Every morning millions of people arrive at their offices hoping to have a good day. For some, a hot coffee and a well-organized schedule is all that’s needed. For others though, having a good day depends on the doorway being wide enough to accomodate their wheelchair or whether they’re able to hear a video call clearly.

Adults spend about one third of their lives working and in the workplace we hope to build relationships, solve problems and grow professionally, not feel frustrated day after day because the environment where we work isn’t adapted to our needs.

For the work experience to be fair, it must be accessible for everyone. So what makes an office or a similar workspace truly welcoming? It’s not about adding more coffee machines or designer furniture. It’s about ensuring that every professional, regardless of physical ability, age, background or personal circumstance, can use their talents without barriers.

In a global context shaped by diverse talent, it’s clear that 21st century accessibility is far more than a legal requirement: it’s the cornerstone of a corporate culture that’s genuinely inclusive. According to the World Health Organization, more than one billion people, (15% of the global population), live with some form of disability. This number continues to rise due to population aging and the higher prevalence of chronic conditions like diabetes, cancer and mental disorders.

However, despite regulatory and technological progress, the reality shows that the workplace inclusion for people with disabilities remains an unresolved challenge at global level. The International Labour Organization (ILO) notes that only 36% of people with disabilities participate actively in the labor market, compared with 60% to 75% of people without disabilities. Behind those numbers there is talent, motivation and diversity that’s not being fully utilized.

In the European Union the challenge is equally clear. Nearly 107 million people have some type of disability according to Eurostat, yet the employment rate for this collective barely reaches 50% and one in four lives at risk of poverty or social exclusion. That’s why improving the work environment benefits not only those who currently have a disability, but the entire present and future workforce.

In the European Union nearly 107 million people have some type of disability, yet only 50% of them are gainfully employed.

The European Disability Strategy 2021-2030 and the European Accessibility Act, which came fully into force in 2025, aim to ensure that all citizens, including those with disabilities, can access essential goods and services without obstacles. But laws alone are not enough. True inclusion is built day by day within companies.

At Mapfre we understand that the revolution starts with us, meaning in our own workspaces and internal practices. That’s why we’ve been promoting specific initiatives to ensure that our offices, branches and corporate tools are more and more accessible. We have now implemented the Global Disability and Inclusion Program in every country where we operate, with measures designed to strengthen the inclusion of people with disabilities within our company. This program is built on clear goals such as promoting an inclusive workplace for employees with disabilities, positioning ourselves as a leading inclusive company in this area, increasing the representation of professionals with diverse abilities in our workforce and improving the quality of life of these employees and their families.

An important milestone in our commitment is the target we set for 2024: having people with disabilities make up at least 3.5% of our global workforce. We’re proud to say that by the end of 2022 we’d already achieved this goal and today the figure exceeds 4%. This means that around one thousand people with disabilities are contributing their talent across Mapfre’s different business units.

Currently more than 4% of Mapfre’s workforce is made up of people with disabilities.

More than 3,000 Mapfre employees took part last year in training and volunteer activities related to diversity, accessibility and awareness. These efforts help us better understand the realities of others and also transform our internal culture with the intention of making inclusion no longer a program but a natural way of working.

Today five generations and 83 nationalities coexist at Mapfre. We reflect the world we insure. Aware that real inclusion requires ongoing commitment, we maintain our support for the ILO Global Business and Disability Network and the European Diversity Charter. These partnerships reinforce our commitment to making every office, every tool and every process accessible to everyone.

Because it’s not just about having a job – it’s about being able to do that job under conditions that respect our abilities, our pace and our needs. The first step is opening the door to the labor market, but the next is ensuring that once inside, everybody can move freely, work autonomously and feel part of an environment that values them. Accessibility in the workplace isn’t a technical matter, it’s a matter of dignity. And that’s why at Mapfre we embrace it as a genuine commitment to inclusion.