This October, the US Department of Labor is celebrating the 80th anniversary of National Disability Employment Awareness Month (NDEAM). It is an annual recognition of the positive impact that people with disabilities in the American workforce and an acknowledgement of the importance of increasing opportunities for people with disabilities. 

Building a career is a challenge for anyone, but people with disabilities can face additional, hidden obstacles in finding, keeping, and being supported in a job. These barriers also impede the independence, inclusion, and belonging in the community that come with paid employment. 

Even with the Americans with Disabilities Act (ADA) in place, which states that employers must provide “reasonable accommodations,” many employers still fall short.  

Some common barriers in the workplace: 

• Discrimination in hiring, advancement, and discharge 

• Judgment, infantilization, exclusion, and harassment  

• Lack of accommodations and understanding from coworkers 

• Subminimum wages and an overall wage gap 

• The pressure to hide or “mask” non-apparent disabilities 

• Many more, often small microaggressions 

1. Hire people with disabilities, especially in leadership & consulting 

We all know that representation matters, especially representation in real life and not just on posters or tv. Research shows that “when employees with disabilities have role models at the leadership level who have disclosed their own disabilities, they are more likely to have higher career aspirations and are more likely to be open about their disability.” Additionally, companies should hire Human Relations professionals and accessibility consultants with disabilities to assess the implicit biases and barriers in the workplace. Accessibility assessments should include everything from the hiring process, to the web design, to the physical office space. As with training, it’s important that this work be done with professionals with disabilities and disability owned agencies. Employers can partner with organizations like CEL to find qualified candidates who are ready and willing to work. 

2. Provide diversity & inclusion training throughout the year  

It’s estimated that over 25% of the world’s population is disabled, yet disability isn’t discussed in many conversations surrounding diversity. Anyone can become disabled at any point in time. Disability is a form of human diversity that can intersect with all other forms of identity and needs to be a part of these discussions. Training allows companies to learn the language needed to talk about disability, how to make their space more accessible, and how to foster a culture of inclusion and belonging. It is always best to purchase these professional development and training opportunities from professionals with disabilities in the field.  

3. Use Universal Design in your Workplace 

Universal Design is when spaces, products, policies, and practices are intentionally created to be accessible, beneficial, and easily used by everyone, including people with disabilities. Universal Design creates a more accessible and inclusive environment that can reduce or eliminate the need for individual accommodations, because everyone’s needs are inherently addressed.  
 
For example, flexible schedules and the option of working remotely benefit many people, including people with disabilities, parents, family care providers, and more. Flexible schedules allow people with disabilities to continue working through symptom flare ups or on days that they have doctor appointments. Flexible schedules also benefit employees that need to pick up their kids from school, employees that have personal or family emergencies, and employees who get sick.  

So as we celebrate NDEAM this year, let’s take things a step further and make meaningful actions toward promoting inclusion. By rethinking hiring practices, investing in accessibility, embracing Universal Design, and more, we can build workplaces where employees with disabilities don’t just get hired, they thrive. 

Works referenced: 

“Employment–Population Ratio for People with a Disability Increases to 21.3 Percent in 2022.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, 23 Feb. 2023, www.bls.gov/opub/ted/2023/employment-population-ratio-for-people-with-a-disability-increases-to-21-3-percent-in-2022.htm.  

Henneborn, Laurie. “Make It Safe for Employees to Disclose Their Disabilities.” Harvard Business Review, Ascend, 13 Sept. 2021, hbr.org/2021/06/make-it-safe-for-employees-to-disclose-their-disabilities?ab=at_art_art_1x4_s02.  

Jain-Link , Pooja, and Julia Taylor Kennedy. “Why People Hide Their Disabilities at Work.” Harvard Business Review, Ascend, 13 Sept. 2021, hbr.org/2019/06/why-people-hide-their-disabilities-at-work.