It’s December and everyone is thinking about 2025 and what the new year will bring to our world of work.
Specifically, I am thinking about the employment trends that will impact people with disabilities.
While I don’t have a crystal ball, there are some trends from 2024 that will carry into the new year as well as some new things emerging.
Here is my list of trends and some challenges that will shape the future of work for people with disabilities in the new year.
Trend 1: Return to Office Mandates Vs. Remote/Hybrid
Return to office mandates are on the rise. The commercial real estate problem is proving to be a key driver for most companies that have 10, 15 or even 20-year leases on their buildings. Companies want people in the offices they are paying for. It seems every week there is a new article and another company requiring return to office mandate.
People with disabilities achieved record high employment during the pandemic and they don't want to lose employment opportunities to in person mandates. Remote and hybrid works, we have seen it works. You don't need to accommodate an employee "at work" their homes are already set up with all the accommodations they need. The only accommodation is "work from home".
Companies and employees are falling into two distinct camps – the in person is best group, or the remote/hybrid provide employee flexibility, and improved engagement group. The debate will continue but employees with disabilities will continue to want more opportunity and flexibility.
Trend 2: AI is Everywhere
This has been the year of everyone being introduced to AI. 2025 will see AI kick into high gear with almost everything having advanced technology and user interface options. A recent study from Rangram reported people with disabilities are using AI at a much higher rate than their nondisabled colleagues.
Really, not a surprise. At its core, AI is a form of assistive technology and people with disabilities are always the early adopters of technology, or anything that will make a task easier. The rates of people adopting AI will continue to increase and those with disabilities will outpace their peers.
Trend 3: Overhauling the Accommodation Process
Reasonable Accommodations or workplace adjustments are gearing up for big changes. I see two trends, the first are companies developing a rigorous process with multiple levels of approval and strict requirements - think Amazon. In many cases rigorous policies are being created to address remote/hybrid work accommodation requests.
The second trend -- organizations are simplifying the process – they are decreasing paperwork, eliminating the requirement of a doctor’s note, and adopting global policies that focus on employee experience – think JP Morgan Chase.
Either way, expect processes to change. I am a fan of the latter. 43% of people say their company’s accommodation process is difficult. We need to simplify the process, not make it more difficult for employees to get what they need to be productive.
Trend 4: Mental Health is a Priority
Since the pandemic, the world’s companies and leaders have been paying close attention to employee mental health. Workers are experiencing stress, anxiety, depression, and burnout and it’s in a company’s best interest to provide mental health resources and tools for their employees. We are seeing trends like quiet rooms, additional PTO for mental health, subscriptions to mental health apps, cut off times for emails, and therapists on site for employee appointments.
We will continue to see mental health as a key focus for companies and more resources like the Society of Human Resource Management’s (SHRM) Mental Health Ally Certificate program. Here is the link if you want to get started. Workplace Mental Health Ally Certificate
Trend 5: Employee Experience
Employees have a stronger voice than ever. This means (most) companies are listening. Employers want to create environments where employees feel valued, appreciated and where they can have a life outside of work.
Companies are asking their employees about their workplace experiences, focusing on areas like leadership, teamwork, personal growth and development, company culture etc.
Real dollars are spent on improving workplace experiences for their employees. Better workplaces see better retention, and better profits.
Conclusion
The future of work is really an educated guess, a hypothesis - I "predict" trends and challenges based on what I see in the work we do every day. Whether I am right, or I missed the mark completely we won't know till I write this blog in December 2025.
Regardless of accuracy - organizations and workers with disabilities will have to embrace the changes that lie ahead and leverage the opportunities and possibilities.
Happy New Year!