February is Low Vision Awareness Month

Disability:IN DC Metro

February News and Events

Become a Member of DC Metro



Now More than Ever

Be intentional in your organization's disability inclusion commitment in 2025!

Disability:IN DC Metro mission is to educate our business community about disability inclusion. The President's recent Executive Order on DEI has prompted many of us to seek clarification, recognizing that Section 503 of the Rehabilitation Act, the Vietnam Era Veterans’ Readjustment Assistant Act remains in effect. February's newsletter is designed to provide in-depth information focused on Disability Inclusion.

The Hon. Katherine McCary, CEO, Disability:IN DC Metro

Highlights in this issue;

What Our Community is Saying

Webinars:

• K&L Gates DEI and EEO in the Second Trump Presidency
• EU Legislation
• NOD Disability Blueprint WayMap
• Affiliate Presentation
• DC Metro Lunch & Learn: Featuring Craig Leen

Articles:

What Our Community is Saying

Statements from National Organization on Disability, AAPD, Center for Disability Inclusion, Disability Belongs

Key Message

“Recent policy changes will have a profound and adverse impact on the disability community,” said NOD President and CEO Beth Sirull. “Americans with disabilities already face systemic obstacles to employment, with workforce participation rates significantly below the national average. We are concerned that newly announced changes to federal policy may inadvertently widen this gap for the 70+ million Americans with disabilities.”

Message from Carolyn Jeppsen, CEO



Recent statements by the President of the United States, falsely linking disability policies to the tragic plane crash in Washington, D.C. must be addressed. These statements are not only inaccurate but also perpetuate harmful stereotypes about disability inclusion in the workplace. At BroadFutures, we firmly believe that workplace accommodations and initiatives are designed to remove barriers, not lower standards, as uniformly evidenced by the incredible skill and talent of our participants. We empower and support young neurodivergent people to develop independence, confidence, and effective professional skills, while also partnering with employers to create more inclusive workplaces, challenging outdated assumptions about neurodiversity.

Now, more than ever, we must combat misinformation and advocate for a world where neurodiversity is recognized as a strength. We need your support to continue our work. 

Please Consider:

• Donating to BroadFutures to support our mission
• Share this message to educate others on the importance of inclusion.
• Partner with us to build a workplace culture that welcomes and uplifts all.

Join us in creating a future where every young person has the opportunity to thrive.

For a comprehensive response from the cross-disability community, please read The American Association of People with Disabilities (AAPD) Statement here.

Disability Inclusion: A Proven & Steadfast Priority ​in the Workplace, Marketplace and Beyond

Disability impacts your entire workforce, making disability inclusion an essential component of your business’ talent strategies. With nearly 29% of the U.S. population identifying as individuals with disabilities (CDC, 2024), addressing disability inclusion is not only a moral imperative but also a critical workforce solution. Prioritizing accessibility and inclusivity ensures your organization maximizes engagement and productivity across all employees and reaches broader market segments. 

While many aspects of diversity have been negatively impacted by the recent executive orders requiring changes to DEI departments and policies at a Federal Government level, it is important to note that protections for individuals with disabilities are not impacted by recent shifts in executive orders, affirmative action (AA), or DEI policies. The Americans with Disabilities Act (ADA)—a landmark civil rights law—and Section 503 of the Rehabilitation Act remain unchanged. Employers must maintain compliance with these legal frameworks, which enforce critical provisions for accessibility and nondiscrimination for people with disabilities. 

Judy Julius a CDI Board member and owner/primary consultant with EEO Consulting says, “We’ve already let our clients know that their obligations under 503, and VEVRAA, remain unchanged. We still need all five reports to prepare their data metrics including: the Point in Time Report including Job Groups; Applicants, Hires, Promotions, and Terminations. And we are still going to scrub that data before we prepare those reports. The OFCCP conducted separate focused reviews of 503 and VEVRAA during the prior Trump Administration under Director Craig Leen’s leadership. I expect those to return. Measuring the effectiveness of your outreach and preparing a totality statement are more important than ever. Keep in mind, if your outreach isn’t working, you are expected to expand your partnerships with community-based organizations. So, while many things have changed, there were no changes to 503 or VEVRAA. And employers still have requirements under Title VII and the Equal Pay Act.” 

