How to boost disability confidence in organizations? A framework with strategies and best practices for managers

Many managers aspire to build inclusive workplaces but often lack disability confidence, i.e. clarity about what inclusion requires, how to act and how to avoid mistakes. Drawing on data from over 70,000 employees in Germany, Switzerland, and beyond, we introduce the St. Gallen Inclusion Index (SGII) , a framework that translates inclusion into four actionable dimensions: authenticity, belongingness, equal opportunities, and synergy. Authenticity emphasizes employees’ ability to be their true selves at work, including the decision to disclose invisible disabilities. Belongingness captures the experience of being recognized as a valued team member. It can be promoted with micro-interventions such as inclusion nuggets, that help translate belongingness into practical, everyday strategies. Equal opportunities require policies and practices on the organizational level to ensure that employees with disabilities have the chance to equally contribute, develop, and have a career like their colleagues without disabilities. To foster equal opportunities two measures are particularly important: accommodations and equitable, flexible work arrangements. Synergy describes the integration of diverse perspectives and highlights the importance to hear and learn about the workplace experiences of employees with disabilities. To foster synergy managers thus need to foster disability voice in the organization. By linking the four dimensions to concrete managerial practices, the SGII enables managers to act with confidence and helps organizations unlock the full potential of a disability-diverse workforce.