Feature Issue on Employment and IDD
Disparities in Employment and in Employment Services
People with intellectual and/or developmental disabilities face many challenges to having a job. In 2023, only 22.5% of people with disabilities had jobs, compared to 65.8% of people with no disabilities. Having a job is even less common for people with IDD who are Black, Asian, or have Hispanic backgrounds. In addition to providing an income, jobs help people to be included in their communities and gives them a sense of empowerment.
Providers of supported employment services and employers themselves need to become more culturally competent. Biases, both subtle and blatant, can influence employment support services and hiring decisions. Using recruiting tools driven by artificial intelligence can help, but there are other roadblocks that get in the way of equity in hiring. Lack of funding can stop employers from providing training that is appropriate for people from different cultures, for example. Promoting cultural and linguistic accommodations in employment support services is important, and doing so takes commitment, systemic change, leadership, and education.
What are the disparities in employment and in employment services for people with disabilities and what are the solutions for improving cultural competencies to boost competitive integrated employment among people with intellectual and developmental disabilities (IDD)? To begin to answer these questions, it is important to define some key terms. First, what do we mean by health disparity? According to the National Institute of Minority Health and Health Disparities (NIMHHD) a health disparity is a “health difference that adversely affects disadvantaged populations in comparison to a reference population, based on one or more health outcomes.”
The U.S. Labor Department defines competitive integrated employment (CIE) as work that is performed on a full-time or part-time basis for which an individual is compensated at or above minimum wage, as well as receiving benefits at the same level of other employees who have similar titles, experience, and do not have a disability. The employee with a disability interacts with coworkers who do not have a disability and is afforded opportunities for advancement to those with like titles, regardless of disability. We know that employment is not merely an economic consideration but a fundamental aspect of social inclusion and personal empowerment for everyone. For individuals with disabilities, the ability to secure and maintain meaningful CIE can be fraught with unique and complex challenges. These challenges are further compounded in marginalized communities where intersecting identities of race, gender, and socioeconomic status can exacerbate barriers to workforce integration. By analyzing the intersections of disability, race, and gender through the lens of Kimberlé Crenshaw's intersectionality theory, we hope to illustrate how compounded discrimination creates additional burdens for those with multiple marginalized identities. We must explore the role of cultural and linguistic accommodations in addressing employment disparities faced by people with disabilities, particularly within marginalized communities.
Stark disability-related disparities are evident in current employment statistics. According to the Bureau of Labor Statistics, only 22.5% of people with disabilities were employed in 2023, compared to 65.8% of people without disabilities (bit.ly/2SS1npV). This was the highest ratio recorded since comparable data was first kept in 2008.
(Left to right) Tawara Goode, director of Georgetown University National Center on Cultural Competence and Georgetown University Center for Excellence in Developmental Disabilities; Regina Rodriguez Sisneros, NASDDDS Director of Equity Initiatives and System Innovations; and, LeDerick Horne, poet, author and advocate at NASDDDS first DEI conference intensive, November 2022.
People with disabilities of Hispanic ethnicity account for 24.3% of the population of employed persons with disabilities, followed by white workers (22.8%), Black workers (20.9%), and Asian workers (17.2%). The unemployment rate for people with disabilities, 7.2%, is about twice the rate for people without disabilities. The jobless rate for workers with disabilities who are Black was 10.2%; Hispanic, 9.2%; Asian, 7%; and white, 6.7%. The data highlight the need for cultural and linguistic competencies to encourage equity for all individuals with a disability and to ensure that they are afforded work opportunities. .
These disparities underscore the necessity for innovative approaches and best practices that infuse cultural sensitivity into processes supporting individuals to gain and maintain CIE. According to the State Employment Leadership Network (SELN), supported employment is “a competitive employment model that provides ongoing support services to people with disabilities. The goal is to help people with disabilities succeed in a competitive work environment and achieve greater autonomy and community integration.” SELN supports 24 states and provides technical assistance aimed at helping them improve employment outcomes for individuals. The organization helps states identify and create opportunities for historically marginalized communities.
Systemic factors play a significant role in perpetuating barriers to cultural and linguistic inclusivity. Institutional discrimination, ingrained within hiring practices and workplace cultures, makes it challenging for individuals with disabilities, especially those from marginalized racial or ethnic backgrounds, to access meaningful employment opportunities. Biases, both overt and subtle, can influence employment support services and hiring decisions and limit the representation of individuals with disabilities in senior positions, further entrenching inequalities in the workplace.
