Disability inclusion means moving beyond meeting accommodation requests

The disability community represents more than a billion people worldwide, and more than a quarter of U.S. adults self-identify as disabled. So why does the Bureau of Labor Statistics (BLS) report the employment rate of persons with disabilities in the U.S. at 23.1% as opposed to the non-disabled employment rate of 65.4%? 

The answer to that isn't easy. It's born from a long history of systemic bias, misinformation, and even call-backs to "ugly laws," which were laws that prohibited the public participation to those who did not represent particular societal expectations. For hundreds of years, people with disabilities were falsely assumed to be unable to perform work and therefore were excluded from many career opportunities. 

As you've heard us say, talent is universal but opportunity is not. This saying cannot be more true for the disability community. There is a rich and deep pool of talent, but due to bias and barriers, it's not uncommon for an individual's career prospects to start reducing in grade school. 

According to the BLS, "Persons with a disability were less likely to have completed a bachelor's degree or higher than were those with no disability. Among both groups, those who had attained higher levels of education were more likely to be employed than those who had attained less education. Across all levels of education in 2022, persons with a disability were much less likely to be employed than their counterparts with no disability." 

In a recent job seeker poll performed by Indeed, roughly one-fifth (19%) self-identified as having a disability. The platform found that 33% of those with a disability are not comfortable disclosing their disability when they are looking for a job. Those comfortable disclosing did so at different points during their employment, not necessarily in the beginning. Only 26% would disclose during the application process and 22% during the interview process. Another 13% held off disclosure until after starting a job. Why? Because of the barriers and biases they faced or feared facing in the job search process. 

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Poll respondents listed job search challenges as difficulty identifying jobs that will accommodate needs, determining if or when to disclose their disability, and not being considered for a role based on their disability.

Many activists would strongly suggest that those who identified their disabilities as the barrier were likely experiencing their own internalized ableism, not recognizing the need for society to meet their access needs. But for the others, needs such as education and training, accommodations and transportation seem like things that can be addressed in a workforce that is still actively looking for talent. 

Skills-based hiring, education, and training
We've seen strong candidates overlooked due to education requirements and noted how many talented prospects are discouraged from even applying for a role given the stated educational requirements. In many cases the educational requirements may not even be necessary 

According to the National Disability Institute, in 2015, 36% of those who identified as Latine with a disability had less than a high school education. Compare this with the 16% of those who identified as white and disabled and we're starting to see the intersectional impact of ability, race and education. This means that our jobseekers are still being impacted by education barriers. Once we bring gender identification into the mix, we see that women are applying to 20% fewer jobs than their male counterparts. 

The good news is, this is something we can impact. By adopting skill-based hiring methodologies we're closing the gap across marginalized groups.This doesn't mean that every role needs to remove the education requirement, but it does mean that the only roles that have one actually need that degree.

If you need more help adopting skills-based hiring, Indeed launched Skill Connect, a resume and job search experience in the U.S. designed to promote skills-based hiring in the U.S.

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Workplace Accommodations
Though the ADA requires employers to provide "reasonable accommodations" when they are requested, a disability inclusive workplace doesn't always wait to be asked. For many applicants, there is risk when choosing to disclose a disability and request accommodations — immediately opening themselves up for assumptions and bias about their ability to perform the role they're applying for. Others may not even choose to apply to a company, discouraged from past experiences. 

To build a disability-inclusive hiring process, review the job description requirements beyond education; do you really need the person to lift 15 lbs or stand for long periods of time? Make sure the applicant has multiple ways of communicating with the hiring team so you don't rule out qualified deaf, hard of hearing or non-verbal talent with a phone screening. List out common accommodations your organization offers, from work from home, to noise canceling headphones, to identified relief areas for service animals. These all show the disability community that you value what they bring with them to work before they even finish the application.

Remember, you're building a disability-inclusive culture, so be mindful of the words used when talking to applicants. Avoid being "disability friendly," for as much as we all love a friendly environment, we're all looking to be valued and respected at work. It comes down to respect. 

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Essentials to Work
In the US, 27% of the disability community lives at or below the poverty level. This means that those impacted will often lack access to basic essential elements that would allow them to be successful in securing employment, thus creating a downward spiral of need. 

Indeed's ESG team spearheaded our Essentials to Work program, partnering with organizations to distribute tech devices, provide transportation, and record clearing services to job seekers facing barriers across the U.S. 

In addition to programs like Essentials to Work, employers may have opportunities to get creative when working with disability talent. With work-from-home and hybrid options being a key accommodation for many people with disabilities, you may wish to consider the working location of a given position. For on-site roles, look for opportunities for flexible work hours or describe an onboarding process that would allow the applicant to gradually come into an office setting — allowing them the opportunity to earn a paycheck before needing to pay for transportation services. It's about communicating your willingness to get creative. 

Communication is Key
The disability community is full of dedicated employees who want to actively participate in the workforce, but they may not know that you're looking for them — or even willing to meet their needs. Ask everyone what their access needs are, share what services are standard procedure at your organization, and encourage them to apply to your organization. 

It bears repeating that the disability community is the untapped talent pool. They may be the talent that your organization needs to continue to innovate and thrive in a competitive market.