The Inclusion Gap Self-Assessment

Is your organization truly inclusive—or simply hiring people with disabilities?

Hiring is a milestone, not the outcome.

Discover how your organization supports employees with disabilities across five critical stages of the employee experience.

HIRE → SUPPORT → BELONG → GROW → ADVANCE

Biggest disability inclusion challenge

The assessment contains 15 questions—three per pillar.

Each question uses the same response scale:

Strongly Agree: 5
Agree: 4
Neither Agree nor Disagree: 3
Disagree: 2
Strongly Disagree: 1
Not sure: 0

Creating equitable opportunities from the beginning.

1. Our recruitment and hiring processes are accessible to candidates with disabilities.

2. Hiring managers understand how to evaluate candidates fairly without making assumptions about disability.

3. Candidates can request accommodations throughout the hiring process without unnecessary barriers.

Pillar 2: SUPPORT

Providing the resources and accommodations employees need to succeed.

4. Employees can request workplace accommodations through a clear and supportive process.

5. Managers understand their responsibilities in supporting employees with disabilities.

6. Our organization regularly evaluates whether workplace practices create unnecessary barriers.

Pillar 3: BELONG

Creating an environment where employees feel valued, respected, and included.

7. Employees with disabilities can share concerns without fear of negative consequences.

8. Our workplace culture recognizes disability as part of human diversity.

9. Employees with disabilities have meaningful opportunities to influence decisions affecting their experiences.

Ensuring equitable access to development opportunities.

10. Employees with disabilities have equitable access to professional development and training.

11. Our organization provides accessible mentorship, coaching, and career development opportunities.

12. Managers actively support the professional growth of employees with disabilities.

Pillar 5: ADVANCE

Creating equitable pathways to leadership and career advancement.

13. Employees with disabilities have equitable opportunities for promotions and leadership positions.

14. Our organization evaluates whether advancement processes create barriers for disabled employees.

15. Leaders are accountable for improving career advancement opportunities for employees with disabilities.

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The Inclusion Gap Self-Assessment

Is your organization truly inclusive—or simply hiring people with disabilities?

Hiring is a milestone, not the outcome.

Discover how your organization supports employees with disabilities across five critical stages of the employee experience.

HIRE → SUPPORT → BELONG → GROW → ADVANCE

Biggest disability inclusion challenge

The assessment contains 15 questions—three per pillar.

Each question uses the same response scale:

Strongly Agree: 5
Agree: 4
Neither Agree nor Disagree: 3
Disagree: 2
Strongly Disagree: 1
Not sure: 0

Creating equitable opportunities from the beginning.

1. Our recruitment and hiring processes are accessible to candidates with disabilities.

2. Hiring managers understand how to evaluate candidates fairly without making assumptions about disability.

3. Candidates can request accommodations throughout the hiring process without unnecessary barriers.

Pillar 2: SUPPORT

Providing the resources and accommodations employees need to succeed.

4. Employees can request workplace accommodations through a clear and supportive process.

5. Managers understand their responsibilities in supporting employees with disabilities.

6. Our organization regularly evaluates whether workplace practices create unnecessary barriers.

Pillar 3: BELONG

Creating an environment where employees feel valued, respected, and included.

7. Employees with disabilities can share concerns without fear of negative consequences.

8. Our workplace culture recognizes disability as part of human diversity.

9. Employees with disabilities have meaningful opportunities to influence decisions affecting their experiences.

Ensuring equitable access to development opportunities.

10. Employees with disabilities have equitable access to professional development and training.

11. Our organization provides accessible mentorship, coaching, and career development opportunities.

12. Managers actively support the professional growth of employees with disabilities.

Pillar 5: ADVANCE

Creating equitable pathways to leadership and career advancement.

13. Employees with disabilities have equitable opportunities for promotions and leadership positions.

14. Our organization evaluates whether advancement processes create barriers for disabled employees.

15. Leaders are accountable for improving career advancement opportunities for employees with disabilities.

Yes, subscribe me to your newsletter.

The Inclusion Gap Self-Assessment

Pillar 1: HIRE

Pillar 2: SUPPORT

Pillar 3: BELONG

Pillar 4: GROW

Pillar 5: ADVANCE

The Inclusion Gap Self-Assessment

Pillar 1: HIRE

Pillar 2: SUPPORT

Pillar 3: BELONG

Pillar 4: GROW

Pillar 5: ADVANCE