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.