How and Why to Celebrate National Disability Employment Awareness Month
Each 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.
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.
At the same time, research is clear: companies that invest in disability inclusion outperform their peers financially and see stronger employee retention and morale. In other words, inclusive hiring isn’t charity—it’s smart business and the right thing to do.
How to Celebrate NDEAM in October (and Beyond)
Here are ways businesses, advocates, and communities can honor National Disability Employment Awareness Month and build lasting opportunities for people with disabilities.
1. Learn About the Value of Disability Inclusion
Here’s some of the evidence showing how inclusive workplaces thrive.
- Companies That Lead in Disability Inclusion Outperform Peers Financially (Accenture)
- 2024 Disability Index Report (Disability:IN)
- The Business Benefits of Hiring People with Disabilities (Forbes)
- 7 Tips for Successfully Hiring Talent with Developmental Disabilities (SHRM)
- Accommodations Cost Less Than You Think and Have a High, Positive Impact (Job Accommodation Network)
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
Stories break stigma and change minds. 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.
The 2025 Theme for NDEAM
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.
Disability Inclusion in a Changing Landscape
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 should not be a once-a-year celebration. It should spark action: updating hiring practices, addressing barriers, and reshaping workplaces so that everyone has the chance to thrive.