Employment and Financial Empowerment

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The Plan to Advance Career Success for People with Disabilities

In July 2023, Mayor Eric Adams announced a new, two-part plan to support career advancement for people with disabilities and expand access to internships, jobs, and careers. The City’s plan dedicates City funding for innovative direct services, including for the Mayor’s Office for People with Disabilities’ (MOPD) NYC: ATWORK program, which provides employment services to help people with disabilities prepare for and connect to jobs and careers and was previously privately funded.

Other aspects of the plan include:

• The goal of connecting at least 2,500 New Yorkers with disabilities to jobs by July 2026. As of June 30, 2025, the City had connected more than 1,350 individuals to jobs, with a year left to reach this milestone.
• The launch of a new Center for Workplace Accessibility and Inclusion (CWAI), housed within the NYC Office of Talent and Workforce Development (NYC Talent), which works to address the structural challenges many people with disabilities face when pursuing a career.
• A significant expansion of services for people with disabilities across SBS’ Workforce1 Career Centers through an investment by New York State Department of Labor (NYSDOL). NYSDOL provides funds for program staff for the New York Systems Change and Inclusive Opportunities Network (NY SCION) program dedicated to making the Workforce1 Career Centers more accessible.  
• Allocation of $6 million in funding spread across multiple fiscal years by NYC Talent and the Mayor’s Office for Economic Opportunity (NYC Opportunity) to a “Co-Design” Request for Proposals (RFP). This RFP, “Co-Designing and Delivering Inclusive Employment Programs with and for People with Disabilities,” released in March 2025 by the Workforce Development Corporation in partnership with MOPD and NYC Small Business Services, provides funding for awardees to co-design and implement new training and employment programs for people with disabilities and services to help employers make their workplaces more accessible. Awardees will co-design programs in collaboration with New Yorkers with disabilities to leverage the expertise of those with lived experience and in recognition of human-centered design best practices, then pilot the co-designed program models. Awardees are expected to be chosen by the end of 2025, with project design launching in 2026.

Total investments in the Plan to Advance Career Success for People with Disabilities surpassed $10 million in City funds over a six-year period from Fiscal Year 2024 through Fiscal Year 2029, reaffirming the City's historic commitment to increasing employment among New Yorkers with disabilities.

NYC: ATWORK

Launched in 2017, NYC: ATWORK is an employment program administered by MOPD that recruits, pre-screens, and connects New Yorkers with disabilities to jobs and internships with established business partners in both the public and private sectors.

As part of the Plan to Advance Career Success for People with Disabilities, NYC: ATWORK has been able to embed services in the NYC Small Business Services’ Workforce Career Center system, relaunching in-person services in 2023 at the Workforce1 Career Center in Downtown Brooklyn.

Participation in NYC: ATWORK is voluntary, and more importantly, self-driven. The program offers guidance and support to improve hiring chances and expand professional networks and opportunities, internships, and access to additional resources. 

NYC: ATWORK in-person and virtual services for job seekers include:

• Guidance on conducting an effective job search and navigating the hiring process, including requesting reasonable accommodations
• Tips to tailor and strengthen resumes and cover letters
• Mock interviews
• Access to the program’s job board and consideration for invitation-only hiring events
• Workshops such as “Preparing for a Job Fair” and “55-b/c Information Session”
• Information on using the 55-a program for City government jobs (see section on the 55-a program below)
• Retention support for up to one year after securing employment. 
• Benefits counseling

Through the partnership with SBS and Workforce1, NYC: ATWORK supports the delivery of integrated workforce development services with trainings and ongoing technical assistance for staff and collaborative service delivery, such as mock interviews, workshops, and hiring events. This collaboration has resulted in:

• Increased access to jobs, financial counseling, skills training, and other services
• Facilitated processes for supportive and "warm" handoffs between NYC: ATWORK and Workforce1
• FastTrack hiring sessions
• More efficient access to ASL interpretation services

For the business community, NYC: ATWORK offers a centralized talent pool of candidates with disabilities to recruit from; trainings, including disability etiquette and awareness trainings; and technical assistance, including guidance on providing reasonable accommodations and retention support. NYC: ATWORK also meets employers’ hiring needs through specialized hiring events, such career fairs, industry-specific recruitments, and career explorations with public and private sector employers. These events consistently result in multiple hires and expanded employer relationships; one jobseeker hired by the Frick Collection was featured in AbleNews. Since 2021, NYC: ATWORK has conducted over 15 such hiring events.

