In this blog Mary-Kate Wells and Jessica Podesva  from the National Council on Independent Living (NCIL) discuss the role of Centers for Independent Living (CILs) in advancing competitive, integrated employment (CIE). Hear more from NCIL in the Disability Employment Technical Assistance Center (DETAC) podcast with NCIL Executive Director, Theo Braddy, about the Impact of Ableism on Disability Employment. Listen here: https://aoddisabilityemploymenttacenter.com/the-impact-of-ableism-on-disability-employment/

 

The Independent Living Movement has long opposed the use of 14(c) certificates and advocated for CIE opportunities for people with disabilities. [1] Employers use 14(c) certificates to pay disabled people subminimum wages that are often far lower than the minimum wage—sometimes just pennies per hour. This work is often done in segregated settings such as sheltered workshops. While the 14(c) program was established to be a steppingstone to competitive employment for people with disabilities, we now know that most people employed in segregated settings remain there and never leave to take jobs in the community.

 

Expanding CIE is critical to ensuring disabled workers have the opportunity to earn the same wages and have the same opportunities as their non-disabled coworkers. It is also critical to ensuring they can work in the community, alongside non-disabled workers, rather than in segregated settings.

 

Since their inception, CILs have played a vital role in assisting consumers with diverse disabilities in transitioning into CIE. Employment support can be woven into all five core services that CILs are federally mandated to provide. CILs have demonstrated success providing both job supports and the independent living skills training and supports necessary to maintain the employment.

 

The Role of CILs in Advancing CIE

CILs are community-based, non-profit organizations run by and for people with disabilities. Their mission is to promote independent living, full community inclusion, and equal access to opportunities, including employment. CILs are uniquely positioned to lead the charge in ending subminimum wage practices and advocating for policies that support CIE for people with disabilities.

 

1. Advocacy for Policy Change:

CILs have been at the forefront of disability advocacy, pushing for legislative changes that support the rights of people with disabilities. Many CILs have taken strong stances against the 14(c) program, working alongside national campaigns like the Transformation to Competitive Employment Act and Disability Integration Act. By leveraging their influence, CILs can help raise awareness about the injustice of subminimum wages and advocate for policy changes that ensure all workers are paid fairly for their labor.

 

CILs advocate for policies that promote employment equity for people with disabilities. This includes:

 

• Promoting inclusive employment policies: CILs work at the local, state, and federal level to push for stronger enforcement of disability employment rights, such as the Americans with Disabilities Act (ADA).
• Educating policymakers and businesses: CILs engage with lawmakers and employers to highlight the importance of accessible workplaces, equal pay, and inclusive hiring practices.

 

2. Promoting CIE:

CILs focus on ensuring that people with disabilities have access to CIE. CIE means that individuals with disabilities work in mainstream jobs alongside their non-disabled peers, are paid at least minimum wage, and have opportunities for career advancement. CILs provide information and referrals, peer mentoring, and independent living skills training that empower disabled workers to find meaningful employment that aligns with their skills and career goals.

 

CILs can:

• Support youth transition programs: Many CILs offer transition services for youth with disabilities, helping them move from school to employment in integrated settings.
• Work with employers to create inclusive environments: CILs can help businesses adapt their work environments and policies to foster inclusion, ensuring that individuals with disabilities are hired, paid fairly, and provided opportunities for advancement.

3. Peer Support and Disability-Led Leadership:

One of the most powerful aspects of CILs is their commitment to peer support and leadership by people with disabilities. This model allows individuals with disabilities to learn from one another, share experiences, and build confidence in their ability to succeed in the workplace. By fostering a sense of community and shared responsibility, CILs help individuals realize that they are not only entitled to equal pay but are also capable of thriving in any career field they choose.

 

Peer support and disability-led leadership:

• Builds confidence: Peer mentors share their own experiences and strategies for overcoming workplace challenges, helping job seekers gain confidence in their own abilities.
• Provides role models: Seeing others with disabilities succeed in CIE can be a powerful motivator.
• Offers ongoing support: CILs create a community of support that extends beyond the job search, helping workers navigate issues like career advancement, job retention, and workplace challenges.
• Provides a blueprint for other organizations: By placing people with disabilities in leadership positions, CILs demonstrate the value of diverse perspectives in decision-making and highlight the capabilities of disabled workers.

 

4. Building Employer Partnerships:

CILs work closely with employers to promote inclusive hiring practices and create accessible workplaces. They provide education on disability rights, reasonable accommodations, and the benefits of employing people with disabilities. Through these partnerships, CILs are helping to break down stereotypes and show employers the immense value that disabled workers bring to the workforce.

 

CILs can:

• Forge employer partnerships: Many CILs build strong relationships with local businesses, advocating for the benefits of hiring individuals with disabilities. CILs can also offer guidance on how to create accessible work environments and provide necessary accommodations.
• Offer disability awareness training for employers: CILs help educate employers about the needs and rights of disabled workers, breaking down misconceptions and reducing workplace discrimination.
• Facilitate job matching: CILs connect job seekers with disabilities to employers looking for diverse talent, ensuring that both parties are prepared for success.

 

5. Empowering Self-Advocacy

CILs encourage individuals with disabilities to advocate for their own rights in the workplace. Through self-advocacy training, people with disabilities learn how to:

 

• Know their rights: CILs can teach individuals about their legal rights under the ADA, as well as other state and federal protections that ensure workplace equity.
• Stand up for fair treatment: Workers are empowered to speak up against discrimination, demand reasonable accommodations, and advocate for their career development and advancement.
• Assist with requests for accommodations: Whether it’s providing peer support on how to ask for a flexible work schedule, ergonomic equipment, or assistive technology, CILs empower individuals to advocate for themselves.

Conculsion

Subminimum wages for workers with disabilities are a relic of the past, rooted in outdated and discriminatory assumptions about disability. CILs are uniquely positioned to lead the fight against these unjust practices, advocating for CIE that allows disabled workers to earn fair wages and live independently. CILs are also integral in advancing employment opportunities for people with disabilities. Through skills training, policy advocacy, employer partnerships, and peer support, CILs can dismantle barriers to employment and create inclusive, equitable workplaces. By emphasizing self-determination and peer-led leadership, CILs empower individuals with disabilities to achieve economic independence and thrive in their chosen careers.

 

Let’s continue to push forward—because fair pay, dignity, and equality should never be negotiable.

 

Disclaimer: This blog was created under the U.S. Department of Health and Human Services (HHS), Administration for Community Living (ACL), Administration on Disabilities (AoD) Contract HHSP233201500088I / 75P00120F37007, the Disability Employment Technical Assistance Center (DETAC), to the Lewin Group and TASH. Its contents are solely the responsibility of the authors and do not necessarily represent the official views of, or an endorsement by, AoD, ACL, HHS, or the U.S. government.

 

References

 

1. Section 14(c) of the Fair Labor Standards Act (FLSA) allows employers to pay subminimum wages to workers who have disabilities if they receive a certificate from the Wage and Hour Division. For more information about section 14(c), visit the U.S. Department of Labor’s website: https://www.dol.gov/agencies/whd/special-employment#:~:text=Employment%20of%20Workers%20with%20Disabilities%3A%20Section%2014(c)%20of,for%20the%20work%20being%20performed.