October is Disability Employment Awareness Month, here’s how to hire more inclusively

October is Disability Employment Awareness Month, and it’s the perfect time for business owners to reflect on their hiring practices and ask, “Are we truly inclusive?” The unemployment rate among people with disabilities remains stubbornly high, and only 37% of individuals with disabilities are employed, compared to 77% of the general population. Most companies are still hesitant to hire individuals with disabilities. Know this: if your hiring practices aren't inclusive, you're missing out on the most untapped, dynamic workforce available today. 

At Cleanlogic, inclusive hiring is core of who we are. Our commitment is deeply personal and it’s why we hope to pave the way for other businesses to hire more inclusively. From our experience, hiring people with disabilities is simply good for business; we consistently see better creativity and problem-solving within our team and operations.  

And we’re not alone. A study by Anderson University of Walgreens’ NC distribution center, where 40% of their workforce are individuals with disabilities, found that this particular facility has the best safety record and is the most productive out of their twelve distribution centers.  Anderson University also found that disabled employees had higher productivity, lower absenteeism, and fewer safety incidents.  

Anderson University’s case study on retailers who have adopted inclusive hiring models shows there are five economic benefits: 

• Reduced recruitment costs – there is a huge pool of motivated candidates who want to work. 

• Reduced turnover – Employees with disabilities tend to be highly loyal. 

• Improved workplace culture – Inclusive hiring dramatically improves camaraderie and sense of belonging. 

• Increased productivity – Individuals with disabilities are creative problem solvers and often find better ways to do things. They also follow processes well, improving rates of mistakes. 

• Access to new markets – the families of people with disabilities are loyal consumers and looking for companies that are inclusive. 

A similar study of the 400 employees with disabilities at Sephora showed that they demonstrated resilience, adaptability, and high performance, often outperforming their non-disabled peers.  

The research is clear: companies that actively cultivate an adaptive, inclusive culture are more likely to innovate, lead their industry, and retain employees. 

So if you’re still holding onto misconceptions that people with disabilities can’t perform at the same level as others, think again. The Walgreens and Sephora cases, as well as ours, prove that when you hire inclusively, the benefits, backed by data, far outweigh the perceived risks.  

Inclusive hiring is a clear business advantage, and now that you understand the benefits, I’m sure you’re wondering how your business can get started. Here are four actionable steps you can take to successfully hire and employ individuals with disabilities: 

Step 1: Audit and Remove Barriers in Your Hiring Process 

When was the last time you reviewed your hiring and internal processes for accessibility? Many companies unintentionally create barriers in their job descriptions, application systems, and interview processes. Review your job descriptions for unnecessary requirements and make sure they’re written in accessible formats. Also, make sure your website is accessible and confirm this with a 3rd party company to avoid any surprises. 

Studies and our real-life experiences have shown that having a champion within the organization, preferably an executive leading a department rather than human resources plays an essential role in making sure these efforts are successful. This champion is both an advocate for employees with disabilities and a bridge between leadership and the workforce, making sure inclusive policies are implemented and maintained over time.  

Step 2: Adopt Best Practices 

Inclusive hiring requires intention and effort, but it’s achievable, and there are best practices you can follow that are already proven to work. Start by partnering with organizations that specialize in connecting employers with people with disabilities, and train your hiring and operations managers on disability awareness and accessibility. Many of these are free through State and Federal organizations that are incentivized to help place individuals with disabilities with for profit companies.  

Walgreens’ pre-hire training program for individuals with disabilities leans on best practices and is a great example of how intentional, inclusive hiring efforts can lead to real results. Their program, known as the Transitional Work Group (TWG), resulted in higher retention, reduced turnover, and fewer safety incidents. 

Adopt these practices, but don’t stop at token gestures. Real, systemic change is needed to truly create an inclusive environment where everyone thrives. 

Step 3: Provide Meaningful Accommodations in the Workplace 

Plain and simple: accommodations can benefit the entire organization. Simple adjustments, like assistive technology or flexible work hours, help employees with disabilities succeed. Walgreens and Sephora both found that providing accommodations across the board led to greater team resilience and higher productivity. Their managers reported improved leadership, saw a significant shift in employee engagement, and were more empowered to take on challenges and collaborate effectively. I’ve seen firsthand how meaningful accommodations can create a more resilient, innovative workforce. When we set our employees up for success, accommodations truly fuel growth.  

Step 4: Foster an Inclusive Company Culture 

Hiring people with disabilities is just the first step. To sustain an inclusive workforce, you need to create a company culture that values accessibility at every level. Encourage open conversations about accessibility, offer ongoing training, and make sure that all employees feel heard and supported.  

Walgreens’ managers discovered that fostering an inclusive culture helped build more authentic relationships with employees, which in turn led to higher adaptability and resilience in the workplace. Creating an inclusive culture helps you build a workplace where every employee feels valued, supported, and able to contribute meaningfully. 

As Disability Employment Awareness Month encourages us to reflect on our hiring and employment practices, I challenge you to ask: “Are we ready to lead, or will we be left behind?” By taking intentional steps toward inclusion, you’ll help bridge the employment gap for people with disabilities and drastically improve your company’s innovation, resilience, and culture. Walgreens, Sephora, and Cleanlogic are living proof that hiring individuals with disabilities is a win-win for everyone involved. Now it’s your turn to step up.