How to support National Disability Employment Awareness Month as a manager

October is National Disability Employment Awareness Month. Here’s what you need to know as a manager to help foster an inclusive workplace.

What is National Disability Employment Awareness Month?

Every October is National Disability Employment Awareness Month (NDEAM), which is an observance led by the U.S. Department of Labor’s Office of Disability Employment Policy.

The purpose of this month is to commemorate the diverse contributions of disabled people to America’s economy, while also encouraging companies to ensure equal, inclusive opportunities for all workers—including those with disabilities. 

How to observe National Disability Employment Awareness Month

Understand that disabilities come in many forms

It’s important to be aware of the fact that disabilities come in many forms—this can include physical impairment, sensory impairment, cognitive impairment, intellectual impairment, mental illness, and chronic disease. And every disability is experienced differently. 

For example, some conditions are referred to as “invisible disabilities” because they’re not immediately apparent to others. In cases like this, employees may find that their colleagues have a hard time understanding—or, sadly, even believing—the severity of their condition and don’t receive the support they need in the workplace.

Advocate for employees with disabilities

As a manager, you interact with your employees on a day-to-day basis. This means you have valuable insights into their wants, needs, and challenges in the workplace.

If you notice that a disabled employee is struggling—whether it’s because they’re facing discrimination or don’t have access to resources they need to succeed at work—check-in and ask what you can do to support them.

Remember: it’s not always easy or comfortable for employees to ask for what they need in the workplace, so don’t assume the problem is being addressed.

Practice inclusivity on your team

Create a team culture that’s inclusive, respectful, and open-minded. One of the best ways to do this is to encourage transparent conversations and create clear expectations around what is and isn’t acceptable behavior.  

It may also be helpful to reflect on the following questions: 

• Am I giving all my employees equal opportunities to succeed, grow, and contribute?
• Am I practicing inclusive behaviors when hiring people onto my team? 
• Do I hold any unconscious biases about disabled employees and their ability to perform? 

Language is another important component of practicing inclusivity. For instance, there are ongoing discussions about whether to use “people-first” language (i.e., people with disabilities) or “identity-first” language (i.e., disabled people). The preferred language to use can vary regionally or even by individual, so practice inclusivity by tailoring the language you use to reflect the language used by the disabled community in your region or to the individual.

Take the time to familiarize yourself with the preferred terminology and learn how you can ask individuals the terminology they use with this Disability Language Guide.

If you’re looking for ways to better support employees with disabilities, join our Employee Resource Group (ERG), where we [insert overview of ERG].

Ways to support National Disability Employment Awareness Month year-round

• Call out any forms of discrimination you witness against employees with disabilities. 
• If you have a disabled employee, do your research to understand their condition and how you can best support them. 
• Advocate for your employees so that they receive access to resources they need to succeed at work—check-in and ask what you can do to support them.
• Get involved in making your company’s hiring processes and policies as equitable as possible. 

What NOT to do during National Disability Employment Awareness Month 

• DON’T assume that all disabilities can be seen.
• DON’T violate an employee’s privacy and mention their disability to others.
• DON’T use ableist or discriminatory language when referring to an employee’s disability, such as “crippled,” “special needs,” or “retarded.”