Building a Future Where Everyone Belongs: Disability Inclusion in the Workforce

Imagine walking into a job interview and immediately being judged. Not by your resume or your experience, but by the way you move, communicate, or process information. Sounds unfair, right? Yet for millions of people with disabilities, this kind of bias isn’t a hypothetical. It’s daily life.

Despite decades of progress in workplace diversity and equal opportunity policies, people with disabilities continue to be systemically underrepresented in the workforce. As we observe Workforce Development Month this September, it’s time we ask: Why are people with disabilities still so often overlooked when it comes to employment?

The Employment Gap Is Still Staggering

Let’s start with the numbers because they paint a sobering picture.

  • In 2024, only 22.7% of people with disabilities were employed, compared to 65.5% of those without a disability.
  • The unemployment rate for people with disabilities was 7.5%, nearly double the 3.8% unemployment rate for their non-disabled peers.
  • Among working-age adults, just 37.4% of people with disabilities had jobs, compared to over 75% of non-disabled individuals.

What’s behind these disparities? It’s not a lack of ambition, skills, or talent. It’s a system that hasn’t evolved to recognize and support different abilities.

It’s Not the Person. It’s the System

The hiring process itself often isn’t accessible:

  • Job interviews tend to favor verbal fluency, eye contact, and neurotypical behavior.
  • Work environments may lack ramps, adaptive tech, or sensory-friendly spaces.
  • Bias and assumptions persist including assuming someone who needs accommodations can’t be as productive as their peers.

These aren’t just inconveniences. They’re barriers that keep qualified, eager individuals from participating fully in the workforce.

Disability Is Still Left Out of the Diversity Conversation

Many organizations proudly tout their diversity initiatives, but disability is often left out of the conversation. And when it is mentioned, it’s too often framed in a way that focuses on “inspiration” rather than contribution.

Let’s be clear: People with disabilities aren’t impressive just because they live with a disability. They’re impressive because they adapt, innovate, and thrive in systems not designed with them in mind.

  • They’re problem-solvers.
  • They’re creative thinkers.
  • They’re loyal, resilient employees with strong work ethics and valuable perspectives.

And research backs this up.

Stats That Speak Volumes

Companies that prioritize disability inclusion see real returns on investment. A 2018 Accenture study, in partnership with the American Association of People with Disabilities (AAPD) and Disability:IN, found that:

  • Companies leading in disability inclusion had 28% higher revenue.
  • They also enjoyed 30% higher profit margins and two times the net income of their peers.
  • These companies also had better employee retention and engagement rates.

So yes, inclusion isn’t just the right thing to do; it’s smart business.

How Employers Can Create Inclusive Workplaces

Building a truly inclusive workforce isn’t about checking boxes. It’s about shifting culture, processes, and mindsets. Here are a few actionable steps employers can take:

Make the Hiring Process Accessible

  • Offer alternative formats for applications (audio, large print, screen-reader friendly).
  • Provide interview accommodations—extra time, remote options, or questions in advance.

Train Your Hiring Teams

  • Educate hiring managers on unconscious bias and inclusive practices.
  • Normalize accommodations as a tool for success, not a burden.

Design for Accessibility

  • Make physical spaces and digital tools accessible.
  • Use universal design principles to create environments that work for everyone.

Partner With Local Organizations

  • Collaborate with workforce development programs that support people with disabilities.
  • Attend inclusive job fairs and events.

Real Inclusion Happens Year-Round but September Is a Great Start

September’s Workforce Development Month is a timely reminder: If we’re serious about creating a future of work where everyone belongs, we can’t keep sidelining people with disabilities.

Let’s not just celebrate workforce development; let’s redefine it. Inclusion is not about charity. It’s about justice. And more than that, it’s about recognizing that a truly innovative, dynamic workplace must reflect the full diversity of our communities.

Take Action: What You Can Do Right Now

Whether you’re an employer, HR professional, policymaker, or community member, your voice and actions matter. Here’s how you can contribute:

  • Employers: Audit your hiring practices and physical spaces. Begin conversations about inclusion.
  • Policymakers: Fund and promote workforce development programs that include people with disabilities.
  • Community Advocates: Share this article. Raise awareness. Volunteer with inclusive employment organizations.
  • Everyone: Learn more, ask questions, and keep showing up.

Workforce Development Means Everyone

Work is more than just a paycheck. It’s a path to purpose, identity, and belonging. People with disabilities deserve that opportunity just like anyone else.

At Las Trampas, we believe in building a world where everyone is included—not just in theory, but in everyday practice. We’re committed to reimagining a workforce where everyone gets to contribute, grow, and thrive.

The future of work doesn’t need to be rebuilt; it needs to be reimagined. And that future? It includes everyone.