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Connecticut agency urges investment in vocational rehabilitation to expand workforce
Summary
David Docus of Connecticut's Department of Aging and Disability Services’ Bureau of Rehabilitation Services said strategic investment in vocational rehabilitation can convert an estimated 308,000 residents with disabilities into a stronger state workforce, highlighting programs for students, employer incentives, and assistive-technology supports.
David Docus, director of the Connecticut Department of Aging and Disability Services’ Bureau of Rehabilitation Services (BRS), urged increased investment in vocational rehabilitation on Friday, saying the agency is helping turn “untapped workforce potential” among people with disabilities into economic gains for the state.
In a prepared statement, Docus said Connecticut is home to about 308,000 people with disabilities—roughly 8.5 percent of the state's population—and that fewer than 45 percent of that population are currently employed. “We believe in people,” he said. “Everyone has the ability to work and contribute to our economy.”
Why it matters: Docus framed vocational rehabilitation as a workforce strategy that benefits both jobseekers and employers. He cited BRS efforts that span pre-employment transition services for students, individualized job coaching and training, and supports for employers to hire and retain workers with disabilities. “We help people with disabilities get their first job, maintain their current job, and earn the job of their future,” he said.
What BRS does: Docus described a continuum of services that begins at age 16 and continues through retirement, including the Level Up program, which he said accounts for more than 25 percent of participants and provides pre-employment transition services in secondary schools. BRS also offers apprenticeship and postsecondary support, job coaching, and assistive-technology services; the agency supports remote and hybrid placements where appropriate.
Employer supports and incentives: Docus urged employers to consider hiring from this talent pool and outlined supports BRS provides, including free disability-awareness training and assistance identifying accommodations. He also said employers may qualify for training-wage reimbursement and federal or state tax credits when hiring a person with a disability.
Scale and sectors: Docus said roughly 9,000 individuals receive BRS services annually and that people placed through the program work across health care, technology, manufacturing, and education. He argued these hires can help address statewide worker shortages while delivering higher retention and strong problem-solving skills for employers.
Context and caveats: The figures Docus cited were presented without detailed sourcing in his remarks. Docus positioned BRS as a lifelong, responsive workforce system and called for continued investment to reduce reliance on public benefits and strengthen Connecticut businesses.
Next steps: The statement concluded with an appeal for continued strategic investments in disability employment services to expand opportunities and support Connecticut’s economic competitiveness in the 21st century.
