Beyond the Buzzwords: DEI’s Unseen Gaps for Neurodiverse and Disabled People

Diversity, Equity, and Inclusion (DEI) initiatives are now commonplace in corporate rhetoric.

In principle, DEI is a positive movement aiming to create fair and welcoming workplaces for all. However, evidence shows a disconnect between DEI as a feel-good label and the reality felt by many employees with disabilities or neurodivergence. It’s easy for organizations to tout DEI commitments, like a trendy badge of progress, without fully understanding or addressing the nuanced needs of the people they’re meant to support. This often leads to complacency: assuming that because a company “has DEI,” everything must be handled.

The numbers tell a different story, revealing that on a surface level DEI may be present, but the lived experiences of neurodiverse and disabled individuals suggest much work remains.

DEI: A Positive Idea That Risks Becoming Superficial

There’s no question that DEI is well-intentioned; companies genuinely want to signal inclusion. Surveys indicate that 57% of UK employers now treat diversity and inclusion as a strategic priority in recruitment, and nearly all large companies have established initiatives like disability-focused employee resource groups.

The promise of DEI is real, backed by research linking inclusive cultures to gains in innovation and performance. For example, organizations with strong inclusion practices generate up to 19% more revenue from innovative products and services

And specifically in disability inclusion, companies that excel in supporting disabled employees have been found to achieve 2.6× more net income and 2× higher profit margins than their peers

These facts underscore that DEI, when done right, is not just morally right – it’s good for business. Yet, beneath these encouraging commitments lies a concerning pattern: in too many cases DEI remains a buzzword rather than a deeply integrated practice. A PwC global study in 2024 found that only about 4% of organizations truly excel at end-to-end DEI program delivery.

Lived Reality: Many Don’t Feel the Impact of DEI

So, how do neurodiverse and disabled individuals actually feel at work amid the DEI push? Recent surveys reveal sobering truths. Far from experiencing an inclusive utopia, many in these groups still feel marginalized, unsafe, or simply invisible in their workplaces. Here are some key findings that highlight the disconnect:

• Fear of disclosure: Over half of employees who need accommodations don’t disclose their disability, and 43% say it’s because they don’t feel safe. Nearly two-thirds of neurodivergent workers fear disclosure will hurt how they’re treated.
• Stigma around accommodations: Stigma is rising - 70% of U.S. adults say there’s stigma in asking for accommodations. About 77% say neurodivergent employees feel pressure to mask or “act neurotypical” to avoid being seen as difficult.
• Doubt about DEI programs: 53% of neurodivergent employees believe their company’s neurodiversity and inclusion efforts are mostly for show. Many see initiatives as optics rather than genuine support.
• Lack of clarity: 68% of neurodivergent workers don’t know what accommodations their company offers, and 51% don’t know who to ask. This shows DEI messaging isn’t translating into everyday guidance or access.
• Penalties for speaking up: 15% of neurodivergent adults say they lost a job, were demoted, or missed opportunities specifically because they asked for accommodations, proof that policies alone aren’t enough without supportive culture and leadership.

In sum, while on paper “equitable access” is a pillar of DEI, in practice many neurodiverse and disabled employees still face an accommodation gap. If the workplace and workflows remain designed for the mythical “average” employee only, then those with different needs will continue to be left out. Labeling a workplace as inclusive doesn’t automatically make it usable or navigable for everyone – that requires concrete adjustments, budget, and willpower. Until those pieces fall into place, DEI will be experienced as an empty slogan by the people who arguably need inclusion the most.

Persistent Biases and Barriers (Behind the DEI Façade)

Another layer to examine is the prevalence of bias and non-inclusive behavior that persists despite DEI programs. If an organization truly embraces DEI, one would expect declining incidents of discrimination or harassment and a stronger sense of safety for marginalized groups. The reality, unfortunately, shows that significant barriers remain:

Workplace Harassment and Belittlement

• About 40% of disabled employees report microaggressions, harassment, or bullying each year. One-third say they’ve been denied advancement or unfairly judged because of their disability. Disabled workers face discrimination at higher rates than non-disabled peers. Despite trainings and DEI messaging, everyday bias remains common without real accountability.

Low Trust to Self-Identify

• Only 4% of employees identify as having a disability at DEI-participating companies even though about 25% of the workforce actually does. This huge gap shows people still don’t feel safe disclosing, despite ERGs, statements, or awards. Psychological safety hasn’t caught up to DEI branding.

Rollback and Complacency Risks

• Recent DEI rollbacks have immediate effects. One major retailer saw a 30% drop in disabled applicants after scaling back inclusive hiring. Cuts to DEI staff, ERGs, and accessibility efforts quickly erode trust. 64% of Americans believe these rollbacks will make accommodations harder to obtain. When DEI is one of the first things cut, employees get a clear message that inclusion isn’t a priority.

The big picture is that real inclusion is complex and ongoing. It’s not achieved by proudly announcing a DEI committee or celebrating one awareness month a year. It involves tackling entrenched biases, training leaders to respond to issues, and building systems where employees feel truly safe and valued. The statistics above highlight that many workplaces are still falling short – biases and barriers remain, just slightly less visible perhaps, even as DEI jargon becomes commonplace.

This is why simply saying “we are diverse, equitable, and inclusive” isn’t enough; the proof is in the day-to-day experience of employees, and for many neurodiverse and disabled individuals that experience hasn’t dramatically improved yet.

Moving Forward: Making DEI Real (and Where INCLX Fits In)

The data makes one thing clear: DEI is a positive movement, but many neurodivergent and disabled employees still don’t feel the impact. Not because companies don’t care, but because inclusion takes more than statements, workshops, or a yearly initiative. It takes education, clarity, and real support.

Most people want to get this right - 82% of Americans believe employers need better training on how to support neurodivergent colleagues. And with nearly 1 in 5 people being neurodivergent (and more than half of Gen Z identifying that way), the expectation for accessible, flexible workplaces is only growing.

INCLX helps companies move from DEI goals to DEI outcomes by providing the one-on-one support most organizations don’t have the time or expertise to deliver. We work with students, new hires, managers, and even executives to make sure people understand how to learn, work, and communicate across different brains, without stigma, lowered expectations, or performative inclusion.

And we partner with companies who operate with a future-minded approach, organizations that understand the potential of neurodivergent and disabled people, and recognize that the very struggles they’ve faced often become their strengths.

Tomorrow’s workforce will expect flexibility, clarity, and support for different working styles. Companies that get ahead of this shift will attract and retain exceptional talent. The research is already clear: teams that include neurodivergent and disabled thinkers are more innovative, more adaptive, and often perform better. Inclusion isn’t just right - it’s a strategic advantage.

If your organization wants DEI to be something people can actually feel we’d be glad to help. At INCLX, this is the work we do every day: partnering with people and companies who are ready to build environments where everyone has the chance to grow.

Thanks for reading. If anything here resonates, please reach out. We’d be honored to be part of the next step.

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Sources

• Understood.org (2025). “Navigating Stigma, Uncertainty, and Optics: 2025 Neurodiversity at Work Survey,” reported via PR Newswire.
• Fast Company (2025). “Many workplace accommodation requests do not improve the experience of neurodivergent adults.”
• U.S. Bureau of Labor Statistics (2024). “Persons with a Disability: Labor Force Characteristics Summary.”
• HR Brew (2024). “25% of disabled job seekers have experienced discrimination during the job interview process.”
• Urban Institute (2023). “Four in Ten Adults with Disabilities Experienced Unfair Treatment in 2022.”
• Disability:IN (2024). “Disability unemployment hits historic low, but self-disclosure remains rare.”