The language used in policies and programs plays a significant role in shaping perceptions and guiding implementation. The Office of Disability Employment Policy (ODEP) in the United States emphasizes “Competitive Integrated Employment” (CIE) as a cornerstone of its initiatives to support individuals with disabilities in the workforce. At first glance, some might wonder why the term “integrated” is used instead of “inclusive,” given the growing emphasis on inclusion as a value in disability advocacy. The distinction is intentional and reflects specific priorities in the policy and practice of workforce development for individuals with disabilities.
Understanding Competitive Integrated Employment (CIE)
CIE refers to work that:
- Occurs in typical work settings where individuals with disabilities interact with people without disabilities to the same extent as employees without disabilities in comparable positions.
- Pays at least minimum wage or the same wage as others performing similar work, ensuring that individuals with disabilities earn comparable compensation.
- Offers opportunities for advancement, professional growth, and benefits comparable to those available to other employees.
The term “integrated” highlights the focus on ensuring that employees with disabilities are fully part of the broader workforce, working alongside non-disabled peers, rather than being segregated into separate environments such as sheltered workshops or other settings designed exclusively for people with disabilities.
The Difference Between “Integrated” and “Inclusive”
- Integration focuses on physical and functional inclusion within a shared environment. In the context of employment, it emphasizes that workers with disabilities are part of the general workforce and not isolated or segregated.
- Inclusion, while broader, often refers to fostering a sense of belonging, respect, and participation. It encompasses attitudes, organizational culture, and systems that ensure everyone feels valued.
While inclusion is an important goal, the term “integration” in CIE is used to emphasize a tangible, measurable standard: that individuals with disabilities are working in environments that are not segregated and are functionally part of the mainstream workforce.
Why “Integration” Is the Legal and Policy Standard
The choice of the term “integrated” in CIE is grounded in legal and policy frameworks, particularly the Americans with Disabilities Act (ADA) and the Workforce Innovation and Opportunity Act (WIOA):
- ADA: The ADA emphasizes integration as a key principle, requiring that services and supports for individuals with disabilities be delivered in the most integrated setting appropriate.
- WIOA: This legislation specifically defines CIE as work performed in an integrated setting. The language ensures compliance with the ADA’s integration mandate and provides a clear benchmark for evaluating employment programs.
Using the term “integrated” also avoids ambiguity and focuses on dismantling historical practices like segregated workshops where individuals with disabilities were physically and socially isolated from the broader workforce.
Challenges with “Inclusion” in This Context
While inclusion is a valuable and aspirational goal, it is less specific and harder to enforce in policy terms. Inclusion speaks to subjective experiences of belonging and cultural shifts within workplaces, which, while critical, are not as easily measurable or enforceable as integration. Policies using “inclusive” language could risk being interpreted more broadly and less consistently, potentially diluting their impact.
Promoting Both Integration and Inclusion
Although the term “integrated” is used in CIE, the ultimate goal is to foster environments that are both integrated and inclusive. Integration ensures that individuals with disabilities have access to the same opportunities as their non-disabled peers, while inclusion ensures that they feel valued, respected, and supported in those environments. Together, they represent complementary objectives for advancing equity in the workplace.
The Office of Disability Employment Policy’s use of “Competitive Integrated Employment” reflects a deliberate focus on ensuring that individuals with disabilities are physically and functionally part of the general workforce. While inclusion is an important and related goal, integration provides the measurable, enforceable standards necessary to drive systemic change. By understanding and leveraging the strengths of both concepts, policymakers, employers, and advocates can create workplaces that are not only integrated but also inclusive, empowering individuals with disabilities to thrive in their careers.
