Beyond National Disability Employment Awareness Month (NDEAM)

In 1988, the United States Congress made a significant step towards recognizing the rights, abilities, and contributions of people with disabilities by declaring October as National Disability Employment Awareness Month (NDEAM). This proclamation was pivotal in raising awareness about the employment needs of individuals with disabilities, but one month of awareness is simply not enough. As a society, we must extend our efforts beyond October to foster a more inclusive and accessible world for everyone.

 

While designating October as National Disability Employment Awareness Month was a major milestone, focusing on the contributions of individuals with disabilities to the workforce, the goal must be to create a culture that is inclusive year-round.

Employers should ask themselves: How many individuals in our company have a disability? How many have disclosed an invisible disability? Or more importantly to the question of invisible disabilities, how many individuals with a less visible disability might be present but have not disclosed their disability? Many people live with invisible disabilities—conditions that may not be immediately apparent to others. If these individuals are choosing not to disclose their disabilities, it’s worth asking: Why not? Does the company foster a culture where it feels safe to do so? Is there a genuine commitment to making the workplace inclusive, or are people hesitant to speak up for fear of being treated differently?

Creating a safe and welcoming environment where employees feel comfortable disclosing their disabilities begins with a strong, company-wide culture of inclusivity. Not seeing people with disabilities within the company doesn’t support that goal. Employees need to feel confident that their disabilities—whether visible or invisible—will not negatively affect their career prospects or their treatment within the organization. For this to happen, employers must take intentional steps to foster a culture of openness, respect, and support.

And make no mistake, this is not just beneficial for disabled employees, but it also benefits companies who employ people with disabilities.

Research shows that companies that actively employ individuals with disabilities often see a positive impact on their bottom line. A 2018 study by Accenture found that companies with inclusive hiring practices achieved, on average, 28% higher revenue, 30% greater economic profit margins, and twice the net income of their peers. This boost can be attributed to several factors, including increased innovation, a broader talent pool, improved employee retention, and an enhanced company reputation. By tapping into the skills and perspectives of individuals with disabilities, companies not only foster inclusivity but also strengthen their competitive advantage and drive long-term financial success. Hiring people with disabilities is not just the right thing to do; it’s a smart business strategy.

Awareness months like NDEAM help by bringing visibility to the challenges faced by individuals with disabilities, but true inclusion requires a sustained commitment.

- Education and awareness should not be limited to October. Regular workshops, training, and discussions should be held to increase awareness and understanding of different types of disabilities, including invisible ones.

- Employers should actively seek to hire individuals with disabilities and ensure that the interview process and work environment accommodate their needs. Providing reasonable accommodations, such as flexible work schedules or accessible workspaces, is a fundamental step in ensuring inclusivity.

- Encourage open communication about disabilities by ensuring that policies are in place to protect employees from discrimination. Provide clear guidelines on how individuals can request accommodations and ensure that leadership sets the tone for an inclusive culture. When employees see their leaders championing diversity and making accommodations visible, they’re more likely to feel secure about disclosing their own needs.

- Invisible disabilities can be particularly challenging to navigate because they are often misunderstood or stigmatized. Employers need to recognize that not all disabilities are visible and that individuals with invisible disabilities face unique challenges. A strong culture of inclusion helps destigmatize these conditions and creates a supportive environment where everyone can succeed.

- Forming support networks like Disability Employee Resource Groups provides a safe space for individuals with disabilities to share experiences, advocate for change, and offer mutual support. This can be a powerful tool for fostering inclusion and building community within an organization.

Beyond the workplace, we must advocate for infrastructure improvements that accommodate the needs of all citizens, including those with disabilities. This means accessible public transportation, buildings, digital spaces, and a broader push to make society accessible for everyone.

Lastly, we must challenge stereotypes and promote positive portrayals of individuals with disabilities in media, advertising, and entertainment. Representation matters, and creating an accurate and empowering depiction of people with disabilities is key to shifting societal attitudes.

National Disability Employment Awareness Month serves as a valuable reminder of the rights, abilities, and contributions of individuals with disabilities. But it’s only the beginning. If companies and society as a whole are to truly embrace inclusivity, we must extend our efforts beyond one month of heightened awareness. By fostering a safe, welcoming culture where individuals feel empowered to disclose their disabilities and advocating for policies that ensure equal opportunities year-round, we can build a more equitable, accessible world for everyone.

By Michelle Friedman

Michelle Friedman is the board chair of Keshet in Chicago, a member of Disability Lead and has been a disability advocate for 40 years. She has written two children’s books and is a frequent speaker for elementary and high school-age students.