Each October, the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) leads National Disability Employment Awareness Month (NDEAM). The 2026 theme is “Celebrating Value and Talent.”

Why It Matters

NDEAM recognizes the skills and contributions of workers with disabilities, including people with mental health conditions and other nonobvious disabilities, and encourages practical steps that make workplaces more inclusive.

The observance began as a national week in 1945 and expanded to a month in 1988, reflecting the need to broaden opportunities and remove employment barriers.

There is still work to do. People with disabilities remain underrepresented in the workforce, despite being among the most dedicated, creative, and resilient employees. Inclusion goes beyond compliance; it means building workplaces where everyone feels respected, supported, and empowered to thrive.

How You Can Participate

Use October to review and strengthen everyday practices that support inclusion:

• Review policies: Review your company’s policies and ensure they are up to date and inclusive.
• Create a display: Update any bulletin boards in break areas where employees frequent. Post messages about your workplace commitment to providing workplace accommodations.
• Train supervisors: Conduct training to ensure supervisors understand their role to committing to an accessible workplace.
• Educate employees: Consider offering workplace accommodation training to inform employees of their options. MCD has committed to this effort and has created opportunities for employees to attend trainings on workplace accommodations.

At MCD, we support inclusive employment and have developed workplace accommodation trainings to put these practices into action.

Further Reading

NDEAM and Employment First
Employment First isn’t “one size fits all.” It starts with a presumption of ability and informed choice, then uses supported and customized employment to reach competitive, integrated jobs that offer real advancement alongside peers without disabilities. This article clarifies how Minnesota’s policy works in practice, places it within the ongoing conversation about Section 14(c) subminimum wages, and focuses on what actually helps people succeed: designing work around strengths, and providing the right supports when and where they’re needed.

NDEAM: Know Your Employment Rights
Know your rights in the workplace. Employers must provide reasonable accommodations (unless doing so causes undue hardship) and must not discriminate in the various aspects of employment. Learn how to request a reasonable accommodations and what to do if you face discrimination at work. Remember: most accommodations are no- or low-cost, and you have protections under the Americans with Disabilities Act (ADA) and the Minnesota Human Rights Act (MHRA).

More Resources

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