No Tricks, Just Inclusion: Celebrating NDEAM in the Workplace

October isn’t just about pumpkin spice and costumes—it’s also National Disability Employment Awareness Month (NDEAM). For HR professionals, it’s a chance to reflect on how inclusive our workplaces really are. Compliance with the ADA is essential, but NDEAM reminds us that true inclusion goes beyond checklists—it’s about creating workplaces where every employee feels valued and supported. 

Why This Month Matters

NDEAM has been recognized for more than 75 years, and its message is simple but powerful: people with disabilities are an essential part of our nation’s workforce. For HR and leadership teams, it’s a good time to ask: 

• Are our policies and processes making it easy for employees to ask for what they need? 
• Do our leaders know how to respond when an employee requests an accommodation? 
• Are we going beyond “compliance” to create a culture where accessibility is the norm, not the exception?
   

The Compliance Side of Inclusion 

The ADA requires employers to provide equal opportunities and reasonable accommodations to qualified employees with disabilities. But many organizations stumble not because they’re unwilling—but because they don’t have a clear process in place. That’s where HR comes in. 

A few best practices to keep in mind this October: 

• Document your interactive process. Employees should know how to make a request, and HR should know how to evaluate it. 

• Update your job descriptions. Clear “essential functions” make it easier to assess accommodations and avoid confusion down the road. 

• Train supervisors. Often, an employee’s first conversation about an accommodation is with their manager. If supervisors aren’t prepared, you risk inconsistent handling—or worse, legal exposure. 

• Review your policies. Attendance, leave, and remote work policies can unintentionally create barriers if they’re applied too rigidly. 

Making It Practical 

Check out The People Playbook—we’ve built templates, SOPs, and compliance checklists to help teams navigate these exact issues. From ADA interactive process guides to accommodation policy templates, you don’t have to start from scratch. The right tools keep you compliant while showing employees that inclusion matters. Best of all, most accommodations are simple and low-cost: nearly half cost nothing, and most others are under $500. Sometimes a flexible schedule, ergonomic chair, or minor tech tweak makes a bigger impact than you’d expect—often for less than the price of a team lunch. 

Beyond Compliance

Compliance is the baseline. True inclusion is about creating a workplace where employees feel safe to ask for what they need without fear of judgment or retaliation. When we embrace accessibility as a value—not just a legal requirement—we build teams that are stronger, more innovative, and more connected. 

So this October, take a few minutes to celebrate NDEAM by reviewing your processes, refreshing your policies, and reminding your team that inclusion isn’t seasonal—it’s part of who you are. And if you need help getting started, The People Playbook has the templates and SOPs to guide you every step of the way.