Fact sheet

A GUIDE TO HIRING WOMEN WITH DISABILITIES

WORKING WOMEN WITH DISABILITIES 

Census Bureau data from 2013 show that 12.6 percent of 

the U.S. population has some form of disability,1

 although 

estimates of the proportion of the population living with a 

disability may vary depending on the definition of the term 

disabled.2 In 2014, working-age (16-64 years old) women 

with disabilities made up 1.5 percent of the workforce even 

though they were nearly 4 percent of the U.S. working age 

population.3 These women represent a critical source of 

untapped labor force talent. In 2014, seven in ten workingage individuals with disabilities were not in the labor force, 

compared with about two in ten working-age individuals 

with no disability.4 In addition to facing persistently low 

employment, women with disabilities often face difficulties 

accessing adequate housing, health and education; 

unequal hiring and promotion standards; and unequal pay.5

In recent years, a number of statutory and regulatory 

protections have helped mitigate the bias, outdated 

societal assumptions, and negative stereotypes that 

contribute to economic challenges facing disabled 

workers. In 1973, Congress passed the Rehabilitation 

Act (Rehab Act), offering the first federal legislation 

to protect the civil rights of people with disabilities.6

The Rehab Act prohibits discrimination on the basis of 

disability in programs conducted by Federal agencies, 

in programs receiving Federal financial assistance, in 

Federal employment, and in the employment practices 

of Federal contractors. Section 503 of the Rehab Act 

requires affirmative action and prohibits employment 

discrimination by Federal government contractors and 

subcontractors with contracts of more than $10,000.7 In 

1990, Congress passed the Americans with Disabilities 

Act (ADA). The ADA ensures equal treatment and 

equal access for people with disabilities to employment 

opportunities in the private sector.8 Under the ADA, 

businesses are required to provide reasonable 

accommodation that will assist in the performance of his 

or her job.9

Notwithstanding marked improvements around inclusion, 

opportunity, accessibility, and perceptions of disability in the 

U.S. since the 1970s,10 the magnified challenges disabled 

women face have often been overlooked in interventions 

and initiatives aimed at improving labor outcomes.11 

Employers in the public and private sector are essential to 

ensuring these women have the opportunity to contribute 

to the growing economy and achieve financial security. 

The comprehensive application of promising practices 

and inclusive business strategies discussed below are 

among the first steps necessary to achieve improved 

labor market outcomes for women with disabilities. These 

employer-oriented improvements may facilitate meaningful, 

competitive, flexible, and integrated employment 

opportunities for women with disabilities.12
Fact sheet

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THE BUSINESS CASE FOR HIRING 

INDIVIDUALS WITH DISABILITIES 

Despite being qualified, capable employees, individuals 

with disabilities are employed at much lower rates than 

individuals without disabilities. In 2014, the unemployment 

rate for working-age individuals with a disability was 13.9 

percent, more than double the rate for persons with no 

disability at 6.0 percent.13

Employer misconceptions about the ability of individuals 

with disabilities and cost associated with the provision of 

accommodations may contribute to this disparity.14 However, 

research has found that workplace accommodations not only 

entail minimal cost to the employer, but also positively impact 

the workplace in a variety of ways.15 In fact, more than half 

of requested workplace accommodations cost businesses 

nothing to implement, while the rest generally fall below 

$500.16 Providing accommodations also results in greater 

worker retention, improved productivity and morale, reduced 

workers compensation and training costs, and improved 

company diversity.17 In addition, a cost-benefit analysis of 

workers with disabilities in healthcare, retail, and hospitality 

found that participants with disabilities had lower absenteeism 

rates and longer tenures.18 In the same study, across all 

sectors, participants with disabilities had nearly identical job 

performance ratings than those without disabilities and were 

described as “loyal,” “reliable,” and “hardworking.”19 

Companies who hire individuals with disabilities may 

also be eligible for a number of tax benefits including the 

Disabled Access Credit, the Architectural Barrier Removal 

Tax Deduction and the Work Opportunity Tax Credit.20 

The Disabled Access Credit provides a non-refundable 

credit for small businesses that incur expenditures 

in providing access to persons with disabilities. The 

Architectural Barrier Removal Tax Deduction encourages 

businesses of any size to remove architectural and 

transportation barriers to the mobility of persons with 

disabilities and the elderly. Lastly, an employee with a 

disability is included as part of the “targeted group” for 

the Work Opportunity Tax Credit, which provides eligible 

employers with a tax credit of up to 40 percent of the first 

$6,000 of first-year wages of a new employee.21

PROMISING PRACTICES 

Increasingly, employers have voluntarily implemented 

policies to remove a variety of employment barriers 

related to recruitment, retention, and advancement 

of people with disabilities. These practices have 

the potential to significantly improve employment 

outcomes among women with disabilities if (1) applied 

comprehensively, (2) measured regularly for results by 

disability and gender, and (3) adjusted as necessary to 

meet stated objectives.22

PROMISING PRACTICES

RECRUITMENT

Demonstrate top-down commitment.

Implement policies that focus on “ability” and aim to hire more people with disabilities.

Conduct targeted outreach to attract qualified candidates with disabilities.

Ensure job announcements are in formats that are accessible to job seekers with disabilities.

Utilize inclusive language that encourages qualified individuals with disabilities to apply.

Provide an opportunity for applicants to request reasonable accommodation, if needed.

RETENTION

Create on-boarding or orientation programs that include disability-specific information, such as 

reasonable accommodation procedures.

