7 Ways to Celebrate National Disability Employment Awareness Month at Work [2024 Update]
Recognize employees with disabilities with these seven National Disability Employment Awareness Month (NDEAM) celebratory ideas, inspired by Thrive, ADP's disabilities-centric business resource group (BRG).
National Disability Employment Awareness Month, or NDEAM, is a federally designated period for recognizing the contributions of employees with disabilities. You likely manage employees who have seen and unseen disabilities, each with unique experiences in the workforce.
People with disabilities experience disability-related biases at work, have received fewer expressions of interest when disclosing their disabilities on well-qualified mock job applications and contend with a lack of physical accessibility and other accommodations in some workplaces. During NDEAM and beyond, making these and similar practices obsolete is critical.
"As we celebrate NDEAM, it's essential to recognize the contributions of people with disabilities in driving innovation and progress across all industries," says Giselle Mota, chief of product inclusion, ADP. Mota is the external affairs lead for Thrive, ADP's disabilities-centric BRG. "From smart traffic signals to intelligent assistants and more, countless technologies and advancements have been created and inspired by people with disabilities. By embracing accessibility, accommodations and inclusion, diversity, equity and belonging (IDEB), we can create more supportive workplaces and unlock the full potential of this talented and valuable group of workers. NDEAM reminds us to honor their contributions and renew our commitments to building fairer, more accessible workplaces for all."
What is NDEAM?
NDEAM, also known as "Disability Awareness Month" or "Disabilities Awareness Month," acknowledges, celebrates and commemorates the contributions of employees with disabilities. It also raises awareness of employment-related issues unique to people with disabilities.
NDEAM was formalized by Congress in 1988 and is celebrated throughout October. The United States Department of Labor (DOL) selects the NDEAM theme, which, for 2024, is "Access to Good Jobs for All."
What is the meaning or significance of NDEAM?
NDEAM traces back to 1945, when Congress enacted a law declaring the first week of October "National Employ the Physically Handicapped Week." The declaration was part of an organized effort to educate the public about issues related to disabilities and employment. In 1962, "physically" was removed to acknowledge the employment needs and contributions of people with all types of disabilities. In 1988, Congress expanded the week to a month and changed the name to NDEAM.
How do you celebrate NDEAM at work?
Celebrate NDEAM at work by learning the facts. The DOL maintains an NDEAM toolkit that may prove helpful to organizations looking to celebrate. Plan events with inclusion and equity in mind. Seek expertise in DE&I, inclusive language and disability employment issues, including hiring and retention. Avoid pressuring employees to plan and participate in NDEAM activities. Be patient, understanding and kind if you plan to ask. For some practical ways to recognize NDEAM, check out the list of ideas below, inspired by the activities of ADP's Thrive BRG:
7 ways to celebrate NDEAM at work
1. Discuss the importance of disability inclusion
Consider convening a panel of leaders, experts, employees with disabilities, caregivers and allies to discuss the importance of disability inclusion at work. Part of the "I" in DE&I, disability inclusion is defined as "including people with disabilities in everyday activities and encouraging them to have roles similar to their peers who do not have a disability." An expert-led panel is an opportunity to educate employees about disability inclusion and let employees, caregivers and allies share their experiences. Alternative discussion topics include disability discrimination in the workplace, seen and unseen disabilities, accommodations for employees with disabilities, self-identification, accessible technologies and neurodiversity.
Make the discussion as inclusive and accessible as possible by providing virtual attendance options, post-event recordings, alt-text in any images used, video captions, sign-language interpreters and verbal, self-descriptive speaker introductions — for example, "I am a man with black hair, brown eyes and glasses. I am currently in my office and look forward to discussing how I can support workers with disabilities." Additionally, avoid blinking or flashing elements in promotions and presentations, as they may affect people who are photosensitive.
2. Feature a speaker or performer with a disability
Inviting a speaker or performer to share their personal disability story can generate employee interest in NDEAM and show that disabilities can be a part of anyone's life, regardless of their profession or background. During a previous NDEAM, the Thrive BRG featured jazz and soul vocalist Chantae Cann, who performed a selection of her songs and discussed her experience with Huntington's disease (HD). Thrive has also hosted Lachi, a singer and DE&I advocate who is blind. Likewise, consider researching speakers and performers with disabilities and asking them to contribute to your celebration.
"Featuring speakers or performers with disabilities is crucial for fostering inclusion," says Kelsey Hall, head of accessibility, ADP. "It amplifies diverse voices and lived experiences, challenges perceptions and encourages greater representation in all spaces. When people with disabilities are given platforms to share their stories and talents, it empowers communities, raises awareness of accessibility issues and highlights the importance of designing inclusive environments for everyone."
