Leaders have an opportunity to do more to be inclusive of people with disabilities—their employees, customers, and the public. customers, and the public. customers, and the public. customers, and the public.

Convincing leaders usually starts with the business case. The good news is there’s a strong one.

When Disability:IN, a global organization driving disability inclusion and equality in business, co-created the Disability Equality Index with the American Association of People with Disabilities in 2014, we saw it as a benchmarking tool for our corporate partners to see how they stacked up against their peers. Over the years, the DEI has become the world’s most comprehensive tool for companies looking to strengthen their disability inclusion journeys.

Accenture, one of our partners, used DEI survey data to show that companies that are champions of disability inclusion earn as much as 28% higher revenue, double their net incomes, and post 30% higher profit margins.

ONE OUT OF FOUR PEOPLE HAS A DISABILITY
Sixty-one million Americans have disabilities—and anyone can join this group at any time. As a segment, they represent the third-largest market after the Latine and Black communities. The discretionary income for working-age persons with disabilities is $490 billion. One out of four employees has some form of a disability, with the majority of those disabilities being invisible, or non-apparent, such as dyslexia or autism.

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