The Untapped Workforce: Unlocking the Value and Talent of Those with Disabilities October 21, 2025

Robert Ciatto, President/CEO of ACLD

Each October, National Disability Employment Awareness Month (NDEAM) reminds us that an inclusive workforce is not only possible, but necessary. For the millions of Americans with disabilities currently employed, employment means so much more than a paycheck—it represents their ability to contribute to society and their right to live a life of fulfillment, independence and purpose.

Yet, the fact remains that only about 37% of working-age people with disabilities are employed, according to the U.S. Department of Labor, Office of Disability Employment Policy. When I stepped into the role of President/CEO of ACLD four years ago, I made disability employment one of my primary focuses.

Too often, job seekers with disabilities are turned away before they get through the door. The common belief among business leaders and owners is that hiring a person with disabilities would come at a cost to the employer, and that cost would outweigh the value being brought to the table by that potential employee. As the leader of an organization that supports more than 350 people through our Vocational and Supported Employment Services, and employs 46 adults with intellectual and developmental disabilities (IDD) across various roles, I wanted to share why I see this sentiment differently.

At a time when so much in our world is uncertain, business owners are continually seeking ways to boost productivity and build strong, enduring teams. In my 30-year career, starting as a Direct Support Professional (DSP), I have never encountered a group more strong, resilient and dedicated than the IDD community.

People with IDD bring a wealth of skills, experiences and unique perspectives to the workplace. They often embody the very qualities employers’ value most: problem-solving, independence, adaptability, loyalty and resilience. Having spent their entire lives navigating a world not designed for them to thrive, and persisting nonetheless, they possess a strength that cannot be taught, only lived.

As the leader of a business that employs adults with autism and developmental disabilities, I consider it a privilege to watch our employees grow in their roles and thrive. One of my favorite examples comes from Candleworks by ACLD, a business we launched in 2022 to create more job opportunities within our organization. Candleworks makes hand-poured candles, wax melts and diffusers, and in early 2023 we hired our first employees and trained them to pour, mix and package each product. Among them was Frank, who quickly showed a natural talent for candle making. At first, he was quiet and reserved, but he absorbed everything about the process and steadily built his skills and confidence. On tours with supporters and vendors, I often saw him working diligently in the shop — focused, productive and increasingly engaged. Over time, Frank began experimenting with scents, sharing ideas and eventually leading tours himself. Last year, he was promoted to lead production assistant, and in recent months he has even filmed content for Candleworks’ social media, affectionately called “#FrankCam.” This October, in honor of National Disability Employment Awareness Month, Candleworks will launch Frank’s own creation: a Pumpkin Pie candle. His journey is one example of how, when given the chance, individuals of all abilities can shine — and a reminder of why creating meaningful job opportunities is essential.

In terms of the cost to the employer for hiring and making accommodations for a person with IDD, it is likely lower than one might expect. Over the last several years, JAN, the Job Accommodation Network, funded through a grant by the U.S. Department of Labor’s Office of Disability Employment Policy, has been conducting research and collecting data on the cost to employers for hiring and retaining employees with disabilities. Of those employers surveyed, 61% stated the accommodations needed cost nothing; 33% reported that the accommodations were a one-time expense, with a media of $300. Just 6% stated that the accommodation resulted in an annual median cost of $2,400 to the company.

Additionally, employers who hire any person who have consistently faced barriers to employment may be eligible to receive The Work Opportunity Tax Credit with a maximum credit of $2,400.

Being an inclusive employer creates advantages far greater than any tax credit. Demonstrating to your current and perspective employees that you foster a work environment rooted in inclusion, accessibility and acceptance can only strengthen your internal morale, which can lead to a boost in retention and even production. The theme for NDEAM this October is ‘Celebrating Value and Talent.’ To show your support and participate in the celebration of NDEAM this month, I encourage all business owners to look into this untapped workforce and see how your business can benefit from hiring a person with disabilities.

Sources:

• U.S. Department of Labor- Office of Disability Employment Policy: https://www.dol.gov/agencies/odep/research-evaluation/statistics
• Job Accommodation Network: https://www.dol.gov/agencies/odep/research-evaluation/statistics
• Work Opportunity Tax Credit: https://dol.ny.gov/wotc-program