Apprenticeship programs are they key to making benefits disability-inclusive

• Key Insight: Discover how apprenticeships can unlock untapped disabled talent pipelines for stable hiring.
• What's at Stake: Labor shortages and turnover risks if firms ignore inclusive apprenticeship models.
• Supporting Data: Only 23% of people with disabilities are employed versus 66% without.
• Source: Bullets generated by AI with editorial review

Inclusion efforts are still falling short when it comes to bringing more disabled workers into the labor force — but apprenticeship programs may be the missing link.

Only about 23% of people with disabilities are employed, compared with nearly 66% of those without disabilities, according to a 2024 report from the Bureau of Labor Statistics. Many employers have turned to inclusive language and hiring initiatives to close that gap. While those efforts matter, real progress depends on building clear, supported pathways into work.

"Disability inclusion is one of the last big untapped talent pools across the country," says Nicholas Wyman, the CEO of the Institute for Workplace Skills and Innovation Group (IWSI). "We are living in times of change and the workforce is constantly changing, but we still have all of these employees waiting on the sidelines."   

Read more: Why employers can no longer ignore 'invisible' disabilities

The existing employment gap is often worsened by employers' hesitation to hire disabled workers who lack formal credentials or prior experience, according to Wyman, particularly if accommodating them is seen as an added expense. However, degrees and certificates are not only expensive for the job seeker, they aren't always necessary if people are given the chance to learn and adapt on the job — something apprenticeships are designed to provide.    

Creating opportunities

Unlike internship programs, which are typically short-term and oftentime unpaid, apprenticeships offer both hands-on training and a paycheck while also providing a direct route into long-term, stable careers. Most programs are also required to provide reasonable accommodations like adaptive technology, flexible scheduling or modified workspaces, which help ensure that participants have as equal an opportunity as their non-disabled colleagues to succeed. Beyond technical skills, apprenticeships also help disabled employees build confidence, professional experience and industry connections. 

These advantages not only support disabled workers, Wyman adds, they also position them as strong candidates in the job market.

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"There are different ways to get to the same end point professionally," he says. "But compared to someone who's gone through four years of college and had an unpaid internship, a person who's had an apprenticeship and spent a lot of time in a real workplace could potentially be more employable straight off the bat." 

Improving workplace diversity and engagement

A workplace benefit like an apprenticeship program isn't just a public good — it's a smart business strategy, too, Wyman says. By investing in inclusive apprenticeships, leaders are gaining access to a new, large talent pool, while also tailoring their programs to fit their organizational needs. As a result, employers end up fostering loyalty among these communities and reducing turnover, as disabled employees who are given real opportunities tend to stay and thrive. 

In order to make the most of their programs and reap the benefits, though, leaders will need to be intentional about how they build them. Wyman suggests prioritizing programs that focus on mentorship opportunities and grant employees access to career coaches, too.  

Read more: Amazon makes it harder for disabled employees to work from home

"If you're going to make this commitment to build this program, you have to do everything possible to make sure it succeeds," he says. "Losing talent is expensive for organizations. Inclusion is more affordable." 

Still, the process to register specific apprenticeships federally or at the state level can be a lengthy one, according to Wyman, which can turn organizations off from taking the first step. For that reason, IWSI offers to partner with organizations to offer them their own pre-registered and ready-to-use programs they can deploy immediately. The goal, Wyman says, is to eliminate as many boundaries to equity as possible. 

"We've got to remain positive, flexible and focused on the mission, [which is lasting inclusion,]" Wyman says. "If people are open minded and prepared to go against the status quo through new approaches, we can reach it."