2020 A joint initiative between the American Association of People with Disabilities (AAPD) and Disability:IN Learn more at ...
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The 2020 Disability Equality Index Report
2020
A joint initiative between the American Association of People with
Disabilities (AAPD) and Disability:IN®
Learn more at www.DisabilityEqualityIndex.org
Table of Contents
About the Disability Equality Index® 3 What's Next? 14
Global Inclusion & Insights on Non-U.S. Operations 4 Top-Scoring Companies 15
Top Industries with Operations Outside of the U.S. 5 Companies that scored 100% 16
Companies that scored 90% 18
Investor Engagement on Corporate Disability Inclusion 6 Companies that scored 80% 18
2020 Disability Equality Index Highlights 7 Disability Equality Index Advisory Committee 19
Total Number of Companies Participating by Industry 8 DEI Advisory Committee members 19
Participation Growth By Index 9 DEI Methodology 20
Overall Participation Growth 10
2020 Trends and Gaps 11
Areas where companies excel 11
Areas where companies have shown marked improvement 12
Areas where companies have opportunities to improve 13
3
About the Disability Equality Index®
The Disability Equality Index (DEI) is a On average, 5.5% of current employees
prominent benchmarking tool for the Fortune identify as having a disability which is an
1000 and America’s top 200 revenue grossing increase from 3.7% in 2019. Making the world inclusive for all isn’t
law firms (Am Law 200) to gauge their level only the right thing to do, it’s also good
of disability workplace inclusion against Top-scoring DEI companies who earn a score for business. A recent report from
competitors. of 80 or above receive the recognition Best Accenture found that companies that
Places to Work for Disability Inclusion™. offered inclusive working environments
Since piloting the DEI, there has been a for employees with disabilities achieved
significant spike in participation and a
The 2020 DEI an average of:
growing need across all industries to utilize measured:
the DEI to advance disability inclusion across
their businesses. In its sixth official year, the
Disability Equality Index continues to see an
• Culture & Leadership 28% Higher
Revenue
• Enterprise-Wide Access
increase in year-over-year participation, with
the number of top-scoring companies more
than quadrupling to 205 in 2020 as compared
• Employment Practices
(Benefits, Recruitment, Employment,
30% Higher Economic
Profit Margins
Education, Retention & Advancement,
to 43 in 2015.
Over the course of the DEI, the number of •
Accommodations)
Community Engagement
2x Net Income of
Industry Peers
employers has increased from 48 to 247, with
• Supplier Diversity
a total workforce of 11 million people. Read the Report
• Non-U.S. Operations (Non-Weighted)4
Global Inclusion & Insights
on Non-U.S. Operations
Over the six-year history of the Disability
Equality Index, one thing is undeniably 75% “I firmly believe that hiring
people with disabilities
clear: disability inclusion and equality is of those multinational companies,
should be commonplace in
good business. Being a disability-inclusive reported operations outside of
employer is good for recruitment, retention, the U.S. have disability inclusive every workplace. As a deaf
engagement and - ultimately - the bottom standards of non-discrimination woman, I see first-hand how it
line. What began as largely U.S. efforts in the workplace that apply to all makes for an inclusive culture
to create disability inclusive workplaces is
employees compared to 69% in 2019. and fosters innovation. The
now a much larger conversation. In a global
marketplace, equality knows no borders.
Disability Equality Index has
The Non-U.S. Operations category continues
to be not weighted but is an opportunity to
42% been instrumental in guiding
Microsoft’s disability inclusion
of multinational companies also
collect non-discrimination policy language, journey and helped shape our
ERG activity, and overall best practices report their non-U.S. operations
have established disability-focused Inclusive Hiring Program.”
from U.S. based companies with additional
operations outside of the United States. In Employee Resource Group (ERG) or
2020, 75% of participating DEI companies Affinity Group chapters, compared to
Jenny Lay-Flurrie
have operations outside of the U.S. 41% in 2019. Chief Accessibility Officer, Microsoft
and Board Chair, Disability:IN5
Top Industries with Operations Outside of the U.S.