The journey towards reducing employment disparities for people with disabilities, especially within marginalized communities, requires more than recognizing the issues. It demands innovative approaches and best practices rooted in cultural competence and inclusivity. Successful supported employment embodies a blend of tailored accommodations and comprehensive support systems. Policy plays an essential role in codifying best practice and providing space for continuous innovation to occur. It is imperative that the staff of both community providers and the state operating agencies receive training to evaluate and develop policies and procedures of person-centered services that align with the individuals’ values, beliefs, language preferences and cultural norms. The policies create a process to then support the dedicated training and resources devoted to understanding what cultural and linguistic accommodations are and how to support their adoption.
One recommendation is the development of policies by a diverse leadership to require comprehensive inclusivity training for all organizational levels, from top leadership to entry-level employees. This training should cover the importance of diversity, cultural competence, and specific accommodations for people with disabilities. Moreover, policies that mandate regular audits of employment services practices can help identify and rectify discriminatory practices, ensuring compliance with regulations in place to protect underserved communities. Embedding cultural and linguistic accommodations into policy also includes providing recommendations that involve increasing funding for employment services dedicated to individuals with disabilities. Allocating resources to develop and implement culturally and linguistically appropriate programs can significantly enhance the effectiveness of equitable services.
The significance of cultural competency and considerations in supported employment for workers with a disability cannot be overstated, as it forms the foundation for creating equitable opportunities for individuals with disabilities, particularly those from marginalized communities. Again, it is important that both providers of supported employment services and the employers themselves embed cultural and linguistic accommodations. Cultural competence involves understanding, respecting, and effectively responding to the cultural and linguistic needs of diverse individuals. This approach helps dismantle barriers and fosters an inclusive environment where all employees can thrive. In order to accomplish this, it is important that the process of cultural and linguistic education and training begin within organizations providing supported employment services so that they can advocate for the necessary accommodations to fully support diverse employees. Cultural humility and linguistic accommodations in begins with acknowledging the diverse backgrounds and experiences of job seekers with disabilities. Employment service providers must be educated on cultural differences and equipped with the skills to engage effectively with individuals from various cultural and linguistic backgrounds. The training should emphasize the intersectionality of race, gender, ability, and other social categories that can adversely affect employees, particularly employees from marginalized populations. Training should include modules on cultural awareness, communication strategies, the importance of understanding implicit and explicit bias, and ensuring empathy and respect in service delivery, regardless of one’s complex identities. In addition, employment support staff and employers must understand the coordination and priorities of linguistic accommodations. One example of linguistic accommodations in employment services is the provision of translated materials and interpretation services throughout the recruitment, hiring, and onboarding processes. By offering job descriptions, application forms, interviews, and training materials in multiple languages, employment services can ensure that non-English speaking individuals and/or non-verbal applicants with disabilities have equal access to job opportunities.
Another opportunity for linguistic accommodations is the use of AI-driven recruitment tools, which can offer another layer of inclusivity when utilized with intent by minimizing unconscious biases in the hiring process. The tools can support communication with the supported employment providers, as well as employers, co-workers, or even customers. These tools can be programmed to focus on skills and qualifications, thereby providing a fairer assessment platform for candidates with disabilities. Additionally, language translation services and culturally specific user interfaces ensure that employment resources are accessible to individuals from diverse linguistic backgrounds. By leveraging technology, employment services can better accommodate the unique needs of individuals with disabilities and promote a more diverse and inclusive workforce. Additionally, continuous support from bilingual staff or professional interpreters can facilitate clear communication and demonstrate a commitment to inclusivity and diversity.
Despite the clear benefits of cultural and linguistic accommodations, several challenges persist in their implementation. One significant barrier is the lack of funding and resources that many employment support organizations face, which can hinder the provision of adequate training and the development of culturally competent programs. Limited resources can also restrict the availability of services in languages other than English and impede the ability to address the nuanced needs of diverse cultures.
Another challenge lies in the awareness and understanding among service providers regarding the importance of cultural and linguistic accommodations. This disconnect often stems from a lack of diversity in leadership positions within organizations, where decision-makers may not prioritize or perceive the need for cultural competence initiatives. Addressing this issue requires a concerted effort to diversify leadership and promote a culture of inclusivity at all organizational levels.
Cultural and linguistic accommodations are essential for reducing employment disparities for people with disabilities and marginalized communities. By promoting cultural sensitivity and implementing effective accommodations, employment support services and employers can create equitable and inclusive opportunities for all individuals. Overcoming the challenges associated with these initiatives requires a commitment to the development of equitable, and inclusive policies, resource allocation, diversity in leadership, education, and systemic change embedded in all processes. Through sustained efforts, it is possible to foster a more inclusive workforce that values and celebrates diversity.