By David Egan, Melwood Enterprise Board Member
For over 25 years, I’ve worked in competitive roles at prestigious companies. I became the first person with an intellectual disability selected as a Joseph P. Kennedy Jr. Public Policy Fellow on Capitol Hill. I’ve testified before Congress, addressed the United Nations, spoken internationally, currently serve on numerous boards including Melwood Enterprises and the CEO Commission on Disability Employment, and I am the author of “More Alike Than Different: My Life with Down syndrome.”
In many ways, my career path reflects the drive and commitment of any professional. What sets my story apart is maybe what is not expected: I have Down syndrome.
My success stems from two key factors: a strong work ethic and a lifelong system of support. My family believed in me. My teachers prepared me. My mentors cared about me and my employers gave me the training, tools and opportunities to succeed.
Now, as a Board Member with the Melwood Family of Companies, one of the nation’s leaders in employing people with disabilities, I’m working to make my experience the norm—not the exception. Here are five things I want every employer to know about hiring individuals with disabilities:
- Focus on abilities, not disabilities
People with disabilities have dreams, goals, and talents—just like everyone else. The most important thing an employer can do is to see us as people who have the necessary skills and training for jobs we apply for, who want to learn, work hard, and succeed. We want to contribute and be fully included – not be a token team member. When you look past labels and focus on what we can do—as opposed to what we cannot do—you’ll find talented, capable employees ready to contribute in meaningful ways.
- Hiring us is a good business decision and social responsibility
When companies don’t hire people with disabilities, they miss out on reliable, capable, and loyal talent. Inclusive workplaces aren’t just the right thing to do—they’re good for business. Research shows companies that prioritize disability inclusion earn higher revenue and are twice as likely to outperform peers in shareholder returns.
Inclusive teams are more collaborative, innovative, and engaged. Managers become more thoughtful. Colleagues build empathy. And everyone benefits from an environment where they feel safe to bring their full selves to work.
- Accommodations are simple—and often free
Employers often worry that hiring people with disabilities will be too complicated or expensive. That’s a myth. According to the Job Accommodation Network, more than half of all accommodations cost nothing, and the median cost for those that do is usually under $500.
Simple adjustments like flexible schedules, written instructions, or virtual meetings are all examples of accommodations that can make an impactful difference. For people with intellectual and developmental disabilities, the most important accommodations are often human ones—including mentorship, encouragement, expectations, specific measurable objectives with a slice of patience.
When it comes to hiring employees with disabilities, one of the most important thing employers can do is rethink perceptions, mindsets, and especially accommodations.
- Full inclusion drives success
Reaping the benefits of hiring disabled employees means creating a culture of inclusion. In all of my jobs, I succeeded because I was fully included. I was one of them, not one among them. I am a member of the team. That meant I was treated like everyone else—with performance goals, honest feedback, and a say in changes that impacted my work. That’s what full inclusion means: being held to the same standards, invited into the same conversations, and given the same opportunities to grow.
- You’re not alone—organizations like Melwood can help
Employers sometimes hesitate to hire workers with disabilities because they’re afraid of making mistakes. But inaction means missing out on talent and perpetuating exclusion. That’s where organizations like Melwood come in.
Organizations like Melwood support both sides of the employment equation—helping people with disabilities explore careers, gain skills, and find jobs, while guiding employers in inclusive hiring and retention practices. With organizations like Melwood by your side, employers can rest assured knowing they are implementing best practices the first time, every time.
If you’re an employer who wants to build a stronger, more inclusive workforce, don’t wait—take action. Hiring people with disabilities isn’t just the right thing to do; it’s a smart investment in your team, your culture, and your bottom line. You don’t have to figure it out alone. At Melwood, we’re here to help—whether you’re just getting started or ready to expand your efforts. Reach out to us to learn how inclusive hiring can transform your workplace. The talent is out there. Let us help you find it.