To ensure that all New Yorkers with disabilities can access employment services, NYC: ATWORK regularly engages with community-based organizations, direct service providers, City and New York State agencies, colleges, and high schools. NYC: ATWORK regularly attends hiring halls, community events, and conducts program information sessions.

Additionally, partners refer their participants for job opportunities and recruitment events. Notably, NYC: ATWORK collaborates with NYC Talent, AHRC’s Partnership for Inclusive Internships (PII), and Goodwill NY/NJ’s GoodTemps programs to expand career pathways into City government. For example, a former PII fellow at the Department of Citywide Administrative Services (DCAS) who was referred by PII to NYC: ATWORK for a DCAS hiring event was recently hired as a DCAS Staff Analyst through the 55-a program.  He describes this experience as “a dream come true because I’m working in human capital. I always wanted to be a staff analyst.”

The Center for Workplace Accessibility and Inclusion

In July 2023, as part of the launch of the Plan to Advance Career Success for People with Disabilities, Mayor Eric Adams announced the creation of the Center for Workforce Accessibility and Inclusion (CWAI), which implements elements of the Plan. CWAI, which is part of the NYC Office of Talent and Workforce Development (NYC Talent), aims to eliminate barriers and increase employment for New Yorkers with disabilities by collaborating with government agencies, businesses, and nonprofit organizations. CWAI works to achieve this mission by supporting employers and workforce providers in making their workplaces and programs more accessible and inclusive; evaluating new service delivery models; expanding relevant data collection and analysis; and engaging closely with key State and City agencies to help improve the workforce ecosystem’s ability to serve people with disabilities. In addition to their role in helping to launch the City’s Digital Accessibility Training (described in the Other MOPD Initiatives section of this report), the Partnership for Inclusive Internships, and Co-Design RFP discussed elsewhere in this report, CWAI also hosted or participated in 50 events to raise awareness among employers, government agencies, and nonprofit partners about advancing career success for people with disabilities across 2024 and 2025.

The Partnership for Inclusive Internships

In 2019, the New York City Department of Social Services (DSS), AHRC New York City (AHRC NYC), and additional workforce development partners, with support from private funders, launched the Partnership for Inclusive Internships (PII).  To build on that successful pilot, the Center for Workplace Accessibility and Inclusion (CWAI) initiated a demonstration project to support PII with City funding in March 2024 to continue the internship program with a much stronger emphasis on job placement. PII continues to be operated by AHRC NYC and is supported by the New York State Education Department’s Adult Continuing Education and Career Services – Vocational Rehabilitation (ACCES-VR) and the New York Office for Children and Family Services’ New York State Commission for the Blind (NYSCB).  The program design was informed by research from Cornell University that found that employers offering internships for people with disabilities are 5.7 times more likely to hire them into a permanent role. PII internship opportunities are available primarily within City agencies, as the overarching purpose of the program is to connect jobseekers with disabilities into permanent City jobs. The PII program has connected more than 100 individuals with disabilities to paid internships and connected 50 to jobs between March 2024 and September 2025.

Workforce1 Career Centers

The NYC Department of Small Business Services (SBS) offers free services at its network of Workforce1 Career Centers to prepare and help New Yorkers to find jobs. Job seekers can prep for their next interview, update their résumé, and connect with employers, or find the right training they need to succeed at these centers.

The Workforce1 Career Center system is committed to expanding opportunity, strengthening public services, and supporting New Yorkers in finding meaningful employment. Through strong partnership, dedicated staff, and a system-wide focus on equity, SBS’s Citywide Workforce Opportunities (CWO) Division has continued to build a more inclusive, accessible, and effective workforce development ecosystem.

