October is National Disability Employment Awareness Month, and in recognition, we’re taking a closer look at the definition, history and statistics regarding disability in the workplace

<p>
  Amidst a global pandemic, heightened nationwide political unrest and numerous
  recorded incidents of police brutality, a widespread, unified effort to
  confront issues of social injustice and inequality has given rise to a
  collective demand for action at both the individual and societal levels in
  2020. As a result, many employers have been inspired to strengthen their
  commitment to diversity and inclusion in the workplace. These initiatives have
  accelerated progress toward equality when it comes to gender, race and sexual
  orientation. However, one aspect of diversity and inclusion that has received
  far less attention is disability. October is National Disability Employment
  Awareness Month, and in recognition, we&rsquo;re taking a closer look at the
  definition, history and statistics regarding disability in the workplace, as
  well as etiquette strategies employers may want to implement to optimize their
  workplace equality efforts.
</p>

<h2>A Closer Look at the History of National Employment Awareness Month</h2>

<p>
  National Disability Employment Awareness Month was established in 1988 to
  recognize the accomplishments and workforce contributions of those with
  disabilities; however, they were first acknowledged at the national level with
  the introduction of National Employ the Physically Handicapped Week in 1945.
  This observance evolved over the years to include all types of disability and
  eventually led to the
  <a
    href="https://www.ada.gov/ada_intro.htm#:~:text=To%20be%20protected%20by%20the,as%20having%20such%20an%20impairment."
    >Americans with Disabilities Act</a
  >
  (ADA) in 1990, and the creation of the Office of Disability Employment Policy
  within the United States Department of Labor in 2001.
</p>

<p>
  ADA legislation was designed to prohibit discrimination against and improve
  education, training and employment outcomes for those with disabilities, who
  have traditionally suffered from underemployment. To be protected by the ADA,
  one must have a disability, which is defined by the ADA as a physical or
  mental impairment that substantially limits one or more major life activities,
  a person who has a history or record of such an impairment, or a person who is
  perceived by others as having such an impairment. The ADA does not
  specifically name all of the impairments that are covered.
</p>

<h2>
  Comprehensive Data Reveal Ongoing Employment Struggles of Those with
  Disabilities
</h2>

<p>
  In 2019, the Bureau of Labor Statistics (BLS) conducted a survey that provides
  <a href="https://www.bls.gov/news.release/pdf/disabl.pdf?country=988"
    >a glimpse into the employment struggles of those with disabilities</a
  >
  in the United States. For example, less than 20 percent of disabled people
  reported being employed, compared to more than 66 percent of those without a
  disability who report being employed. Additional highlights from the data
  collected include the following:
</p>

<ul>
  <li>
    Half of all persons with a disability were age 65 and over, about three
    times larger than the share of those with no disability.
  </li>
  <li>
    Across all age groups, the employment-population ratios were much lower for
    persons with a disability than for those with no disability.
  </li>
  <li>
    Across all educational attainment groups, unemployment rates for persons
    with a disability were higher than those for persons without a disability.
  </li>
  <li>
    In 2019, 32 percent of workers with a disability were employed part time,
    compared with 17 percent of those with no disability.
  </li>
  <li>
    Employed persons with a disability were more likely to be self-employed than
    those with no disability.
  </li>
</ul>

<h2>Disability Etiquette in the Workplace</h2>

<p>
  As our current population continues to age, employees with disabilities are
  becoming increasingly common in many workplaces. Employers who are committed
  to a more inclusive workplace culture may find it beneficial to implement
  <a href="https://askjan.org/topics/disetiq.cfm"
    >disability etiquette strategies</a
  >
  to stimulate inclusion of those with disabilities in the workplace. The
  strategy may include guidelines for recruiting, interviewing, and introducing
  employees with disabilities into a new workplace, which can help supervisors,
  coworkers and disabled individuals themselves feel more comfortable and be
  more productive. Additionally, employers may also want to establish a set of
  etiquette guidelines that address workplace situations involving specific
  disabilities, including the following:
</p>

<ul>
  <li>Individuals with Mobility Impairments</li>
  <li>Individuals with Vision Impairments</li>
  <li>Individuals who are Deaf or Hard of Hearing</li>
  <li>Individuals with Speech Impairments</li>
  <li>Individuals with Respiratory Impairments or Chemical Sensitivities</li>
  <li>Individuals with Psychiatric Impairments</li>
  <li>Individuals with Cognitive Impairments</li>
</ul>

<p>
  Cross Country Healthcare is committed to maintaining a diverse workplace that
  respects each individuals&rsquo; age, race, gender, sexual orientation and
  physical abilities &ndash; as well as diversity of thinking. We invite you to
  take a closer look at
  <a href="https://www.crosscountryhealthcare.com/diversity-and-inclusion"
    >our vision, goals and accomplishments toward achieving equity</a
  >.
</p>


Celebrate National Disability Employment Awareness Month to Enhance Your Workplace Equality Efforts