Last week, I walked into a café in Charlotte, North Carolina, looking for my morning coffee. What appeared to be a charming coffee shop in a trendy neighborhood turned out to be a movement for inclusion disguised as a café. The employees at Bitty and Beau’s have Down syndrome—a genetic condition where people are born with an extra chromosome, which affects the way their brain and body develop. Each person with Down syndrome is different, but they generally share distinct physical features, take longer to reach developmental milestones such as speaking and walking, and have mild to moderate intellectual disabilities.
I ordered my usual coffee, but I couldn’t help but watch as the young employees warmly greeted each customer, prepared drinks, called out orders, and operated the cash register. I thought of my grandmother, who with very few resources raised my uncle with Down syndrome in Mexico in the 1960s. She would be amazed—and delighted—to see how much opportunities have changed for people with Down syndrome.
People with Down Syndrome Are Living Longer and Eager to Work
Down syndrome affects about one in every 1,000 newborns worldwide. Although it was once associated with a very limited life expectancy, medical and social advances have radically transformed that outlook. According to the World Health Organization, nearly 80% of people with Down syndrome now live past the age of 50. And while challenges persist—especially for people with fewer resources—educational inclusion, early stimulation programs, and learning opportunities have helped many people with Down syndrome develop job skills.
This presents a new reality: these individuals need—and want—opportunities to live full lives. Having a job is part of that—not just for personal fulfillment, but also for the autonomy that comes with earning an income.
So Much Talent in Search of Opportunities
Access to employment remains limited. In Latin America, while there are general statistics on the employment challenges faced by people with disabilities, there is not enough disaggregated data on specific populations such as those with intellectual disabilities or Down syndrome. This thematic brief offers an introduction to key concepts, main challenges, and the Inter-American Development Bank’s approach to this issue.
In the United States, a survey found that 53% of adults with Down syndrome are employed. Most of these jobs are part-time or volunteer positions, often in cleaning, food service, or other basic service sectors. Furthermore, the digital skills that some adults with Down syndrome have developed are rarely utilized.
A Different Model: Employment as a Mission, Not Charity
The business model of Bitty and Beau’s—and other similar enterprises—is different. Hiring people with disabilities is not a side effort or an act of charity: it is the core of the business model. As the founders explain:
The mission of our business is to put people with disabilities—either congenital or acquired—to work. We’d love to see more entrepreneurs follow in our footsteps. But we also believe that any organization can open its doors to people with disabilities—and can regard them as a competitive advantage.
In these business models, people with disabilities hold visible roles, interact with customers, and receive support designed to help them succeed in regular work environments. Neurotypical supervisors—those without intellectual disabilities—offer help when needed, but employees with disabilities are the public face of the business. As we left the café, the conversation among the people I was with turned to how other types of businesses could adapt to include people with Down syndrome or other intellectual disabilities.
More People with Disabilities Accessing Quality Jobs
For some people with disabilities, making reasonable accommodations is enough to enable them to obtain and keep a job. However, for individuals with more severe disabilities, a more comprehensive approach is needed, such as supported employment: a model that facilitates the inclusion of people with high support needs and goes beyond simple accommodations.
People with Down syndrome may face various barriers to accessing and maintaining employment, such as difficulties with working memory, language, independence, mobility, social understanding, and complex communication. These are compounded by social and structural barriers: prejudice, inaccessible workplaces, and a lack of specialized training for employers and teams.
Practical Strategies for Inclusion
This is why a comprehensive approach is key—one that involves adapting tasks, the workplace, or communication methods to allow people with disabilities to carry out their work effectively. Technology can be a powerful ally in these adaptations, especially when leveraging the digital skills many people with Down syndrome have developed.
Some practical examples to facilitate employment inclusion for people with Down syndrome and other types of intellectual disabilities include:
- Breaking down tasks into smaller steps
- Creating a predictable routine
- Adjusting communication: using plain language and visual aids
- Assigning a consistent neurotypical mentor
- Allowing flexible hours, part-time work, or more breaks
- Using digital reminders
- Allowing extra time to complete tasks
Change Starts with Us
Inclusion doesn’t happen by accident. It requires intention, thoughtful design, adjustments—and most of all, the will to act. As consumers, employers, coworkers, or policymakers, we can all be part of the change. Because yes: a cup of coffee can be just the beginning of a more inclusive world of work.
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