This essay was written by Jo Ann Simons, President and CEO of Northeast Arc and published in the Boston Business Journal.
On July 26, 1990, the Americans with Disabilities Act (ADA) was passed and signed into law by President George H.W. Bush. It was landmark legislation that prohibits discrimination against people with disabilities, including: private employers, state and local government, and public accommodations. The ADA requires reasonable accommodations be made and prevents discrimination in employment practices.
Since 1954, Northeast Arc has been working to highlight the skills and talents of people with disabilities, which the ADA defines as a physical or mental impairment that substantially limits one or more major life activities.
Since its founding, a major focus for Northeast Arc is to help people with disabilities find employment in the community. For over 60 years the organization has been operating the Heritage Caning Company, training individuals on how to re-cane chairs and other items. For 40 years we have been providing job development and coaching for people to become employed in private businesses.
We have increased our efforts over the past several years through internship programs, volunteer work, and creating small businesses to provide new and different training opportunities. Currently we are supporting 85 people at their places of employment and have assisted many others who no longer need job support.
While much has been done there is still a great deal of work needed in this area. According to recent statistics from the Department of Labor, the unemployment rate for people with disabilities is more than double that of people without disabilities. Minorities with disabilities have higher rates of unemployment than white people with disabilities. These statistics do not count people with disabilities who are not actively seeking employment – many who have left job seeking due to frustration of not being able to find meaningful work.
Employment for people with disabilities is critical not just because of the paycheck it provides, but because it helps them feel like part of their communities. Unemployed people with disabilities face higher risks of poor physical and mental health, social isolation, low self-esteem, and low life satisfaction.
While employers continue to struggle to attract and retain entry level candidates, they should consider the benefits of hiring people with disabilities to fill this need. Studies have shown that employees with disabilities tend to have a higher retention rate than someone without a disability as they are less likely to change jobs due to uncertainty about how a new company would accommodate their needs.
The ADA has been critical in providing workers with the accommodations and protections they need to participate in the workforce, but employers have an important role to play in creating workplaces that are not just accessible, but inclusive.
Employers willing to embrace work from home schedules is one way to allow people with disabilities more opportunities to join the workforce. Companies can also create employee resource groups to support individuals with disabilities or neurotypical workers. And human resource teams can look at hiring processes to identify barriers that may prevent people with disabilities from applying, such as only accepting online resumes or having questions that are biased against people with disabilities.
Cost is also not a barrier to employers. In a 2024 survey of 4,447 employers by the Job Accommodation Network, 56% reported no costs associated with providing accommodations, while 37% reported only a one-time cost averaging $300.
Creating workplaces where people with disabilities can thrive requires culture shifts, and I would urge all employers to look at ways they can make their organizations more inclusive for people of all abilities.