Direct Support Professional (DSP) Workforce
For many people with disabilities, direct support professionals (DSPs) are essential for participation in daily activities, community life, and employment. In addition, the role of DSP is not only critical for supporting people with disabilities but is in itself a career in which job seekers with disabilities may thrive.
DSPs provide people with disabilities with a range of supports, from job coaching and exploration of assistive technology solutions to health care and daily living needs. Job seekers with a variety of skills and interests can make excellent DSPs, and from this role, people can move through many different career paths, including education, health care, and rehabilitation.
Resources and strategies to strengthen the field of DSPs
The LEAD Center is pleased to share three new resources designed to strengthen the DSP workforce by increasing awareness, advancing career pathways, and promoting job quality.
Infographic: DSP Career Growth and Potential
The LEAD Center’s new infographic highlights the salary potential and career development opportunities available to DSPs. As demand for direct care services continues to grow, this resource can help job seekers, current workers, and workforce professionals better understand DSP roles as pathways to meaningful, sustainable careers.
Memorandum – Advancing DSP Career Pathways
The LEAD Center memorandum “Attracting Direct Support Professionals: Advancing Career Pathways with Job Quality in Mind” outlines evidence-based strategies to strengthen recruitment and retention in the DSP field. The memorandum explores approaches such as employee ownership models, registered apprenticeships, innovative wage policies, and clearly defined pathways that elevate DSP work from low-wage employment to long-term career. Employers, policymakers, and workforce development professionals will find practical examples already being implemented across states.
FAQ: Registered Apprenticeship Programs for DSPs
A new LEAD Center FAQ answers questions about using registered apprenticeship programs to address DSP workforce shortages. The FAQ is designed to help anyone—including workforce professionals, American Job Centers, workforce development boards, employers, and job seekers—interested in designing or participating in programs that recruit, train, and retain DSPs.
The FAQ highlights how apprenticeships offer paid work experience, structured training, progressive wage increases, and nationally recognized credentials. Apprenticeships directly address common barriers to entering the DSP profession, such as limited awareness, insufficient training, and unclear advancement pathways. The FAQ also answers key questions related to developing programs, funding instructional costs, establishing requirements, and ensuring long-term sustainability.