A disabled woman in a wheelchair sitting at a table smiling while talking to coworkers

How and Why to Celebrate National Disability Employment Awareness Month

/in /by Jackie Dilworth

A disabled woman in a wheelchair sitting at a table smiling while talking to coworkersEach October, National Disability Employment Awareness Month (NDEAM) is a chance to highlight a truth that should guide us year-round: people with disabilities belong in every workplace.

At The Arc, we see every day how hard people fight for that simple truth. People with disabilities, including those with intellectual and developmental disabilities (IDD) such as autism, Down syndrome, and cerebral palsy, are too often shut out of jobs, despite bringing talent, dedication, and fresh perspectives. Only about 37% of working-age people with disabilities are employed, compared with 75% of people without disabilities. Many people with disabilities are excluded before they even get a chance. For people with IDD, the barriers are often even steeper, with employment rates lagging behind the broader disability community because of bias, limited access to training, and lack of employer support.

We know the difference it makes when employers get it right. Across The Arc’s network, we see companies that build inclusive practices not only welcoming talented employees but also improving retention, morale, and innovation across their teams. Research backs this up: companies that prioritize disability inclusion outperform their peers financially.

How to Celebrate NDEAM in October (and Beyond)

NDEAM is not just about recognition. It’s about action. Here are some practical steps that can help move us toward lasting inclusion.

1. Learn About the Value of Disability Inclusion

Here’s some of the evidence showing how inclusive workplaces thrive.

Accommodations and workplace supports designed for employees with disabilities benefit everyone. Flexible schedules, remote work options, clear communication practices, and accessible technology improve productivity and morale across the board. Inclusion creates workplaces where all employees can do their best work.

2. Share Employment Stories

Nothing shifts attitudes faster than real stories. We’ve seen how a single story about an employee thriving in their role can change the way a whole company thinks about disability. That’s why sharing matters. If you know someone with a disability who works, invite them to share their experience. If you’re an employer, highlight the contributions of employees with disabilities in your newsletter or on social media using #NDEAM. Encourage your local media to feature these stories to broaden public understanding.

For inspiration, explore The Arc’s archive of disability employment success stories. These real-world examples show how people with IDD are thriving at work and how employers benefit from inclusive hiring.

3. Review Your Company’s Hiring Practices

Inclusive workplaces don’t happen by accident. They are built with intention. Ask yourself:

  • Do our recruiting and onboarding practices welcome candidates with disabilities?
  • Are our policies aligned with the Americans with Disabilities Act (ADA)?
  • Do HR staff, managers, and anyone who participates in interviews receive training on implicit bias and disability inclusion?

Here are some practical steps to make hiring more inclusive:

  • Make your application system accessible (i.e., screen-reader friendly forms, alt text, clear language).
  • Review job descriptions to remove unnecessary requirements and focus on core skills only.
  • Post job openings with disability organizations and job boards that reach candidates with disabilities.
  • Offer multiple interview formats and clearly state that accommodations are available.
  • Participate in Disability Mentoring Day (the third Wednesday in October) as a way to connect with potential candidates and build better practices.

Not sure where to start? The Arc’s Starter Guide to Creating an Inclusive Workplace lays out 7 practical, achievable actions your company can take.

4. Invest in Long-Term Change

Real inclusion requires more than awareness—it requires resources. Consider:

  • Partnering with local organizations that support people with disabilities or disability employment.
  • Funding workforce development programs for people with IDD.
  • Advocating for policies that expand access to competitive, integrated employment.

And remember, change at scale happens through sustained investment. By supporting The Arc, you help advance policy reforms, resources, and programs that open doors to employment for people with IDD.

This Year’s Theme & What’s New

Each year, the U.S. Department of Labor’s Office of Disability Employment Policy sets a theme for National Disability Employment Awareness Month. This year’s theme is “Celebrating Value and Talent.” It’s a reminder of the value and talent people with disabilities bring to our workplaces and economy.

Across the country, many companies are rolling back diversity initiatives. But here’s the risk: treating disability inclusion as a political issue rather than a business imperative misses the point.