In partnership with MOPD, NYC Talent, and the New York City Workforce Development Board, CWO has implemented the NYC Systems Change and Inclusive Opportunities Network (SCION). The mission of NYC SCION is simple yet powerful: to increase the participation and success of individuals with disabilities—including individuals with intellectual and developmental disabilities—in the workforce through a sustainable, job-driven, inclusive model that aligns workforce and business needs.

A cornerstone of this work has been strengthening the capacity of workforce development staff across the city. Through extensive training, weekly sessions, and ongoing office hours, CWO and SCION have provided staff with tools to better support individuals with disabilities across every stage of service delivery. These trainings span outreach and engagement, accessibility practices, career services, job matching, employer recruitment, and large-scale connection to job opportunities. The focus has been both practical and strategic: ensuring staff feel equipped to provide high-quality services, and ensuring the system as a whole becomes more equitable and responsive.

In 2024, guided by the principles of the law and best practices, the SCION team developed a comprehensive accessibility checklist and conducted walkthroughs of all physical and programmatic services across every Workforce1 Career Center. These reviews, conducted alongside SBS CWO, EEO, and Workforce1 vendor partners, provided a valuable snapshot of accessibility strengths and areas for improvement across four key domains:

• Physical Access: Workforce1 Career Center programs are accessible and reachable via public transit, and several operate in remote areas to ensure services are available to local communities.
• Digital Access: The SCION team continues to review all collateral and is working closely with SBS Communications to embed accessibility standards into all marketing materials and vendor templates.
• Effective Communication: Teams across SBS are collaborating to ensure full alignment with MOPD guidelines across printed, digital, and social media platforms.
• Workplace Inclusion: Through service on the SBS IDEA Council and delivery of disability-focused trainings—including digital accessibility, disability etiquette, and awareness—the SCION team is advancing a culture of inclusion. The team has also modeled this commitment by hiring qualified individuals with disabilities into roles across the system.

To expand outreach and engagement, CWO and Workforce1 Centers have strengthened their connection to New Yorkers with disabilities through:

• Fast Track Recruitment events with key community partners
• Revised orientation content that now includes disability services
• Clear guidance and consistent training on providing Reasonable Accommodations (RA), reinforced through EEO-led refreshers and Workforce1 operating guide updates
• Ongoing integration of accessibility and inclusion into Workforce1 policies and procedures 

Moving forward, CWO and the SCION initiative remain committed to expanding inclusive service delivery and strengthening employment pathways for individuals with disabilities across New York City. Building on the progress made, there are significant opportunities to deepen systemwide impact by aligning with federal, state, and local initiatives that promote equitable access, workforce participation, and long-term economic mobility.

Priorities for the Coming Year

Priorities for the coming year include:

• Enhancing Service Delivery Across the Workforce1 System

CWO and SCION will continue to review and refine workforce development practices to ensure full accessibility and inclusion—from outreach and engagement to training, placement, and retention services. This includes applying findings from accessibility reviews and integrating best practices into ongoing staff training, policy updates, and vendor guidance.

• Strengthening Connections to Employment
  Expanding partnerships with employers, industry networks, and training providers will remain central to improving job outcomes. CWO and SCION will prioritize strategies that support competitive, integrated employment and advance career pathways that align with employer demand across health care, technology, retail, and other growing sectors.
• Aligning With Federal, State, and City Policies and Initiatives
  The team will continue monitoring and incorporating guidance from key disability and workforce frameworks—including the Americans with Disabilities Act (ADA), the Workforce Innovation and Opportunity Act (WIOA) Section 188, federal Competitive Integrated Employment (CIE) initiatives, and state and local inclusive hiring and accessibility efforts. This alignment ensures that Workforce1 Career Centers remain responsive to evolving policy landscapes and national best practices.
• Strengthening Vendor Accountability and Standards
  Program standards, policies, and assessment tools will be reviewed and updated to clearly articulate vendor obligations related to ADA compliance, WIOA Section 188, reasonable accommodations, and inclusive service delivery. This reinforces a systemwide expectation of equity and consistent customer experience across all sites.'
• Expanding Services to Support Discussions on Disability Benefits

CWO and SCION will explore opportunities to expand services that help jobseekers understand disability benefits, work incentives, and the impact of employment on various benefit programs. This includes strengthening referral pathways, offering staff training on benefits navigation, and partnering with agencies and experts who specialize in Social Security, Medicaid, and related supports to ensure jobseekers can make informed decisions about employment.

