Disability discrimination EEOC filings have surged—alongside a sharp rise in age discrimination claims—exposing critical weaknesses in workplace inclusion practices. According to EEOC data, charges of disability discrimination climbed from 29,160 in 2023 to 33,668 in 2024, a rise of 15.5%, while age-related charges jumped from 14,323 to 16,223.

These are not just statistics—they represent real employees being left behind due to outdated systems, unconscious bias, and increasingly tech-driven hiring processes that often exclude older and differently-abled workers.

For GHRCN members—including HR professionals, DEI advocates, and aspiring HR consultants—these trends signal an urgent need to address inclusion gaps through education, updated policies, and strategic action. This blog breaks down what’s driving the rise in charges and outlines five mission-critical steps HR leaders must take in 2025.

Why GHRCN Audiences Must Pay Attention

The GHRCN community is committed to advancing ethical and equitable HR practice. As we enter a more regulated and accountability-driven era, understanding EEOC data trends is not optional—it’s essential for protecting your organization and ensuring compliance.

Our HR Certification Program equips professionals with the tools to lead inclusive strategy, mitigate risk, and align HR systems with the expectations of today’s workforce.

1. The Aging Workforce Is Growing—But Support Systems Aren’t

By 2025, nearly one in four workers will be over age 55. Yet many companies still rely on ageist tropes—labeling older employees as “less adaptable,” “technologically challenged,” or “more expensive.” These stereotypes often impact hiring, promotions, and layoff decisions.

HR Action:
Conduct an age equity audit of your hiring and promotion processes. Integrate age-inclusive language in job descriptions. Train hiring managers to recognize and eliminate implicit bias against older candidates.

2. AI Hiring Tools May Be Amplifying Ableism and Ageism

Automated screening tools, while efficient, can unintentionally filter out candidates with nontraditional work histories or disabilities that affect how resumes are formatted or interpreted. Inaccessible application platforms further disadvantage differently-abled job seekers.

HR Action:
Audit your AI tools and platforms for accessibility. Partner with vendors that comply with WCAG standards. Include human review steps to balance automation with equity.

3. “Inclusion” Still Lacks Accessibility

Diversity and inclusion efforts often overlook accessibility—from physical spaces to remote work platforms. Employees with disabilities face exclusion not because of inability, but due to design flaws in systems and culture.

HR Action:
Create an internal accessibility task force. Conduct workplace audits for digital and physical accessibility. Ensure employees know how to request accommodations—without fear or delay.

4. The Rise in Claims Reflects Fear and Frustration

The sharp increase in charges signals more than legal exposure—it reveals a cultural problem. Many employees file with the EEOC because internal HR systems failed them.

HR Action:
Review your complaint handling process. Is it trusted? Transparent? Timely? Train your HR team in empathetic listening, legal compliance, and trauma-informed practices.

5. Certification Is Now a Competitive Necessity

Organizations are increasingly turning to certified HR consultants who understand compliance and inclusion—not just policy templates. As regulations evolve and litigation grows, businesses need trusted, credentialed professionals.

HR Action:
Enroll in the GHRCN HR Certification Program to gain specialized knowledge in age and disability compliance. Learn how to lead inclusive hiring, conduct ADA-compliant investigations, and transform culture with measurable DEI outcomes.

What’s Driving the Trend?

Several key forces are behind the EEOC spike:

• Greater awareness of rights under the ADA and ADEA
• Increased use of automated systems with baked-in bias
• Economic pressure leading to premature retirements or exclusions
• Post-pandemic expectations around flexible work being unmet

In 2025, organizations that ignore these signals risk reputational damage, legal action, and high turnover of experienced professionals.

Frequently Asked Questions (FAQs)

Q1: Why are disability discrimination claims increasing?
A: Employees are more informed, less tolerant of inaccessible work environments, and more willing to challenge biased treatment or denied accommodations.

Q2: Are age discrimination cases usually subtle or overt?
A: Most ageism is subtle—phrases like “cultural fit,” “fresh energy,” or biased assumptions during performance reviews can mask age discrimination.

Q3: What’s the first step to reduce risk in my organization?
A: Begin with a bias and accessibility audit of your systems—from hiring to retention. Follow up with manager training and employee resource programs.

Q4: How can AI in HR lead to discrimination?
A: Many algorithms use historical data that reflects past biases. Without checks, these tools can replicate exclusion rather than correct it.

Q5: What does GHRCN offer for consultants or HR leads?
A: GHRCN offers certification, expert-led training, downloadable toolkits, and access to a global network of HR professionals focused on equitable and ethical practices.

Final Thoughts

The disability discrimination EEOC spike and parallel rise in age-related claims are not isolated legal issues—they reflect a broader failure to adapt workplaces for all. Inclusion is not just about numbers—it’s about systems, design, and intent.

If you’re an HR professional, DEI leader, or consultant-in-training, now is the time to act. With the right education and resources, you can be the voice that champions change for employees too often overlooked.