Disability Impact

JULY 2026

News & Events for Disability Inclusion Leaders in the National Capital Region and Beyond!

Celebrating Disability:IN DC Metro's 20th Anniversary

Celebrating Disability Pride Month

Disability Pride Month is celebrated every July to honor disability identity, culture, and leadership. The official theme for 2026 is “The World Works Better With Us,” which highlights the importance of full inclusion in everyday life.

#DisabilityPrideMonth

Nearly 26% of the U.S. population are considered disabled. The entire month of July gives opportunity for everyone to show our pride and support disabled members of our communities. Teaching acceptance raises awareness and allows equal opportunity for anyone with a disability. When we change the way we look at someone, we change how we see uniqueness in every situation.

HISTORY

On March 12, 1990 over 1,000 people marched from the White House to the U.S. Capitol to demand that Congress pass the Americans with Disabilities Act. Upon arrival, about 60 activists, including eight-year-old Jennifer Keelan-Chaffins, physically demonstrated the inaccessibility of public spaces by getting out of their wheelchairs or setting aside their mobility aids and crawling up the Capitol steps in an act of civil disobedience that later became known as the Capitol Crawl. 104 activists were arrested for unlawful demonstration, many of whom were in their wheelchairs.

On July 26, 1990, President George H.W. Bush signed the Americans with Disabilities Act into law. Each July is celebrated as Disability Pride Month in commemoration of the historic moment.

Congratulations, Craig!

Craig Leen, Partner, K&L Gates, Disability In DC Metro Board Advisor

has been sworn as the 139th President of the Bar Association of the District of Columbia.

What our community is saying

AAPD Responds to Department of Justice Memo Attacking Community Living

On June 18, the Department of Justice (DOJ) published a memo reviewing the Olmstead v. L.C. Supreme Court decision, which guaranteed people with disabilities the right to live in their communities. The DOJ memo argues that the Olmstead case does not require services to be provided in the most integrated setting. AAPD wrote about the disastrous impacts this interpretation could have.

Read AAPD’s statement on the DOJ’s memo attacking community living.

AAPD Condemns the Dismantling of Special Education

On June 16, the Department of Education announced that the Office of Special Education and Rehabilitative Services will move to the Department of Health and Human Services, and the Office for Civil Rights will move to the Department of Justice. AAPD published a statement expressing our outrage at this unlawful transfer of special education to other agencies.

Join AAPD in urging Congress to act immediately to stop this change and prevent the dismantling of the Department of Education. 

Events in the July Newsletter

• Accommodations in 2026: Celebrating the 36th Anniversary of the ADA- July 14
• AAPD ADA Celebration July 22
• Mental Health at Work: Building Inclusive & Resilient Workplaces July 23
• Disability:IN Global Conference - July 27-30
• Ability.Jobs Career Fair Dates - August 20 (10/22, 12/10)
• Gallaudet University Fall Career Fair - September 24
• 2026 M-Enabling Summit - October 5–7

Accommodations in 2026:

Celebrating the 36^th Anniversary of the ADA

July 14, 2026

Noon- 1:00 pm ET

Register for Accommodations in 2026



REGISTRATION: Disability:IN Chicagoland & Affiliate Partners – no charge with promo code: ChicagolandPartner

July is Disability Pride Month and the anniversary of the Americans with Disabilities Act (ADA).

To celebrate, Disability:IN Chicagoland, in collaboration with its affiliate partners Disability:IN Minnesota, Disability:IN DC Metro, Disability:IN North Carolina, and Disability:IN Wisconsin, are hosting a webinar on Accommodations in 2026: Celebrating the 36^th Anniversary of the ADA Day on Tuesday, July 14^th from 12noon -1:00 pm Eastern.

Join this virtual discussion featuring: Lisa Mathess, Principal Consultant, Job Accommodation Network (JAN); Kelley Frake, Program Coordinator for Technical Assistance and Employer Outreach, and Rob Gould, Director of Research and Principal Investigator, at the Great Lakes ADA Center, who will lead a virtual conversation sharing practical guidance on accommodations and the interactive process while highlighting available resources. They will also discuss accessibility considerations along with opportunities and potential pitfalls to be aware of when creating workplace accommodations systems. Don’t miss your chance to participate in the discussion! Register online now.

ACCOMMODATIONS? Contact Laura Wilhelm Laura@disabilityinchicagoland.org

Webinar: Turning Points: The Disability Rights Movement

July 16, 2026

2:00 pm - 3:00 pm ET

Register for Turning Points



This year we celebrate the 250th anniversary of the adoption of the Declaration of Independence, and the 36th anniversary of the signing of the Americans with Disabilities Act. When President George H. W. Bush signed the ADA into law, he said we celebrated “another ‘independence day,’ … long overdue” for people with disabilities.