Provide equal access to career development programs by ensuring events, materials, and classes are 

fully accessible and earmarking funds to provide disability-related accommodations if needed.

Address unconscious bias and increase inclusivity through disability awareness and etiquette training.

Develop workplace mentoring programs.

Implement workplace flexibility programs including flexible start and end times, compressed work 

weeks, shift swaps, and telework.

Source: The White House “Recruiting, Hiring, Retaining and Promoting People with Disabilities,” February 3, 2015, 

https://www.whitehouse.gov/sites/default/files/docs/employing_people_with_disabilities_toolkit_february_3_2015_v4.pdf.
Endnotes

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ENDNOTES

1 “Disability Characteristics: 2013 American Community Survey 1-Year Estimates,” United States Census Bureau, accessed June 30, 

2015, http://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?pid=ACS_13_1YR_S1810&prodType=table 

2 For the purposes of federal disability nondiscrimination laws, a person with a disability is typically defined as someone who (1) has 

a physical or mental impairment that substantially limits one or more “major life activities,” (2) has a record of such an impairment, 

or (3) is regarded as having such an impairment. “Frequently Ask Questions,” U.S. Department of Labor, Office of Disability 

Employment Policy, accessed June 12, 2015, http://www.dol.gov/odep/faqs/general.htm#3

3 Unpublished tabulations from the 2014 Current Population Survey, Bureau of Labor Statistics.

4 Ibid.

5 “Women and Girls with Disabilities,” United Nations, accessed May 28, 2015, http://www.un.org/disabilities/default.asp?id=1514

6 29 U.S.C. § 793

7 41 CFR Part 60-741

8 42 U.S.C. §§ 12101 et seq. Since 1994, title I of the ADA requires employers in the private sector with 15 or more employees to 

provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities 

available to others. It also applies to state and local governments, employment agencies, and labor unions.

9

 The ADA permits employers to refuse to make requested accommodations if they would place an undue financial burden or an 

operational burden on the business.

10 Shapiro, J. (1993). No pity: People with disabilities forging a new civil rights movement. New York: Three Rivers Press.; Government 

Accountability Office. (1996). People with disabilities: Federal programs could work together more efficiently to promote 

employment. Rep No. GAO/HEHS-960126. Washington, DC: GAO.; Barnartt, S. N., & Scotch, R. (2001). Disability protests: 

Contentious politics 1970-1999. Washington, DC: Gallaudet University Press.; Blanck, P. (2004). Americans with disabilities and 

their civil rights: Past, present, and future. University of Pittsburgh Law Review, 66, 687-719.; O’Reilly, A. (2007). The right to decent 

work of persons with disabilities. Geneva: International Labour Office.; Longmore, P. K. (2009). Disability rights movement. In S. 

Burch (Eds.), Encyclopedia of American disability history (pp. 280-285). New York: Facts on File, Inc.; National Council on Disability 

(NCD). (2010). Equality of opportunity: The making of the Americans with Disabilities Act. Washington, D.C.: National Council on 

Disability.; Nielsen, K. (2012). A disability history of the United States. Boston: Beacon Press.

11 “Women,” Office of Disability Employment Policy, accessed July 1, 2015, http://www.dol.gov/odep/topics/women.htm

12 Schur, L., & Kruse, D. (2008). Best practices in employing people with disabilities: Case study data. (Unpublished). New Brunswick, 

New Jersey: Rutgers University.

13 Unpublished tabulations from the 2014 Current Population Survey, Bureau of Labor Statistics.

14 “Exploring the Bottom Line: A Study of the Cost and Benefits of Workers with Disabilities,” DePaul University and Illinois Department 

of Commerce and Economic Opportunity, accessed May 18, 2015, http://bbi.syr.edu/_assets/staff_bio_publications/McDonald_

Exploring_the_Bottom_Line_2007.pdf

15 Loy, B. “ Workplace Accommodations: Low Cost, High Impact,” Job Accommodation Network, accessed May 18, 2015, http://askjan.

org/media/lowcosthighimpact.html 

16 Ibid.

17 Ibid.

18 “Exploring the Bottom Line: A Study of the Cost and Benefits of Workers with Disabilities,” DePaul University and Illinois Department 

of Commerce and Economic Opportunity, accessed May 18, 2015, http://bbi.syr.edu/_assets/staff_bio_publications/McDonald_

Exploring_the_Bottom_Line_2007.pdf 

19 Ibid.

20 For more information on business strategies for disability inclusion, visit the U.S. Department of Labor, Office of Disability 

Employment Policy resource page: http://www.dol.gov/odep/topics/employers.htm

21 “Tax Benefits for Businesses Who Have Employees with Disabilities,” Internal Revenue Service (IRS), accessed May 18, 2015, 

http://www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Tax-Benefits-for-Businesses-Who-Have-Employees-with-Disabilities 

22 Schur, L., & Kruse, D. (2008). Best practices in employing people with disabilities: Case study data. (Unpublished). New Brunswick, 

New Jersey: Rutgers University.
Contact us

Page 4

CONTACT US

Website: www.dol.gov/wb/

E-mail: WomensBureau@dol.gov

Mail:

WOMEN’S BUREAU

U.S. Department of Labor

200 Constitution Avenue, NW

Washington, DC 20210

Phone: 1-800-827-5335 or (202) 693-6710

Women’s Bureau, U.S. Department of Labor, July 2015.