For federal contractors, the requirements under Section 503 are still in effect and monitored by the Office of Federal Contract Compliance Programs (OFCCP). This includes the 7% disability workforce utilization goal established in the 2014 amendments to Section 503. Federal contractors must also engage in outreach to recruit candidates with disabilities and demonstrate these efforts through a "totality of efforts" statement. These regulations are integral to fostering an inclusive workforce and ensuring compliance. 

Under the ADA, organizations are also required to make application processes accessible and provide clear, accessible avenues for candidates, employees, and customers to request accommodations. Website accessibility standards, governed by the Web Content Accessibility Guidelines (WCAG), continue to be enforced by the Department of Justice under the ADA. Noncompliance with these standards not only risks legal penalties but also alienates a significant segment of potential employees and customers. 

Now is not the time to ease up on disability inclusion efforts. These initiatives are more than compliance measures--they are strategic advantages. By addressing barriers to inclusion, your organization creates an environment where all employees can thrive and contribute fully. Disability inclusion can unlock untapped potential within your workforce and position your organization as a leader in equitable practices. 

Remember, nothing has changed regarding the regulations or requirements related to disability inclusion. The ADA, Section 503, and WCAG standards remain firmly in place, ensuring ongoing protections and expectations. Disability inclusion is not just about meeting legal obligations--it’s about creating a workplace culture that values and supports all individuals. Keep your foot on the gas and continue driving progress in disability inclusion to ensure your workforce and customer base are engaged, productive, and valued! 

NOD Responds to Recent Policy Changes Impacting Workforce Opportunities for Americans with Disabilities

Washington, D.C. (January 31, 2025) – The National Organization on Disability (NOD) is deeply concerned about the recent policy changes enacted by the new administration under President Donald J. Trump, which threaten to undermine the progress made to enable people with disabilities to participate in the workforce on par with all Americans. NOD acknowledges the uncertainty surrounding recent pronouncements and is monitoring the situation closely.

For decades, NOD has worked tirelessly to champion policies and practices that break down barriers to employment for people with disabilities. However, recently announced policy changes—affecting hiring initiatives, remote work, and digital accessibility, among others—pose significant challenges to these efforts.

“Recent policy changes will have a profound and adverse impact on the disability community,” said NOD President and CEO Beth Sirull. “Americans with disabilities already face systemic obstacles to employment, with workforce participation rates significantly below the national average. We are concerned that newly announced changes to federal policy may inadvertently widen this gap for the 70+ million Americans with disabilities.”

NOD will continue our work to connect job seekers with disabilities to companies that need talent to grow and thrive. As evidenced by our partnership with hundreds of organizations, employing Americans with disabilities yields bottom-line results by shoring up talent gaps and improving overall performance, which is critical in today’s competitive economy.

“Every individual deserves the opportunity to contribute their talents and skills to the workforce,” added Sirull. “This includes all people with disabilities, across every kind of disability, whether physical, neurological, mental health, disease or any other difference. In fact, people with disabilities must develop resiliency and creativity to navigate problems on a daily basis. When Americans with disabilities bring our unique talents to businesses, we make companies stronger, which makes our economy and country stronger in turn.”

Importantly, NOD affirms that expanding employment opportunities for people with disabilities is a bipartisan issue. The organization has a robust history of working across the aisle; NOD has engaged with both Republican and Democratic presidential administrations since 1981 to inform public policy. We’re proud to have had President George H.W. Bush serve as our Honorary Chairman, and we are honored to have former Republican Governor of Pennsylvania Tom Ridge and former Democratic Congressman from Rhode Island Jim Langevin currently serving on NOD’s Board of Directors.

