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Competitive employment means having a job in the community where a person with a disability earns the same pay and benefits as people without disabilities doing the same work. It’s about working alongside others and earning a fair wage.
How does Competitive Employment benefit kids with disabilities?
It promotes equality, boosts self-esteem, and integrates them into a diverse workforce, enriching their life experiences.
Why is Competitive Employment essential for inclusive growth?
It ensures kids with special needs have equal opportunities, fostering societal inclusion and diverse team dynamics.
How can apps support Competitive Employment preparation?
Apps, especially those focused on emotional regulation and executive functioning, can enhance essential job-related skills and workplace readiness.
Competitive employment refers to work performed by an individual with a disability in an integrated setting at minimum wage or higher and at a rate comparable to non-disabled workers performing the same tasks. Competitive employment enables people with disabilities to earn an income, pay taxes, and work in the community alongside individuals without disabilities. According to the Bureau of Labor Statistics, only 19.1% of persons with a disability were employed in 2021, compared to 63.7% of those without a disability.
Competitive employment involves several key elements to ensure that individuals with disabilities have equal access to job opportunities:
| Element | Description |
|---|---|
| Integrated settings | Working alongside non-disabled coworkers |
| Minimum wage or higher | Earning at least the federal or state minimum wage |
| Comparable pay | Receiving similar wages and benefits as non-disabled workers |
| Accommodations | Providing reasonable accommodations for job duties |
By promoting competitive employment, we create a more inclusive workforce that values the contributions of all individuals, regardless of disability status.
This post was originally published on Sept. 15, 2023. It was updated on April 30, 2024.