Hiring people with disabilities isn’t about checking a DEI box. It’s about building stronger teams, increasing retention, and better reflecting your customers and communities. Companies like Microsoft and SAP have shown that employees with disabilities are among the most creative and valuable assets to their organizations.

The bottom line is inclusion pays off. When businesses shy away from disability hiring, they’re leaving talent, innovation, and profit on the table.

Why NDEAM Matters

The disability community has waited too long for true equity in employment. For people with intellectual and developmental disabilities, the barriers are often even higher. NDEAM can’t just be a hashtag once a year. It has to be the spark for bigger change: updating hiring practices, removing barriers, and reshaping workplaces so that everyone has the chance to thrive. That’s the work The Arc has led for more than 75 years, and it’s the work ahead for all of us.

Picture of the U.S. Department of Education building in Washington, DC

Supreme Court Clears Path for Dismantling of Education Department, Putting Students with Disabilities in Harm’s Way

/in /by Jackie Dilworth

In a fast-moving case with massive consequences for education, the U.S. Supreme Court has allowed the dismantling of the U.S. Department of Education to continue while a legal challenge plays out. The decision came without a full hearing or written explanation, and it greenlights layoffs of federal employees that could devastate services for students with disabilities.

This ruling doesn’t end the case that’s still making its way through the courts, but it means the damage could happen now, before any final decision is made about the legal issues. Here’s what you need to know.

What is the McMahon v. New York Case About?

This case is about President Trump’s firing of the federal employees who staff the U.S. Department of Education (“ED”), and his March 2025 Executive Order announcing plans to fully dismantle it. The order, called “Improving Education Outcomes by Empowering Parents, States, and Communities”, directs the Secretary of Education to take all necessary steps to close ED entirely.

ED plays a critical role in protecting and funding education for students with disabilities, including enforcing federal disability rights laws and providing special education funding to states.

What Happened Before the Supreme Court Got Involved?

  • March 2025: More than 1,400 employees (nearly half of ED’s workforce) were fired, that included the removal of essential staff who investigate complaints of discrimination on the basis of disability at the Office of Civil Rights (OCR) and staff who provide expert advice about special education law and services at The Office of Special Education and Rehabilitative Services (OSERS). In addition, the Trump Administration issued the executive order to dismantle the Department of Education this month.
  • May 2025: Groups of states, school districts, and teachers’ unions sued the federal government in two separate cases, saying that the administration doesn’t have the authority to eliminate a department created by Congress The case brought by the states (New York v. McMahon) was combined with the case brought by the school districts and teachers’ unions (Somerville Public Schools v. Trump). Now the combined case going forward is using the name New York v. McMahon.
  • Lower Courts: Both a district court and court of appeals sided against the Trump Administration, ordering the administration to rehire the affected employees while the case played out in the courts. The judges agreed that the administration could not close ED, as only Congress has the power to create or close federal agencies.
  • Appeal to the Supreme Court: The Trump administration asked the U.S. Supreme Court to pause those orders so layoffs could go forward while the case was ongoing.

What Did the Supreme Court Decide?

The Supreme Court allowed the Trump Administration to continue to fire essential federal employees at ED even though the courts have not yet ruled in New York v. McMahon. Because this was an emergency (or “shadow”) docket decision, there was no public hearing and no opinion explaining the reasoning.

Justice Sotomayor, joined by Justices Kagan and Jackson, dissented:

“When the Executive publicly announces its intent to break the law, and then executes on that promise, it is the Judiciary’s duty to check that lawlessness, not expedite it…This decision is indefensible. It hands the Executive the power to repeal statutes by firing all those necessary to carry them out. The majority is either willfully blind to the implications of its ruling or naive, but either way the threat to our Constitution’s separation of powers is grave.

Lifting the District Court’s injunction will unleash untold harm, delaying or denying educational opportunities and leaving students to suffer from discrimination, sexual assault, and other civil rights violations without the federal resources Congress intended.”

The Arc’s Position

The Arc believes every student with a disability has the right to a free, appropriate public education in an inclusive setting. The dismantling of the Department of Education undermines this right. Read more in our position statement on education.

