Jabil is on a mission to make its manufacturing operations more accessible to employees with disabilities – and it’s not the only one.
Jabil, a leader in global manufacturing, is on a mission to make its operations more inclusive and accessible for employees with disabilities.
By implementing initiatives across more than 30 countries, the manufacturer aims to foster an environment where employees feel valued and can thrive.
Disability inclusion remains essential in today’s workplaces, as about 1.3 billion people worldwide live with some form of disability. The inclusion journey brings opportunities not only to support disabled people but also to improve workplace culture, innovation and productivity.
In the US alone, one in four adults lives with a disability. Many of these disabilities, like dyslexia and autism, are invisible, often leading to silence among those affected due to fear of stigma. However, inclusive workplaces allow employees to feel seen and understood, enabling them to contribute to their fullest.
Jabil’s initiatives are part of a broader movement toward inclusive practices across industries and other companies are also stepping up to promote disability equality.
Seizing inclusion opportunities
The widespread skilled labour shortage has put pressure on employers to look beyond traditional talent pools and companies are increasingly prioritising inclusivity.
As many jobseekers seek roles in organisations that champion diverse perspectives and offer a true sense of belonging, companies have the chance to redefine their workplaces as inclusive spaces.
The benefits are clear: according to research by Accenture, companies that support disability inclusion achieve higher profitability and shareholder returns, making it a solid strategy for business success.
More companies are responding to this call, with the 2023 Disability Equality Index (DEI) showing a surge in disability-inclusive practices.
Almost all participants in the DEI survey, led by the American Association of People with Disabilities (AAPD), offer flexible working options and 93% encourage employees to disclose their disabilities if they feel comfortable.
Jabil is among these leading companies, implementing 24 initiatives globally to support inclusion, with programmes that cover awareness workshops, skills training and partnerships with disability organisations.
For example, Jabil has hosted disability awareness sessions, encouraging employees to reflect on the unique experiences of colleagues with disabilities.
At certain sites, they teach sign language to support better communication with deaf or hard-of-hearing staff.
The company also works with local advocacy groups to align job descriptions with the skills of people with disabilities, helping the company recruit talent that might otherwise be overlooked.
“We operate our business in 30+ countries, employing people that don’t look the same, don’t talk the same, people that practice different religions, have different sexual orientations, people with physical limitations and neurodiversities. Diversity and inclusion is top of mind as we employ folks all around the world.” – Mark Mondello, Former CEO, Jabil.
Partnering with disability advocates
Global aerospace and defence company Northrop Grumman is also championing disability inclusion, supporting employees with disabilities through its Employee Resource Group (ERG), The VOICE.
More than 2,000 employees participate, and the ERG supports employees with disabilities and those caring for family members in need.
In 2022, Northrop Grumman welcomed 1,300 new employees who identify as having a disability. Overall, 8.5% of the workforce at Northrop Grumman self-identifies as having a disability, a rate above the US government target of 7%.
Northrop Grumman places strong emphasis on inclusive hiring, offering internship programmes for neuro-divergent candidates and mentorship schemes to support career development.
The company’s Global Supplier Diversity Programme connects small businesses owned by people with disabilities and service-disabled veterans to Northrop Grumman’s procurement and technical teams. It also launched a neuro-diverse internship programme that pairs interns with mentors for ongoing support, improving retention and career success.
Mental health inclusion
Workplace mental health initiatives are another vital aspect of disability inclusion.
The World Health Organisation reports that depression and anxiety lead to a loss of 12 billion workdays annually worldwide, costing around US$1tn in productivity.
Mental health issues impact more than 50% of Americans at some point, with one in five adults experiencing mental health challenges each year. Addressing mental health is therefore essential not only for inclusivity but also for overall workforce wellbeing.
Furniture manufacturer Herman Miller, known for ergonomic office solutions, has incorporated mental health into its inclusive approach.
The company offers an eight-week mindfulness programme aimed at fostering connectivity, creativity and innovation among employees. It also provides sessions focused on anxiety and depression, accessible both in person and online.
For Herman Miller, reducing the stigma around mental health contributes to a more open, inclusive environment where employees feel encouraged to seek support.
Through these varied initiatives, Jabil and other companies are working to create workplaces where employees with disabilities can thrive, bringing diverse perspectives and talents that enhance the entire organisation.
Inclusive workplaces benefit all employees, allowing them to contribute their skills in a supportive environment that celebrates their individuality.
