Adults with intellectual and developmental disabilities (I/DD) remain one of the most underemployed groups in the U.S. labor market. Fewer than one in five people receiving state I/DD services hold a competitive job in their community, even though many want to work.1 While I/DD encompasses a diverse range of conditions and support needs and is experienced differently from person to person, recent research found that 44% of people with I/DD who do not have a paid community job want one.2 The gap between what employers believe about I/DD and what the I/DD talent pool can contribute remains one of the biggest barriers to increasing employment opportunities for people with I/DD.
Myth 1: People with I/DD can’t handle the demands of a “real” job
The data doesn’t support this. Studies show that when placed in appropriately matched roles, adults with I/DD perform as reliably as their peers, often with lower turnover. A Special Olympics national workforce survey, for example, found that most adults with I/DD in competitive jobs stay in their positions for three years or more.3 Capability is generally not the issue; rather, it is a mismatch between job descriptions, onboarding practices, training methods, and the supports a worker actually needs.
Myth 2: Hiring someone with I/DD means costly workplace changes
Most accommodations are low-cost or free: written checklists instead of verbal-only instructions, visual schedules, a predictable routine, or additional training and support during onboarding. Research from the Job Accommodation Network (JAN) data found 61% of employers reported no cost for the accommodations they provided, while another 33% reported a one-time modest expense with a median of $300.4 Rather than being a costly investment, these relatively simple adjustments can remove barriers to success, help employees perform at their best, and support stronger employee retention over time.
Myth 3: People with I/DD are best suited for low-skill work
Segregated or sheltered work settings remain an important part of the employment landscape, but they don’t reflect the full range of abilities and potential of people with I/DD. For example, Employment First initiatives across several states, such as Missouri’s Employment First efforts that began in 2023, show adults with I/DD succeeding in retail, food service, logistics, healthcare support, IT, clerical work, and skilled trades when given the same on-ramps as other candidates, such as clear job descriptions, structured interviews, and onboarding that doesn’t rely on unspoken social cues. The goal isn’t to fit people with I/DD into a particular type of job, but to create opportunities for them to contribute their skills and talents across the workforce.
Reality: The I/DD employment gap is largely about access vs. ability
The Bureau of Labor Statistics reports that working-age adults with disabilities have an employment-to-population ratio roughly half that of their adults without disabilities.5 The difference is even sharper for people with intellectual disabilities specifically: a national survey found that just 44% of adults with intellectual disabilities ages 21–64 were in the labor force, compared with 83% of working-age adults without disabilities.3 Together, these disparities point to a significant gap in employment opportunity for people with I/DD.
The disparities also do not reflect what people with I/DD can contribute in the workplace. Like other employees, people with I/DD bring individual skills, talents, perspectives, and experiences that can add value to a team and organization. With the right opportunity to demonstrate those abilities, employees with I/DD can take on meaningful roles, build expertise, contribute to team goals, and grow in their careers. Expanding access to inclusive hiring practices and community-based employment supports can help people with I/DD to have the same opportunity to demonstrate their skills and succeed at work.
Support for employers
Employers don’t have to navigate inclusive hiring alone. The Developmental Disabilities Resource Board of St. Charles County (DDRB) funds local organizations that help people with I/DD prepare for, find, and retain employment, including employment-readiness programs, job training, supported employment, and job-retention services. These resources can help employers connect with qualified candidates and provide support that helps new employees succeed.
The DDRB is proud to work with local service agencies that are helping expand employment opportunities for people with I/DD in St. Charles County:
- BCI, a nonprofit offering a range of employment opportunities and skills-building tailored to each person’s developed abilities, interests, and goals.
- Community Living, Inc., which provides life-enriching services for people of all ages with developmental disabilities, including employment programs as well as residential, recreational, respite, and support services.
- EasterSeals Midwest, the largest provider of autism services in Missouri, empowers people with disabilities through services that promote equity, inclusion, and access in every stage of life.
- MERS / Goodwill Industries, assists individuals with barriers to employment in determining appropriate vocational goals and identifying areas which may interfere with success.
- RISE Services, Inc. (formerly the Center for Specialized Services), creates opportunities for and with people to change lives with quality services and programs to support the total person physically, mentally, emotionally, socially, and spiritually.
- FireFly (formerly Preferred Family Healthcare), helps people build the life they choose through advocacy, personalized care, education, and unwavering belief.
- Mercy, offers Supported Employment Services for employees with I/DD to obtain and maintain employment within the Mercy health system.
Contact the DDRB
Local businesses looking for more information on inclusive interviewing, hiring, or training practices, supporting employees with I/DD, or to connect with local resources, can contact the DDRB at info@ddrb.com or (636) 939-3351. Local businesses can join the DDRB’s e-newsletter list at [insert link] as well as connect with the DDRB on Facebook, LinkedIn, Instagram, and YouTube.
References:
5 U.S. Bureau of Labor Statistics, People with a Disability: Labor Force Characteristics