2025 is just around the corner. It feels like we were setting goals for 2024 only yesterday, and now it’s time to implement new strategies or reevaluate existing plans. No matter where your People and Culture team stands today, hopefully, you’re reaping the rewards of a successful year. As we look ahead, it’s time to prepare for what’s coming in 2025.
Bobby Dodd Institute (BDI) is a leader in hiring individuals with disabilities. The team brings a wealth of knowledge grounded in real-life experiences that have helped the organization build a dedicated workforce connected to a mission no one can overlook.
Our People and Culture team compiled key trends to watch in 2025 to help you crush your hiring goals, boost employee morale, and expand your inclusion efforts.
Technology is Your Friend
Have you seen the new features offered by Apple’s AirPods? This device, often used to make calls, listen to music, or your favorite podcast during your daily walk, is now a tool that can help individuals with auditory disabilities hear more clearly. This is possible with the click of a button. Our way of interacting with the world evolves, so why shouldn’t our hiring processes?
Kalita Vangas is the People and Culture Manager at BDI. For her, embracing the latest technology can only help human resources teams and elevate their hiring game. With the influx of new technology, including AI, we are now able to accomplish tasks with speeds and accuracy that were not possible before. AI is here, and it’s not going anywhere, so we either have to harness its power, or it will harness us. The businesses that have opened their hearts and minds to it will outperform those that haven’t.
“I know some industries aren’t using it as much—almost like part of the old guard, reluctant to incorporate it. But if they could be encouraged to move toward that—not just AI, but other technologies—it could make a significant difference,” says Stephanie Bolton, VP of People and Culture at BDI.
Leveraging technology, from families to individuals to employers, is crucial for ongoing success.
Don’t Underestimate a Good Accessibility Audit
How often does your organization conduct an accessibility audit? If you’re not doing so, you’re missing out on a significant opportunity to elevate your business and stand shoulder to shoulder with the best in the world. Do you know exactly how many individuals with disabilities work at your organization? The truth is that many employers are unaware that there may be people on their team with disabilities who have not disclosed them.
Even so, it’s the employer’s responsibility to conduct these audits and genuinely listen to the people within their organization.
“That conversation seems to have faded for employers. It’s not quite the same anymore. If employers are looking to improve how they support individuals with disabilities, there should at least be an annual accessibility audit. Ideally, it would be more frequent,” says Kali.
We know that achieving full accessibility doesn’t happen overnight. Even in an organization like BDI, which focuses on employing individuals with disabilities, we can’t identify every gap. And that’s OK, as long as there’s a consistent effort to improve. By conducting regular audits and engaging people with varying disabilities—asking a simple question like, “How are you experiencing our space?”—you can gain valuable insights.
It’s also essential to measure your success beyond the numbers. Consider employee retention and overall satisfaction as key indicators of progress.
Make it Personal
We’ve talked about technology and how it can enhance our lives and businesses. But while leveraging the power of AI and other modern advancements, don’t forget the importance of the personal touch—it will never go out of style.
At BDI, we provide one-on-one support throughout the entire hiring process and beyond. “That personal touch is something not every employer offers to individuals with disabilities, whether those disabilities are identified or not. What sets us apart is that personalized interaction,” says Kali.
Try to see the process through the applicant’s lens. Applying for a job can be overwhelming. Most systems are automated, and candidates often don’t get the opportunity to speak with someone. As humans, we all crave connection. This personal approach becomes even more critical in situations where the hiring process may take months due to various requirements.
“Make sure you reach out regularly to candidates, ensuring they feel supported and informed. This personal touch is why we can retain candidates throughout such a long process. You don’t get that with AI,” Stephanie added.
When hiring individuals with disabilities, don’t stop with the candidate. Building connections with their natural support networks—like their doctors, for example—takes the process a step beyond standard procedures.
This approach also includes educating managers. While the HR team may oversee the initial hiring process, managers play a crucial role in building an inclusive environment. Every interaction matters—from onboarding to daily operations. It’s about creating a company culture where everyone feels valued, supported, and aligned with the organization’s mission.
Promote Reasonable Accommodations
Another key measure is how accommodating the workplace is. Is it cumbersome for employees to request accommodations? Do they even know this option exists? A low number of accommodation requests in a large organization is a red flag and a sign for a lack of awareness or trust. Employers should take every accommodation request seriously to help employees succeed.
It’s also important to be prepared for the fact that employees might develop disabilities during their time with a company. Employers must be ready to accommodate these changes if they want to retain their talent. A manager’s response to an accommodation request can significantly impact an employee’s confidence and morale. A supportive response builds trust and loyalty.
“Often, we work to undo the damage caused by previous employers who failed to support their disabled employees. People fear losing their jobs just for being honest about their needs. We hear these stories often, and it’s heartbreaking. Unfortunately, this experience is far more common than it should be,” Stephanie noted.
A critical aspect of workplace inclusivity is a company’s response to employee needs, particularly those related to disabilities. Disabilities can be temporary or permanent, and how a company reacts to an employee’s illness or injury speaks volumes about its culture.