Disability touches nearly all Americans. NOD remains committed to advocating for people with disabilities and their family, friends, and caretakers regardless of race, gender, sexual orientation, religious affiliation, or other personal identification. The organization will continue to work with our wide network of partners, from corporations and foundations to nonprofits and academic institutions, together making progress towards a future where all people with disabilities can reach their full potential and strengthen our workforce, our communities, and our country.

Dismantling Myths and Stereotypes: Addressing the Impact of Harmful Rhetoric on the Disability Community

As a nonpartisan, disability-led, and majority-disabled organization, Disability Belongs™ is deeply committed to dismantling systemic biases and barriers that cause harm, perpetuate discrimination, and, in some cases, even lead to violence against our community.

Recent news has highlighted harmful and dangerous rhetoric, which portrays individuals with disabilities as “less than” our non-disabled peers and demonizes our community simply on the basis of disability. Such narratives foster fearmongering and perpetuate biases towards an already marginalized identity and experience. This stigma reinforces misconceptions that disability automatically equates to incompetence or an inability to succeed, including in the workplace. Disabled workers frequently find themselves in unjust situations, and we are often expected to continuously prove our value, despite being more than qualified for our roles. The interplay of ableism and dangerous rhetoric leads to even greater challenges and stigma.

Data from recent reports and studies show that in fact, disabled workers often outperform their nondisabled peers in various workplace environments. In addition, diverse organizations and companies are more innovative and competitive than their less diverse counterparts.

“Our industry-specific expertise and lived experiences contribute to essential ideas and changes needed to make workplaces across sectors more accessible and inclusive,” said President and CEO Ariel Simms. “In an era of misinformation, it is crucial that we approach conversations, especially in the wake of tragedy, with fact-based data and information.”

Disability representation in all areas of society should reflect overall disability representation in the U.S. population, including in the workforce and across all positions, from entry-level to leadership roles. When tragedy occurs, instead of trying to blame and divide, we can choose to come together as one human community. We urge everyone to be responsible with their statements and to recognize the power they hold in shaping narratives of disability and other diverse identities in society.

FEBRUARY PROGRAMMING

DEI and EEO in the Second Trump Presidency

Register for the K&L Gates webinar

Wednesday, 5 February 2025

1:00 PM - 2:00 PM ETLocation

Virtual - InReach

(Login details to be distributed 30 minutes before webinar)

Speakers:

• Craig Leen, Partner, Washington, D.C.
• Ferry Lopez, Partner, Los Angeles
• Leann Walsh, Partner, Raleigh

Please join us for a webinar on Wednesday, 5 February hosted by members of our Labor, Employment, and Workplace Safety practice covering the most recent developments related to diversity, equity, and inclusion in President Trump’s second term. This webinar will be applicable to all employers, in addition to covered federal contractors and subcontractors with compliance obligations under pre-existing affirmative action programs under Section 503 of the Rehabilitation Act, the Vietnam Era Veterans’ Readjustment Assistant Act, and now-revoked Executive Order 11246. Our lawyers will provide an overview of recent executive orders and discuss several high risk and urgent action-items all employers should be considering, including workforce policies, DEI and/or affirmative action program compliance, training, recruiting, compensation, employee resource groups, and scholarship, internship and apprenticeship programs. The discussion will also highlight additional legal considerations such as global and state-level requirements that may be inconsistent with US federal law developments. We look forward to discussing these rapidly evolving matters with you! 

If you have any questions, please contact Maggie Butler. 

New EU Directives: Inclusion & Accessibility Essentials with Disability:IN

Start Date: February 6, 2025

Time: 10 am ET / 3 pm GMT

Register for the TextHelp Webinar

Is your business engaging with the EU market? Whether you're headquartered in the EU or operating internationally, the new EU legislation on sustainability and accessibility - the Corporate Sustainability Reporting Directive (CSRD), the Corporate Sustainability Due Diligence Directive (CSDDD), and the European Accessibility Act (EAA) - is set to reshape the way organizations operate.

Join us for an exclusive webinar designed to empower your business with the knowledge and strategies to meet the legislation while advancing disability inclusion in the workplace.

