Gain insight into workforce perceptions.

The NOD Engagement Survey is free, as a federally funded initiative under the Employer Disability Practices Center. There is no cost for organizations to participate.

This survey covers all employee experience including people with disabilities and their colleagues. It is unique in that it is truly inclusive and gives employers a fully comprehensive view of how their disability inclusion practices and environment affect their entire workforce.

Due to the nature of our research study, NOD and ResultsLab are unable to accept historical employee survey data.

To maintain integrity to our research intent and design, NOD and ResultsLab are unable to edit the questions or customize the nature of the questions to your organization. The questions are written broadly to support universal implementation across diverse organizations.

Your organizational data will be aggregated into an employer-specific survey report showing your organizational results, as well as an Comprehensive Insights Report containing anonymized benchmark comparisons across all other participating organizations. Outside of NOD and ResultsLab, only you will have access to these reports.

Data from all participating employers will be aggregated (de-oidentified) into a study and analyzed against the NOD Employment Tracker via the Employer Disability Practices Center. This analysis will be used to identify best practices that further include people with disabilities in the workplace.

Yes! All employee-data is submitted anonymously via a universal link and the survey contains zero personal identifying information. All employer-specific data will only be available to respective employers, NOD and our service provider. Any public report-outs from NOD or our research partners will only contain deidentified aggregate trend data and benchmarks from all participating employers.

We are limited to 30 select US-based companies with a minimum of 250 US-based employees. The participating companies demonstrate leadership in aligning corporate values with workplace satisfaction and employee retention.

The survey window closes on December 19, 2025. We require confirmation of participation by November 21, 2025.

Employer-specific Survey Results will be available within 30 business days of your organization’s completion of your respective survey window.

Comprehensive Insights Reports will be available in Spring 2026. Any changes or updates will be communicated via email to the designated key contact at your organization.

No, this research project does not impact your participation in the NOD Disability Inclusion Blueprint. However, it will provide deeper insights on the data story from your Blueprint results. NOD will be completing analysis to understand linkage between NOD Disability Inclusion Blueprint results and results of the NOD Engagement Survey.

For standard survey questions, there is no “not applicable” option. Employees must select a response from the available options that best aligns to their perspective.

We are asking for a random representative sample of employees from each participating employer. To best provide useful analysis, we strongly recommend that at least 100 employees fill out the survey. With an average response rate of 10-15%, that means you should aim to survey at least 1,000 employees, or your entire workforce if you have fewer than 1,000 employees. The exact number will depend on your total headcount, but a good starting point is between .5 and 2% of your total employee population. You can find out the exact figure here in the linked sample size calculator at 95% confidence and 5% margin of error.

Here are some tips of things you can do to ensure maximum participation:

• Send reminders across a variety of platforms (i.e., Teams message, slack channel, email, team meetings, townhalls, all staff meetings, newsletters, etc.)
• Vary your reminders across different dates and times (i.e., Tuesday at 10 am, Thursday at 4 pm, etc.)
• Change the subject line for each reminder. Note: be sure to still include the original email somewhere in the message so that employees are able to reference the original ask.

Ask your executive leadership or middle managers to send their own personalized reminders or include reminders in their weekly team meetings.