Imagine standing on the steps of the U.S. Capitol on March 12, 1990, and witnessing one of the most tragic acts that sparked the passage of the Americans with Disabilities Act (ADA). The Capitol Crawl, as the protests that day were known, proved that more needed to be done as hundreds of disabled protesters took to the steps to promote the passage of this law. This is just one example of why Disability Pride Month is such an important part of promoting equality and individuality, and is strongly reflected in this year’s theme, “We Want to Live a Life Like You.”
Strength in numbers
Disability Pride Month is celebrated every July around the world to recognize the contributions of people with disabilities and eliminate the stigma and prejudice they face. According to the World Health Organization, approximately 1.3 billion people, or 1 in 6 people, currently live with a severe disability worldwide. In the United States, approximately 44 million adults live with a disability and are not institutionalized. Of this population, it is estimated that 1.8 million are business owners with a disability.
Workers with disabilities are more likely to be self-employed than workers without disabilities due to several challenges that affect their employment decisions. As of 2023:
People with disabilities are less likely to earn a bachelor’s degree than people without disabilities.
The unemployment rate for workers with disabilities is 3.7% higher than for workers without disabilities.
There is a large gap between the full-time employment rates of workers with disabilities (26%) and those without disabilities (65%), and workers with disabilities are more than twice as likely to work part-time as workers without disabilities.
The average earnings rate for workers with disabilities tends to be about 43% lower than for workers without disabilities.
But self-employment doesn’t help people with disabilities avoid the challenges mentioned above and others. Some of the biggest barriers they face on their entrepreneurial journey include difficulty accessing capital and limited support and resources tailored to their unique needs.
A force for change
While these statistics are staggering, small and medium-sized businesses (SMBs) need to close the gap between equity and inclusion for people with disabilities. The first step is knowing the resources available to owners and entrepreneurs. The second is recognizing disability as a natural aspect of diversity. Let’s take a closer look at some ways business leaders can do this.
For non-employer owner/operators:
The Small Disabled Business Program is available to eligible businesses that meet the following criteria: 1) have at least one person with a disability who owns more than 51% of the business, 2) the person with a disability is socially and economically disadvantaged and anyone with an identifiable disability may qualify, and 3) the business is considered “small” according to Small Business Administration standards.
The National Association of the Self-Employed (NASE) is an organization that provides grants to self-employed individuals and small business owners with disabilities. NASE members will receive grants totaling $4,000 each to support their business expansion needs.
Device lending library programs, like those developed by Access Technologies, Inc., allow business owners to borrow assistive technology at affordable prices.
2gether International aims to advance business owners with disabilities by connecting them with a network of other disabled entrepreneurs and building a pipeline of support for these business owners.
For employers and employees:
Consider making efforts towards more accessible technology. Given the scale of digital disruption we are seeing, more can be done to balance skillsets across employee demographics. PEAT (Partnership on Employment & Accessible Technology) is a great resource for getting support to take advantage of emerging technologies that are more accessible.
Host a fireside chat. It’s important to understand topics like ableism, the medical model vs. the social model of disability, and even how we use the word “disabled.” Encouraging others to share their experiences creates psychological safety and a sense of solidarity that leads to stronger teams.
Check the numbers. Understand where your hiring practices may be biased against hiring people with disabilities and develop a strategy to achieve more diversity. The Job Accommodation Network (JAN) offers free advice on how to best advocate for your employees and a great way to understand what the data on your hiring practices is saying. In addition to this, working with the Employers Assistance and Resource Network on Disability Inclusion (EARN) is another way to more effectively attract talent with disabilities.
Do business with disability-friendly businesses. The American Chamber of Commerce for People with Disabilities has a search tool that helps you find local businesses owned by people with disabilities across a variety of industries. This outreach backs up your organization’s beliefs with actions and intentions.
TriNet continues to be inspired by the courage of the many entrepreneurs with disabilities who consistently demonstrate resilience, dedication and success in their businesses. For more information and a curated list of thought leadership, webinars and government opportunities for minority-owned businesses, visit TriNet’s HUB site.
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