Although 1 in 4 adults in the United States has a disability, Disabled individuals remain underrepresented in the workforce. In 2024, the employment-population ratio was 22.7% among those with disabilities, compared to 65.5% for those without.
While recruiting Disabled professionals offers a significant opportunity for businesses, doing so rarely happens by accident; it requires intentionality, empathy, and an understanding of accessibility in the workplace.
Below, discover the benefits of supporting Disabled talent, strategies for designing inclusive hiring and onboarding processes, and tips for providing accommodations that meet individualized needs.
What are the benefits of disability inclusion in the workplace?
Disability inclusion in hiring and recruitment is more than just a compliance checklist item; it’s a strategic business decision.
“The shift starts by seeing accessibility not as charity or compliance, but as a competitive advantage that broadens your talent pool and strengthens your business,” explained Keely Cat-Wells, CEO of Making Space, a talent acquisition and learning platform for companies to hire, support, and retain Disabled professionals.
Disability inclusion in the workplace offers several benefits, including:
Better alignment with your customer base
Consumers want to see themselves reflected in the brands they patronize. By hiring and supporting employees with varied experiences, including those with disabilities, you’ll benefit from a range of perspectives that can help you connect with a wider audience.
“Normalize Disabled people being experts in subjects beyond just disability,” said Cat-Wells.
Increased innovation
According to Cat-Wells, one common misconception is that Disabled individuals can’t perform at the same level as their non-disabled colleagues—a notion that “couldn’t be further from the truth.”
“Disability often builds resilience, creativity, and problem-solving—skills every small business needs,” she explained.
Broader benefits from accessible design
Cat-Wells described accessibility and inclusion as a “design advantage” that benefits those with varying abilities and support needs. For example, a curb cut by your building—traditionally designed for wheelchair users—can also benefit a parent with a stroller, or a delivery person with a cart.
Similarly, closed captions on training videos may be used by Deaf and hard-of-hearing individuals, as well as by hearing individuals in noisy environments or who may prefer to read along.
[Read more: Programs and Resources to Help Disabled Entrepreneurs]
The shift starts by seeing accessibility not as charity or compliance, but as a competitive advantage that broadens your talent pool and strengthens your business.Keely Cat-Wells, CEO of Making Space
How to design accessible hiring and onboarding processes
Recruiting Disabled talent begins with creating hiring and onboarding processes that are accessible to everyone. Cat-Wells suggests conducting an audit of your current hiring practices: Is your application process accessible from a visual, auditory, motor, cognitive, and communication standpoint? Does your job listing contain language that might deter Disabled candidates?
From there, she recommends taking the following steps:
- Eliminate unnecessary requirements. When writing job descriptions, only include physical or cognitive requirements if they’re essential to the role.
- Offer flexible interview options. Consider offering alternatives to in-person interviews, such as video, phone, or text-based. When possible, share interview questions in advance to support candidates with different communication styles.
- Include a direct contact for accessibility support. Every job posting should include an email address where applicants can request accommodations or ask access-related questions at any point in the process.
- Seek out expert resources. Platforms like Making Space offer practical tools and courses for businesses looking to attract and retain top Disabled talent.
[Read more: How to Design an ADA-Compliant Website]
How to provide job accommodations for Disabled employees
When hiring an employee with a disclosed disability, you must also offer them necessary and reasonable accommodations to perform their role. While some small business owners may have concerns about the costs or complexities of this process, most accommodations cost little to nothing and are relatively easy to implement. Larger-scale expenditures, such as removing architectural barriers, may even qualify for tax credits.
According to Cat-Wells, the following strategies can help your Disabled employees thrive in your organization:
- Offer flexible arrangements. Remote work options and flexible hours can support employees in working when (and how) best suits their schedules and needs. This can be particularly helpful for those with chronic and/or fluctuating conditions.
- Ensure your workplace is physically, technologically, and culturally inclusive. “Accessible technology and physical spaces matter, but so does workplace culture,” said Cat-Wells. “Provide disability inclusion training to your team so Disabled employees aren’t constantly having to educate others.”
- Make conversations around access needs the norm. During onboarding and beyond, have regular, open discussions about how each employee works best. “Normalize asking about access needs so it feels like standard practice, not an exception,” Cat-Wells emphasized.
- Prioritize long-term growth and retention. As with any employee, providing mentorship programs and clear career progression pathways can help Disabled talent see a future with your company.
Finally, Cat-Wells advised, you don’t need to wait until everything feels “perfect” to take action.
“Progress happens through iteration,” she added. “Engage Disabled-led organizations in shaping your policies and practices from the start.”
[Read more: Top Advantages of a Remote Workforce]
CO— aims to bring you inspiration from leading respected experts. However, before making any business decision, you should consult a professional who can advise you based on your individual situation.
CO—is committed to helping you start, run and grow your small business. Learn more about the benefits of small business membership in the U.S. Chamber of Commerce, here.