Asia-Pacific Europe, the Middle East and Africa
70% 100% 100%
64% 67%
60% 57%
60% 60% 60%
Latin America Canada and Mexico
50% 50%
46%
40% 40% 40%
36%
33% 31% 28%6
Investor Engagement on
Corporate Disability Inclusion
INVESTING IN
A global investor group representing more to create sustainable, long-term value; this
DISABILITY INCLUSION
than $2.8 trillion in combined assets and requires a workforce with a wide range of
22 signatories, issued a Joint Investor viewpoints, skills, abilities, and experiences.
Statement on Corporate Disability Inclusion We believe, and research has demonstrated,
In addition to signing the
on Global Accessibility Awareness Day that embracing equality, diversity, and joint statement, New York
2020, calling on companies they invest in to inclusiveness is increasingly critical to the State Comptroller DiNapoli
be inclusive of people with disabilities. The long-term success of corporations in the and Connecticut State
statement encourages companies to create global marketplace.”
inclusive workplaces built for sustainable, The statement includes various actions for
Treasurer Wooden have
long-term performance. The group is led companies to begin the disability inclusion mailed letters directly to
by New York State Comptroller Thomas P. journey. To start, companies should analyze their portfolio companies
DiNapoli and Oregon State Treasurer Tobias their disability inclusion policies through a regarding this issue.
Read, and states companies must do more third-party benchmarking tool such as the
to include people with disabilities in the Disability Equality Index (DEI).
workforce. “We want our portfolio companies Massachusetts PRIM and
New York State Common
Retirement Fund have also
updated their proxy voting
guidelines to reflect this
priority.7
2020 Disability Equality Index Highlights
11,059,407 205 74
members of the U.S. top-scoring businesses, businesses participated in
workforce are represented out of the 247, scored the DEI for the first time,
by companies taking part in 80% and above. compared to 43 in 2019.
the 2020 DEI
5.5% 59 143
of current employees businesses were Fortune businesses were
identify as having a 100 companies, compared Fortune 500 companies,
disability. to 48 in 2019. compared to 111 in 2019.
3.5% 154 5
of new hires identify as businesses were Fortune participating law firms were
having a disability. 1000 companies, compared Am Law 200 firms, compared
to 120 in 2019. to 2 in 2019.8
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Participation Growth by Index
Others
2020 88 5 154 143 59
Am Law 200
Fortune 1000
2019 58 2
2 120 111 48
Fortune 500
2018 50 2 93 87 46 Fortune 100
2017 37 73 68 37
2016 30 53 53 30
2015 18 62 58 25
2014 16 32 31 15
0 100 200 300 400 50010
Overall Participation Growth
Total
300 80 New Participants
74
70
250
60
247
200
43 50
42
38
150 37 180 40
145 30
100
20
110 20
50 80 83
10
48
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2014 2015 2016 2017 2018 2019 202011
2020 Trends and Gaps
Areas where companies excel
Culture Enterprise-Wide Access Employment Practices:
Recruitment
Out of 97% of businesses with a 70% of businesses have an accessibility
company-wide written statement expert who can resolve accessibility/ 89% of businesses have external
of commitment to Diversity & compatibility issues necessary for recruitment efforts in place that are
Inclusion, 85% of them specifically persons with disabilities to use specifically geared toward hiring
mention disability. technology systems. individuals with disabilities.
Leadership Employment Practices: Community Engagement
Accommodations
88% of businesses with a Diversity 95% of businesses have provided
Council have a member who is 94% of businesses have a written philanthropic support to an
openly public about their disability disability accommodation procedure external disability-related event or
and/or as an ally/supporter for available to employees, which explains organization.
persons with disabilities. the process for requesting a disability
accommodation.12
Areas where companies have
shown marked improvement:
Enterprise-Wide Access Non-U.S. Operations Supplier Diversity
In 2020, 64% of businesses have a In 2020, 75% of participating DEI companies In 2020, 64% of businesses with
company-wide commitment to digital have operations outside of the U.S.. Of those public websites listing preferred 3rd
accessibility, an increase from 59% in multinational companies, 75% reported party certification/verification orgs
operations outside of the U.S. have disability
2019. include at least one that certifies/
inclusive standards of non-discrimination in
verifies disability-owned businesses
the workplace that apply to all employees
versus 54% in 2019.
compared to 69% in 2019.
