October is National Disability Employment Awareness Month (NDEAM). The U.S. Department of Labor’s Office of Disability Employment Policy is carrying the theme “Celebrating Value and Talent” forward through 2026. We’ve written before about why NDEAM matters. This year, we want to get practical. If you’re a Minnesota employer thinking about hiring employees with disabilities, or wondering how to better support the ones you already have, this post is for you.

The Talent Is Ready

According to the U.S. Bureau of Labor Statistics, the 2025 unemployment rate for people with a disability was 8.3 percent, about double the 4.1 percent rate for people without a disability. Among people with a disability ages 16 to 64, only 38.1 percent were employed.

People counted as unemployed are actively looking for work. That gap represents job seekers who are ready to contribute, and employers who haven’t connected with them yet.

Accommodations Usually Cost Less Than You Think

One of the most common worries we hear from employers is cost. The data is reassuring. In a Job Accommodation Network (JAN) survey of employers who contacted JAN between 2019 and 2024, 61 percent of those who shared cost information said the accommodation cost nothing. Another 33 percent reported a one-time cost, with a median of $300. Employers also reported real benefits: 85 percent said the accommodation helped them keep a valued employee.

Many accommodations are as simple as a schedule adjustment, a quieter workspace, written instructions, or a piece of software.

8 Practical Tips for Hiring and Supporting Employees with Disabilities

• Focus job descriptions on essential functions. Separate the true must-haves from the nice-to-haves. A requirement like “must lift 50 pounds” or “valid driver’s license” can screen out great candidates if the job doesn’t actually call for it.
• Make hiring accessible from the start. Offer more than one way to apply. Say in your postings that accommodations are available during the hiring process. Sharing the interview format or questions ahead of time can help candidates show their real skills.
• Let candidates show what they can do. For some people, a working interview or short job tryout says more than a traditional interview. Minnesota VRS notes that financial incentives, such as cost reimbursements for job tryouts and internships, may be available.
• Keep your accommodation process simple. Make sure employees know who to ask and that requests get a prompt, respectful response. Talk with the employee, who often knows exactly what works. JAN offers free, confidential guidance when you’re not sure.
• Train your supervisors. Supervisors are the people closest to your employees. The Department of Labor encourages employers to make sure supervisors understand their role, including how to handle accommodation requests.
• Make onboarding clear and consistent. Written checklists, visual task lists, consistent routines, and a go-to coworker help every new hire, not just those with disabilities.
• Check in early and often. Short, regular conversations in the first few months catch small issues before they become big ones.
• Partner with an employment services provider. You don’t have to figure this out alone. A provider can help with recruiting, training, and support after the hire.

How L&S Consulting Supports Employers

L&S Consulting is a CARF-accredited provider that has helped Minnesotans with disabilities find and keep meaningful work since 2019. Here’s what partnering with us can look like:

• Job matching. We start by learning about your business, your open positions, and your culture. Then we connect you with candidates whose skills and interests fit the role, with screening and job matching built in.
• On-the-job coaching. A job coach can help a new employee learn tasks, routines, and workplace expectations right on the job. Job coaching is available days, evenings, and weekends.
• Ongoing support. Our job placement services include support for 90 days after the hire date to help the job stick. We stay in touch with both you and your employee.
• Training for your team. Our workshops cover topics like unconscious bias, effective communication, and accommodation strategies.

Employers often ask what this costs. In many cases, our employment services are paid for through the job seeker’s funding source, such as Minnesota Vocational Rehabilitation Services (VRS), rather than by the employer. Give us a call and we’ll walk you through how it works for your situation. Minnesota DEED’s VRS also offers its own business services, including recruitment, consultation, job coaching, and follow-up, at no cost to businesses.

Minnesota Resources to Bookmark

• Minnesota DEED Vocational Rehabilitation Services: Work with an Employment Specialist
• Minnesota State Services for the Blind: Employers
• Job Accommodation Network (JAN)
• U.S. Department of Labor: NDEAM ideas and resources

Let’s Build Your Team Together

NDEAM is a great time to start, but inclusive hiring works best as a year-round habit. Whether you’re filling one position or rethinking how you recruit, we’d love to help.

L&S Consulting serves the Minneapolis–St. Paul metro and suburbs and Northern Minnesota. Call or text us at (651) 505-2250 or email info@lsconsultingmn.com. You can also learn more about our employer services and job placement and coaching.