Join us for this session as we revisit some of the pivotal events of the disability rights movement, recognize some of the pioneers who led the way, and acknowledge the power of community that keeps us moving forward on the journey from isolation to inclusion of people with disabilities.

Orientation Sessions for Disability Mentoring Day

July 16 and August 20

Disability Mentoring Day (DMD) is a nationwide initiative coordinated by AAPD to empower and support disabled youth in reaching their goals. By hosting a virtual or in-person DMD event in your area, you can facilitate vital mentorship experiences and lasting connections for young disabled people in your community. Learn more by joining one of our orientation sessions on Thursday, July 16, or Thursday, August 20, from 4 - 5 PM ET. 

Register for the DMD orientation calls.

Americans with Disabilities Act (ADA) Celebration on July 22

Join AAPD for our annual ADA celebration! We will celebrate the legacy of the ADA and the decades of advocacy that led to its passing. The event is on July 22 at 6:30 PM ET at the Rock Creek Ballroom in the Westin DC Downtown at 999 9th St NW, Washington, DC. Tickets start at $25. 

Register for AAPD’s annual ADA celebration!

Mental Health at Work Building Inclusive and Resilient Workplaces

July 23, 2026

1-2 pm

Register

In recognition of Disability Pride Month and the anniversary of the Americans with Disabilities Act (ADA), this session explores the critical intersection of mental health and workplace inclusion. Learn how organizations can build supportive work environments that foster wellbeing, reduce stigma, and accommodate a wide range of mental health needs. Attendees will leave with practical strategies to strengthen mental health support, enhance inclusion, and sustain a healthier, more resilient workforce.

FEATURING:

• Rachel Duncan | VP, Regional Management Americas, Deutsche Bank
• Adam Nemer | Founder, Simple Mental Health
• Tiffany Yu | CEO & Founder, Diversability

SESSION FOCUS WILL EXPLORE:

• The critical intersection of mental health, workplace inclusion, and organizational resilience
• How employers can foster supportive environments that promote wellbeing, reduce stigma, and accommodate a broad range of mental health needs
• Practical approaches for addressing burnout, supporting employees through periods of change, and building cultures where people can thrive

Disability IN 2026 Global Conference

July 27-30

The Future of Business Is Being Built.

The builders, investors, and leaders shaping the future of business are building solutions that work better for more people. Are You IN?

Conference Registration

Conference Agenda

2026 M-Enabling Summit

October 5–7, 2026

Crystal Gateway Marriott, Arlington, Virginia

"Accessibility at the Core of Digital Transformation."

DC Metro Member Discount

This premier global conference brings together industry leaders to advance digital accessibility, AI, and inclusive technology.Disability:IN DC Metro is proud to be a Supporting Sponsor partner with G3ict again in 2026 in support of the upcoming M-Enabling Summit, a leading global event focused on digital inclusion, accessibility, and assistive technology.

Through this collaboration, Disability:IN DC Metro members are eligible to receive a 10% discount on registration fees. We encourage our members to take part in this important gathering of leaders, innovators, advocates, and organizations working to advance accessible technology and disability inclusion across sectors.

If you are a member or are interested in becoming one contact Katherine McCary for the registration discount.

Key 2026 M-Enabling Summit Details

• Theme: Accessibility at the Core of Digital Transformation.
• Location: Crystal Gateway Marriott, Arlington, Virginia.
• Date: October 5–7, 2026.
• Registration: Early bird rates are available for attendees via the official M-Enabling Summit website.

Fall Gala: Ripples to Waves

October 17



Save the date for an unforgettable evening! On October 17, BroadFutures will host our 2026 Fall Gala, Ripples to Waves: Celebrating Our Impact, at the International Spy Museum in Washington, DC.

Join our vibrant community for cocktails, light fare, celebration, and an inspiring program honoring the young people, employers, families, and supporters who are helping turn ripples of opportunity into waves of lasting impact. We cannot wait to celebrate with you!

Join us as a sponsor now and be part of the wave. If you become a sponsor before September 11, your name will be included on our invitations.

Career Fairs

Connecting Talent with Disabilities and Employers

Unlock the Power of disABILITY Talent

Job Fair Dates:

August 20, 2026

October 22, December 12

Register for direct engagement

Contact Lori Daly  for more information

Since 1995, abilityJOBS.com.com has been the leading resource for employers seeking to hire skilled professionals with disabilities.

abilityJOBS.com has an easy-to-use job board with AI-enhanced job postings and an extensive resume bank, providing year-round career listings and ads, as well as access to a nationwide pool of professionals across all industries.

The ABILITYJobFair.org is an accessible online job fair, bringing recruiters and job seekers with disABILITIES together in a human-centered experience. AJF uses face-to-face video, text chat, real-time captions and American Sign Language interpreters to allow for the most human in-person experience possible without the need to travel.

