What’s Accessibility Got to Do with It? Why the “A” in DEIA Matters for Federal Agencies

What’s Accessibility Got to Do with It? Why the “A” in DEIA Matters for Federal Agencies

When President Biden signed Executive Order (EO) 14035: Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce in June of 2021, it marked a significant departure from the way previous administrations had outlined their goals for inclusion of people with disabilities in the Federal workforce. EO 14035 is the first executive order to include accessibility in combination with diversity, equity, and inclusion (DEI). Past efforts to increase recruitment, hiring, retention, and advancement of people with disabilities in the Federal Government were covered in executive orders specific to disability employment, such as President Obama’s EO 13548: Increasing Federal Employment of Individuals with Disabilities and President Clinton’s EO 13078: Increasing Employment of Adults With Disabilities. 

Disability IS Diversity

Including accessibility as part of the Biden Administration’s DEI priorities sent a powerful message. The EO states that the Federal Government must be a model for diversity, equity, inclusion, and accessibility in order to strengthen its ability to recruit, hire, develop, promote, and retain our nation’s talent and remove barriers to equal opportunity. The language in EO 14035 makes it clear that disability IS diversity and that in order for the Federal workforce to be representative of the citizens it serves, it must include people with disabilities at all levels, including in leadership. 

However, barriers to employment of people with disabilities persist, and one of the major roadblocks is lack of accessibility of digital content and information and communication technology (ICT), such as websites, apps, hardware, and software. The Rehabilitation Act of 1973 (Rehab Act), which celebrated its 50th anniversary last year, was the country’s first major Federal disability rights law and helped lay the groundwork for the Americans with Disabilities Act (ADA). The Rehab Act’s Section 508 establishes requirements for all ICT developed, maintained, procured, or used by the Federal Government, including electronic documents.

Addressing Accessibility Roadblocks

Each Federal agency is responsible for ensuring Section 508 is enforced internally so that people with disabilities have equal access to the information and services it provides, and so Federal employees with disabilities can access the tools and information they need to do their job. But accessibility still remains challenging for many agencies. For example, Section 508 requires that electronic content hosted on Federal agency websites be accessible to people with disabilities. However, a 2021 report from the Information Technology & Innovation Foundation (ITIF) evaluating the accessibility of the most popular Federal websites found that 30% of them did not have a homepage that was compliant with Section 508’s web accessibility standards. ITIF also tested the accessibility of the websites’ three most popular interior pages and found that 48% of those pages were not fully accessible. 

Supporting Section 508 Compliance

Section 508 compliance does not have to be difficult, but it does have to be prioritized by agency leadership, conducted by experts specially trained in accessibility, and managed effectively and efficiently. In order to truly be impactful, accessibility of ICT and electronic documents cannot be an afterthought or an “add on” – it has to be planned for from the start. Policies and procedures must also be put in place to ensure accessibility remains a priority for all involved and does not fall by the wayside due to staffing or administration changes. 

A fully operational and well-staffed accessibility team does not just happen; it requires careful planning and thoughtful implementation. But putting in the time and effort required to support agency-wide accessibility offers many lasting benefits, including access to an often untapped talent pool – people with disabilities – and the many skills and abilities they bring to the workplace. Applied Development’s Disability Compliance and Diversability Services can help support your agency’s efforts to ensure accessibility for Federal employees and the general public. 

The Applied Development Difference

Applied Development is a trusted accessibility advisor for clients like the U.S. Department of Defense’s (DoD) Defense Civilian Personnel Advisory Service (DCPAS), providing a full suite of 508 compliance services for all 10 lines of business within DCPAS. Applied Development also offers program evaluation and analysis, policy and program development, complaint resolution, and communication and marketing support. Whether your agency is looking for guidance on developing an infrastructure to support 508 compliance, standing up a 508 helpdesk, creating accessible documents, or conducting accessibility training, Applied Development can help.

Conclusion

Accessibility is an essential component of workplace disability inclusion. Without a true commitment to ensuring a fully accessible workplace (including accessibility of ICT) and the right people to do the job, Federal agencies will not be able to meet the DEIA goals outlined in EO 14035 or President Biden’s Executive Order 13985: Advancing Racial Equity and Support for Underserved Communities, which includes support for advancing equity for people with disabilities. Not only that, they will miss out on the valuable experience and perspectives employees with disabilities have to offer. With Applied Development’s team of highly skilled professionals working with you, Section 508 compliance can be efficiently and expertly achieved, making your agency a model employer of people with disabilities and ensuring equal access for all. 

Want to learn more about how Applied Development’s Diversability Services can help your agency achieve its 508 compliance goals? Contact us at (410) 571-4016 or info@applied-dev.com.