Driving Inclusion: Why Accessible Travel Is Key to Retaining Employees With Disabilities

While business travel is essential for both company and employee growth, it often isn't fully accessible. Air travel in particular doesn’t always keep everyone’s needs in mind, as an average of 10,000 to 15,000 wheelchairs and other mobility devices are damaged or destroyed by U.S. airlines each year.

SHRM’s research, A World of Work that Works for All: Accessible Airline Travel for People with Disabilities, highlights the barriers disabled workers face during business travel. As HR leaders, it’s crucial to recognize the significant impact accessible business travel has on both employer success and employee well-being and retention.

Why Accessible Business Travel Matters

Companies receive an average return of between $10 and $14.99 per dollar spent on corporate travel, according to a study by Oxford Economics USA. The latest Business Travel Index Outlook projects that business travel spending is expected to grow to nearly $1.8 trillion by 2027, showing just how vital travel remains for business success. 

Business travel isn’t just an expense—it’s a driver for revenue growth and critical to building relationships, securing deals, and expanding opportunities. For employees, business travel offers opportunities to build connections, gain exposure to new ideas, and grow professionally. 

“People with disabilities are talent in the workplace, and we believe that travel should be an opportunity for all employees to develop their careers, rather than a barrier to achievement,” said Jessica Rafuse, director of accessibility strategic partnerships and policy at Microsoft. 

The Big Picture

When considering accessibility in the workplace, HR leaders should note the following data points:

• There’s a significant employment gap for people with disabilities. In 2023, 24.2% of people with disabilities were employed or were looking for work in the U.S., compared with 68.1% of people without disabilities. Moreover, workers with disabilities face much higher unemployment rates (7.2%) than those without disabilities (3.5%). This highlights a significant employment gap, emphasizing the need for more inclusive hiring practices and workplace accommodations.
• Many employers are facing labor shortages, so expanding talent pools is critical. Sixty-two percent of HR departments are planning to recruit from more diverse talent pools, including people with disabilities, according to the 2023-24 SHRM State of the Workplace Report. This shows that addressing labor shortages and promoting diversity can go hand in hand, creating opportunities for underutilized talent. 
• There is a clear stigma around disabilities in leadership. While 30% of white-collar professionals in the U.S. have a disability, only 3% of leaders openly discuss their disability or caregiving role, according to a report by the Valuable 500. This underscores the need for more inclusive workplace cultures, starting at the top.
• Airline accessibility issues create added stress for employees with physical disabilities. Around 70% of travelers with disabilities avoided airline travel in the past three years due to accessibility concerns, such as wheelchair handling, restroom access, and the competence of airline and airport staff, according to a 2024 survey by The Century Foundation. In 2023, 11,527 wheelchairs and scooters were damaged or destroyed by commercial airlines in the U.S., posing a major barrier for travelers who rely on these devices.

HR Strategies to Enhance Disability Inclusion in Business Travel

To truly make a difference in retaining talent with disabilities, HR leaders must take proactive steps to ensure that accessibility is at the forefront of business travel and the workplace as a whole. HR leaders can implement these strategies to help create an environment where employees with disabilities feel supported, valued, and empowered:

• Assess and Improve Travel Policies: HR leaders should review and adjust company travel policies to ensure they include clear provisions for accessibility. This could include working closely with airlines and travel partners to guarantee that accessible seating, restroom access, and assistance with mobility devices are available to employees with disabilities. 
• Provide Accessibility Training for Staff: Ensure that travel coordinators and other relevant staff are trained in accessibility best practices. This training should include how to properly assist employees with disabilities, how to handle assistive devices such as wheelchairs, and how to address any unexpected travel challenges.
• Encourage Open Dialogue About Disabilities: Cultivating a culture of openness around disabilities can help reduce stigma and encourage more employees to speak up about their needs. HR leaders should foster an environment where employees feel comfortable discussing their disabilities and/or caregiving roles without fear of judgment or bias.