ACL Celebrates Direct Support Professional Recognition Week

This week, ACL and the Direct Care Workforce Strategies Center are celebrating Direct Support Professional (DSP) Recognition Week, which honors the vital workers who provide the services and supports millions of people with disabilities depend upon to live and fully participate in their communities.  

DSPs support people with disabilities in a wide variety of ways, based upon the unique needs of the person receiving support. Many provide assistance with activities of daily living, but their role is much broader than that. DSPs may also provide job coaching and employment support, independent living skills training, assistance with accessing resources and opportunities in the community, and more. Without DSPs, many people with disabilities would not be able to live independently. 

In fact, one of the biggest threats to community living is the national shortage of these crucial professionals. Due to low wages, lack of benefits, limited opportunities for career growth, and other factors, the needed services provided by DSPs — and other direct care professionals — has long exceeded the capacity of the direct care workforce to provide them. That’s why expanding and strengthening this workforce is a top priority, and why ACL and our partners created the Direct Care Workforce Strategies Center. The Strategies Center facilitates cross-sector collaboration and supports states and service providers to help them attract more people to the profession and to provide the training, resources, and opportunities for professional growth and advancement they need to succeed and remain in the field. (Join us for the next DCW Strategies Center webinar, which will focus on effective engagement strategies and state-level practices that support DSPs in driving meaningful change within their organizations and communities. Visit the registration page to learn more.)  

For DSP Recognition Week, we asked Fatimah Howard and Nicholas Smith, DSPs who serve on the DCW Strategies Center advisory board, to share some of their insights and experiences — and why they are committed to their profession.

How long have you been a direct support professional, and what would you say is the best part of your job? 

Smith: I have been part of the direct care workforce for over 25 years and have been with SPIN for about 17 years. One of the most rewarding aspects of my job is witnessing the growth and independence of the individuals I support. For example, when someone expresses a desire to go shopping on their own, make their own list, or succeed in their first job, it’s incredibly fulfilling to be part of that journey. Supporting these milestones and seeing their progress over time is something I truly enjoy. It’s not an overnight process; it involves careful planning with the team to ensure everyone is on the same page and working toward the individual’s goals.

Howard: I've been a DSP for almost four years, and it has been a wonderful experience so far. What I particularly appreciate is the chance to create informal activities to help the people I support achieve their goals. We might be working on money management skills, or finding employment, or something else that is important to them, but we have fun.

One of the things I value most is the strong bond we build with the people we support. It’s a personal and rewarding experience because you become an integral part of their lives, seeing them every day and assisting with their daily activities so that they can live the lives of their choosing.

What skills or qualities do you think are most important for being an effective DSP? 

Howard: I believe the most valuable quality is being true to yourself. It’s important to be genuine because the people you support can sense when you’re being real with them. 

Support is another major aspect of the job. It goes beyond just picking up the phone; it’s about being there for them in every aspect of their lives. Whether it’s helping them reach their goals, listening to their concerns, or assisting with day-to-day tasks, true support can make a significant difference in improving their lives.

Smith: To be an effective DSP, you need strong problem-solving skills and compassion. It’s crucial to be able to "read the room," meaning you might have a well-laid plan, but if someone is having a rough day and doesn’t feel up to it, you must be flexible and adjust accordingly.

This role requires constant mental engagement and multitasking, all while maintaining a focus on the people you’re supporting. 

What are the biggest challenges or frustrations in your job? 
 
Smith: The biggest challenge I've faced is turnover, especially exacerbated by the pandemic. Managing the frequent changes in staffing has been tough. While I'm grateful for the overtime opportunities that help compensate for the lack of staff, it comes at the cost of personal and family time. As I get older, balancing these demands becomes increasingly challenging.

Additionally, high turnover can be frustrating for both staff and the individuals we support. Regularly having new faces means constantly retraining staff, which disrupts the continuity of care, and makes it hard for the people we support to build trusting relationships.

The pandemic has intensified this issue, causing many experienced staff to leave the field for other opportunities. We’re not only competing with other provider agencies but also with retail jobs that offer higher pay and less emotional strain.

Howard: One of the hardest parts of being a DSP is hearing the personal stories of those I support, especially when they face tough situations like abuse or dissatisfaction with their living conditions. It’s heart-wrenching because I can’t always take immediate action to help. Often, I have to escalate their concerns, and resolution can be slow. Sometimes, it feels like my role is limited to offering a listening ear and emotional support, which is tough when I want to do so much more.

What changes would you like to see to help direct support professionals and the people they serve?

Howard: Awareness is crucial, especially for the people we support. Many in the community do not fully understand disabilities. This lack of understanding often leads to judgment and prejudice, which is why increasing community awareness and involvement is essential for changing the perception of disability in society. Additionally, we need more programs and educational opportunities for the people we support so they can attain the jobs and careers they want. Everyone deserves the chance to succeed, and it’s our job to help them get there.

As for DSPs, fair pay is a major issue. Many DSPs leave the profession not because they dislike the job but because they cannot support their families with what they earn. This impacts the people we support as well, as they end up with staff who frequently come and go. Consistency is key for building trust, especially for those who struggle with new relationships. However, when DSPs are underpaid, it’s hard to maintain that consistency.

Smith: One significant change I’d like to see is the inclusion of DSPs in the Standard Occupational Classification (SOC) manual. This would provide better recognition and access to education and resources. 

Additionally, improving the pay scale is crucial. While efforts are being made to provide livable wages, many of us are still falling short. Higher pay would improve our quality of life and reduce burnout. Many DSPs I know push themselves to work 60 to 70 hours a week, often compromising on sleep and family time. Personally, I juggle various shifts — overnights, early mornings, and doubles — just to keep up. 

If you could give advice to someone new to this job, what would you say?
 
Smith: My main advice for new DSPs is to pace yourself and prioritize communication. Don’t hesitate to ask questions — every single one that comes to mind. It’s important to take the time to get to know the individuals you're supporting and build strong relationships with them. Good communication can resolve many issues and facilitate smoother interactions. Focus on the positive impact you can make and stay committed to the well-being of the people you serve.

Make sure you’re well-connected with your team. It's important to have someone to reach out to if you encounter problems or have questions, especially if you're new. 

Patience and positivity are essential. Remember, it’s about the people we serve and ensuring they receive the best possible support. Also, don’t forget to manage your own time and budget effectively to maintain a healthy work-life balance.

Howard: Stick with it! Being a DSP is incredibly rewarding. You’ll love the people you support and find fulfillment in the work itself.

Fatimah Howard is a DSP and employment community service coordinator at AHRC New York City. Nicholas Smith is a DSP and behavioral health specialist lead at SPIN in Philadelphia.