October is Disability Awareness Month, and 2025 marks the 35th anniversary of the passage of the Americans with Disabilities Act. What better time to remind managers that the ADA has opened the workplace to disabled individuals by requiring employers to make reasonable accommodations for otherwise qualified applicants and employees?
The ADA is widely credited with increasing the number of disabled Americans who want to work, but gaps remain. According to the Bureau of Labor Statistics, in August 2025, the unemployment rate for disabled persons attached to the labor pool was 8.6%—exactly twice the number as for non-disabled workers at 4.3%. Employers can help close that gap with a few practical steps that include help from managers.
Making accommodations
Managers may assume that when their company hires a disabled individual, the manager will be burdened with an employee who can’t perform as well as a non-disabled hire. HR needs to dissuade managers of that notion. Education is key. Work with managers to come up with reasonable accommodations that allow the new employee to perform the job. Sometimes, that’s as simple as providing ergonomic equipment or making a few schedule changes.
Inclusion
The ADA requires more than reasonable accommodations that allow disabled workers to perform the essential functions of their job. The ADA also mandates full access to their workplace and full inclusion into the life of the organization. For example, managers need to make sure disabled workers can physically navigate the workplace. Priority parking and accessible offices and common areas are essential. But so is being able to participate in the full benefits of working.
Managers need to make sure that training programs are accessible, wherever that training occurs. Planning a company party or outing? It’s the manager’s responsibility to make sure disabled employees can attend by checking physical accessibility.
