1.3 billion people, or about 16% of the global population, live with significant disabilities. That’s roughly one in six people worldwide. Disabilities can be visible or invisible, permanent or temporary. They shape how people experience their surroundings, including the workplace.
As we mark the International Day of Persons with Disabilities on December 3, this month is a good moment to reflect and act. This global observance (established by the United Nations) is an opportunity to raise awareness, celebrate achievements and recommit to building inclusive environments. The day reminds us that inclusion isn't a one-time initiative. It’s a continuous journey that starts with empathy, curiosity and a willingness to challenge assumptions.
Inclusion shouldn’t be considered purely a workplace policy — it's about your mindset. It begins with each of us choosing to see, hear and value the diverse experiences of others. Whether you’re a team member, manager or leader, your everyday actions can help create a workplace where everyone feels respected, supported and able to thrive.
Being inclusive means asking questions, listening with empathy and noticing when someone might need adjustments. It means offering flexibility, celebrating different ways of thinking and working and being proactive in removing barriers. When we each take responsibility for inclusion, we build stronger teams, foster innovation and create a culture of belonging.
Inclusion as a wellbeing imperative
Inclusion isn’t just about fairness, it’s about human wellbeing. When people feel included, they’re more likely to feel safe, supported and able to contribute meaningfully. Inclusive practices directly impact wellbeing in several powerful ways:
- Psychological safety: When individuals feel seen, heard and valued, they’re more likely to speak up, share ideas and ask for help. This sense of safety reduces stress and anxiety and fosters trust within teams. It’s the foundation for mental wellbeing and high performance.
- Access to support: Inclusive environments ensure that people can access the adjustments, tools and resources they need to thrive. Whether it’s flexible working, assistive technology, or tailored wellbeing support, inclusion removes barriers and empowers individuals to do their best work without compromising their health.
- Belonging: Feeling part of a community is a core human need. When people feel they belong, they’re more engaged, resilient and motivated. Belonging boosts mental health, reduces isolation and creates a culture where everyone can flourish, especially those who may have felt excluded in the past.
Global actions for inclusive workplaces: Practical tips for everyday impact
Disability inclusion is a global priority, but meaningful change starts with everyday actions. These tips are designed to be adaptable across cultures, roles and workplaces. They help individuals contribute to more inclusive environments wherever they are in the world.
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01
Design for all
- Why it matters: Universal design ensures that digital tools, physical spaces and communication formats are accessible to everyone, regardless of ability.
- Practical action: When creating documents, presentations or platforms, use accessible formats such as readable fonts and captions for videos. In physical spaces, advocate for clear signage, ramps and quiet zones. Think inclusively from the start not as an afterthought.
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02
Ask, don’t assume
- Why it matters: Everyone’s needs are different, and assumptions can unintentionally exclude or overlook what someone truly requires.
- Practical action: Make it a habit to ask, “What support would help you feel most comfortable or productive?” This simple question fosters trust and ensures people get the accommodations they need whether they’ve disclosed a disability or not.
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03
Celebrate neurodiversity
- Why it matters: Recognizing and valuing everyone’s differences enhances team dynamics.
- Practical action: Encourage flexible working styles, provide quiet spaces and avoid one-size-fits-all approaches to communication. Share stories or invite speakers to highlight how neurodiversity contributes to success.
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04
Inclusive leadership
- Why it matters: Leaders set the tone for inclusion. When managers are trained to recognize bias and support diverse needs, teams thrive.
- Practical action: Support leadership development that includes inclusive practices like bias awareness and flexible accommodations. Encourage leaders to model vulnerability and openness.
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05
Global accessibility awareness days
- Why it matters: Participating in global events helps raise awareness, share best practices and build momentum for change.
- Practical action: Set up events on certain awareness days, share resources or spotlight inclusive innovations.
Inclusion starts with you
Inclusion doesn’t require a grand gesture; it begins with small, intentional actions that ripple outward. Whether you’re a team member, manager or leader, you have the power to shape a more accessible and welcoming workplace.
Ask yourself, “What’s one thing I can do today to make my workplace more inclusive and accessible?” It could be as simple as:
- Checking if your next presentation is screen-reader friendly
- Asking a colleague if they need any adjustments before a meeting
- Sharing a resource about neurodiversity with your team
- Speaking up when you notice exclusionary language or practices
- Making time to learn about accessibility tools or inclusive design
As we pause to recognize the International Day of Persons with Disabilities, remind yourself that every action counts. When inclusion becomes part of our daily mindset, we create environments where everyone can thrive, not just survive. Take that first step today and encourage others to do the same.
Disclaimer: The information provided here corresponds to reliable sources; however, these aren't officially related to WTW or any of its products.