Hear from industry leaders Reid Jewett Smith, Ph.D., Director of Research & Policy at Disability:IN, and Ryan Graham, Chief Technical Officer & Enable ERG Executive Sponsor at Texthelp. They'll share actionable insights to help you stay ahead and create a more inclusive, compliant organization. Don’t miss out - register today!

New EU laws are reshaping how organizations must operate, with the first sustainability reporting requirements already in effect and major changes coming into force in 2025. Businesses engaging with the EU market can’t afford to fall behind.

Key directives include the Corporate Sustainability Reporting Directive ( CSRD), the Corporate Sustainability Due Diligence Directive ( CSDDD), and the European Accessibility Act ( EAA).

Join us for a webinar with Disability:IN designed to prepare your organization with the knowledge, strategies, and tools to meet the new requirements.

Based outside the EU? These laws still apply if you do business in Europe.

Waymap cordially invites you to attend the launch event on Wednesday, February 12^th 

Join us for the Official Launch Event!

which will be held on 

Wednesday, February 12th at 2:30 p.m.

 The Venue:

Verizon Technology and Policy Center

1300 I St NW, 5th Floor, Washington DC 20005

We can’t wait to celebrate with you! The Washington, DC Metro area (DMV) is about to make history, becoming home to the most accessible transit system in the world with the launch of Waymap - a revolutionary navigation app designed to empower everyone, with the needs of disabled people at its core.

Developed through a groundbreaking public-private partnership between WMATA and Waymap, this cutting-edge technology enables seamless outdoor, indoor, and underground navigation, transforming mobility across the entire WMATA network in DC, Maryland, and Virginia.

Be part of this historic moment as the DMV leads the world in inclusive transportation. Experience firsthand how this innovative partnership is setting a new global standard for accessibility in public transit. Hear from the incredible people who made it happen, including WMATA’s CEO and General Manager, Randy Clark - and be inspired by local hero and Paralympic gold medalist, Trevon Jenifer.

We look forward to celebrating this incredible achievement with you. 

Please RSVP and let us know that you will be there. If you are unable to attend personally, please let us know who from your organization will be attending.

Disability Inclusion Blueprint 101

February 13, 1-2 PM EST.

Register for the Disability Inclusion Blueprint webinar

The Disability Inclusion Blueprint is a corporate assessment tool that helps organizations improve disability inclusion throughout the entire employee lifecycle.

Join Mercy Health and Constellation as they share how they’ve used this tool to foster a psychologically safe workplace, drive innovation, and boost business performance. Learn how the Blueprint has helped unlock employees’ potential, leading to stronger teams and more creative problem-solving.

Plus, hear from our global partner, Valuable 500, on how we’re expanding our reach to help companies attract top talent, enhance market reach, and improve employee satisfaction for stronger bottom-line results.

Disability:IN Affiliates

Monthly Meeting

February 19th, Noon ET

Attend with this Zoom Link

“Affiliate Innovative Practice- Low Cost- Maximize Employer Outreach”

Our guest presenters from Chicagoland, DC Metro, Minnesota, and North Carolina (the “Affiliate Collaborative”) will be sharing their 3-year strategic collaborative relationship that has provided meaningful business engagement opportunities by sharing resources and producing events, building on a shared mission of driving corporate disability inclusion, and maximizing their geographic outreach.

In this session you will learn how by working together, the Affiliate Collaborative has expanded their employer audience addressing hot topics, sharing best practices building an “Affiliate Peer 2 Peer” relationship.

Join us for an engaging conversation as they share their success and invite you to join them!

Disability:IN affiliates across the nation drive disability inclusion forward by working with Disability:IN partners and other corporations at the local level.

• Affiliates are non-profit, employer-led membership-based business associations that create business-to-business connections, networking, and shared learning. Partnership pricing and benefits are customized for local needs.
• Affiliates collaborate with Disability:IN for shared disability inclusion resources, best practices, and programming.
• All affiliates use the Disability:IN brand but operate independently with a common mission of supporting corporate disability inclusion offering business–to–business education.
• Affiliates provide ongoing year-round events, education, resources, and the opportunity for regional and local engagement that complement and expand upon Disability:IN’s resources and programming. Common topics include: compliance, digital accessibility, E/BRG growth and development, intersectionality, mental health, neurodiversity, disability recruiting, disability supplier diversity. 
• Disability:IN corporate partnerships are separate from affiliate partnership.
• Affiliates and their partners/members meet in person each year at the Annual Global Conference and Expo.

