Workers with disabilities have long seen their fortunes ebb and flow with the economy. Federal law (ADA) prohibits most employers from discriminating against people with disabilities, and it requires them to make reasonable accommodations.
But research has found that discrimination remains common––one 2017 study found that job applications that disclosed a disability were 26 percent less likely to receive interest from prospective employers.
And even when they can find jobs, workers with disabilities frequently encounter barriers to success, from bathroom doors they cannot open without assistance, to hostile co-workers.
Structural changes are emerging
However structural changes in business practices prompted by the pandemic––such as widespread acceptance of remote working and an overall labor shortage––have opened up historic opportunities for some of the nation’s most skilled and underutilized workers.
Remote work has also led to increased use of more accessible technologies, such as web conferencing with captions, and accessible websites, which have made it possible for individuals with disabilities to work from home more easily.
And new federal data shows that people with disabilities are landing jobs at record numbers. In 2022, about 21 percent of people with a disability in the U.S. were employed, up from about 19 percent in 2021, according to the U.S. Bureau of Labor Statistics. (BLS). That is the highest rate since the U.S. began tracking this statistic in 2008.
Invisible disabilities
It’s important to note here that the disabled community is highly varied. Disability advocates estimate one-quarter of the U.S. population lives with a disability, but that 70 percent of disabilities, especially those that are cognitive in nature, are defined as “invisible”.
Disability issues are likely to become even more prominent in coming years because the pandemic has left potentially millions of adults dealing with a disability. A recent study by the Federal Reserve Bank of New York estimated that close to two million working-age Americans had become disabled because of long Covid.
Employers that don’t find ways to accommodate workers with disabilities—whether through remote work or other adjustments—are going to continue to struggle to find employees.
And employers that are recruiting and hiring individuals with disabilities need to do more than provide a competitive workplace benefits package to retain them.
Workforce training initiatives can help dispel stigmas surrounding disabilities and prepare managers to interview, onboard and work with people with disabilities. Launching an employee resource group for employees with disabilities can help new hires feel welcome through shared experiences.
Employers can also provide educational opportunities for employees with disabilities, such as an introduction to special-needs planning, the ins and outs of ABLE accounts, and the basics around government benefits.
The most progressive companies partner with disability organizations in their recruitment efforts, adopting training on disability issues and cultural competence and reaching out to government and local resources regarding the provision of accommodations.
All these efforts will help solidify a culture of inclusion. Creating a supportive and inclusive culture is the “secret sauce” that will make an organization an employer of choice for people with disabilities.
Questions to ask
If a culture of inclusion in work is key for you, it’s worth asking yourself the following questions. Is disability considered in your company’s DEI initiatives? Are people with disabilities part of your organization’s DEI task force? Is flexible work a part of company policy?
If not, you owe it to yourself to visit the Hill Jobs Board and check out opportunities with companies who can demonstrate a committed dedication to supporting employees with disability issues. Here are three hiring this week…
External Communications Manager, The Public Company Accounting Oversight Board (PCAOB), Washington
The Public Company Accounting Oversight Board (PCAOB) is looking to hire an External Communications Manager for its Washington, D.C. office. The role requires an experienced writer with a proven track record of producing clear and effective communications. Worth noting is PCAOB’s stated mission to provide an equitable work environment for everyone, free of discrimination and harassment. The company is focused on the health and well being of all its employees (with generous family resources) as well as strongly promoting work life flexibility.
Sales Support Specialist, SBA Network Services, LLC, Boca Raton
If you’re looking for an opportunity to be part of a work family that values collaboration, innovation and dedication, take a look at this open role for a Sales Support Specialist at SBA Network Services, LLC. The primary function of the role is to support the sales team in securing new business via portfolio analysis reporting and supplemental email campaigns. A remote work policy is offered here as well as attractive employee benefits. DEI is not a new concept for SBA: named as one of Comparably’s Best Companies for Women in 2020 and as well as in its Top 25 Companies for Diversity, employees here have rated the culture of diversity and inclusion among the top 5 percent of companies in the US.
Deputy Project Manager of Communications, Tribal Tech LLC, Alexandria
Flying the flag for workplace flexibility is progressive company Tribal Tech LCC, which has fully remote roles such as this one for Deputy Project Manager of Communications. A Native American, woman-owned small business providing professional services to federal, state, local, tribal, and private sector clients. Its mission is to empower communities and individuals with the knowledge and resources to achieve better health, security, and well-being. The successful candidate here will be responsible for overseeing the Bureau of Indian Education (BIE) Behavioral Health and Wellness Program (BHWP) website, webinars, events, and the submission of work products.