New ILO Report Finds Disability-Inclusive Care Policies Boost Productivity and Retention

In the lead-up to the International Day of Care and Support on 29 October, the International Labour Organization (ILO) has released a landmark report demonstrating that investing in care and support policies for employees with disabilities — and for workers with dependents with disabilities — is not only socially responsible but also good for business.

The report, titled Care to Compete: Corporate Policies and Practices on Care and Support for Employees with Disabilities and Employees with Dependants with Disabilities, was developed by the ILO Global Business and Disability Network (GBDN). It examines how leading global companies are designing and implementing disability-inclusive workplace care and support systems, and how these practices drive employee well-being, retention, and business performance.

Linking Disability Inclusion, Care, and Business Success

The report underscores a growing recognition among employers and policymakers that effective, inclusive, and coherent workplace care systems are strategic assets. When companies provide robust care and support mechanisms for employees with disabilities — or for those caring for family members with disabilities — they create stronger, more equitable workplaces that benefit both individuals and organizations.

"We learned that our best policies come from listening to employees who live the reality of balancing work and care," said one participating company. "Their insight is what turned policies into practices people can trust."

According to the report, organizations that invest in disability-inclusive care systems report higher levels of employee satisfaction, reduced turnover, and improved productivity. The findings also reveal a persistent gap in employee awareness of available care policies — particularly regarding financial support and mental health services — pointing to the need for clearer internal communication and greater visibility of support programmes.

Building on Global Commitments to the Care Economy

The new report comes one year after the adoption of the ILO's 2024 Resolution concerning Decent Work and the Care Economy and its Plan of Action, which called on governments, employers, and workers to expand assistance and support services for persons with disabilities. The resolution recognizes that care work and care support are fundamental to achieving equality, autonomy, and access to decent employment for all.

This year's analysis builds on that momentum by showcasing corporate leadership in creating inclusive workplaces where disability, caregiving, and productivity can coexist harmoniously. The research involved 45 multinational enterprises from the ILO Global Business and Disability Network, including AXA, Capgemini, ENGIE, HSBC, and L'Oréal, which shared their best practices during an ILO webinar held on 23 October 2025.

Key Findings: Six Global Best Practices

Through its research, the ILO identified six core practices that consistently characterize successful corporate approaches to disability-inclusive care:

1. Visible Senior-Level Commitment: Leadership endorsement is essential for embedding care and disability inclusion into organizational culture.

2. Integration into Broader Corporate Strategy: Care and support policies should align with sustainability, equity, and inclusion goals.

3. Cross-Departmental Coordination: Effective delivery requires cooperation between human resources, diversity and inclusion teams, and line managers.

4. Global Standards with Local Flexibility: Companies should set universal principles while adapting to national legislation and cultural contexts.

5. Consistent Implementation Across Markets: Policies must be applied fairly in every region to ensure equity for all employees.

6. Performance Tracking and Accountability: Regular audits, feedback loops, and transparent communication ensure lasting progress.

These principles provide a blueprint for organizations striving to align their workplace practices with international standards on disability inclusion, gender equality, and decent work.

Care as a Strategic Investment

Rather than treating care and support programmes as benefits, the report urges companies to view them as long-term investments that yield measurable returns in performance, innovation, and workforce stability.

The ILO recommends that businesses:

• Institutionalize care and support as a core element of corporate sustainability;

• Involve employees with disabilities and caregivers in designing and reviewing policies;

• Ensure fair implementation and equal access across all operational regions;

• Expand mental health services and carer-specific resources; and

• Conduct periodic audits of hiring, promotion, and performance systems to identify and eliminate bias against employees with care responsibilities.

By doing so, organizations can strengthen inclusion, reduce absenteeism, and foster loyalty among their workforce, creating a cycle of mutual benefit.

Addressing Structural Gaps and Uneven Implementation

While progress has been notable, surveyed enterprises pointed to uneven policy application across regions as a key structural challenge. Differences in local laws, limited awareness, and gaps in care-related benefits or allowances were cited as barriers to consistent implementation.

Nonetheless, the report found that multinational companies are increasingly embedding care inclusion into global HR frameworks, often tied to their Environmental, Social, and Governance (ESG) and Corporate Social Responsibility (CSR) strategies.

"Setting a global minimum gave us the clarity we needed," said another company representative. "But it was local input that made it real."

A Path Forward for Inclusive Workplaces

The ILO emphasizes that disability-inclusive care policies are not solely a corporate responsibility but part of a broader social and economic imperative. They contribute directly to:

• Advancing gender equality, by supporting caregivers — predominantly women — in balancing work and family;

• Strengthening social justice and labour rights;

• Enhancing productivity and resilience across economies; and

• Creating inclusive labour markets that value diversity and human dignity.

The ILO's Global Business and Disability Network, which brings together multinational companies, national business networks, and disability organizations, continues to play a key role in shaping this agenda. By fostering peer learning and sharing practical experiences, the Network is helping employers worldwide transform good intentions into effective, equitable workplace practices.

Continuing the Conversation

The 23 October 2025 GBDN webinar served as a platform for global corporations to exchange experiences on inclusive care systems. Representatives from AXA, Capgemini, ENGIE, HSBC, and L'Oréal showcased their models for flexible work arrangements, inclusive health insurance coverage, and targeted support programmes for employees and dependents with disabilities.

The event recording, now available on the ILO website, serves as an ongoing resource for employers seeking to strengthen disability inclusion within their organizations.

Towards a Culture of Care and Inclusion

As the world marks the International Day of Care and Support, the ILO's message is clear: caring for workers and their families is both a human rights imperative and a sound business strategy. Inclusive care systems are not merely workplace perks—they are vital to building the fair, resilient, and sustainable economies of the future.

By prioritizing care and inclusion, companies can "care to compete"—creating workplaces that are not only productive but also profoundly human.