Celebrating Disability Employment Awareness Month – Fostering Inclusion and Support in the Workplace

October is National Disability Employment Awareness Month (NDEAM), a time to recognize the valuable contributions of employees with disabilities and to promote inclusive workplace practices. At McPherson & Berry, we believe that creating an environment where everyone can thrive is not just a goal — it’s a responsibility. This NDEAM, we’re sharing insights on how companies and organizations can nurture and accommodate employees with disabilities to build a stronger, more diverse workforce.

The Importance of Disability Employment Awareness Month

NDEAM, observed annually in the United States, highlights the talents, skills, and perspectives that individuals with disabilities bring to the workplace. According to the U.S. Bureau of Labor Statistics, in 2024, only 22.5% of people with disabilities were employed, compared to 65.8% of those without disabilities. This gap underscores the need for organizations to prioritize accessibility, inclusion, and opportunity.

By fostering an inclusive workplace, companies not only support their employees but also benefit from diverse perspectives, improved morale, and enhanced innovation. Here’s how organizations can take meaningful steps to nurture and accommodate employees with disabilities.

1. Cultivate an Inclusive Workplace Culture

Inclusion starts with culture. Employees with disabilities should feel valued, respected, and empowered to contribute. Here’s how to build that culture:

• Educate and Train Staff: Offer regular training on disability awareness, accommodations, and unconscious bias. This helps create a supportive environment where all employees understand the importance of inclusion.
  

• Promote Open Communication: Encourage employees to share their needs without fear of stigma. Create safe channels, such as anonymous feedback systems or regular check-ins, to ensure voices are heard.
  

• Highlight Success Stories: Celebrate the achievements of employees with disabilities through internal communications, such as newsletters or recognition programs, to inspire others and demonstrate commitment to diversity.

2. Implement Accessible Workplace Policies

Accommodating employees with disabilities requires clear, flexible, and well-communicated policies. Consider these steps:

• Conduct Accessibility Audits: Evaluate physical workspaces, digital tools, and communication platforms to ensure they meet accessibility standards, such as those outlined in the Americans with Disabilities Act (ADA) and Web Content Accessibility Guidelines (WCAG).
  

• Offer Flexible Work Options: Remote work, adjustable hours, or part-time schedules can make a significant difference for employees with disabilities who may need tailored arrangements.
  

• Provide Reasonable Accommodations: From assistive technologies like screen readers to ergonomic workstations or modified job duties, accommodations should be individualized and responsive to employee needs.

3. Enhance Recruitment and Hiring Practices

To attract and retain talent with disabilities, organizations must rethink their recruitment strategies:

• Use Inclusive Job Descriptions: Avoid jargon or overly rigid requirements that may discourage qualified candidates. Clearly state your commitment to accessibility and accommodations in job postings.
  

• Partner with Disability Organizations: Collaborate with local or national organizations, such as the National Organization on Disability or Job Accommodation Network, to connect with talented candidates.
  

• Train Hiring Managers: Ensure recruiters and interviewers are equipped to evaluate candidates fairly, focusing on skills and potential rather than assumptions about disabilities.

4. Invest in Ongoing Support and Development

Supporting employees with disabilities doesn’t end after hiring. Ongoing development is key to their success:

• Provide Mentorship and Career Growth Opportunities: Offer mentorship programs and clear paths for advancement to ensure employees with disabilities have equal access to career development.
  

• Leverage Assistive Technologies: Invest in tools like speech-to-text software, braille displays, or captioning services to empower employees to perform at their best.
  

• Create Employee Resource Groups (ERGs): Establish ERGs focused on disability inclusion to provide a space for employees to connect, share experiences, and advocate for change.

5. Lead by Example

Leadership plays a critical role in driving inclusion. When executives and managers visibly champion disability inclusion, it sets the tone for the entire organization:

• Set Measurable Goals: Track progress on hiring, retention, and advancement of employees with disabilities. Share these metrics transparently to demonstrate accountability.
  

• Engage in Community Advocacy: Partner with local disability advocacy groups or sponsor events during NDEAM to show your commitment beyond the workplace.
  

• Model Inclusive Behavior: Leaders should actively participate in training, engage with ERGs, and promote accessibility in all aspects of the organization.

The Business Case for Inclusion

Embracing disability inclusion isn’t just the right thing to do — it’s a smart business strategy. Studies, like one from Accenture in 2020, show that companies prioritizing disability inclusion achieve 28% higher revenue, 30% higher profit margins, and better employee retention. By nurturing employees with disabilities, organizations unlock untapped potential and foster a culture of innovation and resilience.

A Call to Action This NDEAM

This Disability Employment Awareness Month, let’s commit to creating workplaces where employees with disabilities can thrive.

At McPherson & Berry, we’re proud to champion inclusion and encourage other organizations to join us in this mission. Start by assessing your current practices, listening to your employees, and taking actionable steps to remove barriers.

Together, we can build workplaces that celebrate diversity, empower every individual, and drive success for all.