55-a Program

New York State Civil Service Law Section 55-a authorizes the City’s Department of Citywide Administrative Services (DCAS) to identify a maximum of 700 positions with duties that can be performed by “physically or mentally disabled persons” who are qualified to perform such duties. People who wish to enter City government and have expressed an interest in being considered for the 55-a Program may apply for competitive positions otherwise filled through exams and, if qualified to perform the duties of the position, may be interviewed.

If offered the position, they must apply to be certified by ACCES-VR or the New York State Commission for the Blind (NYSCB) as having a mental or physical disability and may be appointed to the position without taking a Civil Service exam.

NYC: ATWORK and DCAS work together to assist City agencies in using the 55-a Program to fill their recruitment needs and diversify the City’s workforce by hiring qualified persons with disabilities who may have encountered barriers to City employment.

On July 17, 2025, in celebration of Disability Pride Month, DCAS collaborated with MOPD, the Office of Talent and Workforce Development, and the Department of Health to host their yearly Citywide 55-a Diversity Career Fair. A total of 15 City agencies participated, including five agencies that conducted on-the-spot interviews. As a result of the event, 13 candidates have received conditional offers, with additional candidates pending final interview decisions at the time of this submission.

In addition to the career fair, DCAS partnered with MOPD and ACCES-VR to educate hiring managers and supervisors about the 55-a Program. DCAS delivered two training sessions on diversity hiring using the 55-a Program, reaching approximately 170 participants.

As of November 2025, there are 363 employes participating in the City's Diversity and Inclusion 55-a Program, serving in titles such Clerical Associate, City Planner, and Computer Specialist, across 34 different agencies.

Top 5 Agencies using 55-a Program in 2025:

• DSS/HRA – 60 positions
• NYPD - 34 positions
• DOE - 33 positions
• DOHMH - 29 positions
• DOC - 26 positions

New Hires in 2025 (based on City Start Date): 20

The total number of new hires continue to increase through agencies' participation in diversity fairs as well as agency-specific hiring initiatives.

New Hires in 2025 by Agency

• DCAS - 6
• DSS/HRA - 5
• DOHMH - 3
• DOT - 3
• DOE - 1
• DOF - 1
• NYCHA - 1

Department of Youth and Community Development (DCYD) Programs

Workforce Connect Programs

The Summer Youth Employment Program (SYEP) is the nation’s largest youth employment program, connecting NYC youth between the ages of 14 and 24 with career exploration opportunities and paid work experience each summer. Through SYEP, participants can explore different interests and career pathways, develop productive workplace habits, and engage in learning experiences that strengthen their social, civic, and leadership skills

Work, Learn & Grow Employment (WLG) offers young people ages 16 to 21 an opportunity to strengthen work readiness skills, explore careers, and receive academic support, including guidance on postsecondary education and the potential to earn college credit. This program is open to participants of a targeted SYEP contract the summer immediately preceding

Both programs work with NYCPS District 75 through several contracts designed to serve youth at different stages of development.  Youth served though D75 contract, have highly specialized needs that are able to be met while introducing the students to their first workforce experiences.  The NYCPS Transition and College Access Center (TCAC) students with IEPs are offered specialized SYEP experiences designed to help transition them from school to adult life. 

Workforce Innovation and Opportunity Act (WIOA) Funded Programs

Learn & Earn is a career exploration and academic support program for high school juniors and seniors.  The program provides participants with academic support, college application assistance, work readiness training, service learning and leadership activities, as well as a paid six-week summer internship.  Learn & Earn is for high school juniors and seniors who attend Learn & Earn designated high schools and meet certain socioeconomic eligibility requirements.

