Section 508 of the Rehabilitation Act (29 U.S.C. § 794d) requires that federal agencies’ electronic and information technology is accessible to people with disabilities, including employees and members of the public. An employer must be able to create, revise, and maintain a sustainable Disability Compliance Program while also demonstrating high visibility of the program through its own employees and stakeholders, website, and policies. Ensuring your services are accessible to everyone should be the standard and not merely a goal. Your strategy should include an accountability framework, with benchmarks to assess progress and accelerate change in disability inclusion.
The following provides some insight for creating an effective Section 508 Compliance Program:
Needs Assessment
- What are your Section 508 program goals?
- What are the key challenges and opportunities that need attention to strengthen the effectiveness of your Section 508 Program?
- Do you have a comprehensive plan that addresses how you will improve the maturity of your Section 508 program and the overall accessibility of your digital services and technology portfolio?
- Does your plan address human capital and funding needs for Section 508 compliance activities, and support needed from other groups within the company?
The needs assessment provides valuable input and necessary information creating buy-in from people with disabilities and demonstrating the company’s commitment to the program. Participation in the needs assessment must be a collaborative effort with people with and without disabilities. Including everyone in the dialogue will provide identification of needed accommodations, barriers, challenges, etc. Inclusion of everyone involved within the dialogue will provide opportunities to think beyond their own experiences and creates enhanced understanding. Engaging with total diversity of thought has a much greater chance of creating solution-based outcomes.
Be Empathetic
While your organization may not technically be required to be in compliance with the federal Section 508 requirements, the federal ADA laws are almost certain to apply to most organizations. Leaders of organizations who infuse empathy and proactive measures into their compliance program, versus historical sympathy for people with disabilities, will achieve their goals of inclusion and equal opportunities for equitable outcomes for all employees.
Research
Recognizing not only the need for a compliance program but also acquiring an understanding of evolving accommodation needs and requirements is crucial for the development of the program. Keeping up to date with current research and laws within the disability compliance arena is a continual proactive step that organizations can take to improve upon existing programs.
Appropriate and Ongoing Training
Creating engaging disability awareness educational deliveries will enhance knowledge and increase understanding of the wide array of disabilities of which an estimated 1 out of every 5 Americans have. All employees will gain this knowledge including those with disabilities. Engaging dialogue sessions, lunch and learn activities that address cutting-edge topics such as long COVID, neurodiversity, when to disclose, et al will pique interest and increase overall awareness. A complete compliance program will incorporate training at every level.
Have a Point of Reference for Inclusion
Ultimately, having a point of reference and comparison with best practices is ideal for creating an effective program.
Disability inclusion allows for people with disabilities to take advantage of the benefits of the same health promotion and prevention activities experienced by people who do not have a disability. Examples of these activities include:
- Education and counseling programs that promote physical activity, improve nutrition, or reduce the use of tobacco, alcohol, or drugs; and
- Blood pressure and cholesterol assessment during annual health exams, and screening for illnesses such as cancer, diabetes, and heart disease.
Including people with disabilities in these activities begins with identifying and eliminating barriers to their participation.
Work with Applied Development to Learn How to Create Effective Disability Compliance Programs
At Applied Development, we advocate for the right to inclusion through our services. Our services include sign language interpretation, Communication Access Real-Time Translation (CART), Section 508 compliance, and strategic communications. Contact us today at (410) 571-4016 or fill out our contact form to get help with creating disability compliance programs for your organization.