2025 Omnium Circus & Disability:IN DC Metro

Tickets Still Available!

February 22nd

Buy Tickets Now

Can't be there in person? Buy 2 tickets and DONATE them!

Disability:IN DC Metro has reserved center orchestra seats for the Omnium Circus at the Warner Theatre on Saturday, February 22 at 2 pm.

Warner Theatre is a theatre located at 513 13th Street, N.W. in downtown Washington, D.C.

The seats are the center orchestra, the first 2 rows of the green section (plus a few on the third.)

Learn more about the Omnium Circus

10% of the ticket price will be donated back to Disability:IN DC Metro.

Contact us with any questions concerning the event, seating requests or accessibility.

2025 Internship and Job Fair

March 5, 2025

10:00 am - 3:00 pm Field House, Gallaudet University

Registration Link for GU Fair

Employers: This is a great opportunity to engage with talented students and Alumni who are eager to contribute to your organization. Register for a booth today and discover the talent that will help drive your organization's success.

Business $600

School and Non-Profit Organizations $400

Deaf-Owned Small Businesses and Start-Ups $250

Learn more about Gallaudet's Employer Services

Disability:IN DC Metro Events

DEI and Disability Inclusion

February 26, 2025

Noon-1pm

Register for DEI and Disability Inclusion

Free to Attend

The President's recent Executive Order on DEI has prompted many of us to seek clarification, recognizing that Section 503 of the Rehabilitation Act, the Vietnam Era Veterans’ Readjustment Assistant Act remains in effect. Hear from Craig Leen, Disability:IN DC Metro's Strategic Advisory Board Member and Partner, K&L Gates (Former OFCCP Director under the first Trump Administration) as he shares his perspectives of the Trump DEI EO and Disability Inclusion.

About Our Speaker

Craig Leen is a partner in the firm's Labor, Employment, and Workplace Safety practice, and co-leads the firm’s OFCCP and Affirmative Action Compliance area of focus. His depth of experience spans across federal, state, and local government, as well as the private sector. He is a parent and advocate for disability inclusion

Prior to joining the firm, Craig served as the Director of the Office of Federal Contract Compliance Programs (OFCCP), a federal civil rights enforcement agency at the U.S. Department of Labor. In this role, Craig reported directly to the Secretary and Deputy Secretary of Labor; overseeing approximately 450 employees and a budget of over $105 million, with a mission to ensure compliance by federal contractors with equal employment opportunity and non-discrimination obligations.

The State of Digital Accessibility

Eduardo Meza-Etienne

Chief Accessibility Officer, Disability:IN DC Metro

March 18, Noon- 1:00 pm ET

$75, Free for Disability:IN DC Members and Affiliates

Register for the State of Accessibility Lunch and Learn

The Sixth Annual State of Digital Accessibility Report, published by Level Access in collaboration with the International Association of Accessibility Professionals (IAAP) and the Global Initiative for Inclusive Information and Communication Technologies (G3ict), provides a comprehensive overview of how organizations in the U.S. and Europe are approaching digital accessibility. Based on a survey of over 1,400 professionals, the report highlights the widespread adoption of digital accessibility policies, with more than 80% of respondents indicating their organizations have such policies in place. The report also underscores the positive impact of digital accessibility on business outcomes, including improved customer acquisition, satisfaction, and revenue. Additionally, it explores the integration of emerging technologies like artificial intelligence into accessibility strategies and identifies key challenges organizations face in implementing accessibility at scale.