The Office for Career Success is excited to invite you to Gallaudet University’s Fall 2026 Internship and Job Fair!

Gallaudet University’s Fall 2026 Internship and Job Fair

Date: Thursday, September 24, 2026

Time: 10:00AM - 2:30PM

Location: Multi-Purpose Room in the Student Academic Building (SAC)

Registration: Now open on Handshake. If your organization doesn’t have a Handshake account, please create one first before registering for the event.

The early bird registration fee is available for registrations completed from now until May 22, 2026.

For Schools and Non-Profit organizations the early bird rate is $200. For For-Profit & Government Entities, the early bird rate is $250. Finally for Deaf-Owned Small Businesses and Start-Ups, the early bird fee is $100. From May 23, 2026 - September 10, 2026 the registration fee increases per group by $50. This registration fee includes two representatives and a light lunch. Employers may bring up to four representatives in total; additional representatives may be added for $25 each. Virtual interpreters are available at request for an additional cost.

Don’t miss this opportunity to connect with Gallaudet’s exceptional students and alumni.

Register today to secure your spot, and contact us with any questions. We look forward to seeing you at the fair!

JAN — Your Partner to Accessible Apprenticeships

Message from

USDOL Assistant Secretaries Hery Mack:ETA, Julie Hocker:ODEP

New Report Urges for the Codification and Expansion of EO 11246

By Joanna Colosimo

BLOG OVERVIEW: On June 11, 2026, the National Partnership for Women & Families, Equal Rights Advocates, and The 75 Million Project released a report urging Congress to codify and expand the protections formerly provided under Executive Order 11246, which was rescinded in 2025. The report goes beyond restoring the prior status quo, calling for strengthened nondiscrimination requirements, rebuilt OFCCP enforcement infrastructure, modernized pay transparency and data-reporting obligations, and broader coverage and remedies for workers.

The rescission of Executive Order (EO) 11246 marked a pivotal shift in federal contractor policy, removing a decades-long framework that prohibited discrimination and required affirmative action in the workplace of federal contractors while strictly prohibiting quotas, preferences and set-asides and required merit-based employment. For many practitioners, policymakers, and employers, the implications extend far beyond a single EO revocation and signal a broader turning point in how equal employment opportunity is enforced.

On June 11, 2026, the National Partnership for Women & Families, Equal Rights Advocates, and The 75 Million Project issued recommendations for Congress to restore various equal employment opportunity (EEO) protections, including codifying EO 11246. The report also outlines a framework that emphasizes the restoration of nondiscrimination requirements, the reestablishment of enforcement infrastructure, and the modernization of protections to reflect today’s workforce realities. This includes a renewed focus on systemic issues such as pay equity, transparency, and data-driven accountability.

Viewed through a forward-looking lens, the report reads less as a reaction to the rescission of Executive Order 11246 and more as a policy roadmap (think of it, for instance, as a civil rights group plan for Project 2029). Federal contractor obligations have long evolved through cycles of expansion, retrenchment, and renewal, often shaped by changes in political leadership. These recommendations could provide a ready foundation for future legislative or executive action, particularly given their alignment with long-standing civil rights priorities. For federal contractors, the report underscores the importance of preparing now for the next policy inflection point.

Specifically, the report outlines the following types of recommendations to Congress as it relates to federal contractors:

1. Return to previous policies by expressly prohibiting discrimination by federal contractors based on race, color, religion, sex, sexual orientation, gender identity or national origin through codifying previous policies.
2. Define sex discrimination as a part of the prior recommendation to include pregnancy, childbirth or related medical conditions, gender identity, transgender status, sexual orientation, sex characteristics, and sex stereotyping.
3. Include disparate impact as defined under Title VII of the Civil Rights Act (Title VII) as a form of unlawful discrimination.
4. Update policy to prevent intersectional discrimination (which goes beyond EO 11246) to prohibit discrimination not just based on one protected characteristic but also because of the combination of two or more protected characteristics.
5. Prohibit compensation discrimination and codify previous policies.
6. Prohibit retaliation against workers who discuss pay by codifying previous policies.
7. Prohibit the use of prior salary/compensation history and require salary ranges in job postings (which was a pending proposal that was withdrawn prior to President Trump taking office).
8. Prohibit contractors from retaliation, by codifying prior policies.
9. Update prior policies by requiring a future Office of Federal Contract Compliance Programs (OFCCP) to issue additional regulations around conducting effective utilization and barrier analytics related to hiring, promotion, termination and compensation data. This goes beyond the utilization analysis to the workforce and is similar to barrier analysis approaches that expands data reporting protocols. Codify previous policy for construction contractors and also allow OFCCP to determine benchmarks for race/ethnicity and gender in each location and each trade.
10. Update prior policies around data collection and analysis, requiring contractors to collect demographic and compensation data to support an analysis of employment practices including recruitment, and compare personnel transactions to industry, geographic and location benchmarks, proactively, to identify barriers.
11. Codify previous policies to prevent and remedy discrimination.
12. Update previous policies to require contractors to submit EEO-1 reports, allow OFCCP to publicly disclose data, and require contractors to regularly publish summary workforce data.