Train & Earn is a career pathways program that provides comprehensive job training and employment services, along with support services needed by participants to find a permanent job, obtain their high school equivalency if applicable, and access postsecondary education and training.  Train & Earn is for youth and young adults aged 16–24, who are not working and not in school, and meet certain socioeconomic eligibility requirements.

All organizations operating WIOA funded programs are asked to proactively make participants with disabilities aware of ACCES-VR services and provide assistance with the referral and application process if they indicate interest. Participants accept or decline via signature this assistance and providers are asked to keep copies of these forms.

Advance and Earn

Advance & Earn is an innovative training and employment program for young adults between the ages of 16-24. It provides a continuum of education and employment services - from literacy instruction through advanced training and job placement or college enrollment - for opportunity youth (young people who are not in school or not working). Through the program’s three tracks, Pre-HSE, HSE Prep and Advanced Training, it provides HSE test preparation, employer-recognized training, credentials and certifications, and paid internships. Program participants have access to comprehensive support services tailored to their individual needs, designed to help keep young people on track towards career success. Placement is based on the participant’s individual needs. ACCES-VR services are available to participants as needed.

Community Resources for Employment & Development (CRED) NYC

Community Resources for Employment & Development (CRED) NYC is a new program model that offers work readiness training, occupational training, and internships to 18– to 40-year-old NYC residents who are involved in the criminal justice system and/or impacted by community violence. Participants will have access to social support services and mental health counseling.  ACCES-VR services are available to participants as needed.

Agency Employee Resource Groups (ERGs) for People with Disabilities

The City’s increased focus on workplace inclusion and accessibility over the past several years has resulted in more agencies who have or are in the process of forming employee resource groups (ERGs) for staff with disabilities and allies.  

One such group is Disability Resources, Empowerment, Access, and Movement (DREAM), the NYC Health Department’s ERG with a mission to promote disability justice by building community and engaging in advocacy and awareness initiatives within the agency. It was launched in January 2024 to support the liberation and well-being of disabled people throughout the Health Department and foster an environment of inclusion, unity, and empowerment in the workplace.

Since its inception, DREAM has grown to 135 members who have participated in and facilitated awareness and community-building activities like film screenings, lessons in American Sign Language (ASL), and marching in the 2024 Disability Pride Parade. DREAM successfully advocated for implementing Allergen-Reduced Zones at the agency’s Long Island City office, so employees with airborne food allergies can have a safer eating experience. Members of DREAM will continue building an inclusive, intersectional, and equitable workplace where Health Department employees of all abilities and identities can thrive, celebrate diversity, and advocate for change within the agency.

Training of Department of Consumer and Worker Protection’s Office of Financial Empowerment Staff to Better Serve People with Disabilities

The Department of Consumer and Worker Protection (DCWP) offers a suite of free and confidential services, including:

• One-on-one financial counseling through the City's network of Financial Empowerment Centers. These services are vital for helping individuals with disabilities navigate complex benefits systems, manage their finances, and build long-term financial stability.
• NYC Free Tax Prep services, which increase accessibility to the tax system for low-income New Yorkers and people with disabilities by providing free, professional, and reliable tax preparation.
• Programs like Ready to Rent, which provides financial counseling to help New Yorkers prepare successful housing applications, a process that can present significant barriers.

Building on the successful Empowered NYC pilot from the previous administration, in Fall 2024, DCWP partnered with the National Disability Institute (NDI) to develop and deliver a comprehensive training program for its financial counselors so that they can tailor their services to the needs of people with disabilities. The training increases counselors’ knowledge of Social Security benefits, ABLE accounts, and disability-inclusive communication best practices, enhancing their ability to provide accurate guidance without risking clients’ benefits.

The first cohort of 39 staff has completed the training, and a second training cohort is planned for Winter 2025-Spring 2026. The goal is to eventually have all financial counseling staff receive this training.

 

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