Our CEO, Katy Neas (who served in senior leadership at ED), filed a declaration in this case, explaining that without meaningful staffing in ED’s Office of Civil Rights (OCR) and Office of Special Education and Rehabilitative Services (OSERS), the federal government cannot effectively monitor or enforce disability rights in schools.

As she stated in the declaration:

“The dismantling of the U.S. Department of Education will have a devastating impact on The Arc’s members, people with IDD and their families. The weakening of federal oversight over special education and civil rights monitoring in schools threatens to take us back to a dark time in our nation’s history when students with disabilities were largely excluded from school, without rights or recourse.”

What Does This Mean for People with Disabilities?

This decision allows the dismantling of ED to move forward now, even though the underlying case hasn’t been decided. The firings included critical staff at OCR and OSERS. Without these staff, it will be harder to investigate discrimination in schools and help schools give students the supports they need.

Once the staff and infrastructure are gone, building them (if the plaintiffs ultimately win) will be slow and difficult. The case is still ongoing, but the Supreme Court’s temporary decision is a major blow to the stability and enforcement of education rights for children with disabilities nationwide.

Where Can I Learn More?

A diverse classroom with a teacher sitting on the floor next to two students, who are looking at a workbook.

The Ultimate Back-To-School Guide for Families of Children With Disabilities

/in /by The Arc

The excitement of a new school year is in the air! For parents of children with disabilities, this time brings unique challenges and opportunities. Proper preparation can make all the difference in your child’s growth and success. Here are some practical tips to help you and your child start the school year off right and carry that momentum throughout the year.

  1. Have an open chat with your child about the upcoming year. What are they excited about? What’s making them nervous? Use this conversation to set clear expectations. You can even create a visual calendar together, marking important dates and milestones.
  2. Gradually ease back into the routine. Establish a consistent before and after-school routine that supports your child’s needs, like a calm morning routine, a dedicated homework space, or bedtime wind-down ritual. Keep your weekend plans light early in the school year to give your child time to relax.
  3. Give your child’s individualized education program (IEP) a thorough review. Are there any changes your child has experienced over the summer or since the last IEP? Any assistive technologies that could help? Don’t hesitate to request an IEP meeting before school starts if needed. Keep a journal or digital record of your child’s progress, challenges, and successes throughout the year. It could be invaluable for future IEP meetings and for tracking growth over time.
  4. Connect with your child’s teachers and service providers before school starts. Share your child’s strengths, interests, and hopes for the year. Collaborate on a communication plan that works for everyone. If your child is transitioning to a new school, start planning early. Work with the current and future schools to ensure a smooth transition and take your child on a school tour to familiarize them with their new environment. If your child is attending a before or after care program, establish a relationship with those staff, as well.
  5. Help your child develop self-advocacy. Teach them developmentally appropriate ways to express their needs and preferences at school, such as asking for a break when overwhelmed or requesting clarification on instructions.
  6. The first few weeks might be bumpy as everyone settles in. Give your child (and their educators) time to find their rhythm. Keep a close eye on how things are progressing. If you notice issues, don’t hesitate to speak up. Open and respectful communication can help address challenges early and bigger problems later.
  7. Recognize and celebrate your child’s efforts and achievements. This positive reinforcement can boost confidence and motivation throughout the school year.
  8. Build a support network. Social connections and the sharing of experiences, tips, and resources can be incredibly valuable for your family. Your state’s DD Council, local chapter of The Arc, and inclusive extracurricular activities can help open doors to other families of children with disabilities.
  9. Feeling unsure about your child’s services or supports? The Arc@School is your go-to resource for understanding your rights and finding help when you need it. Knowledge is power—empower yourself to ensure your child gets the education they deserve.

Remember, your well-being matters too. Taking time for yourself, whether it’s a quiet moment with a book or a chat with a friend, can help you stay energized and focused as you support your child’s educational journey.

You’re not alone in this—we’re here to help every step of the way. Let’s make this school year a great one!

Written by: The Arc’s Communications Team
Reviewed by: Katy Neas, CEO, and Robyn Linscott, Director of Education Policy