Lowering Barriers to Employment in Higher Education

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Despite significant advancements in workplace inclusivity, people with disabilities still face numerous obstacles that hinder their employment opportunities. According to a recent global survey, people with disabilities experience higher rates of unemployment and poverty compared to their non-disabled peers. The survey found that only 22.5% of people with disabilities were employed, compared to 65.8% of those without disabilities. These stark disparities highlight the urgent need for initiatives that bridge the gap and provide equitable employment opportunities. 

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Obstacles to Employment for Individuals with Disabilities

So why do people with disabilities face such high rates of unemployment compared to their peers? Several systemic obstacles stand in their way.

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Cultural Barriers 

Myths and prejudices surrounding the hiring of people with disabilities continue to perpetuate false assumptions in the workplace. One prevalent misconception is that employing individuals with disabilities increases workers' compensation insurance rates. In reality, insurance costs are based solely on the hazards of the job and the company's accident history, not on whether the workforce includes people with disabilities. Another baseless myth claims that employees with disabilities have higher absenteeism rates, but studies from firms like DuPont have shown that workers with disabilities are no more likely to miss work than their non-disabled colleagues. These inaccurate beliefs not only misrepresent people with disabilities but also contribute to unnecessary hiring biases that limit workforce diversity.

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Further, the notion that people with disabilities are a "bad employment risk" because they cannot meet performance standards is equally unfounded. In fact, research consistently demonstrates that employees with disabilities perform at or above the same levels as their non-disabled peers. A 1990 DuPont survey revealed that 90% of employees with disabilities were rated average or better in job performance, a statistic comparable to their non-disabled counterparts. These myths, driven by misinformation, reinforce harmful stereotypes and hinder opportunities for talented individuals to contribute meaningfully in the workplace.

Lagging Digital Accessibility Standards
Digital tools and platforms often lack accessibility features, preventing individuals with disabilities from fully participating in work-related activities. A report by the International Labour Organization noted that nearly 29% of companies in the FTSE 100 were behind on digital accessibility standards spelled out in the Americans with Disabilities Act (ADA) guidelines. These guidelines are crucial for promoting equal access, ensuring accessibility, fostering independence and dignity, providing legal protection, encouraging inclusive design, and promoting public awareness. Yet over four thousand ADA-related lawsuits were brought in 2023, suggesting that non-compliance is often an expensive afterthought. According to a Continual Engine article, 95% of the lawsuits targeted company websites, with the most prevalent laggard industries being E-commerce, restaurants and food, education, travel and hospitality, healthcare, automotive, and finance.

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Physical Barriers
Many workplaces are not designed to accommodate employees with disabilities, making it more difficult for them to navigate their environments effectively. This includes inaccessible buildings, workspaces, and facilities. Many mistakenly believe that the external cost of accommodations for employees with disabilities is insurmountable. However, according to an interview WGU Labs conducted with Regina Kline, a civil rights attorney and the founder and managing partner of Enable Ventures, the cost of physical accommodations is very low, averaging only $500 per employee.

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Economic Constraints 

Higher rates of unemployment and poverty among individuals with disabilities exacerbate their challenges in securing stable employment, creating a cycle of poverty that is well documented. Disability-related unemployment often extends beyond physical limitations to encompass barriers such as lack of access to education, social exclusion, and inadequate assistive services. This deprivation directly impacts employment opportunities, as individuals with disabilities are often perceived as less employable or are relegated to low-wage, low-security jobs. As a 2023 study by Front Public Health reveals, individuals who face higher levels of deprivation have significantly fewer employment opportunities, creating a vicious cycle in which limited access to work exacerbates poverty, and poverty further diminishes their ability to gain employment.

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How WGU Labs is Supporting Inclusive, Learning-Based Pathways to Opportunity

In today’s rapidly evolving workplace, ensuring inclusivity and accessibility is not just a moral imperative but a strategic necessity. A 2018 Accenture study found that companies that were inclusive toward people with disabilities had 28% higher revenue on average over a four-year period compared to their less-inclusive counterparts. According to the ADA National Network, an eligible small business may take a tax credit of up to $5,000 per year for accommodations made to comply with the ADA. The credit is available for one-half the cost of "eligible access expenditures" that are more than $250 but less than $10,250. A full tax deduction, up to $15,000 per year, is also available to any business for expenses of removing qualified architectural or transportation barriers. Employers may also qualify for a Work Opportunity Tax Credit (WOTC) for each person with a disability they hire. So not only is supporting individuals from underrepresented backgrounds the right thing to do, but it also simply makes economic sense.

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At WGU Labs, our mission is to identify and support scalable solutions that address the biggest challenges in education today. Further, we engage in research, development, and investment to help individuals furthest from opportunity access education to support their goals. As part of this work Labs is leading a pilot program with Making Space, a talent acquisition and learning platform dedicated to creating a more equitable and accessible future of work for Disabled talent — and the winner of the inaugural WGU Labs Accelerator Competition. The pilot will explore Making Space’s model to lower employment barriers for job applicants who self-identify as having a disability by creating a pipeline of pre-qualified applicants seeking evaluator roles at WGU. Each candidate will advance through a curriculum designed to familiarize them with the role.

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The Making Space platform addresses challenges in the hiring and onboarding process. Rather than addressing an employee’s accommodations post-hire, the Making Space model provides onramps to hiring that address a person's needs and training gaps before they apply. As an organization committed to fixing the broken pathway between postsecondary and employment, WGU Labs will be exploring the efficacy of this unique approach. 

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Lowering employment barriers for individuals with disabilities is both a moral imperative and a strategic advantage for organizations. By embracing inclusive hiring practices and digital accessibility standards, employers can tap into a diverse talent pool, fostering innovation and driving business growth. Initiatives like Making Space and WGU Labs' pilot program exemplify the potential to create more equitable pathways to employment, benefiting both individuals with disabilities and the broader workforce.

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