Michigan Ranks 44th for Disability Employment, New Analysis Shows

Photo by Ivan S

Article courtesy of Everway.

Michigan ranks among bottom 10 for disability employment, new study finds

• New data maps the landscape of disability-inclusive employment across the US, highlighting where businesses are successfully tapping into the full spectrum of talent
• South Dakota is leading the way with 61.5% of people with disabilities in work, followed closely by Nebraska and Colorado
• Michigan ranks near the bottom nationally for disability-inclusive employment, placing 44th overall
• The data also identifies key areas for growth, with states like West Virginia (36.4%) showing the greatest opportunity to expand employment access

The data identifies significant variances across the US, highlighting where businesses are successfully tapping into the full spectrum of talent and where barriers still exist. The ranking was created by Everway, who provide solutions for neuroinclusion through their assistive technology software, giving schools and organizations the tools to help people learn, understand and communicate. They measured employment rates across all states using data from Disability Statistics to assess what percentage of people with disabilities in each state are employed.

The Findings

Using the most recent data from Disability Statistics, the analysis ranks all states by the percentage of their disabled population currently in employment.

Nebraska follows in second place (58.7%), proving that the Midwest is a hub for accessible employment.

At the other end of the scale, West Virginia currently records the lowest employment rate for disabled workers at 36.4%, followed by Louisiana (38.7%) and Alabama (38.8%).

The Opportunity 

The states with the most inclusive workplaces, according to disability employment rates

The states with the least inclusive workplaces, according to disability employment rates

Cathy Donnelly, Chief People Officer at Everway, commented: “This data tells us two things. First, that geography still dictates opportunity for too many people. Second, that there is a massive, untapped talent pool ready to work.

The states at the top of this list are showing that it is possible to build environments where different thinkers can thrive. The goal now is to close the gap so that talent, not geography, determines success.

The gap between top-performing states like South Dakota and states like Michigan is striking, and it points to a systemic issue rather than a lack of talent.

1. Champion employee voices: Don’t guess what your team needs. Support employee resource groups (ERGs) where neurodivergent staff and those with disabilities can connect. These groups can advise and guide organizations on what is needed to unleash the potential of the groups they represent.
2. Lead with empathy, not assumptions: Recognize that standard processes don’t work for everyone. Be flexible with how work gets done, not just where it gets done.
3. Design for the individual: Ask employees, “What do you need to do your best work?” When we understand our people, we can provide the right tools – whether that’s assistive technology or a quiet space to work – everyone is individual with their own set of needs
4. Rethink the interview: Traditional interviews can be barriers for autistic candidates or those with anxiety. Provide other means of candidate assessment, for example ask them to submit a case study, do a practical assignment – which people can prepare for and practice ahead of time. Train hiring managers to focus on skills and potential rather than social performance.

No matter where you are based in the US, everyone deserves a neuroinclusive, welcoming and supportive employer, plus a workplace culture where they can thrive, so taking these points into account can go a long way in achieving exactly that.

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