Americans with Disabilities Act
Coming up this month, on July 26, is the anniversary of when former President, George H.W. Bush signed the Americans with Disabilities Act into law, which outlawed the discrimination against people with disabilities. Let’s learn about this law, why it’s important, and how you can continue to foster a workspace of inclusivity!
History of the Americans with Disabilities Act
It was July 26, 1990 when the Americans with Disabilities Act was signed into law. This law prohibited discrimination against people within employment, transportation, public accommodations, commercial facilities, telecommunications, and services within state/local government.
But prior to this law, it’s important to note the tireless efforts of protestors and activists who desired change long before 1990. Those advocating for equal rights for Americans with disabilities took on a similar posture as the advocates for the civil rights movement. Countless Americans dedicated themselves to making their voices known, creating awareness of the injustices facing those with disabilities. Before the legislation was passed, the inequalities experienced within the workplace were seen as natural consequences of disabilities.
A crucial step in the right direction came in 1973 with the 1973 Rehabilitation Act. In an article titled The History of the Americans with Disabilities Act: A Movement Perspective, Arlene Mayerson points out, “Enactment of Section 504 evidenced Congress’ recognition that the inferior social and economic status of people with disabilities was not a consequence of the disability itself, but instead was a result of societal barriers and prejudices. As with racial minorities and women, Congress recognized that legislation was necessary to eradicate discriminatory policies and practices.”
Additionally, this legislation was able to shift Americans’ understanding of those with disabilities not grouped by specific disabilities, but as a collective minority class that was being treated unjustly.
Fast forward to today, and we are continuing to make efforts toward justice, making sure equal opportunities exist for every individual.
How your workplace can be intentional
One way to be intentional in your efforts of inclusivity, as always, is to be aware. Here are some stats you might not know about Americans with Disabilities:
A survey in 2019 from the United States Census Bureau found just under 13% of the population to be noninstitutionalized Americans with disabilities.
In 2018, an estimated 37% of non-institutionalized, male or female, with a disability, ages 16-64, all races, regardless of ethnicity, with all education levels in the United States were employed. (Cornell University Disability Statistics)
In the year 2018, an estimated 7.3% of non-institutionalized persons aged 21 to 64 years with a disability in the United States who were not working were actively looking for work. (Cornell University Disability Statistics)
The median annual earnings of non-institutionalized persons aged 21-64 years with a disability in the United States who were working full-time/full-year in 2018 was $40,500. (Cornell University Disability Statistics)
Today, as with most pursuits of justice, we’ve not arrived at a complete or perfect destination. But we continue to take steps forward, advocating for the rights of each individual in our communities.
As we work to create inclusive workplaces, opening doors to everyone for equity and inclusion, how is your team being attentive to those with disabilities? How might you take a step toward inclusivity this month?
