A gaping chasm of inequities for people with disabilities

By Carmen Jones
Founder and President, Solutions Marketing Group

I recently spoke with a university administrator, in charge of the school's diversity programs. She shared something that I've been saying for a while - 'disability is like the stepchild among diversity practitioners.' My work with employers and federal agencies has confirmed the gaping chasm of inequities that exist for people with all disabilities, especially in employment.

I was a college student when I became disabled and had to ready myself for the workforce. In spite of my grades, extra-curricular activities, and achievements, I received no job offers after 30 initial interviews and 2 second interviews. I know my story is like millions of other people with disabilities who desperately wish to work and are qualified to do so. I have come to find out that employers are missing the opportunity to target 800,000 college students with disabilities, who by 2010 will make up a group of 1.2 million.

I've also come to learn that in 2006, working-age Americans with disabilities were almost three times more likely to live below the poverty line than those without disabilities. While the average annual household income of individuals in the United States without disabilities was $65,400 in 2006, the average annual household income for people with disabilities was $36,300. And the employment rate for persons with disabilities in 2006 was at least 40 points lower than the employment rate of working-age individuals without disabilities. Additionally, there are 22 million working age Americans with disabilities who have come of age since the ADA's passage, which helps prevent job discrimination against qualified disabled individuals. But only 38% of the nation's working-age disabled have a job, compared to 78% of non-disabled people. These are dismal and unacceptable statistics. We have a national crisis that hasn't gotten the attention it requires and deserves. I am confident that if these figures were shared about any other segment of our population, we'd consider ourselves contributing to a moral failure.

Despite the passage of the Americans with Disabilities Act, and a host of governmentally-supported programs to remove barriers for people with disabilities in the area of employment, people with disabilities are significantly under-represented in the workplace. Employment is the great equalizer, which will level the field for many in our community to support themselves, make purchases, enjoy social integration, independence and for many to become tax paying members of society and leave the Social Security rolls.

The only way companies, the federal government, and universities and colleges, will make significant strides to create a culture of inclusion for people with disabilities and those affected by disability, is to change and transform processes and practices. It's clear that what they've been doing isn't working. If it was, we'd see higher levels of employment, we'd fine a plethora of success stories from companies, and we'd experience full inclusion in the workplace.

As we prepare to celebrate National Disability Employment Awareness Month in October, I challenge you to dedicate yourself to answering one question over the next 12 months: What can I do to make my company more inclusive of people with disabilities with our recruiting, hiring and marketing practices? I want to hear what you have to say, so please write me at . Millions of people are waiting to hear and see your company's response.

Warm regards,

Carmen D. Jones
President