competitive advantage.