Remote Work Is Here to Stay
During the pandemic, remote work became the norm, benefiting many people with disabilities. However, as return-to-office mandates increase, we must ensure that progress in accessibility and accommodations isn’t lost.
People with disabilities, among others, were able to do their jobs from home. “We know that companies want to enforce return-to-office mandates, but I think they really need to think twice before instituting a global “everybody back in the office” policy. Not every position can be performed at home; I completely understand that. However, for those positions that can, it seems smart to continue offering that option to employees, especially those with disabilities. Their only accommodation might be the ability to work from home. They’re already set up to do that, and, for the most part, they’ve been performing those jobs successfully. That’s a reasonable accommodation that wouldn’t cost the employer a penny. It’s a win-win for everybody,” says Stephanie.
Focus on Mental Health
Work-from-home arrangements provide flexibility, which is key to retaining employees. This flexibility promotes work-life balance, ultimately leading to improved mental health. That should certainly be at the forefront for most companies right now. Many are deeply concerned about their employees’ mental health, and work-life balance plays a huge role in addressing that concern.
Stephanie understands the importance of this policy very well. She lives 50 miles away from her office, and driving in Atlanta traffic daily would have taken a significant toll on her mental state.
“Obviously, it’s my choice to live 50 miles away from work—work doesn’t make me do that—I could move to the city and choose not to. I totally understand that. But when I have to sit in a car for 2 1/2 to 3 hours a day, I am not a happy person. It’s really hard to be happy when I get to work, and it’s really hard to be happy when I get home. I feel like I’m just not as productive as I could be. That’s something that has definitely helped with the growing mental health awareness in companies. I think it’s been long overdue, too,” Stephanie shared her personal perspective.
Prioritizing employees’ mental health is crucial, so consider this when selecting health insurance plans. Ensure you provide enough options for people to access services when they need them, and most importantly, normalize conversations about mental health at work. Do not let your employees feel guilty or ashamed about how they feel. Provide an accommodating and understanding platform where they can be themselves without fear of stigma.
Shift the Way You Think When Hiring People With Disabilities
Employers are long overdue to rethink their approach to hiring individuals with disabilities. This should not be a one-time effort excessively promoted as part of marketing campaigns. Most importantly, don’t view it as doing a favor to the person you hired.
“For me personally, I don’t think it’s happened as fast as I’d like it to, but I feel like employers need to shift how they think about hiring a person with a disability. In the past, it’s been looked at as a favor to them to hire them. It’s like, “Look at us, we’ve hired a person with a disability; we’re so good.” They need to shift that way of thinking to: “No, I haven’t just hired a person with a disability. I’ve hired someone who can really help make my workplace productive, profitable, and more diverse,” Stephanie pointed out.
Responsible employers need to be thankful that the candidate has chosen to work for their company. This is a compliment for the work they have been doing to build an inclusive workplace.
“The overarching thing is to lead with the person, not the disability,” Kali added.
Responsible employers should recognize that having a candidate choose to work for their company complements their efforts to build an inclusive workplace.
Disability is highly individualized. Even if two people have the same condition, it doesn’t mean it will look the same way for both. They may require different accommodations or support to meet their specific needs. Additionally, people come from diverse backgrounds, cultures, and family traditions, which shape unique perspectives for each individual.
This brings up another important point. “We can’t say, “This person has a disability, so he or she will be loyal. Sometimes, I feel we’re referring to the employees as pets in that description, not people. A lot of people can be loyal to a company. And it shouldn’t be because they have a disability,” Kali says. Kali added: “It shouldn’t be like an influencer type of thing. We just have to make sure we’re treating people as people. People first, disability later down the line.”
Fostering a diverse workforce that reflects the world we live in is essential. For employers, it’s a partnership that requires ongoing effort to flourish.
“When meeting with your employees, you’re not meeting to just talk about their disability. That’s not the only component of who they are. You’re looking at their work and asking what they need. We have to avoid a savior complex—like we’re trying to save people from disability as if it’s a bad thing or something to be scared to look at head-on. We have to acknowledge that we’re all different people with unique challenges, experiences, and ways of doing things. There’s richness in those experiences, but we can’t exploit them. There’s a fine line,” said Kali.
Bonus: What to Look For in Resumes
AI-generated resumes are becoming more common, but they often lack one vital thing—authenticity. Look for personalized resumes, and remember, feedback and coaching are essential, especially for individuals who may not be familiar with current job application standards. This includes candidates supported by caregivers or family members who might also be out of touch with industry norms. “Depending on the referral process, we may partner with organizations to help candidates enhance their resumes and interview skills. For example, we work closely with case managers to match candidates to suitable roles based on their abilities and interests. Our goal is to set candidates up for success by aligning their skills with job requirements,” says Stephanie.
These trends are here to stay. They will continue evolving and adapting to reality. If you’re working to build the business of the future, don’t overestimate their impact.
