10 Companies Leading the Way in Disability Inclusion (2025)
Disability inclusion is no longer a niche initiative confined to corporate social responsibility reports. The companies on this list have built disability inclusion into their hiring, product design and workplace culture. Here is what makes each of them stand out and the programmes they run, based on what the companies and credible reporting say publicly.
1. Microsoft
Headquarters: Redmond, Washington, US
What makes them stand out: Microsoft's disability inclusion work spans hiring, customer support and product design.
Key Programs:
- Neurodiversity Hiring Program. Established in 2015 (Microsoft marked its 10th anniversary in April 2025), the programme replaces a conventional interview loop with an extended process focused on interview preparation, workplace insights and cultural connection. After an online technical assessment or recruiter screen, candidates are invited to a hiring event, with built-in accommodations such as additional interview time and longer breaks. Roles now range from early-career engineering to finance, customer support and marketing, and in 2024 the programme expanded to Microsoft's data centres in the US.
- Disability Answer Desk. Dedicated support for customers with disabilities, including help with assistive technology and a video-call option for blind and low-vision users through Be My Eyes.
- AI for Accessibility. Announced in 2018 as a $25 million, 5-year grant programme to accelerate AI solutions that benefit people with disabilities.
- Accessibility built into products. Examples include Immersive Reader, the Narrator screen reader, and adaptive accessories such as the Xbox Adaptive Controller.
2. SAP
Headquarters: Walldorf, Germany
What makes them stand out: SAP was one of the first major technology companies to launch a dedicated autism hiring programme.
Key Programs:
- Autism at Work. Launched in 2013 to create work opportunities for neurodivergent candidates. As of 2024, SAP reported 215 colleagues diagnosed with autism across 15 countries.
Results: SAP says it aims to grow the number of colleagues with autism while maintaining its retention rate of 90% for the programme.
3. Accenture
Headquarters: Dublin, Ireland
What makes them stand out: Accenture combines internal disability inclusion with client-facing accessibility work.
Key Programs:
- Disability networks. Disability-based employee networks in 30+ countries for employees with disabilities and their allies.
- Accommodation Support Tool. A route for employees to access assistive technologies and flexible work arrangements.
- Accessibility Centers. Spaces where employees can try and test accessible technology and solutions.
Results: Accenture states that it has been recognised by Disability:IN as one of the world's top disability-inclusive businesses for 10 years.
4. Walgreens
Headquarters: Deerfield, Illinois, US
What makes them stand out: Walgreens was an early example of disability inclusion at scale in operations-intensive roles, not just knowledge work.
Key Programs:
- Distribution centre model. Walgreens opened a distribution centre in Anderson, South Carolina in 2007 with a plan for a workforce that was one-third disabled; at opening, NBC News reported that 42 percent of the first 250 hires had a physical or cognitive disability. A second centre built on the same model, in Windsor, Connecticut, was planned to open in 2009. Jobs include order picking, packing and logistics.
5. EY (Ernst & Young)
Headquarters: London, UK
What makes them stand out: EY has built structured programmes for neurodivergent professionals in high-skill, client-facing roles.
Key Programs:
- Neuro-Diverse Centers of Excellence (NCoE). EY US opened its first centre in Philadelphia in 2016. By April 2021 it had centres in six US cities plus one each in Canada and India. Team members, including people with autism, ADHD and dyslexia, work in areas such as consulting, intelligent automation, data analytics, cybersecurity, assurance and tax.
6. Unilever
Headquarters: London, UK
What makes them stand out: Unilever has made a public, international commitment to disability inclusion at CEO level.
Key Programs:
- ILO Global Business and Disability Network. In 2022 Unilever signed the International Labour Organization's Global Business and Disability Network Charter, committing to improve its disability inclusion practices. Its CEO said at the time that, for business, this means improving the recruitment, retention and development of colleagues with a disability.
7. Deutsche Bank
Headquarters: Frankfurt, Germany
What makes them stand out: Deutsche Bank runs disability inclusion initiatives across its international operations, adapted to local partners.
Key Programs:
- dbEnable. The bank's employee resource group for staff with disabilities, providing resources, advocacy and community.
- Neurodiversity@Work. Piloted in 2022 at Deutsche Bank Singapore with local partners including the Autism Resource Centre and SG Enable, the programme creates roles for neurodivergent people using adapted hiring practices and buddy systems.
8. ANZ Bank
Headquarters: Melbourne, Australia
What makes them stand out: ANZ combines employee programmes with customer-facing accessibility in the Australian financial services sector.
Key Programs:
- Accessibility and Inclusion Plan. A public plan covering 2023–2025.
- Abilities Network. A volunteer employee network, established in 2005, that advocates for accessibility and supports people experiencing disability.
- Access and Inclusion Index. ANZ has been recognised in the Access and Inclusion Index as a Top Performer (2017-18) and a Leading Organisation (2020-21).
9. Procter & Gamble
Headquarters: Cincinnati, Ohio, US
What makes them stand out: P&G uses its scale as a consumer goods company to advance disability inclusion in the workplace and in product design and marketing.
Key Programs:
- Inclusive product design. Herbal Essences introduced tactile markings on bottles: a row of raised lines on shampoo ("S" for stripes) and raised dots on conditioner ("C" for circles), so people who are blind or have low vision can tell them apart. P&G chose this over Braille because most people with visual impairments cannot read Braille. P&G has also added tactile labelling and scannable codes that give audio guidance on packaging.
- Accessibility in advertising. P&G has introduced audio description and captioning in its advertising.
Results: In 2025 P&G was again named a "Best Place to Work for Disability Inclusion" by Disability:IN, earning a top score on the Disability Index.
10. IBM
Headquarters: Armonk, New York, US
What makes them stand out: IBM has long invested in accessibility tooling and in employee communities for neurodivergent staff.
Key Programs:
- IBM Equal Access Toolkit. An open-source accessibility checker that automates accessibility testing from the browser or in a continuous build environment.
- Neurodiversity@IBM. A business resource group that began as IBM's "Autism as a Skill" group and was later rebranded to support all neurological differences.
Common Themes Across These Leaders
These ten companies share several practices that set them apart:
- Executive sponsorship. Disability inclusion is driven from the C-suite, not delegated to mid-level HR.
- Modified hiring processes. Recognizing that traditional interviews may screen out qualified disabled candidates, these companies offer alternative assessment methods.
- Clear accommodation processes. Making it easy to request and receive adjustments leads to faster, more consistent accommodations.
- Active ERGs with real influence. Employee resource groups are funded, visible, and connected to business strategy.
- Measurement and transparency. These companies take part in external benchmarks and report publicly.
- Extending inclusion beyond the workplace. From product design to customer service to advertising, disability inclusion is integrated across business functions.
What Job Seekers Can Learn
If you are looking for an inclusive employer, use this list as a starting point but also as a template. Look for these signals in any company: accessible hiring, active ERGs, public commitments, clear accommodation processes, and leadership that speaks authentically about disability. The companies that get it right tend to get it right across the board.