To make disability inclusion a real part of an ESG plan, we must don't just treat it as a rule to follow. we must weave it into everything we do. Leadership must set clear goals and track progress. We need to hire fairly, support all employees, and make sure our products and offices are easy for everyone to use. Most importantly, we must listen to people with disabilities and use their feedback to guide us. This turns inclusion from a written policy into a true business advantage.
How can companies effectively implement Disability Inclusion as part of ESG Strategy?
by vanessa velazco -
Number of replies: 6
In reply to vanessa velazco
Re: How can companies effectively implement Disability Inclusion as part of ESG Strategy?
by Leela Julong -
Thank you for your insights, Vanessa. Disability inclusion works when it’s woven into everyday practice, not treated as compliance. Clear goals, fair hiring, accessible design, and listening directly to employees with disabilities turn inclusion into both a cultural strength and a business advantage.
In reply to vanessa velazco
Re: How can companies effectively implement Disability Inclusion as part of ESG Strategy?
by Leigh McIntyre -
Companies can also make Disability Inclusion part of ESG by creating accessible workplaces, inclusive hiring practices, and supportive policies for employees with disabilities. Engaging people with disabilities in decision-making and tracking measurable outcomes ensures accountability and shows genuine commitment.
In reply to Leigh McIntyre
Re: How can companies effectively implement Disability Inclusion as part of ESG Strategy?
by Leela Julong -
Well said, Leigh. Making workplaces accessible and engaging people with disabilities directly is what turns ESG into lived inclusion.
In reply to vanessa velazco
Re: How can companies effectively implement Disability Inclusion as part of ESG Strategy?
by shatha eiadeh -
Disability inclusion should be treated as a strategic part of ESG rather than a compliance requirement. Companies can implement it effectively by setting clear leadership commitments, inclusive hiring practices, accessible workplaces, and measurable KPIs. Most importantly, involving people with disabilities in decision-making ensures that inclusion efforts are practical, impactful, and aligned with real needs. This approach strengthens both social impact and long-term business performance.
In reply to shatha eiadeh
Re: How can companies effectively implement Disability Inclusion as part of ESG Strategy?
by Leela Julong -
Great insights from you, Shatha. Thank you.
In reply to vanessa velazco
Re: How can companies effectively implement Disability Inclusion as part of ESG Strategy?
by Rufus Sithu -
Companies can effectively embed disability inclusion within ESG strategies by treating it as a governance and value creation priority rather than a standalone initiative.
ey principles include
- Leadership and governance with clear board level accountability and executive ownership
- Universal design and accessibility across workplaces, systems, communications, products, and services
- Inclusive workforce practices throughout recruitment, development, performance management, and progression
- Capability building that equips leaders and teams with practical skills, not awareness alone
- Responsible supply chains that set inclusion and accessibility expectations for partners and suppliers
- Measurement and transparency through meaningful data on representation, experience, and accessibility outcomes
- Risk management and long term value creation by aligning disability inclusion with resilience, compliance, and market relevance
When implemented systematically, disability inclusion strengthens organisational performance, trust, and sustainable ESG impact.
ey principles include
- Leadership and governance with clear board level accountability and executive ownership
- Universal design and accessibility across workplaces, systems, communications, products, and services
- Inclusive workforce practices throughout recruitment, development, performance management, and progression
- Capability building that equips leaders and teams with practical skills, not awareness alone
- Responsible supply chains that set inclusion and accessibility expectations for partners and suppliers
- Measurement and transparency through meaningful data on representation, experience, and accessibility outcomes
- Risk management and long term value creation by aligning disability inclusion with resilience, compliance, and market relevance
When implemented systematically, disability inclusion strengthens organisational performance, trust, and sustainable ESG impact.