Disability Inclusion evaluates how a company ensures that people with visible and invisible disabilities are fully welcomed, supported and empowered to contribute at all levels of its workforce, supply chain and customer base. It covers:

• accessible workplace design & accommodations – physical (ramps, elevators, ergonomic workstations), digital (screen-reader compatibility, captioning, keyboard navigation) and policy measures (flexible schedules, job carving) that remove barriers to entry and performance;
• inclusive recruitment & career development – outreach to disability-focused talent pools, bias-free hiring processes, reasonable-adjustment protocols, mentorship and sponsorship programmes tailored to diverse needs;
• assistive technologies & support services – provision of aids (voice-to-text, screen magnifiers, adaptive equipment), sign-language interpretation, job coaches and disability-awareness training for managers and teams;
• governance & accountability – board-level or executive sponsorship (e.g., disability-inclusion councils), clear policies aligned with the UN Convention on the Rights of Persons with Disabilities and local law, and integration into supplier-code requirements;
• measurement & transparency – voluntary, privacy-compliant self-identification surveys, representation metrics across levels and functions, accommodation-request tracking, employee-satisfaction scores and public reporting in line with frameworks such as GRI 405-1, ISO 30415, WDI Metrics, and forthcoming ESRS S1 requirements.