The Pros and Cons of NDEAM: Moving Toward Lasting Inclusion

National Disability Employment Awareness Month (NDEAM) is more than just a date on the calendar; it is an opportunity to rethink how workplaces can truly welcome and support everyone.

Every October, NDEAM encourages organizations, employees, and communities to reflect on the barriers that people with disabilities face in the workforce. The goal isn’t just to raise awareness; it is to inspire meaningful actions that create lasting change, helping to ensure that everyone feels included and valued.

The Origins and Purpose of NDEAM

NDEAM, established by the U.S. Congress in 1988, shines a light on the employment needs and contributions of people with disabilities. However, its roots date back to 1945, when “National Employ the Physically Handicapped Week” was introduced to help World War II veterans who returned home with disabilities find meaningful work. Over the decades, this recognition evolved to reflect the broad range of challenges and contributions of all people with disabilities, culminating in a month-long observance that focuses on sustainable advocacy (U.S. Department of Labor, 2022).

NDEAM has a clear purpose: to raise awareness about the skills and value people with disabilities bring to the workforce, to dispel misconceptions, and to encourage more inclusive hiring practices. At its core, it is about ensuring that people with disabilities have equal access to meaningful work that fosters independence and a sense of belonging.

Why Employment Matters for People with Disabilities

Work is about more than earning a paycheck—it’s about purpose and autonomy. For individuals with disabilities, employment offers a sense of belonging and autonomy. Autonomy, or the ability to make one’s own choices and live independently, is deeply tied to the ability to work. For people with disabilities, securing meaningful employment provides an important avenue to express that independence.

Barriers such as outdated policies, unconscious biases, and a lack of accessibility can continue to impact employment opportunities for people with disabilities (Schur et al., 2021). These challenges, whether related to insufficient accommodations, inaccessible environments, or prevailing stereotypes, may limit individuals’ ability to fully engage and succeed in their professional roles. Reducing these barriers is an important step toward fostering more inclusive work environments.

When people with disabilities have the same access to job opportunities, it benefits everyone. Not only do people with disabilities experience increased fulfillment and autonomy, but workplaces also become more innovative. Diverse teams bring unique perspectives and solutions that drive creativity and progress.

The Role of NDEAM in Driving Change

Each year, NDEAM encourages organizations to take a closer look at how inclusive their work environments really are. Many use this time to reflect on their practices and explore ways to enhance accessibility—whether through flexible work arrangements, the adoption of assistive technologies, or improvements to the physical work spaces. The goal is to remove unnecessary barriers (Bruyère et al., 2020).

Some companies go further, using NDEAM as a launching pad for new diversity initiatives. Programs like Microsoft’s hiring efforts for neurodivergent employees illustrate that inclusion goes beyond legal requirements. It is about creating environments where everyone is empowered to contribute their best work.

The Pros and Cons of NDEAM

Having a dedicated month like NDEAM offers various benefits. It helps increase awareness, encourages meaningful discussions, and prompts businesses to review their hiring practices. For some organizations, NDEAM acts as a catalyst for change, initiating reflection and inspiring new initiatives that may not have been previously prioritized. It also provides an opportunity to share success stories, potentially motivating others to adopt similar practices.

However, NDEAM has its challenges. One of the risks is performative activism, where companies make visible but superficial gestures—such as posting on social media or hosting one-off events—without making lasting changes. Sometimes, disability awareness can be framed as a branding opportunity rather than a genuine commitment to inclusion.

There is also the potential downside of relying too heavily on NDEAM as a once-a-year effort. If inclusion efforts fade after October, the impact is limited. Real progress happens when inclusion is prioritized year-round.

Moving Beyond One-Time Awareness

The challenge with awareness months like NDEAM is making sure they lead to long-term change. Social media posts and single events might help raise visibility, but they don’t necessarily lead to a culture of inclusion. Progress requires a sustained commitment to embedding inclusive practices into the daily operations of a company. Ensuring that inclusion is woven into the organizational culture—not just as a box to tick during October—is key.

The Path to Continuous Inclusion

For inclusion to become a lasting reality, companies need to focus on strategies like Universal Design—creating workplaces that are accessible from the ground up, so that constant accommodations aren’t needed. When accessibility is built in from the start, everyone benefits (Story et al., 2020).

Ongoing education is also critical. Providing regular training for employees and managers helps foster a culture where inclusion is not only valued but practiced daily. Teaching staff about disability rights, the importance of accommodations, and how to cultivate an inclusive environment ensures that every employee feels supported.

Policy and Advocacy

While NDEAM raises awareness, policy changes are equally important in addressing broader systemic issues. Stronger disability employment laws at the state and national levels can help promote inclusive practices and protect the rights of workers with disabilities. Advocacy for these changes ensures that inclusion becomes a priority (U.S. Department of Labor, 2022).

Conclusion: From Awareness to Action

NDEAM serves as a reminder of the importance of inclusion, but the real work extends beyond the month of October. Creating truly inclusive workplaces requires ongoing effort—from incorporating Universal Design to providing education and advocating for stronger policies. While NDEAM sparks reflection and action, how can organizations ensure inclusion becomes part of their daily operations, rather than just a seasonal focus?

Ensuring Inclusion Becomes a part of daily workforce culture

1. Create an Inclusion Task Force – Designating a team that includes people with disabilities to regularly review policies and practices ensures that inclusion remains at the forefront all year long.
2. Implement Universal Design – Designing workplaces, both physical and digital, that are accessible from the start makes inclusion seamless. This removes the need for constant accommodations and ensures that the workplace supports all employees (Story et al., 2020).
3. Continuous Training and Education – Offering ongoing training sessions about disability rights, accommodations, and inclusive practices builds a culture of understanding and acceptance.
4. Gather Feedback – Seeking feedback from employees with disabilities helps organizations better understand their experiences and continuously improve inclusion efforts.

Final Thoughts

NDEAM is a valuable time to reflect on the importance of disability inclusion, but its real impact comes from the actions that follow. By incorporating inclusive practices like Universal Design, ongoing training, and continuous feedback into daily operations, organizations can make inclusion a priority year-round. Building spaces where everyone feels supported and respected isn’t just about checking a box during October—it’s about creating a workplace where every voice matters, every day.

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References

• Bruyère, S. M., von Schrader, S., Coduti, W. A., & Bjelland, M. J. (2020). Disability and employer practices: Research across the disciplines. Rehabilitation Research, Policy, and Education, 34(1), 11-26.
• Burke, J., Bezyak, J., Fraser, R. T., Pete, J., Ditchman, N., & Chan, F. (2021). Employers’ attitudes towards hiring and retaining people with disabilities: A review of the literature. The Australian Journal of Rehabilitation Counseling, 27(2), 60-76.
• Erickson, W., von Schrader, S., & Bruyère, S. (2022). Disability disclosure and workplace accommodations among people with disabilities. Disability and Health Journal, 15(1), 100889.
• Kraus, L., Lauer, E., Coleman, R., & Houtenville, A. (2018). 2018 Disability statistics annual report. University of New Hampshire Institute on Disability.
• Schur, L., Nishii, L. H., Adya, M., Kruse, D., Bruyère, S. M., & Blanck, P. (2021). Accommodating employees with and without disabilities. Human Resource Management, 60(3), 315-328.
• Story, M. F., Mueller, J. L., & Mace, R. L. (2020). Universal design: Creating inclusive environments. John Wiley & Sons.
• U.S. Department of Labor. (2022). National Disability Employment Awareness Month. Retrieved from https://www.dol.gov