Employment Practices: Employment Practices: Employment Practices:
Benefits Accommodations Employment, Education, Retention
& Advancement
In 2020, 69% of businesses have mental 60% of participating businesses are
health benefits above and beyond what tracking accommodations metrics. This 72% of businesses with employee
is required by the Federal mental health is an increase from just 53% in 2019. retention and advancement programs
parity bill and any other relevant laws. in 2020 have programs focused on
This is an increase from 62% in 2019. employees with disabilities versus
63% in 2019.13
Areas where companies have
opportunities to improve:
Culture Enterprise-Wide Access Employment Practices:
Recruitment
95% of businesses utilize a company- 60% of businesses have a web
wide employee engagement survey. accessibility policy that requires coding Only 45% of participants ask all
But only 38% review the aggregate to AA Level of Conformance of the candidates during the interview
survey results for employees who W3C WCAG2.1 and only 56% of them scheduling process if they need a
have identified as having a disability. are auditing their internal sites. reasonable accommodation.
Leadership Community Engagement Supplier Diversity
88% of businesses have a Diversity 62% of businesses have a smart Just 25% of businesses have
Council. However, just 65% have phone app available for use by the company-wide disability-focused
one with a mission statement that public. However, only 46% of them goals in place for supplier diversity
specifically includes disability have audited the app for accessibility and inclusion.
inclusion as an area of focus. under the W3C Web Content
Accessibility Guidelines.14
What’s Next?
July 26, 2020 marks the 30th Anniversary “Companies that champion
of the enactment of the Americans
with Disabilities Act (ADA). This historic
Enterprise-wide disability inclusion significantly
milestone is taking place during a global Access outperform their peers across
COVID-19 pandemic and the Black Lives key financial indices including
Matter movement which have both exposed revenue, net income, profit
inequality in our society. Employment Practices:
margins and shareholder
Benefits returns. The American
The promise of the ADA and fight to end
racial inequality and injustice in America Association of People with
creates a pivotal moment to ask, “How can Employment Practices: Disabilities is truly impressed
the DEI help the Fortune 1000 and Am Law Accommodations by this year’s DEI participation
200 achieve disability inclusion and equality
for all?”
and we’re proud to collaborate
Supplier Diversity with the business community
In response the DEI Advisory Committee, to prioritize industry-wide
a diverse group of business leaders, policy disability inclusion practices.”
experts and disability advocates has
modernized the DEI by adding clarity to
Ted Kennedy, Jr.
current weighted questions and adding new The 2021 DEI will measure
Disability rights attorney and Board
non-weighted questions that will go into calendar year 2020. Chair, the American Association of People
effect in 2021 in the following categories: with Disabilities15
Top-Scoring Companies
The American Association of People with Disclaimer: A score of 100 does
Disabilities (AAPD) and Disability:IN are
not mean to convey “perfection.”
honored to recognize the following companies
that scored an 80 or above on the 2020 DEI. AAPD and Disability:IN recognize
The DEI was completed by 247 companies in there is no single best way to
2020. practice inclusion, and that some
practices may be more effective
Note: The companies are listed in
alphabetical order, by the company name as
for some companies or industries
provided to AAPD and Disability:IN than others. A score of 100 on
the DEI simply means that a
company adheres to many of
the numerous leading disability
inclusion practices featured in
the DEI, but there’s still room for
improvement.16 holg Companies that scored 100%
17 Companies that scored 100%
18
Companies that scored 90% dfdfdfdf
Companies that scored 80%
dfdfdfdf19
Disability Equality
Kirk Adams Laurie Henneborn
Ph.D., President & CEO, American Foundation I&D Thought Leadership Managing Director, Accenture
for the Blind (AFB) Research, Accenture
Index Advisory Sara Basson
Ph.D., MBA, Accessibility Evangelist, Google
Andy Imparato
Committee
Executive Director, Disability Rights California (DRC)
Helena Berger
DEI Advisory Committee Co-Chair, Disability Rights Emily Ladau
Advocate, Former President and CEO, AAPD Disability Communications Consultant. Words I Wheel By
Eric Bridges Kenida Lewis
AAPD and Disability:IN are honored to be Executive Director, American Council of the Blind Director, College & Diversity Recruiting, MGM Resorts
working with the Disability Equality Index International
Mary Brougher
Advisory Committee since 2013. Members EVP, Operations, Bender Consulting
Susan Mazrui
of the Committee are a diverse group of David Casey Director, Global Public Policy, AT&T
business leaders, policy experts, and disability DEI Advisory Committee Co-Chair, Vice President, Workforce
Strategies and Chief Diversity Officer, CVS Health Jon North
advocates who provide expert advice and Senior Vice President, Little People of America
Kristen Cook
counsel to enhance disability inclusion policies Manager, Diversity & Inclusion, McKesson Russell Shaffer
and practices in the workplace. Deb Dagit Director, Global Culture, Diversity & Inclusion, Walmart Inc.
