At the start of 2026, the world feels anything but settled. Economic pressures, rapid technological change, social unrest, and shifting workforce expectations have become the backdrop for daily decision-making in organizations of every size, shape, and sector. As the leader of a mission-driven organization that serves the world’s largest minority population, I encounter these issues daily and must remind myself as well as our team and corporate partners, that moments like this are inflection points.
As Albert Einstein observed, “In the midst of every crisis, lies great opportunity.” Winston Churchill offered both a warning and a challenge when he urged leaders to “never let a good crisis go to waste.” And disability pioneer Helen Keller, speaking from lived experience, reminded us that “when one door of happiness closes, another opens; but often we look so long at the closed door that we do not see the one which has been opened.”
At the National Organization on Disability, we see this as a time of opportunity. Disability is universal, dynamic and deeply connected to how people work, learn, and lead. Including physical, mental health, and neurodivergent disabilities, we estimate that nearly 40% of the population lives with a disability. Creating opportunities and environments where people with disabilities can reach their full potential is essential to enhancing business performance. When individual companies perform better, our economy thrives. No organization can be successful if it ignores the needs of 40% of its workforce. Full stop.
Historically, disability inclusion in employment was a niche issue; the extent to which it was addressed depended on an organization’s size, resources or sophistication. Often, disability inclusion was treated as “charity.” Today, it is a business and economic imperative.
That belief is guiding our work in 2026.
Beliefs—And Data
This work is grounded not just in our values, but in evidence. Through NOD’s Disability Inclusion Blueprint (formerly the Tracker), we collected and analyzed data from 257 companies who completed the survey two or more times between 2021 and 2024. Most are large, multinational companies, though small businesses are included as well. This longitudinal dataset allows us to examine changes over time and reliably predict which actions lead to better outcomes for both employees and organizations.
The results are striking. As you would expect, companies that have fully integrated disability inclusion into their workplace hire twice as many people with disabilities. Critically, these companies promote five times as many people with disabilities. Companies that integrate disability inclusion hire the right people—and leverage that talent for long term success.
Our data also underscores the critical role of managers and human resources professionals. When organizations provide disability inclusion training to managers and HR staff, turnover declines across the organization, not just for people with disabilities, but for everyone. Training changes behavior—and behavior changes outcomes, particularly in how managers hire, evaluate and promote talent.
With a high degree of confidence (95%), our research shows that when companies implement even one accessibility practice, such as ensuring onboarding or training materials are fully accessible, or one accommodations practice, such as asking about accommodations during the hiring process, employee turnover across the entire organization drops significantly. Companies with relatively high turnover that implemented one such practice saw turnover decline by 19 percent in the following year. Not just for employees with disabilities. For everyone.
These are not complex or costly interventions. They are practical changes that signal respect, clarity, and consistency to the workforce.
The data is clear: when companies hire people with disabilities and provide the accommodations and management training needed, these employees are highly successful. They perform well. They advance. And they stay—often with longer tenures than their peers.
In uncertain times, a stable, reliable workforce matters. Disability inclusion delivers it. And NOD delivers disability inclusion.
NOD’s Work in 2026
At NOD, we have taken two significant steps to meet the moment.
Effective, Efficient Training. We recognize that companies do not want to pull workers off the line or out of their offices for large, live training sessions. We also recognize the critical role that training plays in disability inclusion, especially for managers. That’s why we’re excited to introduce our latest business solution: EnAble Learning, a learning management system (LMS) that will offer four courses initially, with more to follow:
- Disability 101
- Managing Neurodiverse Teams
- Managing in the Age of Rising Mental Health Crises
- Digital Accessibility and AI
Each course is approximately one hour, broken down into six to nine modules that employees can do on their mobile device whenever it is convenient for them. Companies that have their own internal LMS can license the files and offer the training to employees through their existing system. Individuals and companies that do not have an internal LMS can access the material through NOD’s system. With EnAble Learning offered on a per seat basis, even the smallest organizations—or individual learners—can affordably access disability inclusion support.
Expanded, Upgraded Leadership Council. NOD’s Leadership Council has a brand-new suite of benefits, offering new, impactful services. Council members have unlimited access to expert consulting through a dedicated Disability Inclusion Specialist. On call for all your disability inclusion needs, think of your Specialist as an extension of your team who’s available to provide expertise, uncover resources, and find solutions. Membership also includes access to EnAble Learning, direct support for BRG/ERGs, as well as two new ways to boost talent acquisition, an audit for early career positions and strategic assistance to make hiring for senior roles more disability inclusive. Through our Premium membership, companies can access disability-informed coaching for leaders and a hiring concierge for talent with disabilities.
Inclusion should not be exclusive. Every individual with a disability should have access to quality jobs where they can fully contribute. And every company, large and small, should have the knowledge, resources and capabilities to make disability inclusion a reality.
In uncertain times, organizations often express commitment—but struggle with strategy and implementation. They want to act, but don’t always know where to start, how to prioritize, or how to measure progress.
In 2026, NOD is focused on closing that gap. We are translating disability data into action. Turning learning into leadership capability. And ensuring that disability inclusion is not treated as a compliance exercise, but as a driver of stronger teams, smarter design, and better business outcomes.
The future of work will belong to organizations that recognize the full range of human talent—and design systems that allow people to contribute fully.
In 2026, NOD is committed to making that future more accessible than ever.
