Recognizing National Disability Independence Day: Why It Matters in the Workplace

Cynthia Jenkins
Jul 26
3 min read

Updated: Aug 5

Each year on July 26, we recognize National Disability Independence Day—a day that marks the anniversary of the Americans with Disabilities Act (ADA), signed into law in 1990. This legislation was a turning point in U.S. history. It prohibits discrimination against individuals with disabilities in all areas of public life, including employment, transportation, and access to public and private spaces open to the general public.

For employers, the ADA is not just about meeting compliance requirements. It is about recognizing the importance of equity, accessibility, and respect in the workplace. National Disability Independence Day provides a timely opportunity to reflect on how our workplaces support team members with disabilities and where we can improve.

Why This Day Matters in HR and Leadership

One in four U.S. adults lives with a disability, according to the CDC. This statistic underscores how critical it is for organizations to prioritize inclusive practices. This is not just for legal compliance, but for ethical leadership and business success. People with disabilities bring diverse perspectives, creativity, problem-solving skills, and resilience to the workplace. Yet, barriers still exist—physical, digital, and cultural.

Too often, inclusion efforts focus on race, gender, or age without fully addressing disability inclusion. Recognizing this day invites organizations to take a closer look at whether their policies, culture, and leadership truly support all employees.

Practical Ways Employers Can Observe This Day

1. Revisit ADA Compliance Proactively

Make sure your hiring process, facilities, technologies, and employee policies meet ADA standards. Are job descriptions written in a way that welcomes applicants with disabilities? Are reasonable accommodations clearly explained and easy to request? Accessibility includes both the physical workspace and digital systems—everything from office entryways to internal software and meeting platforms.

2. Normalize Conversations Around Accommodations

Employees may hesitate to disclose a disability or request accommodations due to fear of judgment or reprisal. Leaders and HR teams can help by fostering a culture where these conversations are welcomed and met with support. Simple actions, like including accommodation language in onboarding materials or regularly reminding staff of available resources, can make a big difference.

3. Provide Manager Training

Frontline managers often play a key role in implementing accommodations and setting the tone for inclusion. Equip them with the knowledge and tools to navigate accommodation requests. They should respond with empathy and ensure fairness in performance management and team dynamics.

4. Share Stories and Elevate Voices

If employees are comfortable doing so, highlighting the lived experiences of team members with disabilities can build awareness and strengthen community. You can also share external resources or invite guest speakers to discuss accessibility and disability inclusion.

5. Audit Your Culture—Not Just Your Policies

Compliance is important, but inclusion goes further. Are people with disabilities represented in leadership roles? Do team-building activities consider diverse needs? Are performance expectations flexible enough to account for different working styles or needs?

Building an Inclusive Future

True disability inclusion means moving beyond checkboxes and toward intentional equity. By taking action—especially on milestone days like July 26—employers send a clear message that every team member is valued, seen, and supported.

Inclusion isn’t a one-time event or a set of policies tucked away in a handbook. It is an ongoing commitment that requires continuous learning, humility, and courage. Recognizing National Disability Independence Day is a meaningful step in that journey.

Need help reviewing your company’s accessibility practices or creating a more inclusive workplace culture? Our team is here to support you. Let’s work together to make every employee feel empowered to do their best work—without barriers.