3. Host a disability awareness and etiquette session
Disability awareness and etiquette sessions can help employees increase their understanding of people with disabilities, uncover their misconceptions and biases and learn specific strategies for interacting with people with disabilities. Consider partnering with a disabilities expert to inform the session and provide best practices and next steps. For example, during a previous NDEAM, Thrive partnered with the National Organization on Disability (NOD) to present an internal awareness and etiquette session. Assumptions about people with disabilities and inclusive hiring were among the topics discussed. Consider exploring all available resources and expertise and whether this type of session would benefit your employees.
4. Review your hiring process
Job descriptions, interview questions and hiring practices that use inclusive language and comply with the Americans with Disabilities Act (ADA) are critical to improving disability inclusion, accessibility and employment outcomes. What better time to initiate a review than during NDEAM? For example, if a job description requires the ability to lift 25 pounds or the ability to walk, sit and stand for long periods, consider whether these requirements are necessary for the position. If they are, consider replacing them with inclusive alternatives.
To develop inclusive interview questions, learn more about ways to eliminate disability biases during interviewing and consult ADA-compliant interviewing guidance. Remember that the ADA prohibits medical inquiries and asking disability-related questions before a job offer is made except in specific circumstances. Also, explore ways to improve digital accessibility, given that many hiring tasks now occur online.
"Reviewing hiring processes for inclusion and accessibility is essential to attracting top talent from diverse backgrounds," Hall says. "This includes offering accessible application platforms, ensuring job descriptions use inclusive language, and providing accommodations throughout the interview process. For example, conducting interviews in accessible locations, offering alternative assessment formats and training hiring teams on bias-free practices can create a more welcoming experience for candidates with disabilities. These steps promote fairness and enhance diversity, which drives innovation and better business outcomes."
5. Establish or join an employee resource group
An employee resource group (ERG) prioritizing disability DE&I can become your organization's go-to space for employees with disabilities, caregivers and allies, allowing them to network, learn, access educational resources, plan events and effect change. The ERG can be driven and led by these three groups, giving you a direct line to people with relevant experiences who can inform your disability inclusion initiatives.
At ADP, Thrive is home to associates with disabilities, caregiving responsibilities and those passionate about creating a more diverse, equitable and inclusive workplace. During NDEAM, Thrive partners with ADP's DE&I office to host events that empower associates to enact positive change at work and in their communities. For more on this topic, read Promoting Diversity and Inclusion Through Allyship.
6. Examine your workplace
Are there aspects of your workplace that lack support for workers with disabilities? Are ramps and other modifications available for people who use wheelchairs? Is digital accessibility provided? Are service dogs allowed in the office? According to the Employer Assistance and Resource Network on Disability Inclusion (EARN), "A disability-inclusive workplace is an accessible workplace. This means not only physical accessibility, such as wheelchair ramps, braille signage and accessible restrooms, but also digital accessibility," or information and communication technologies "accessible to all and compatible with assistive technology devices." Use NDEAM to assess these areas and identify opportunities for improvement. Collaborate with your workforce and the appropriate experts if you make changes.
7. Use data to commit to employees with disabilities year-round
Supporting employees with disabilities should be a priority beyond NDEAM. Look to your people data to make your disability inclusion initiatives trackable and measurable year-round. Refer to DE&I-related metrics, such as those for disability status and pay equity. These can be starting points for setting hiring goals, closing pay gaps and informing inclusion and retention efforts. If you don't have access to this data but would like to, look for a people analytics capability with these metrics built in. Additionally, benchmarking your organization's DE&I-related data against your peers is essential to determine how you're doing in context.
"People with disabilities' potential often goes untapped and unnoticed. We know that a significant portion of the workforce has or will acquire a disability as they age or experience temporary disabilities throughout life. As leaders, we can use our people data to create workplace experiences that enable everyone to thrive, disability or not," Mota says. "Data can come from various sources, including people analytics, engagement survey results, user experience (UX) testing and focus groups. Using this data, you can assess, plan, act on and measure your progress. Without data, you might be focusing on the wrong things, lagging behind the market and, in turn, hurting your chances of success."
Visit ADP's DE&I Resource Center for more on how your organization can do and be its best.
Thrive NDEAM statement
NDEAM is a time for supporting employees with disabilities, whose diligence and adaptability know no bounds. In 2022, approximately 7.6 million people with at least one disability were employed in the labor market. During October and beyond, join us in honoring their contributions to the workforce and economy by identifying disability stigma and discrimination and working toward a diverse, inclusive and equitable future for people with all disability types.
About Thrive
As ADP's disabilities-centric BRG, Thrive seeks to understand the diverse impact of disabilities, end disability-related stigma and bring awareness and education to ADP associates about people living with disabilities. Thrive highlights the amazing differences that make each person unique and individual, their superpowers and challenges, their strengths and opportunities.
