Employees on Conference Call
AdobeStock_331412728The disclosure gap – the difference between those who need workplace accommodation and those who disclose that need – is one of the most pressing challenges in creating an inclusive workforce today. While accommodation is vital to workplace success, too many employees are hesitant to speak up.
According to a recent study by Inclusively, a leading workforce inclusion platform, nearly 60% of respondents cited accommodations as critical to their success at work, yet more than half of them do not disclose their need for accommodations. The reasons are striking: 43% of those who do not disclose say they do not feel safe doing so, while 46% cite the difficulty of the disclosure process itself. These figures paint a clear picture – workplaces still have considerable work to do to make employees feel supported and safe when requesting the help they need.
The stats are echoed across national data as well. A report by Boston Consulting Group found that while 25% of employees self-identify as having a disability or medical condition, companies report that only 4% to 7% of their workforce comprises people with disabilities. This discrepancy reveals that the gap between those needing accommodation and those actually accessing them is substantial and rooted in a culture that still encourages hesitation around disclosure.
The Disclosure Gap: Understanding the Reluctance
The reluctance to disclose disability-related needs often stems from concerns about how that information will be perceived. Many disabilities that require workplace accommodations are non-apparent, like mental health and learning disabilities, adding complexity to the conversation. These disabilities, like anxiety or ADHD, are prevalent yet invisible, making the process of requesting accommodation uncertain and uncomfortable.
The Inclusively survey highlights that mental health and neurodivergence are among the top disabilities job seekers cite when seeking accommodations. And anonymity is crucial. In fact, 77% of surveyed job seekers said they would prefer to initiate the process of requesting accommodation using anonymous tools. This indicates a clear need for systems that provide a sense of safety while enabling employees to seek the support they require.
The Rise of the Accommodation Era
The past few years have ushered in a new era of accommodations. The Covid-19 pandemic played a pivotal role in normalizing workplace adjustments, like remote work, which indirectly opened conversations about the importance of flexibility and accommodations. Suddenly, employees who needed flexible schedules or quieter environments were not outliers – they were part of a broader workforce shift.
This shift has been particularly significant for younger generations. “Gen-Z, who are now entering the workforce in large numbers, have grown up with the concept of accommodations as part of their academic and social environments,” said Charlotte Dales, CEO and co-founder of Inclusively. They not only expect accommodation but also demand workplaces that offer personalized experiences. For employers, this generational shift means that not addressing the need for accommodations isn’t just a matter of compliance; it’s a workforce planning imperative. “The next generation workforce is tech-savvy and innovative and expects the same experience they get in their ‘consumer-personal world’ as they do at work. This calls for innovative solutions, utilizing AI and allowing employees to anonymously search and access the tools they need to succeed,” said Dales.
“This moment is a turning point where embracing accommodations goes beyond compliance – it’s about genuinely enabling individuals to succeed and meeting them where they are,” Dales continued. “Employers who recognize this – and start evolving their workforce planning strategy – will attract a more diverse and talented workforce, which ultimately drives business success.”
The Power of AI to Bridge the Gap
One of the most promising solutions to bridge the disclosure gap lies in the use of AI. AI can help streamline this process for job seekers, employees, and employers alike, enabling a more personalized and stigma-free approach to accommodations.
For job seekers, AI platforms can play a transformative role by matching individuals with disabilities to pre-vetted jobs that already have accommodations in place. This not only ensures a good fit but also reduces the anxiety of entering the job application process with uncertainties about receiving appropriate support.
"Imagine an AI platform that takes into account an individual’s unique needs and matches them to roles where accommodations are already prepared,” said Dales. “What we’re helping organizations accomplish now is removing candidates’ ‘will I fit in?’ question before it even arises."
For employees already in the workforce, AI self-service platforms and chatbots can offer increased access to support without the stigma of having to explain their needs repeatedly. According to a recent Prosper Insights & Analytics survey, only 11% of professionals in the workplace are using AI for chatbots. This suggests a significant opportunity to leverage AI more within workplace environments, especially when it comes to making support tools readily accessible. These tools can help make accommodation a part of everyday working life – easier to access, more efficiently managed, and, most importantly, confidential.
Prosper – What You Use Generative AI For
Prosper Insights & AnalyticsEmployers also benefit significantly from inclusivity AI. They gain valuable, data-driven insights into their employees’ needs, allowing for better workforce planning and a deeper understanding of the barriers that exist within their organizations. AI-powered systems can also reduce HR workload by automating parts of the accommodations process, ensuring employees’ needs are met quickly and efficiently.
According to the same Prosper Insights & Analytics survey, 25% of adults are already using generative artificial intelligence in their daily lives. This highlights the growing acceptance and usage of AI, which employers can tap into.
Prosper – Heard of Genetrative AI
Prosper Insights & AnalyticsEmbracing Inclusivity as a Business Imperative
The time has come for companies to reframe how they think about workplace accommodations – not as a burden, but as a business imperative that drives productivity, retention, and employee satisfaction. By embracing AI tools that simplify and streamline accommodation processes, employers can foster a culture where all employees feel empowered to do their best work.
Dales emphasizes, "It’s about creating a culture of safety and support, where the process of asking for help is stigma free, expected, and encouraged. Employers who invest in these processes today are building a foundation for the workforce of tomorrow and delivering on a world of work that works for all."
The future workplace will be one where AI and inclusivity go hand in hand, where tools are used not only to optimize productivity but also to foster an environment where everyone, regardless of their abilities, can thrive. As we look ahead, the message is clear: bridging the disclosure gap is not just the right thing to do; it’s the smart thing to do for businesses to succeed in a rapidly changing world.
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{URL}https://www.forbes.com/sites/garydrenik/2024/11/26/bridging-the-disclosure-gap-with-workplace-inclusivity-tech/{/URL}
{Author}Gary Drenik, Contributor{/Author}
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