Celebrating National Disability Employment Awareness Month
October 30, 2024
A person with a disability is defined as someone who has a physical or mental impairment that substantially limits major life activities, a history of such an impairment or being perceived as having such an impairment. Disabilities may or may not be visible.
Neurodivergent is a nonmedical term that describes people whose brains develop or work differently, leading to different strengths and challenges compared to those with typical brain development. Some people who are neurodivergent have been diagnosed with medical conditions while others have not. Neurodiversity statistics can vary as there are differing definitions of which conditions fall under this umbrella term as well as Americans with Disabilities Act (ADA) coverage.
October is National Disability Employment Awareness Month (NDEAM), a time to honor the contributions of individuals with disabilities in the workforce and emphasize the need for inclusive workplaces. This observance is not just a recognition, but a crucial reminder of the ongoing efforts needed to ensure equal workplace opportunities for those with physical or mental impairments.
NDEAM is a continuation and expansion of National Employ the Physically Handicapped Week, passed by Congress in 1945. Following the aftermath of World War II, the return of service members with disabilities highlighted the need for public awareness and support for employment of individuals with disabilities. In 1962, the word “physically” was removed to acknowledge the contributions of individuals with all types of disabilities. By 1988, the observance was extended to the entire month of October and renamed National Disability Employment Awareness Month.
In 2022, 73.4 million U.S. adults, or 29% of the population, were living with a disability and in 2023 15.5 million U.S. adults, or 6% of the population, had attention-deficit/hyperactivity disorder (ADHD). Additionally, 57.8 million adults had a mental illness, representing 23% of all U.S. adults. Despite this prevalence, only 23% of people with disabilities aged 16-64 were employed in 2023, compared to 66% of those without disabilities. The median annual earnings for full-time workers with disabilities was $50,000, compared to $58,400 for those without disabilities.
Creating an inclusive workplace and embracing accessibility goes beyond compliance—it’s about designing accessible products, services and facilities for everyone, including those with disabilities. Reasonable accommodations, mandated by the ADA, are essential changes that level the playing field, ensuring equal employment opportunities.
The benefits of providing these accommodations are substantial. According to a Job Accommodation Network (JAN) survey, accommodations can help retain valued employees, boost productivity and attendance, reduce training costs and enhance workplace diversity. Additionally, they improve coworker interactions, increase safety, elevate company morale and drive overall productivity.
To support colleagues with disabilities, here are some key actions to take:
- Educate Yourself: Learn about different disabilities and neurodivergent conditions to better understand your coworkers’ experiences. Learn more from the CDC and the Job Accommodation Network.
- Use Inclusive Language: Avoid using derogatory terms and be mindful of language that may be offensive or exclusionary. Some phrases to avoid can be found here and here, including ableist terms (“that’s lame”) and patronization (“you are so inspiring”).
- Respect Privacy: Do not ask intrusive questions about a coworker’s disability or neurodivergence.
- Ask Before Assisting: Do not make assumptions about what someone can or cannot do based on their disability. Always ask someone what they need and if they would like help before assisting.
- Respect Accommodations: Support and respect colleagues and their accommodations, which may include sensory needs, using closed captions, remote work and mobility aids.
- Foster an Accessible Workplace: Make sure workspaces, meetings and events are accessible and inclusive of everyone. During meetings, encourage the use of tools and technologies that can aid in communication and productivity, such as transcripts, closed captioning and recap notes.
- Be Mindful of Sensory Needs: Reduce noise, provide quiet spaces and be aware of sensory sensitivities. Be mindful of the tools people might use to support sensory sensitivities like headphones and blue light glasses.
At APCO, we are committed to fostering an inclusive environment where every employee can thrive. This month, let’s deepen our understanding, empower our colleagues and celebrate the diverse talents of individuals with disabilities.
