For the third year in a row, Indeed received a perfect score on the Disability Equality Index, the leading benchmarking tool for the Fortune 1000 to measure disability inclusion in the workplace.

The index is a joint initiative of the American Association of People with Disabilities and Disability:IN, a nonprofit organization that advocates for inclusion in the global business world. Often referred to as the DEI, the Disability Equality Index evaluates both the policies and practices of the world’s biggest companies. 

The assessment considered criteria in six categories: culture and leadership, enterprise-wide access, employment practices, community engagement, supplier diversity and non-U.S. operations. Best practices include having a senior executive with a visible disability at the organization, offering flexible work options, ensuring that offices are accessible to all, and extending disability inclusion policies to all employees outside of the United States. 

Moving from Inclusion to “Genuine Belonging”

Indeed scored 100 percent on the Disability Equality Index and was honored as one of the Best Places to Work for Disability Inclusion. 

Top-scoring companies “not only excel in disability inclusion, but many are also adopting emerging trends and pioneering measures that can move the disability agenda from accommodation to inclusion and, ultimately, genuine belonging,” said Jill Houghton, president and CEO of Disability:IN. 

In 2021, following the onset of the global pandemic, the index was modernized to include questions about whether companies have innovative technology to advance digital and remote accessibility, mental wellness benefits, services for deaf and hard-of-hearing employees, and flexible work options. The DEI recognized Indeed for its leadership in several industry best practices among these new categories. 

Indeed’s Core Values 

About one in four people in the U.S., or 61 million Americans, have some form of disability, according to official statistics. People with disabilities often face barriers to employment — their unemployment rate is almost double that of people without a disability, according to the U.S. Bureau of Labor Statistics — due to unconscious biases. And like most biases, they are based in fiction. In reality, hiring people with disabilities is a win-win for the employers and the workers: Companies that have strong disability inclusion and employment produce greater financial outcomes and value creation than companies that don’t.

Indeed has a long-term commitment to inclusion and belonging as core values. The company’s global accessibility milestones and future goals for 2030 include helping 30 million people who are facing barriers get jobs, reducing hiring inequalities, and launching a supplier diversity initiative focused on women, LGBTQ+ people, veterans, minority-owned businesses and people with disabilities. 

“We believe that our commitment to ESG is directly tied to our mission’s success,” says LaFawn Davis, senior vice president of Environmental, Social & Governance at Indeed. “We have the ability and responsibility to drive positive, transformative change.”