About Our Speaker

Mr. Meza-Etienne is someone with a non-apparent disability who understands first-hand the challenges faced by those with disabilities in the workplace. He has served on the board of directors of Disability:IN DC Metro since 2008, the National Capital Region affiliate of Disability:IN where he also plays the role of Chief Accessibility Officer providing guidance and advice to its members that include many of the large government contractors such as EY, Deloitte, General Dynamics, Leidos, to mention a few. Eduardo is a frequent speaker at different accessibility-related conferences and has been working in the digital accessibility space since 2007 for the leading accessibility consulting companies in the industry including Level Access and eSSENTIAL Accessibility (merged with Level Access August 2022). Prior to that and starting in 2000 he worked for a Small Business Administration 8a certified small business and a state of Maryland Minority Business Enterprise certified business owned by a deaf couple which was an approved vendor to Maryland Division of Rehabilitation Services, where he performed needs assessments, assistive technology recommendations and training for Maryland residents with disabilities to help them gain skills to become independent and get a job. In addition to that during that time he travelled throughout the United States training both Social Security Administration (SSA) and Internal Revenue Services (IRS) employees in how to use different types of assistive technologies. This also included working with the Department of Defense Computer/Electronic Accommodations Program (CAP).

Business News

DEI: Advancing Merit-Based Hiring That Makes Companies More Profitable And Competitive

Get rid of DEI policies? We’re too far down the road for that. The proof is in the pudding. The research and findings are clear. DEI, despite all the hoopla against it right now, is here to stay. It may go through a battle and even a name change, but the DEI (diversity, equity and inclusion) philosophy will still be standing when all is said and done.

See, DEI has proven its value. The leadership and business cases have been made. What we now know is that DEI isn’t simply a nice-to-have or optional approach to recruiting and employing a diverse talent pool. It’s not something you can just throw out like bath water or the latest diet trend.

The research and findings are clear. DEI policies and programs are what make organizations thrive in the 21st century. It’s what pulls in top-notch talent. It’s what makes business more competitive, more influential and more profitable. DEI is key to any business strategy, and it’s a full-blown leadership imperative and philosophy that’s surely here to stay.

ARTICLE:Uncharted Waters: Employers Brace for Significant and Unprecendented Changes to Employment Law Enforcement Under New Administration

Here is an article Craig Leen co-authored on the topic.

Lee Huffman

AccessWorld Editor-in-Chief

American Foundation for the Blind

Dear AccessWorld readers,

"What exactly is low vision?" you may ask. Low vision is a term commonly used to mean partial sight, or sight that isn't fully correctable with surgery, medications, contact lenses, or glasses. In the United States, the most common causes of low vision are age-related macular degeneration (AMD), glaucoma, cataracts, and diabetic retinopathy. People can also be born with conditions such as albinism or optic nerve damage that can result in low vision. Low vision can have an impact on people of all ages.

Magnification devices, electronic devices, computer-access software, and other access and mainstream technologies are used to help people with low vision maximize their remaining vision or learn alternative ways to do things, such as using their sense of touch or their sense of hearing. As our regular readers know, AccessWorld regularly reports on many of these technologies. For additional information on living with low vision, please visit AFB's VisionAware's Low Vision resources.

In observance of Low Vision Awareness Month, I encourage everyone to have a complete eye exam from a licensed ophthalmologist or optometrist. Getting a yearly exam increases the chances of early detection and diagnosis of conditions that may lead to vision loss. If you or someone you know has experienced significant vision loss, I encourage you to have a low vision examination.

A low vision examination is quite different from the basic examination routinely performed by primary care optometrists and ophthalmologists. A low vision examination includes a review of your visual and medical history, and places an emphasis on the vision needed to read, cook, work, study, travel, and peform and enjoy other common activities. The goals of a low vision exam include assessing the functional needs, capabilities, and limitations of your vision, assessing ocular and systemic diseases, and evaluating and prescribing low vision therapies. Education and counseling of family and other care providers; providing an understanding of your visual functioning to aid educators, vocational counselors, employers and care givers; directing further evaluations and treatments by other vision rehabilitation professionals; and making appropriate referrals for medical intervention are all a part of a low vision evaluation.

