Over half of talent with disabilities globally use AI for problem-solving (55%), compared to 39% of non-disabled employees, new insights from a Randstad report found.

Across the board, persons with disabilities are slightly more optimistic about AI technology, though they are also more likely to call for their employers to offer more when it comes to training and implementation.

Nearly a third (29%) of talent with disabilities are more likely to leave their jobs if not offered AI skilling compared to 18% of talent without disabilities.

Further data showed that 51% of talent with disabilities are more likely to use AI to write a job application compared with 27% of talent without disabilities.

At the same time, 57% of talent with disabilities are more likely to seek AI learning opportunities outside the workplace, while the figure stood at 41% for those without disabilities.

Reflecting global averages, men with disabilities are slightly more optimistic than women, but some markets are deviating from this global trend. In Brazil, for example, women with disabilities are far more optimistic that technology can help them in their role than men.

When asked if the adoption of AI and other technologies had improved accessibility in their role, talent with disabilities in India (68%) and Brazil (65%) are the most likely to have seen things change for the better.

By contrast, in developed markets such as the US (43%), Germany (37%), and the Netherlands (37%), the reported improvements are much lower. This disparity is likely linked to significantly higher AI workplace adoption rates in Brazil and India (both 69%) compared to the US (40%), Germany (42%), and the Netherlands (36%).

Globally, around two-fifths of talent with disabilities (41%) have used the technology to communicate with a colleague who does not speak their language, significantly more than a third of talent without disabilities who have done so. They are also marginally more optimistic about its capability to improve the workplace, such as its potential to reduce bias in recruitment and provide personalised learning and development programmes (48% vs. 46%).

Meanwhile, Gen Z and millennial respondents were much more likely than baby boomers to report that colleagues without a disability have greater access to AI skilling.

According to Randstad, this may be due to higher awareness of the technology’s capability among these respondents.

The research found that around a third of Gen Z talent (36%) feel their employer has made reasonable adjustments to accommodate their disability in the workplace compared with 45% of millennials, 47% of Gen X and 44% of baby boomers. Similarly, more than half of Gen Z (54%) and millennials (55%) want greater accessibility support at work, compared with 48% of Gen X and 34% of baby boomers.

Randstad CEO Sander van ‘t Noordende said in the report, “Talent scarcity is the defining labour market challenge, and addressing inequities in AI adoption and skilling is a fundamental part of the solution.”

“Talent with disabilities are among the most innovative adopters of AI, using it for problem-solving and productivity,” van ‘t Noordende said. “Employers must act swiftly to provide tailored, equitable support—both to further unlock their potential and to address growing workforce shortages. In a world where talent scarcity continues to challenge industries globally, ensuring equitable access to adequate AI skilling and opportunities is not just a social imperative—it’s a strategic necessity.”