Every October, the U.S. celebrates National Disability Employment Awareness Month (NDEAM), a campaign that promotes employment inclusion for people with disabilities. This month-long observance provides an opportunity to reflect on the achievements of individuals with disabilities in the workforce and the challenges they continue to face. Understanding disability employment awareness month facts and the barriers that exist is crucial for creating a more inclusive and equitable workforce.
History of NDEAM
National Disability Employment Awareness Month (NDEAM) was created to acknowledge the contributions of individuals with disabilities to the workforce. Its roots go back to World War II when millions of Americans with disabilities were recognized for their contributions to the war effort.
In 1945, President Harry S Truman signed a Congressional resolution declaring the first week of October as “National Employ the Physically Handicapped Week.” Initially, this observance focused solely on individuals with physical disabilities. By 1962, the scope expanded to include individuals with all types of disabilities—acknowledging that intellectual, developmental, and sensory disabilities are as significant as physical ones.
In 1988, Congress expanded the observance from a week to a full month, renaming it National Disability Employment Awareness Month (NDEAM). This change underscored the importance of year-round efforts to create a more inclusive workforce, beyond recognition during just one week in October.
Each year, a new theme is selected to focus on various aspects of disability employment. The 2024 theme, “Access to Good Jobs for All,” emphasizes removing barriers that prevent people with disabilities from fully participating in the workforce and ensuring individuals with disabilities have access to good jobs, every month of every year.
10 National Disability Employment Awareness Month Facts
Despite the progress in legislation and awareness, the employment landscape for people with disabilities remains challenging. Here are ten important disability employment awareness month facts:
1. Unemployment Rate:
As of 2024, the unemployment rate for people with disabilities was 9.1%, compared to 4.3% for individuals without disabilities, indicating there is still a disparity in employment opportunities.
Source: U.S. Department of Labor Disability Employment Statistics
2. Labor Force Participation:
The labor force participation rate for people with disabilities in 2024 was 40.0%, compared to 78.2% for those without disabilities. This statistic demonstrates that many individuals with disabilities are either unable to find employment or face challenges that prevent them from obtaining work.
Source: U.S. Department of Labor Disability Employment Statistics
3. Educational Attainment:
Workers with disabilities are more likely to have lower levels of educational attainment due to barriers in the education system. Only 16% of adults with disabilities have a bachelor’s degree or higher, compared to 35% of adults without disabilities. When education is hard to attain, it becomes more difficult to access higher-earning employment opportunities.
Source: U.S. Department of Labor Disability Employment Statistics
4. Wage Gap:
People with disabilities tend to earn less than their non-disabled peers. According to a new paper from the International Labour Organization, workers with disabilities earn 12% less than their non-disabled counterparts. Approximately 9% of that gap cannot be explained due to differences in education, age, or the type of work. The gap is even larger in low- and middle-income countries.
Source: International Labor Organization Working Paper 124
5. Underemployment:
Many people with disabilities are underemployed, working in jobs that do not utilize their skills or in part-time roles, despite preferring full-time positions. In fact, nearly 30% of workers with disabilities work part-time, compared to 16% of workers without a disability. Often, these individuals are working part-time because their hours were cut back or because they had difficulty finding a full-time job.
Source: U.S. Department of Labor Disability Employment Statistics
6. Workplace Accommodations:
Most workplace accommodations, such as schedule changes, job restructuring, or specialized equipment, cost very little and involve minor changes to the work environment. For accommodations that do have a cost, the average expense is about $500.
Source: Job Accommodation Network
7. Disability Inclusion:
A recent study found that companies focused on disability inclusion had 28% higher revenue and 30% higher profit margins than those that do not prioritize disability inclusion.
Source: Accenture, in partnership with Disability: IN and the American Association of People with Disabilities (AAPD)
8. Disability Types:
Disabilities can be visible or invisible. Invisible disabilities, such as chronic illnesses or mental health conditions, account for a significant portion of the disability population, yet these disabilities are often misunderstood by employers.
Source: Invisible Disabilities Association
9. Workplace Discrimination:
Disability-related discrimination is one of the most common forms of workplace discrimination. In 2022, 18% of workers with disabilities reported unfair treatment at work, compared to 11% of workers without disabilities. Of this 18%, nearly half reported looking for new job opportunities due to how they were treated.
