Embracing every ability in the workplace
Despite that people with disabilities, chronic illnesses and neurodivergent conditions represent a large segment of society, they often face challenges in the workplace. People with disabilities continue to be excluded from meaningful work and from the workplace,[4] feel less valued and respected and are less supported mentally and physically.[5]
Web Story
5min
2025-12-03
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Sixteen percent of the global population live with a disability.[1]02
More than one-third of people have a long-standing illness or health problem.[2]03
Between 10 to 20 percent of the global population have a neurodivergent condition.[3]Workplace accommodations are often denied for people with disabilities, chronic health conditions and neurodivergent conditions although they have the right to receive them. Many report experiencing bullying, microaggressions or harassment. [6]
Another ongoing challenge is that many individuals choose not to disclose their disability, chronic illness, or neurodivergent condition, citing concerns about stigma or negative impact on their job security or promotional prospects.[6-7]
Diversity and inclusion at ABB
At ABB, we believe that our abilities are part of what makes each of us unique — and they should never define someone’s limits, only their possibilities. People with disabilities, chronic illnesses and neurodivergent conditions are valued and welcomed.
We strive to create a space where all people feel seen, respected and supported to thrive—where everyone can come as they are. By breaking down barriers and celebrating the unique strengths of each individual, we open doors to innovation, belonging, and shared success. Learn more about our diversity and inclusion approach here.
Abilities make each of us unique
We asked our colleagues to share their lived experiences. We asked our colleagues to share their lived experiences. Click play to learn more.
Highlights of ABB’s ongoing initiatives
Accessibility and accommodations
While we have accessibility and accommodations practices in place, we continue to review and make improvements both locally and globally. We continue to support physical site assessments, building on those previously carried out in Italy and at our headquarters in Switzerland. Our global digital accessibility guidelines are aligned with WCAG 2 [8] standards for web accessibility.Flexible working
Our global flexible work practices and guidelines include flexible work hours, compressed work weeks, remote work, telecommuting, part-time positions, and job sharing. The implementation of these options depends on the role. These guidelines can support our colleagues with disabilities, chronic illnesses, or neurodivergent conditions by enabling them to thrive in the workplace on terms that suit their individual needs.Global workshops and webinars
Throughout the year, we run global workshops and webinars on diversity and inclusion. Our employees learn about accessibility in the workplace, building inclusive teams, overcoming barriers in recruitment, best practices from our businesses and people with lived experiences, and how each of us can contribute to accommodations or accessibility.Employee Resource Groups (ERGs) and networks
Our voluntary, ABB employee-led groups and networks are present at global and local levels. They aim to support communities who are living with disabilities, chronic illnesses or neurodivergent conditions.Connecting colleagues
Our “Coffee Connect” initiative enables colleagues who opt-in to be randomly paired with another colleague to connect, explore inclusion topics and spark collaborations. Meetings can be in-person or virtual, giving our people the chance to meet others they wouldn’t normally interact with.Celebrating our leaders and colleagues
Through our communications channels, we continuously showcase leaders, colleagues and teams who demonstrate outstanding contributions to fostering inclusion.Self-paced learning
We offer a diverse range of online learning tools and resources covering abilities topics, so our colleagues can continuously adapt and enhance their skills at their own pace and from any location. They include our online learning pathways, online courses, apps, and resources from partners.Employee Assistance Program
We developed the global program in partnership with Workplace Options [9], a leading provider of employee holistic wellbeing programs. It supports our employees and their families through different stages of their private and professional lives. There are also resources for counseling, life coaching, family support, emotional support, and more.Special Olympics Germany
For more than 20 years, ABB has been proud to partner with Special Olympics Germany. We celebrate inclusion through sponsorship and volunteering. Since the year 2000, a total of more than 3,400 employees have volunteered.As part of our efforts to make the workplace more accessible, our colleagues participated in a site assessment at a production site in Dalmine, Italy.
Join the team that runs what runs the world
Sources:
- Global report on health equity for persons with disabilities – World Health Organization
- Chronic Conditions, Health at Glance 2025 – OECD Indicators
- “Neurodiversity at work: a biopsychosocial model and the impact on working adults” Nancy Doyle, 2020, British Medical Bulletin; Neurodivergent Statistics – WorldMetrics.org Report 2025
- Disability, Work and Inclusion, 2022 – OECD
- Supporting the Diverse Identities of Employees with Disabilities – BCG
- Disability Inclusion @ Work 2024: A Global Outlook - Deloitte
- Your Workforce Includes People with Disabilities. Does Your People Strategy? - BCG
- WAG 2 - Web Accessibility Initiative
- Workplace Options
ABB is a global company committed to upholding our core values and our Code of Conduct everywhere where we operate. We strive to foster an inclusive culture while adhering to all applicable laws. Any statements, goals, policies, or practices outlined in this ABB global website only apply where legally permitted and to the extent that it does not conflict with any applicable local laws. In the event of a conflict, the relevant ABB entity will prioritize compliance with local laws over the policy.