Today, we celebrate the anniversary of the Rehabilitation Act of 1973, a significant milestone in ensuring people with disabilities have access to good jobs. Section 503 of the Rehabilitation Act Section prohibits federal contractors and subcontractors from discriminating against qualified applicants and employees with disabilities and requires contractors to take affirmative action to employ these individuals. The department’s Office of Federal Contract Compliance Programs (OFCCP) continuously honors Section 503 of the Rehabilitation Act to ensure equal opportunity for all.
As a former employee of a federal contractor and as a person with a disability, I can attest to the significance of Section 503 for individuals with disabilities. For me, it meant receiving work accommodations needed to perform my job effectively. Unfortunately, people with disabilities continue to face barriers entering and staying in the workforce. To more fully realize the promise of equal employment opportunity, Section 503 requires contractors to engage in outreach and recruitment of individuals with disabilities. In addition, Section 503 establishes an aspirational utilization goal of 7% of the workforce represented by individuals with disabilities and requires the contractor take actions to correct any problem areas that they identify. To measure progress, contractors must regularly invite employees to voluntarily self-identify as an individual with a disability. In April 2023, OFCCP updated its voluntary Self-Identification of Disability form to make it more inclusive of a broader range of disabilities and update preferred language for disabilities. The information collected on this form is confidential, and also used to assess the effectiveness of contractor outreach and recruitment efforts.
At the Department of Labor, our goal is to build a more accessible and equitable workplace for all, including workers with disabilities. With one in five workers in America employed by a federal contractor or subcontractor, Section 503 has a considerable impact on the employment landscape for individuals with disabilities. As a proud disabled woman, I believe self-identification is one way a worker’s experience can shape a more inclusive work environment for that worker and their colleagues.
Anupa Geevarghese is the Deputy Director for Policy in the U.S. Department of Labor’s Office of Federal Contract Compliance Programs.