Source: Urban Institute
10. Remote Opportunities:
The shift to remote work during the COVID-19 pandemic had a positive effect on employment for people with disabilities. Many found that remote work removed significant barriers such as transportation and the need for physical accommodations. As a result, labor force participation among people with disabilities rose from 32% in April 2020 to 27% in August 2022 and 40% in 2024.
Source: SHRM and U.S. Department of Labor Disability Employment Statistics
The Americans with Disabilities Act (ADA) and Employment
One of the most important legal protections for individuals with disabilities in the workplace is the Americans with Disabilities Act (ADA), which was signed into law in 1990. The ADA prohibits discrimination against individuals with disabilities in several key areas, including employment, public accommodations, and transportation.
Title I of the ADA specifically covers employment and applies to employers with 15 or more employees. It requires these employers to provide reasonable accommodations to qualified employees with disabilities, as long as doing so does not impose an undue hardship on the business.
Key Provisions of the ADA Related to Employment:
- Reasonable Accommodations: Employers must provide reasonable accommodations that enable employees with disabilities to perform the essential functions of their jobs. Examples of reasonable accommodations include providing assistive technology, modifying workspaces, or offering flexible schedules.
- Prohibition of Discrimination: Employers cannot discriminate against qualified individuals with disabilities in any aspect of employment, including hiring, firing, promotions, and training.
- Confidentiality: Employers must keep any medical information related to an employee’s disability confidential, only disclosing it when necessary to provide accommodations or ensure workplace safety.
The Job Accommodation Network (JAN) offers free, expert advice to employers and employees on how to comply with ADA requirements and provide reasonable accommodations.
Barriers to Employment for People with Disabilities
While the ADA provides legal protections, several barriers still prevent people with disabilities from fully participating in the workforce:
- Stereotypes and Misconceptions: Many employers mistakenly believe that individuals with disabilities are less capable or will require excessive accommodations. These misconceptions often lead to biases during hiring or promotion processes.
- Lack of Accessibility: Physical and digital accessibility remains a major issue. Workplaces that are not wheelchair accessible, lack accessible restrooms, or use technology that is incompatible with assistive devices can exclude individuals with disabilities from employment opportunities.
- Transportation Challenges: Many individuals with disabilities face significant transportation challenges, especially if they rely on public transit systems that are not fully accessible.
- Fear of Losing Benefits: People with disabilities who rely on government benefits, such as Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI), may hesitate to seek employment out of fear that earning too much will disqualify them from these essential supports source.
- Limited Opportunities for Education and Training: People with disabilities often have fewer opportunities for specialized education and training, limiting their ability to pursue higher-paying or skilled jobs.
How Employers Can Support Disability Employment
Employers play a critical role in fostering inclusive work environments for individuals with disabilities. Here are some ways organizations can support disability employment:
- Inclusive Hiring Practices: Employers should adopt hiring practices that eliminate bias, such as providing training for hiring managers on disability awareness, ensuring job descriptions are inclusive, and offering accessible interview processes.
- Accommodations: Employers should proactively offer reasonable accommodations to ensure that all employees have the tools they need to succeed. This can include making the physical workspace accessible, providing assistive technology, or offering flexible work schedules.
- Promote an Inclusive Culture: Building an inclusive workplace culture is essential. Employers can implement disability awareness training, establish employee resource groups, and encourage open dialogue around disability inclusion.
- Focus on Digital Accessibility: Ensure that company websites, job portals, and internal systems are accessible to individuals using assistive technologies. Following the Web Content Accessibility Guidelines (WCAG) is a good start.
- Engage with Disability Employment Organizations: Partnering with organizations like the National Organization on Disability (NOD) can help employers access resources and networks to enhance disability inclusion.
Conclusion
National Disability Employment Awareness Month serves as a reminder of the contributions people with disabilities make to the workforce and the barriers they still face. Despite legal protections like the ADA, significant gaps remain in employment rates, wages, and opportunities for people with disabilities, as shown by these disability employment awareness month facts.
By adopting inclusive hiring practices, providing necessary accommodations, and fostering a culture that values diversity, employers can help bridge these gaps and create a more equitable and accessible workplace for all.
As we celebrate NDEAM, let’s continue to advocate for policies and practices that empower individuals with disabilities to fully participate in the workforce.
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