35 Years of Progress and Still Moving Forward: Disability Inclusion Since the ADA

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The ADA and Disability Inclusion. Back to Health. Work. Life. The CDIA

It’s been more than 30 years since the Americans with Disabilities Act (ADA) became law — and what a journey it’s been. The ADA transformed how our nation views access, inclusion, and equality. We’ve made tremendous progress, yet there’s still more work to do.

Looking Back: What the ADA Changed

The ADA was a game-changer. It made it illegal to discriminate against people with disabilities and pushed for greater access to jobs, transportation, public spaces, and more. In the decades since, Disability Pride events and advocacy movements have celebrated progress and visibility.

But some barriers remain — especially those rooted in attitudes, assumptions, and outdated mindsets.

Where We Stand Today

According to the U.S. Bureau of Labor Statistics (BLS) April 2025 Jobs Report:

37.4% of working-age adults with disabilities (ages 16–64) are employed, a slight dip from 37.5% in March.
75.1% of adults without disabilities are employed, up from 74.8%.
The labor force participation rate for people with disabilities rose marginally from 40.9% to 41%, while the rate for those without disabilities dipped from 78% to 77.9%.

These numbers underscore a persistent employment gap — one that reflects deeper, systemic barriers.

The Ongoing Challenges

The challenges come in many forms:

Attitudinal Barriers: Unconscious biases and stereotypes can limit opportunities, such as assumptions about a person’s ability to lead or perform certain tasks, which can hold back career growth.
Accessibility Issues: Physical barriers like narrow doorways or inaccessible restrooms, as well as digital obstacles such as websites that don’t support screen readers or lack captioning, create daily hurdles.
Policy Gaps: Without clear and supportive workplace policies, employees who need accommodation—like flexible hours to manage health conditions—may face resistance or uncertainty.
Health and Social Issues: People with disabilities often experience higher rates of chronic health conditions and social isolation, which can affect their overall well-being and participation.

A Changing Landscape: The Current Approach to Equity and Inclusion

Recent changes in how equity, diversity, and inclusion (DEI) programs are structured — especially at the federal level — have drawn attention to how organizations define and implement inclusion.

Even as some DEI frameworks evolve, disability inclusion remains a constant. Protections under the ADA continue to be enforced by agencies like the Equal Employment Opportunity Commission (EEOC), which holds employers accountable for discrimination and failures to provide reasonable accommodation.

Beyond compliance, many organizations are proactively embracing disability inclusion as a business strength — recognizing that accessible, inclusive workplaces benefit everyone.

Why Hiring People with Disabilities Makes Sense

Inclusive hiring isn’t just the right thing to do — it’s smart business. Studies consistently show that disability-inclusive organizations enjoy stronger performance, higher productivity, and greater employee satisfaction.

Most accommodations cost little or nothing, and tax incentives often help cover any associated costs. Inclusion pays off — in every sense.

Emerging Trends Driving Inclusion

The world is changing, and so is disability inclusion:

Remote Work: Flexible and hybrid models have removed physical barriers, opening up opportunities for people who might otherwise be excluded.
Technology: Voice recognition, AI-powered captioning, and other assistive innovations continue to expand accessibility.
Intersectionality: There’s growing awareness that disability intersects with race, gender, and other identities — creating richer, more effective inclusion strategies.
Visibility: Social media, Disability Pride events, and employee resource groups are amplifying stories and challenging stereotypes.

Looking Ahead

There’s still a long road ahead — but the future is promising. Each of us can help move inclusion forward by:

Challenging our own assumptions.
Making physical and digital spaces more accessible.
Supporting policies that empower people with disabilities.
Celebrating the unique contributions every person brings to the table.

As Jim Sinocchi from J.P. Morgan Chase says, disability inclusion today is about truly welcoming people with disabilities into the heart of the workplace—not just making accommodations on the side.

Wrapping Up

From the passage of the ADA in 1990 to today, the progress in disability rights and inclusion is undeniable. Yet the work is far from done. By continuing to remove barriers, challenge bias, and foster understanding, we can build workplaces — and communities — where everyone’s abilities are valued.

The future of disability inclusion is bright. And it’s a future we all have a role in shaping.

Margaret O'Neill

Meg joined Smith Group’s team in April of 1999 and is currently responsible for industry research & thought leadership as well as supporting Smith Group’s underwriting and claims management experts. Her experience with disability claims management and underwriting began when she joined UNUM Life Insurance in 1990 in the position of Disability Benefit Specialist working in the Tarrytown, NY and Portland, ME offices. Over the next decade, Meg moved from the claims area to the underwriting side of the house where she underwrote cases of all sizes. During her last few years at UNUM, Meg was Director of Underwriting for the West Coast offices, managing a staff of 15 Underwriters.