This October, the U.S. Department of Labor celebrates 80 years of National Disability Employment Awareness Month (NDEAM)—a milestone that honors the contributions of people with disabilities in the U.S. workforce. What began as a week-long observance in 1945 has grown into a national movement that recognizes the challenges people with disabilities face and the value, resilience and perseverance they bring to our workforce. As a vocational expert working with the Social Security Administration’s Ticket to Work (TTW) Program, I’ve had the privilege to witness that value firsthand. TTW participants are achieving financial stability and reshaping what meaningful employment looks like.
The 2025 Theme: Talent, Value & Recognition
This year’s NDEAM theme is a powerful reminder of what drives progress: “The Value and Talent of America’s Workers with Disabilities.” This theme emphasizes a critical shift in national awareness— fully recognizing the talents, skills and contributions of workers with disabilities in the workforce.
This shift is evident in the growing number of organizations that highlight ability, not disability. Past and present achievements of workers with disabilities are being honored more publicly, and with greater intention. Stories of career growth, innovation and leadership challenge long-standing stereotypes and encourage accessible hiring practices. This theme also reflects a more expansive understanding of disability—including mental health conditions, neurodiversity and non-apparent disabilities. These are realities many TTW participants have long navigated with strength, professionalism and quiet perseverance.
The Ticket to Work Journey: Measured by Milestones
For those of us who support individuals through TTW, we know that work is not just about earning a paycheck—it’s about reclaiming purpose, dignity and independence. While the public may see TTW as a path back to work, we see it as a starting point toward lasting change.
TTW participants routinely achieve outcomes that speak volumes: higher job retention, greater workplace satisfaction and a real chance at long-term financial stability. Many transition from entry-level positions to roles that offer retirement plans and advancement opportunities. And some start their own businesses, mentor peers or become leaders in their field. The dedication and drive TTW participants bring can lead greater fulfillment and productivity for an entire team. Their perspectives and lived experiences can deepen workplace culture and innovation. Their adaptability, creative problem-solving and emotional intelligence are assets in any industry—but particularly valuable in fast-changing environments like customer service, healthcare and technology.
I have witnessed TTW participants help employers improve accessibility and foster more inclusive team practices that benefit all employees. I’ve also seen how loyalty and lower turnover among employees with disabilities contribute to better workforce stability and morale. When people are supported and respected, they don’t just stay—they thrive. They gain a sense of purpose, community and fulfillment from their work.
Reframing Challenges: What We Don’t Talk About Enough
I’ve written repeatedly about traditional barriers individuals with disabilities face like accessibility and stigma, I’d like to talk about several emerging challenges.
1. Career Plateaus Post-Transition
While we mentioned TTW participants who advance in their careers, there are still many who secure employment but don’t find opportunities to grow. They require continued support and mentorship to continue to grow and excel. Ticketholders can work with their Employment Network to find ways to build skills, develop leadership and create job paths.
2. Digital Skill Gaps
Workers with disabilities may need to upskill their training in digital tools. Bridging this gap with accessible learning platforms and credentialing opportunities is strategic for long-term competitiveness.
3. Psychosocial Pressures After Benefits End
For some Ticketholders, letting go of their SSDI benefits could bring anxiety about job loss, their health or financial setbacks. Access to peer mentoring, life transition counseling and understanding the work incentives included in TTW go a long way toward reducing stress and continued job success.
How Employers Can Help
Employers play a critical role in realizing the vision behind NDEAM. It’s time to refocus not just on how people with disabilities are hired, but how they’re developed, retained and celebrated. Talent doesn’t always follow traditional paths. Sometimes it emerges from places we haven’t thought to look.
Those who’ve embraced hiring individuals with disabilities—particularly through programs like TTW—have discovered that diversity builds strength. These employers are not just changing individual lives—they’re improving their own bottom lines and making the American workforce better for everyone.
This month, employers can honor NDEAM by spotlighting success stories, hosting internal events that elevate employee voices and collaborating with local ENs or workforce boards to recruit individual with disabilities. The impact of those efforts extends far beyond October.
The Next 80 Years Begins Now
Eighty years ago, a small but powerful idea took root: people with disabilities deserve the opportunity to work and thrive. This year, we honor that legacy— by remembering the trailblazers of the past and championing the workers, employers and programs building a more accessible future.
Let’s keep building a workforce where every skill, every strength and every story matters.