埃森哲-争取平等：残疾人融合优势报告（英文）-2018.11-17页-1mb

Getting to Equal: The Disability Inclusion Advantage Summary

Core Content

This report explores the business advantages of disability inclusion, highlighting how companies can benefit from integrating persons with disabilities into their workforce and operations. It presents findings from research conducted by Accenture in partnership with Disability:IN and the American Association of People with Disabilities (AAPD), emphasizing the economic, social, and reputational value of inclusive practices.

Main Points

Disability Inclusion as a Strategic Opportunity

• Persons with disabilities represent a large, untapped talent pool in the U.S., with over 15.1 million people of working age living with disabilities.
• Only 29% of working-age persons with disabilities are employed, compared to 75% of those without disabilities, indicating a significant gap.
• Companies that embrace disability inclusion are outperforming peers in profitability, value creation, and shareholder returns.

Financial Benefits of Inclusion

• Champions (45 companies out of 140 studied) achieved 28% higher revenue, double the net income, and 30% higher economic profit margins over four years.
• Champions were twice as likely to outperform peers in total shareholder returns (TSR).
• Improvers (companies that increased their DEI scores) were four times more likely to outperform peers in TSR, with an average 53% outperformance.

Disability Equality Index (DEI)

• The DEI is a benchmarking tool that evaluates companies on disability inclusion policies and practices.
• Companies participating in the DEI are typically large, with an average annual revenue of $43 billion.
• The index provides an objective score that helps organizations assess their current standing and identify areas for improvement.

Key Actions for Disability Inclusion

Accenture outlines four key actions for building an inclusive workplace:

1. Employ – Ensure representation of persons with disabilities in the workforce and implement practices that support their hiring and progression.
2. Enable – Provide accessible tools, technology, and formal accommodations programs. Training non-disabled employees can enhance integration.
3. Engage – Foster awareness through recruitment efforts, disability education programs, and employee resource groups.
4. Empower – Offer mentoring, coaching, and reskilling programs to support growth and leadership opportunities for persons with disabilities.

Benefits Beyond Revenue

• Increased Innovation: Employees with disabilities bring unique problem-solving skills, agility, and creativity, which drive innovation.
• Improved Shareholder Value: Inclusive cultures and hiring practices are increasingly monitored by regulators and investors, leading to proven ROI.
• Enhanced Productivity: Diverse workplaces improve productivity and reduce staff turnover by up to 30%.
• Access to Supplier Ecosystem: Inclusive sourcing practices can lead to new suppliers, cost savings, and increased market share.
• Improved Market Share: Persons with disabilities are a significant consumer segment, with $490 billion in after-tax disposable income.
• Enhanced Reputation: Inclusive marketing and physical accessibility increase brand loyalty and consumer trust.

Key Challenges and Misconceptions

• Many companies underestimate the value of the talent pool and overestimate the costs of inclusion.
• Misconceptions about the ROI of disability inclusion are a major barrier.
• Only 59% of accommodations cost nothing, and the rest typically cost around $500 per employee.

Call to Action

• Companies must assess their current standing using tools like the DEI and employee engagement surveys.
• They should share the business case for inclusion and implement holistic strategies that align with innovation, profitability, and reputation building.
• Leading companies are not only compliant but are excitedly embracing the advantages of inclusive practices.

Notable Quotes

• "Deafness is just a way of life... a person with a disability wakes up every day thinking about being innovative." – David Casey, VP, Workforce Strategies & Chief Diversity Officer, CVS Health
• "Being honest about where you stand can be a hard—yet crucial—first step toward becoming a more inclusive company." – Chad Jerdee, General Counsel & Chief Compliance Officer, Accenture

Conclusion

Disability inclusion is not just a moral imperative but a strategic advantage that drives profitability, innovation, and brand reputation. By addressing misconceptions and implementing best practices, companies can unlock the potential of a vast, underutilized talent pool and contribute to a more inclusive economy.