The State of Disability Employment in Ohio 2025: County Benchmarks, Trends, and Hiring Pipelines

by | Oct 27, 2025 | Digital skills

The State of Disability Employment in Ohio 2025 County Benchmarks, Trends, and Hiring Pipelines

Executive summary

  • Nationally, disability employment reached record territory in 2024, keeping inclusive hiring at the forefront for 2025. According to the Bureau of Labor Statistics, the 2024 employment–population ratio for people with a disability climbed to 22.7% and unemployment fell to 7.5%. This sets an encouraging backdrop for Ohio’s local progress. BLS 2024 news release.
  • In Ohio, Opportunities for Ohioans with Disabilities (OOD) shows a strong pipeline: 5,025 total job placements statewide (Oct 1, 2023–Mar 31, 2025), with a median wage of $13.00 and median weekly hours of 20–25. OOD Statewide Scorecard.
  • This guide explains the data you can cite in 2025, how to benchmark counties using U.S. Census ACS S1811 tables, and practical steps to strengthen Ohio’s hiring pipelines—with specific ways employers, schools, and families can connect with supports such as employment services and job development at Onebridge Center.

Who this is for

  • Employers and HR leaders building inclusive teams in Medina and Akron.
  • Families, students, and educators navigating transition and Pre‑ETS.
  • Case managers, county boards, and community partners coordinating services.

  • National momentum to leverage locally
    • In 2024, the employment–population ratio for people with a disability hit 22.7%, the highest since BLS began this series, while the unemployment rate for people with a disability was 7.5%. These national benchmarks help frame expectations for Ohio employers and workforce partners in 2025. See the BLS “Persons with a Disability: Labor Force Characteristics—2024” news release for details and tables. BLS 2024 news release.
    • Among working‑age adults with a disability (16–64), BLS reports a 2024 employment–population ratio of 37.4%, another key figure to keep in mind when evaluating county‑level opportunity. BLS release Table A.
  • Why this matters for Ohio’s local pipelines
    • With national demand rising, local employers can more readily align openings with job seekers coming through Ohio’s VR system, county boards, and community providers. If you’re hiring, partner early with our employment services and job development teams to plan job carving, onboarding, and retention supports.

Ohio’s hiring pipeline: what OOD’s statewide data shows

  • Statewide outcomes to cite
    • OOD’s Statewide Scorecard (covering Oct 1, 2023–Mar 31, 2025) reports 5,025 job placements, a median wage of $13.00, and median weekly hours of 20–25 (20 for SSI/SSDI participants, 25 for non‑SSI/SSDI). Use these figures to illustrate the scale and momentum of Ohio’s inclusive hiring pipeline. OOD Statewide Scorecard.
  • Turn statewide momentum into county wins
    • While OOD’s public dashboard aggregates statewide results, you can pair those statewide outcomes with county-level employment benchmarks (below) to set realistic local goals and identify where employer outreach or training should focus. If you need county‑specific OOD outcomes (placements, wage, hours), request a summary directly from OOD’s Provider & Contract Management team—then update the County Benchmarks table in this report with the official numbers.

How to build county benchmarks for 2025 using official ACS data

From ratios to real jobs: converting county data into action

  • Employers: What to do with the numbers
    • Compare your county’s ratio to the statewide OOD pipeline results to set internal goals for outreach, recruitment, and retention. Start with roles that align to strengths we build through vocational rehabilitation and pre‑employment training—customer service, retail, hospitality, document imaging/clerical, and entry‑level tech support.
    • Build inclusive job descriptions and interview steps. For templates, see our resources on 7 Job Interview Tips and Neurodiversity in the Workplace.
  • The ROI of accommodations (evidence you can cite)
    • The Job Accommodation Network’s multi‑year employer survey finds most accommodations cost little or nothing: 61% cost $0; where there is a one‑time expense, the median was $300; ongoing accommodations had a median annual cost of $2,400. Share this data when speaking with finance, legal, or operations stakeholders to overcome cost concerns. JAN: Low Cost, High Impact.

Ohio’s service framework and how to plug in

  • A plain‑English map of supports
    • Vocational Rehabilitation (OOD) helps eligible Ohioans prepare for, obtain, and retain employment—often in collaboration with community providers like Onebridge Center. We offer employment services that include career exploration, job development, coaching, and retention support.
    • For students, Pre‑Employment Transition Services (Pre‑ETS) can start while still in high school. Our pre‑employment supports pair digital skills and work readiness with real‑world experiences.
    • For adults seeking community engagement and daily skill building, our adult day services and community day‑out activities reinforce social, travel, and independence skills that translate to employability over time.
  • Ohio policy anchor to cite in 2025
    • Ohio’s Employment First policy is codified in the Ohio Administrative Code, guiding county boards and providers toward Competitive Integrated Employment. When explaining “why now” to stakeholders, reference OAC 5123‑2‑05. Ohio Administrative Code 5123‑2 (Employment First).

Seasonal timing tip for outreach

  • National Disability Employment Awareness Month (NDEAM) every October creates a natural moment for media, chambers, and schools to highlight inclusive hiring wins and cite current data. The 2025 theme is “Celebrating Value and Talent.” Use this report, plus county ACS updates, as your October briefing pack. ODEP NDEAM and 2025 theme release.

Local case studies and examples you can point to now

How to use this report with different audiences

  • For employers
    • Share BLS and JAN stats to handle executive questions on risk, cost, and performance; then present a 30‑day plan to pilot one or two roles with our employment services. Use community‑based examples from our outing posts to introduce job‑shadow days or on‑site tryouts with your team. Employers page.
  • For schools and transition teams
  • For families and the community
    • If work isn’t the immediate next step, start with adult day services to build social, travel, and functional independence skills while we co‑plan a path to employment.

Methodology and citations you can reuse

 

Employers:

Ready to design a pilot role, job carve, or internship? Start with our employment services and employers pages, or contact us to set up a site visit.

Families, students, and referrers:

Explore vocational rehabilitation, pre‑employment, and adult day services to build a plan that fits where you are today.