Author: April Ogden, Founder and CEO, It’s Your Outcome

Beyond NDEAM—Building a Culture of Year-Round Disability Inclusion

Every year, October is National Disability Employment Awareness Month (NDEAM), a month that spotlights disability inclusion. But what happens when the month ends?

If you’re a DEI leader serious about creating lasting change, the challenge is clear: inclusion can’t be a temporary focus. It has to be part of your organizational DNA, every single day.

Here’s the kicker: companies focusing on disability inclusion all year see a 1.6x boost in revenue and 2.6x higher net income than their peers. That’s not just good for business—that’s a game-changer. So, how do you keep the momentum going beyond NDEAM?

This guide will show you how to turn NDEAM into the springboard for lasting, business-driving change.

The Business Case: Why Disability Inclusion Is More Than Just Awareness

Here’s a truth not everyone realizes: disability inclusion isn’t just about doing the right thing—it’s about doing the smart thing. Take Kwame, an operations manager at a logistics company in Ghana. Initially, his team only focused on disability inclusion during NDEAM. But when he advocated for quarterly accessibility audits, the results were incredible. Within six months, productivity jumped 25%.

Why? Because improving accessibility benefited everyone. Employees with disabilities weren’t the only ones who thrived—the entire team operated more efficiently. This is what happens when inclusion is year-round and intentional.

Key Insight: A 2022 study by the World Economic Forum found that companies with comprehensive inclusion policies saw a 20% increase in innovation and expanded their market share. Inclusion drives growth, plain and simple.

Pro Tip: Don’t wait for a special occasion to improve accessibility. Schedule quarterly accessibility audits—both physical and digital. These aren’t compliance tasks—they’re opportunities to improve performance, innovation, and engagement across the board.

Leadership Accountability: Making Disability Inclusion a Top Priority

Let’s get real—leadership is where change sticks or stalls. Aiko, a DEI leader in Tokyo, understood this all too well. After NDEAM ended, she noticed that inclusion efforts fizzled out because leadership wasn’t invested. So, she introduced a reverse mentorship program where executives were paired with employees with disabilities to experience the day-to-day challenges firsthand.

Within months, these leaders became champions for accessibility. They didn’t just talk about inclusion—they led it. Recruitment processes were revamped, workspaces were redesigned, and company-wide performance goals started reflecting the priority of inclusion. The shift was massive. Leadership engagement jumped 30%.

Actionable Tip: Hold leadership accountable. Implement reverse mentorship programs so executives can learn from employees with disabilities. Once your leaders experience the challenges firsthand, inclusion becomes more than a talking point—it becomes a mission.

Measuring What Matters: How to Track Real Inclusion Impact

Yumi, a software engineer in Japan, felt the pressure of working in a high-demand environment. Anxiety and burnout were common, and no one was paying attention—until her company rolled out quarterly Inclusion Impact Reports. These reports tracked key metrics like retention, engagement, and innovation, linking them directly to inclusive practices.

The result? Employee satisfaction soared by 25% in just two quarters, and creative problem-solving saw a noticeable uptick. The key here wasn’t just the data—it was the transparency. Every department saw the reports, and suddenly, everyone had a stake in making inclusion a success.

Expert Insight: According to a 2023 Center for Talent Innovation report, companies with robust inclusion policies experience a 22% lower turnover rate. Inclusion isn’t just about making employees feel good—it’s about keeping them for the long haul.

Actionable Tip: Start tracking inclusion metrics that matter—retention, engagement, and innovation. Make this data visible across all departments so that inclusion becomes a shared goal, not just a DEI checkbox. When you can measure success, you can replicate it.

Building True Support Systems: Moving Beyond Performative Inclusion

Here’s the harsh reality: too many companies engage in performative inclusion—rolling out initiatives during NDEAM that look great but lack substance. Ayanda, a DEI leader in South Africa, wasn’t interested in that. She created peer-led disability advocacy groups and set up monthly mental health check-ins to ensure her team was consistently supported.

The difference? Her company saw a 20% increase in retention among employees with disabilities and significantly improved overall engagement. Why? Because her team felt heard, valued, and supported—not just during a “special month,” but every day.

Research Insight: A 2023 Harvard Business Review report found that 76% of employees with disabilities do not feel safe disclosing their conditions due to fear of discrimination. That’s a statistic you can’t afford to ignore.

Actionable Tip: Establish peer-led disability advocacy groups and regular check-ins. This isn’t about optics—it’s about creating a real culture of support. When employees know they’re backed all year round, engagement and loyalty go through the roof.

Global Adaptation: Tailoring Inclusion Strategies to Local Needs

One size does not fit all when it comes to disability inclusion. Kwame in Ghana focused on physical accessibility. Aiko in Japan tackled mental health and invisible disabilities. Meanwhile, Ayanda in South Africa addressed cultural biases surrounding disability and mental health.

Each of these leaders succeeded because they adapted their strategies to fit the unique challenges of their region. That’s how inclusion works—it’s flexible, it’s adaptable, and it’s responsive to the needs of your workforce, no matter where they are.

Actionable Tip: Don’t adopt a cookie-cutter approach to inclusion. Tailor your strategies to the specific needs of your global workforce. Whether it’s focusing on mental health in one region or improving physical accessibility in another, the key is adaptability.

Overcoming Common Challenges: Breaking Through the Barriers to Year-Round Inclusion

Challenge: Leadership buy-in is low.

Solution: Present the business case for disability inclusion. Show the clear link between inclusion and improved revenue, productivity, and innovation. When leaders see the ROI, they’ll pay attention.

Challenge: Employees are afraid to disclose their disabilities.

Solution: Create a culture of psychological safety by offering regular mental health check-ins and peer support groups. When disclosure feels safe, it becomes the norm.

Challenge: Inclusion efforts fizzle out after NDEAM.

Solution: Build consistency into your strategy. Regular audits, quarterly impact reports, and advocacy groups keep inclusion front and center—year-round, not just during a campaign.

Turning NDEAM into a 365-Day Commitment

NDEAM is a great start, but the real challenge—and opportunity—is making disability inclusion a 365-day effort. Companies that embed disability inclusion into their core see better engagement, higher innovation, and stronger performance.

Your job as a DEI leader isn’t to check a box—it’s to create a lasting inclusive culture that benefits your employees and your business. The results will speak for themselves when inclusion becomes part of your company’s heartbeat.

Let’s Build Your Year-Round Inclusion Strategy Today

Ready to move beyond NDEAM and create a culture where inclusion thrives daily? Let’s make it happen. Reach out today to learn how to implement these strategies and see the long-term impact of disability inclusion on your business.