Special Labor Day Edition: How Section 503 is Redefining Inclusion for Us All

Landmark Legislation

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Did you know that 1 in 5 American workers is employed by a federal contractor or subcontractor? This year, we recognize a significant milestone—the 50th anniversary of the Rehabilitation Act of 1973. While this landmark legislation specifically targets federal contractors and subcontractors, its core principles of advancing access and equity for individuals with disabilities have broader implications that can benefit all organizations.

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Heres why even non-federal contractors should pay attention.

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What is Section 503?

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Section 503 prohibits federal contractors and subcontractors from discriminating against qualified applicants and employees with disabilities. The law also mandates that contractors with 50 or more employees take affirmative action to employ and advance these individuals.

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Sidebar: What is the OFCCP?

The Office of Federal Contract Compliance Programs (OFCCP) is an agency within the U.S. Department of Labor responsible for ensuring that employers doing business with the federal government comply with nondiscrimination and affirmative action laws.

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Why Should Non-Federal Contractors Care?

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The principles laid out in Section 503 can serve as a blueprint for any organization aiming to promote disability inclusion and create a more inclusive environment.

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A Blueprint for Hiring Managers and Executives in Non-Governmental Organizations

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If you're a hiring manager, HR executive, or anyone with influence over hiring decisions, you might think that Section 503 of the Rehabilitation Act is something you can skim over unless you're a federal contractor. Think again. This legislation, while targeted at federal contractors and subcontractors, offers a gold standard blueprint for disability inclusion that can—and should—be applied universally.

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Why Its Relevant

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The guidelines set forth in Section 503 are more than just rules; they're a comprehensive framework for creating an inclusive workplace. They cover everything from non-discrimination policies to diversity action plans, providing a roadmap that any organization can follow to foster inclusion.

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Employee Satisfaction and Retention

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Inclusive workplaces tend to have higher levels of employee satisfaction and retention. Beyond the business case, there's a moral imperative to create workplaces that are inclusive and equitable. A company's stance on diversity and inclusion can be a significant differentiator.

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Key Updates to Section 503

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In 2013, the OFCCP updated the regulations under Section 503, strengthening its affirmative action and nondiscrimination requirements. Why?

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Because although the Rehabilitation Act had been out for 40 years, promoting the hiring of qualified individuals with disabilities among government contractors, the unemployment rate among working-age individuals with disabilities was still significantly higher than those without disabilities.

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For the first time, an aspirational utilization goal of 7% was introduced for government contractors with 50 employees or more.

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The Importance of Self-Identification

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One of the most impactful changes was the requirement for companies to invite applicants and employees to self-identify as individuals with disabilities at both the pre-offer and post-offer stages, and then at five-year intervals. This allows contractors to track the number of job applicants with disabilities, thereby assessing the effectiveness of their outreach and recruitment efforts.

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Recent 2023 Updates to the Voluntary Self-Identification Form

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Since April, the Voluntary Self-Identification of Disability Form has undergone several updates, including the inclusion of preferred language for disabilities and additional examples like alcohol and substance abuse disorders, mobility impairments, and neurodivergent conditions such as ADHD and autism.

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Innovative Practices by Companies

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Companies that have been most successful in meeting or exceeding the 7% goal have implemented effective outreach campaigns and positive recruitment activities. Some have even established relationships with state and local vocational rehabilitation programs. Others have created disability-related employee resource groups to foster a culture of inclusion.

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“The key to all these initiatives is top-level buy-in; CEOs and leaders must publicly express their commitment to disability inclusion.” – April Ogden, Disability Inclusion Expert

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The Future of Section 503

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The theme for the Rehab Act's 50th anniversary is "Increasing Access and Equity—Then, Now and Next."

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Section 503 has already made strides in creating a more diverse and inclusive workforce. As we look to the future, it will continue to break down barriers, ensuring that individuals with disabilities have equal opportunities in the employment sector.

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The Evolving Impact of Section 503: A Word from the Experts

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Jennifer Sheehy, the Deputy Assistant Secretary of the Office of Disability Employment Policy, recently weighed in on the ongoing impact of Section 503. She stated:

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"The clear intent of Section 503 was to improve employment opportunities for individuals with disabilities, and that was an important first step. As for the 'now,' we are actively working to ensure our regulatory updates strengthen the law’s ability to achieve that objective. And 'next,' Section 503 will continue to allow contractors and OFCCP to identify and remove barriers to employment for individuals with disabilities."

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Time to Reflect and Act on Inclusion

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As we celebrate Labor Day, a holiday dedicated to the social and economic achievements of American workers, it's a fitting time to reflect on how far we've come in creating inclusive workplaces and how much work still lies ahead. Labor Day isn't just a day off; it's a day to commit to making every workplace more inclusive, starting with our own. Whether you're a federal contractor or not, let's use this Labor Day to renew our commitment to advancing access and equity for all in the workforce.

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Final Thoughts: The Road Ahead for Inclusion

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As we celebrate this milestone, let's also recognize the ongoing work and commitment required to make the promises of Section 503 a reality. Whether you're a federal contractor or not, there's much to learn and apply from this landmark legislation. Here's to another 50 years of advancing access and equity for all!

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Ready to make your workplace more inclusive?

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Start by reviewing your company's current policies and consider how you can align them more closely with the principles of Section 503. Take the first step today!

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About the Author: Meet April Ogden, Your Guide to Inclusive Workplaces

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April Ogden is a seasoned Diversity Career Coach and Inclusion Consultant with over 15 years of experience. She holds a Master of Science in Vocational Rehabilitation Counseling and serves as a Military Transition Specialist by day. In this role, April assists military personnel, both with and without service-connected disabilities, in transitioning to civilian and federal employment.

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Outside of her day job, April consults with companies and organizations on creating inclusive work environments that not only comply with legal standards but also foster a culture of acceptance and equity.

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As we gear up for National Disability Employment Awareness Month this October, April is open for speaking engagements and consultations. Whether you're looking to educate your team or show your employees that inclusivity is a core value at your organization, April is the expert you need.

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To book April for your disability inclusion event in October or for any other inquiries, feel free to DM April.

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#HumanResources #FederalContractors #DisabilityInTheWorkplace #InclusionMatters #InclusionInTheWorkplace #LeadershipDevelopment

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