The Americans with Disabilities Act of 1990 (ADA) turned 30 years old on July 26. The landmark law provides protection against discrimination of individuals with disabilities (IWD) in a variety of areas such as employment, health care, housing, and education.
Defining what qualifies as a disability is a vital part of ADA’s value. It establishes the guidelines for who should be considered an IWD and who should be protected. When it comes to diversity and inclusion in the workplace, the ADA set the standard for ensuring people with disabilities have the same rights and access to opportunities to meaningful employment.
The ADA also requires employers to provide these reasonable accommodations to IWDs to help them complete the same tasks as employees without a disability. Through various programs and assistive technologies, employers create many additional opportunities to hire and promote talented individuals who otherwise would not be able to fulfill their duties.
The OFCCP also took its lead from the ADA, requiring federal contractors to actively recruit IWDs through Section 503 of the Rehabilitation Act of 1973. This law prohibits federal contractors and subcontractors from discriminating in employment against IWDs, and requires employers take affirmative action to recruit, hire, promote, and retain these individuals.
Circa is proud to walk in step with the ADA in their pursuit of equality for individuals with disabilities. As we look to help employers acquire talented individuals of all kinds, the 30th anniversary of the ADA is a reminder of the strides many have taken in moving toward a truly inclusive workforce. We’re all excited to see what the next 30 years brings!