President, Deb Dagit Diversity LLC
Chris Soukup
Connie Donnelly
DEI Advisory
Chief Executive Officer, Communication Service for the Deaf
Vice President, Neurodiversity & Business Development,
Committee
Rethink Benefits Raul Suarez-Rodriguez
Mike Ellis Associate Director, Global Economic Inclusion & Supplier
members Global VP of Accessibility, T-Mobile Diversity Processes, Operations & Strategy, Global Supplier
Management Group, Merck
Rona Fourte
Global Community Engagement – Supplier Diversity Business Bob Witeck
Management, United Airlines President, Witeck Communications, Inc.
Zoe Gibby Kevan Worley
SVP, Enterprise Disability Strategy, Bank of America Small Business Advocate, National Federation of the Blind
Rashad Givhan
Inclusion, Diversity and Corporate Impact Operations Lead, Peter Zerp
McKesson Supplier Inclusion & Diversity Manager, Accenture BV20
DEI Methodology
2020 Disability Equality Index Methodology. To receive full credit for a subcategory,
The DEI is designed for U.S.-based mid you must answer “yes” to the number of
to large size businesses (500 full-time weighted question sets specified for that
employees and above). subcategory. You must also provide the
required information in the affirmative for all
The score range for the DEI benchmark is weighted subquestions within those question
zero (0) to 100, with 100 being the highest sets in order for them to count. Partial credit
score. will not be granted. Responses of “no”, “no,
but plan to within the next year”, and “do not
As shown, there are six (6) categories within know” do not count for credit.
the DEI benchmark. Five (5) of the six (6)
categories are assigned a weight and the
five (5) weighted categories total 100 points.
Some of the five (5) weighted categories
have subcategories. If applicable, a category
total is the sum of its subcategories.21
DEI Categories
Employment Practices: 40 Culture & Leadership: 30 Community Engagement: 10
Benefits = 10 points Culture = 20 points Must answer “yes” to at least two (2)
Must answer “yes” to at least two (2) Must answer “yes” to at least two (2) of the four (4) weighted question sets.
of the three (3) weighted question sets. of the three (3) weighted question sets.
Recruitment = 10 points Leadership = 10 points
Must answer “yes” to at least three (3) Must answer “yes” to at least two (2)
of the five (5) weighted question sets. of the four (4) weighted question sets. Supplier Diversity: 10
Must answer “yes” to at least two (2)
Employment, Education, Retention, & of the six (6) weighted question sets.
Advancement = 10 points
Must answer “yes” to at least three (3)
of the six (6) weighted question sets.
Enterprise-Wide Access: 10 Non-U.S. Operations:
Accommodations = 10 points
Must answer “yes” to at least three (3) Non-Weighted
Must answer “yes” to at least two (2)
of the four (4) weighted question sets. of the seven (7) weighted question sets.22
Methodology Examples
The “Culture” subcategory within the “Culture The “Leadership” subcategory within the If you receive 20 out of 20 points for the
& Leadership” category is weighted 20 points. “Culture & Leadership” category is weighted “Culture” subcategory and zero (0) out of 10
It has three (3) question sets. You must 10 points. It has four (4) question sets. You points for the “Leadership” subcategory, your
answer “yes” to at least two (2) of the three must answer “yes” to at least two (2) of total for the “Culture & Leadership” category
(3) question sets and provide the required the four (4) question sets and provide the is 20 points out of 30 points possible.
information in the affirmative for all weighted required information in the affirmative for all
subquestions within those question sets in weighted subquestions within those question
order to receive the 20 points. sets in order to receive the 10 points. Partial
credit will not be granted. For example, if you
meet the criteria for one (1) question set or
less within the “Leadership” subcategory, no
points will be granted because it requires at
least two (2).23
To learn more about the DEI, visit:
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