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.
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.
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:
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
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
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
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
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
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
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)
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
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
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
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.
The Job Accommodation Network (JAN) offers free, expert advice to employers and employees on how to comply with ADA requirements and provide reasonable accommodations.
While the ADA provides legal protections, several barriers still prevent people with disabilities from fully participating in the workforce:
Employers play a critical role in fostering inclusive work environments for individuals with disabilities. Here are some ways organizations can support disability employment:
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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