How President Trump's executive orders pose a threat to disabled workers

As employees and employers continue to navigate the impacts of President Trump's executive orders, the disabled community is wondering how new anti-DEI policies could affect them and their livelihood.   

About 16% of the global population are living with a disability, according to the World Health Organization. And while the employment level for people with disabilities has gone up over the past several years thanks to DEI initiatives and increased remote-work access, a major gap remains: The employment rate for working-age people with disabilities was 38% in 2024, compared to 75% for non-disabled people, according to the U.S. Department of Labor. 

"Finding workplaces that are supportive to [disabled people's] needs and the type of work style they have has always been a challenge," says Alex Gilbert, the founder and CEO of consulting firm Cape-Able, which helps people with learning disabilities navigate different aspects of their lives. "This makes it [harder for them] to check the box on an application that says they have a disability or to disclose it in an interview — people don't want to be fired or turned down over something that is completely out of their control."

Read more: A disconnect still exists between employees with disabilities and their employers

The Trump administration's moves to remove DEI from the workplace may lead to more setbacks. Out of the 36 executive orders President Trump signed on his first day in office, three specifically targeted DEI efforts: One ended DEI offices and initiatives across the federal workforce, another ended affirmative action enforcement for federal contractors relating to women and minorities and one aimed to end "illegal preferences and discrimination."

Combined, these orders threaten existing equity and inclusion programs, grants and opportunities in workplaces — putting disabled employees and their workplace safety at risk. This is particularly concerning when 33% of workers who currently identify as having a disability said they've experienced discrimination in the workplace, according to a recent survey from market research company The Harris Poll and Indeed. 

Without protective policies in place, the fear and anxiety that those harmful behaviors may be exacerbated could drive disabled talent away, especially if organizations aren't making their inclusivity intentions clear, says Gilbert. 

Read more: Organizations are bending to Trump's anti-DEI orders — and women are suffering

"If a company is taking down all of the information that reminds a potential employee that they are inclusive, it's going to be a turn off," Gilbert says. "It will make it really hard for the highest-quality employees to even apply, because they won't see that they're going to be supported." 

Within the disabled community, Gilbert works most closely with people who have learning disabilities, such as ADHD, autism and dyslexia. While they have a smaller likelihood of being discriminated against based on their appearance compared to those with physical disabilities, they often need certain accommodations, like flexible hours and specific environments, to be able to complete their work successfully. Those kinds of accommodations could easily be considered as DEI efforts under President Trump's definition, to the detriment of both the employees and the organizations that employ them, according to Gilbert.  

"That population is really smart and creative," she says. "They are out-of-the-box thinkers and the best problem solvers you could ever have. Sometimes they need support on the follow through, but it's not because they're not capable of doing the job. So if you're not adapting to what your population needs to be successful, you're not innovating in any real way and your business will fall behind."

Read more: President Trump's executive orders threaten social and community efforts beyond DEI
 
Legislation may make it difficult for organizations to be as outspoken about their continued commitment to DEI, but not impossible. If leaders want to keep recruiting and retaining people with disabilities, Gilbert urges them to find ways to communicate their commitment, whether it's mentioning it in interviews, or making sure to use inclusive wording in job applications or on their website. If they don't, they risk losing talent to companies that do. 

"The world is changing," she says. "People are not going to stay [at an organization] if they don't feel supported or where they have no room for growth. If you are going to stand still, you are going to make your company extinct faster than everybody else."