A truly inclusive workplace is one where every employee feels safe to share what they need to perform at their best. Yet, new insights from our Workplace Adjustment Passport Program reveal that psychological safety in this space remains a challenge.

Data from our program shows that 1 in 6 people requesting workplace adjustments prefer not to let their manager know about their needs. This finding highlights a critical gap between workplace inclusion policies and employees’ lived experiences.

For employees with disability, requesting adjustments—such as flexible hours, assistive technology, or ergonomic equipment—can be deeply personal. When individuals fear judgement, stigma, or negative career consequences, they may choose silence over sharing. The result is lost potential: talented people unable to contribute at their full capacity.

To address this, organisations must go beyond compliance and focus on building trust and safety. This includes:

• Normalising conversations about adjustments as part of everyday inclusion practice.
• Training leaders to respond with empathy, confidentiality, and proactive support.
• Providing confidential channels—like the Workplace Adjustment Passport—to enable employees to record and manage their adjustment needs securely.

By creating psychologically safe spaces and supportive systems, workplaces can ensure that every employee—regardless of disability—feels confident to ask for what they need to thrive.