Every October I see companies roll out polished graphics about National Disability Employment Awareness Month (NDEAM). It’s well-intentioned, but the question is always the same: does it translate into action once the calendar flips to November?

Disability inclusion isn’t about awareness alone. One in four U.S. adults identifies as disabled, yet only 22% are employed compared with 65% of non-disabled people. That’s a gap you can drive a bus through, and it’s one that’s costing organisations both talent and growth.

Globally, the disabled community has more than $8 trillion in disposable income. Businesses that get inclusion right see real returns - higher revenue, double the net income, stronger profit margins. It isn’t charity; it’s strategy.

Much of what follows is inspired by insights from Keely Cat-Wells, who recently outlined practical steps employers can take in Forbes. The message is clear: awareness is good, but action is better.

 

1. Rethink Your Job Descriptions

Job postings often trip people up before they even hit “apply.” Lengthy lists of unnecessary requirements and jargon like “fast-paced” or “rockstar” can push away strong candidates. Strip it back to what the role really needs.

Focus on outcomes and skills. Be explicit that your company is committed to accessibility and willing to provide accommodations. That one line signals you’re serious.

 

2. Audit Applications and Interviews

An application portal that doesn’t work with screen readers might as well have a “keep out” sign. The same goes for interviews held in inaccessible spaces.

Audit your systems. Offer accommodations up front—captioning, alternative formats, flexible communication. Standardised questions and skills-based assessments keep the playing field level.

 

3. Make Access the Default

Stop waiting for someone to disclose before you act. Accessibility should be baked in from the start.

Share what’s available—assistive tech, extended task time, receiving interview questions in advance. And normalise the question: “What do you need to succeed?” It shifts the tone from compliance to enablement.

 

4. Build Inclusion Into Onboarding

Day one matters. If training materials aren’t accessible or managers don’t know how to handle adjustments, trust erodes quickly.

Provide an Access Guide for all new hires. Make equipment, flexible schedules, and sensory-friendly spaces easy to request. Train managers to spot needs without pressuring disclosure, and keep onboarding timelines flexible.

 

5. Commit to Continuous Learning

Inclusion is never finished. Regular training on unconscious bias, accessible tools, and communication keeps everyone sharp.

Most importantly, let disabled professionals lead. Their lived experience is the real expertise, and involving them directly will surface barriers you didn’t know existed.

 

The Bottom Line

Companies that embrace disability inclusion don’t just do the right thing - they outperform. Higher revenue, stronger retention, more innovation.

This October, don’t stop at posting a graphic for NDEAM. Embed accessibility into job descriptions, hiring, onboarding, and everyday practice. Keep learning, keep evolving, and you’ll build a workplace where everyone can thrive.

 

Credit to Keely Cat-Wells for her original article in Forbes, which provided the foundation for these steps.