An estimated 91,000 Connecticut residents with disabilities ages 18 to 64 were employed in 2024, according to figures compiled by the Center for Research on Disability. That represents 45.9% of working-age people with disabilities living in the community, a rate slightly below the national figure of 46.5%.
Local employers provide models — and face challenges
Small local enterprises such as ReRead Books & More in Cheshire offer a glimpse of how employment for people with disabilities can work in practice. About half the bookstore’s roughly 14 employees are people with disabilities, said Hope Reinhard, executive director of the Connecticut Community Empowerment Foundation, which operates the store.
“I’ve gotten calls from outside of the state looking for advice,” Reinhard said. “I got a call from someone in Michigan the other day.”
Reinhard and other advocates said hiring remains difficult in many suburban and rural areas, where employers and job opportunities are more limited. She pointed to a handful of businesses in Cheshire, including grocery stores and a hardware store, that hire people with disabilities, but said she hears from few other Connecticut businesses that are proactively seeking to employ them.
Advocates emphasize employer education and job matching
Organizations that help connect job seekers with disabilities to employers say the problem is not a lack of willing workers but a gap in knowledge among employers about how to recruit, accommodate and support those employees.
“That’s a big part of our job — educating employers about what they can expect if they hire workers with disabilities,” said Elizabeth Navarro, deputy director of Jobs for Connecticut at Best Buddies.
Best Buddies and similar groups work with employers’ existing staff and help match job seekers to positions aligned with their skills and interests. Lezlye Zupkus, state director of the Connecticut chapter of Best Buddies, said the organization helps place people in roles where they can succeed and contribute.
What employers can do
Advocates listed practical steps employers can take to expand opportunities for workers with disabilities. Those actions can increase hiring without imposing significant costs.
- Provide clear, accessible job descriptions that focus on essential duties.
- Offer flexible scheduling or structured shifts when possible.
- Partner with local employment-support organizations for recruitment and training.
- Make simple accommodations, such as modified workstations or assistive technology.
- Train supervisors and co-workers on inclusive practices and communication.
Data in context
The Center for Research on Disability’s estimate places Connecticut slightly under the national employment rate for working-age adults with disabilities. While the difference — 45.9% versus 46.5% nationally — is modest, advocates said the headline figure obscures the unmet demand for work among people with disabilities and regional disparities in opportunity.
| Measure | Connecticut (2024) | National (2024) |
|---|---|---|
| Employment rate (ages 18–64, with disabilities) | 45.9% | 46.5% |
| Estimated employed residents | 91,000 | N/A |
Barriers beyond hiring
Advocates say obstacles extend beyond the moment of hiring. Transportation, workplace accessibility, consistent on-the-job support and community attitudes all influence whether an employment arrangement is sustainable. Organizations that place workers often provide ongoing coaching to address performance questions and to help employers adapt roles when needed.
Programs that succeed tend to combine recruitment assistance with workplace training and follow-up support. Those elements can reduce turnover and help employers see the long-term value of inclusive hiring.
Why this matters locally
Expanding employment opportunities for people with disabilities has practical and economic implications for towns across Connecticut. Filling open positions helps small businesses remain viable, reduces reliance on public benefits for people who can and want to work, and strengthens local economies. For rural and suburban communities, tapping into an underutilized labor pool can be especially valuable as employers face recruitment challenges.
Advocates say growth in employment among people with disabilities will require partnership: employers willing to try new hiring practices, support organizations that provide placement and coaching, and community leaders who can promote inclusive policies. Until more employers take those steps, advocates say, the roughly 91,000 people working in Connecticut represent progress but not the end of the story.
