To address these issues, RoDG conducted a series of focus groups with PWD employees, as well as a custom-survey, across business operations. Focus group discussions were deliberately open-ended, to capture wide-ranging insights. Study participants varied substantially in how long they had worked at the organization, allowing RoDG analysts to probe on organizational changes over time. RoDG then used these focus group findings to construct a custom survey that was distributed to ~800 employees. This allowed RoDG to quantify focus group findings and identify key trends.
In-depth focus groups with employees across business units and organizational roles
Custom survey, based on qualitative findings, distributed across the organization
Synthesis of qualitative and quantitative findings – not just “what” but “why” and “where”
Identification of opportunities to improve overall productivity by learning from PWD experience
PWD consistently indicate poorer workplace experiences than their peers without disabilities. There are multiple opportunities to eliminate this gap while improving engagement and productivity for the entire workforce.
There were at least 5x the amount of PWD at this organization than had previously disclosed.
PWD consistently reported lower job satisfaction than peers without disabilities.
Some PWD do not request accommodations for fear of potential negative career ramifications.
Large numbers of employees without disabilities self-report that they would be more productive if given access to accommodations.