Brandy Gerdes-Schutz
Equal pay for people with disabilities is often discussed as a policy issue, but in practice it reflects something much deeper: what we expect from our systems and ourselves. Across the country, providers, employers, and advocates are working to move employment forward, and progress is real. Yet when we look at outcomes for people with intellectual and developmental disabilities (I/DD), the data offers a clear reminder that the work is far from finished.
National Core Indicators data shows that only about 14 percent to 19 percent of working age adults with intellectual and developmental disabilities who receive state funded services have paid jobs in their communities.
While disability employment overall has gained momentum, the reality for people with I/DD remains different. Progress is happening, and significant gaps remain. If equal pay is the goal, employment itself must become an expectation rather than the exception.
Another concern about employment is the potential impact on an individual’s public benefits. There are real considerations here. As earnings increase, certain benefits can change. However, a myth persists that support disappears once an individual gains employment. In reality, there are work incentives, savings tools such as ABLE accounts, as well as specific pathways that allow people to build income while maintaining essential coverage.
The most important step is informed planning. Washington, where I have spent my career working alongside people with I/DD, offers many free benefits planning services so individuals and families can understand how employment will affect their specific situation before decisions are made. Accurate information and professional guidance should shape employment decisions, not fear.
Looking more closely at national outcomes, a picture emerges. Many people who want to work are still disconnected from employment opportunities.
This is not a reflection of individual ability, but reflects systems, expectations, and access. For decades, the field has worked to move away from models that separate people with I/DD from the broader workforce. Conversations about equal pay cannot be separated from the larger question of whether people have access to meaningful employment at all.
I have witnessed outcomes change when systems change. In Washington State participation in competitive, integrated employment looks different. This is not because one state has all the answers. It reflects long term investment in individualized employment supports, strong employer partnerships, and a shared belief that people with I/DD belong in the workforce.
Research shows that when employment is included intentionally in a person’s service planning, individuals are far more likely to achieve competitive employment outcomes. These lessons are not a blueprint to copy, but offer a clear reality check. Expectations shape results.
The conversation about equal pay is often framed as a social issue, but employment outcomes for people with I/DD also shape local economies, workforce stability, and community sustainability. When individuals have access to competitive employment, the impact extends beyond a paycheck. Businesses gain consistent employees, teams grow stronger, and communities expand through increased participation.
People with I/DD represent an underutilized talent pool made up of individuals who want to work, contribute, and build long-term careers.
Researchers have shown that employers benefit when they include people with disabilities in their workforce. Organizations report improved retention, clearer communication, and stronger workplace culture. Inclusive hiring does not mean lowering expectations. It means recognizing talent that has often been overlooked. Many communities are navigating workforce shortages and the need for stable employees. People with I/DD represent an underutilized talent pool made up of individuals who want to work, contribute, and build long-term careers.
Representation matters. People with intellectual and developmental disabilities are members of every community, yet their voices remain underrepresented in many employment discussions, especially in spaces where decisions are made about program design and workforce expectations. Too often, systems are shaped by assumptions rather than lived experience. When individuals with I/DD are present not only as employees but also as advisors and leaders, the conversation shifts. Equal pay becomes less about advocacy on someone’s behalf and more about honoring expectations individuals set for themselves.
None of this work happens in isolation. Providers, families, employers, and policymakers across the country are navigating complex systems, workforce challenges, and changing expectations about what inclusive employment means. Progress does not look the same everywhere, and change takes time. Yet, the data and lived experiences of people with I/DD point in the same direction. When systems prioritize individualized employment and equitable wages, communities benefit, businesses gain dedicated employees, local economies strengthen, and individuals experience greater stability and connection.
Equal pay is not the final destination. It is but one indicator that people with intellectual and developmental disabilities are recognized as full participants in the workforce and valued for their contributions. Let’s work together to build employment systems where opportunity, representation, and equitable pay are the expectation rather than the exception.
Compass Career Solutions, a Dungarvin company, provides programs and services in Washington through supported employment, supportive housing, person-centered planning, community inclusion and transitions for individuals with various support needs.