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Disability Inclusion Data

Companies that embrace best practices for welcoming people with disabilities in their workforce are four times more likely to have shareholder returns that outperform their peers. Further, they are better positioned to tap the disability market: 1.3 billion people with $1.2 trillion in annual disposable income.

Where does your company stand?

Each year the National Organization on Disability compiles results from the Employment Tracker to highlight how businesses are progressing in their disability inclusion journey.


The Employment Tracker™, NOD’s confidential annual survey, examines five essential inclusion areas of disability and veteran inclusion, from strategy and culture to talent sourcing and technology.

Download the 2020 Tracker Infographic | Text-only

Graphic showing 5 inclusion areas: Climate & Culture; Talent Sourcing; People Practices; Workplace & Technology; Strategy & Metrics. Maturity Curve showing stages: 1. Exploration; 2. Compliance; 3. Competence; 4. Competitive Advantage.


200 companies Employing 8.7 million workers



The most important disability inclusion driver is getting and keeping talent.

Average percentage of employees identifying as having a disability: 4.09%; Companies that have reached the Dept. of Labor target of 7% disability representation: 13

Many use a variety of channels to source talent with disabilities. Here are the most popular:Graph showing percentage of companies using sourcing specific channels, and of those, whether any hired talent with disabilities through them. Community Partners: 76% used, 56% hired; Disability Job Board: 75% used, 38% hired; Colleges + Universities: 54% used, 32% hired; Existing Channels: 54% used, 34% hired.


Most companies have a plan for improving disability inclusion practices, but fewer have conducted an assessment of current efforts. Understanding your starting point will ensure the most effective future plan.

Graph showing percentage of that: Have done an assessment, 79%; Have a plan, 88%

Disability Inclusion Awareness

Disability employee/business resource groups make gains:Graph showing percentage of companies with disability ERGs, also: Use ERGs to address client needs 70 in 2020, 63 in 2019. Disability ERGs w/ annual budget, 57 in 2020, 77% used, 48% hired; Colleges + Universities: 54% used, 57% hired; Existing Channels: 47% used, 68% hired.

Accommodations policies are easier to find and use

nboarding materials are .available in accessible formats: 2020, 67; 2019, 60; 2018, 57.


Disability lags behind veterans’ and broad diversity practices:Graph showing percentage of companies using Employee Resource Groups: Diversity, 95%; Disability, 80%; Veterans, 85%. Graph showing percentage of companies that have senior leaders who publicly support: Diversity, 95%; Disability, 80%; Veterans, 85%.

Companies are slower to adopt these leading practices (< 50%):X Vendors are required to provide materials in accessible formats; Accommodations: Centralized budget, Requests resolved in under 2 weeks; Mentoring program for employees with disabilities; Mandatory manager disability inclusion training; Implementation and adherence into disability and diversity inclusion policies is taken into account in evaluating mangers/supervisors’ performance.


Veteran inclusion practices are trending high, but target employment outcomes remain low.24$ Report veterans’ workforce representation of 6% or more (Dept. of Labor VEVRAA benchmark 5.67%), 88%; Have a plan to improve veterans’ inclusion practices, 88%; Annually assess veterans' outreach and recruitment efforts, 79%.


Start the Tracker today and receive a free benchmarking Scorecard.

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The Employment Tracker™ was developed in partnership with The National Business and Disability Council at The Viscardi Center.

View the 2019 Tracker results | View the 2018 Tracker Results | View the 2017 Tracker results.