The low vision examination takes much longer than a typical eye exam, but the information gained can be invaluable. No matter what your visual acuity, it is important to understand any diagnosis you may receive and to keep your eyes as healthy as you possibly can.

Sincerely,

WHAT YOU’LL GET:

Your Disability Inclusion Blueprint provides:

• A roadmap with recommended actions tailored to advance your disability inclusion strategy.
• Essential benchmarking data, measuring how your company stacks up against all other participants, revealing areas of strength and opportunities to improve.
• Valuable insights to better allocate resources, boost overall organizational performance and improve talent outcomes for people with disabilities.

WHAT YOU DO:

Corporate leaders, talent managers, and HR professionals can start immediately.

1. Open Now: Sign up by completing this webform.
2. By March 31*: Fill out a user-friendly survey exploring:
3. - talent outcomes across the employee lifecycle,
4. - strategy and policies, and
5. - practices and programs.
6. July 15: Receive your Blueprint, a roadmap tailored to where your company’s disability inclusion strategy currently stands and recommendations to advance to the next stage.

Recorded webinar: Executive Orders Are Reshaping DEI.

New executive orders have rolled back federal diversity, equity, and inclusion (DEI) initiatives, posing challenges for workplace leaders. SHRM is holding a critical information briefing today,  Wednesday, Jan. 29, at 1 p.m. EST, to examine these policy changes and their implications. Top employment attorneys will join SHRM leaders to discuss maintaining inclusive workplace cultures while adhering to merit-based practices using the SHRM BEAM framework.

OF INTEREST

Both Andrea and Keith have presented at Disability:IN DC Metro

New Appointments of Trump Administration

Andrea Lucas has been appointed to serve as acting chair of the EEOC.

Keith Sonderling has been nominated to serve as deputy secretary of the US Department of Labor.

Thank You to Our Sponsor Partners!

Save the Date for these Signature Events!

Technology and the Disability Experience

Fall 2025 | New York, New York

Learn More

An exploration of artificial intelligence, extended reality, smart devices, and their impact on accessibility, disability inclusion, and the future of workforce innovation.

The National Organization on Disability proudly welcomes a diverse group of advocates and professionals to an exploration of the advantages and limitations of advancing technology in the workforce. Disability advocates, human resource and technology professionals, leaders, and others are invited to join us in examining how technological innovations are impacting individuals with disabilities.

Guests will enjoy...

• A showcase demonstrating cutting-edge, tech-driven products for people with disabilities from trailblazing brands
• An engaging panel discussion with industry experts exploring their emerging tech products and strategies for driving advancement for marginalized identities
• Networking opportunities with passionate, like-minded individuals
• An award ceremony recognizing leading disability employers
• Captivating entertainment

WID

AAPD

Billion Strong

The Resource Network

The Valuable 500

Blind Institute of Technology

Standard Accessibility Reporting

BroadFutures

Lingvano

RespectAbility

Soniccloud

Level Access

Omnium Circus

Disability:IN Minnesota

Disability:IN Wisconsin

Disability:IN Chicagoland

Center for Disability Inclusion

Virginia Ability

Disability:IN DC Metro

“Think Globally, Act Locally”

Patrick Geedes  

Join Today!

Promoting Inclusion

Expanding Disability Education and Awareness

Our focus is on Culture Change!

Founded in 2006

Twice honored as Disability:IN Affiliate of the Year

 Led by The Hon. Katherine McCary

Founding Chair of Disability:IN National and

CEO, Executive Director of Disability:IN DC Metro

Disability:IN DC Metro (DC Metro) is an employer-led membership-based business association that creates business to business connections, dialogue, and learning within our geographic region of Washington, DC, Virginia, and Maryland, an area known as the National Capital Region. Our offerings, however, are not limited to geographic location. All DC Metro corporate member employees enjoy member benefits regardless of their physical geography. You don't have to live in the National Capital Region to engage and enjoy DC Metro's Professional Development Courses and topical Hybrid Programming!

Our Vision

“Cultivate workforces and workplaces where talent with disabilities are recruited, included, promoted, retained and valued as both internal talent and innovative vendors.”

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