Additionally, the report provides recommendations on revising who is covered under contract thresholds, as well as other dynamics. This includes the following set of recommendations:

1. Set the non-discrimination threshold for jurisdiction to $50,000 instead of $10,000, and make regular adjustments based on inflation.
2. Codify previous policy by covering federally assisted construction contractors.
3. Abandon the previously used religious exemptions.

The final set of recommendations outlined in the report focuses on compliance and enforcement and recommends the following:

1. Explicitly authorize OFCCP as the enforcement agency in the statute.
2. Update prior policies by requiring compliance assistance and authorizing grants for worker outreach and education about worker rights.
3. Codify previous policy by having OFCCP use neutral criteria to select Mega Construction project programs with compliance assistance and partnership facilitation.
4. Update prior policy by providing OFCCP with broad authority to conduct investigations and gather data, and coordinate with the Equal Employment Opportunity Commission (EEOC).
5. Extend deadlines for complaints to be filed.
6. Update prior policy to ensure OFCCP conducts regular audits and require contracting agencies to certify they have consulted with OFCCP before awarding a contract as well as require contractors to be subject to pre-award compliance evaluations before a $10 million or more contract is awarded.
7. Update policy to grant the Solicitor of Labor authority to bring civil suits in federal court and provide OFCCP with authority to access and subpoena information.
8. Update the previous policy to grant workers access to the courts.
9. Update previous policy to expand remedies for workers after a violation, including authorizing OFCCP to seek injunction relief.
10. Update previous policy to ensure the agency has more enforcement tools by publishing a list of contractors that are in violation and provide OFCCP with the authority to withhold payments of contracts.
11. Update prior policy to expand recordkeeping retention requirements to four years.
12. Update prior policy to include additional information in postings about workers’ rights.
13. Codify previous policy to provide public access to enforcement data.
14. Ensure robust funding for OFCCP.

For employers, particularly federal contractors, the implications are for the long-term, even in the absence of new regulations and the current revocation of EO 11246. Organizations that completely dismantle compliance infrastructure during the current administration may find themselves unprepared for future shifts, given the robust set of recommendations made in this report.

If a future administration were to act on these ideas, the result may not simply be a reinstatement of Executive Order 11246, but rather a ‘Restoration 2.0’ approach. Such an approach could incorporate enhanced pay transparency expectations, more sophisticated data reporting requirements, and stronger integration with existing statutory frameworks such as Title VII, Section 503 of the Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment Assistance Act. Advances in workforce analytics and technology would likely play a central role, enabling more precise identification of disparities and more targeted enforcement strategies.

Maintaining robust data, conducting pay equity analyses, preserving documentation, analyzing workforce data for risk, and aligning EEO and compliance strategies with legal defensibility are therefore prudent risk management strategies in an uncertain regulatory environment.

Ultimately, this report is less about a single proposed policy change and more about the signals it sends. Advocacy reports, legislative proposals, and administrative actions often foreshadow broader trajectories in employment policy and the current debate over federal contractor protections is no exception. The key question moving forward is not whether these types of protections will return, but how they will evolve to meet the demands of a modern workforce and a data-driven compliance landscape.

For further updates, make sure to keep an eye on the DCI blog.

Joanna Colosimo, M.A.

Legal Update: EEOC Identifies Broad Rulemaking Initiative Targeting Reporting Requirements, Selection Procedures, and Longstanding Guidance

By: Annette Tyman and Andrew L. Scroggins

Jul 07, 2026

Seyfarth Synopsis: Late last week, the EEOC identified ten new rulemaking items that could significantly affect employer compliance obligations. The agenda entries include plans to eliminate EEO reporting requirements, rescind the UGESP, revisit regulations implementing the PWFA, and withdraw several longstanding interpretive guidance documents. While existing requirements remain in effect pending further action, the agenda provides a clear roadmap of the Commission's planned activities.

Get the Update

A Message from BroadFutures CEO, Carolyn Jeppsen

I wanted to let our BroadFutures community know that I will be on sabbatical from July 6 through Labor Day. During this time, I will step away from my day-to-day responsibilities to rest, recharge, and return with renewed energy, perspective, and focus.

This sabbatical reflects BroadFutures' commitment to sustainable leadership, organizational well-being, and long-term impact. I am grateful for the opportunity to take this time and look forward to returning with fresh ideas and an even deeper commitment to our mission.

I will have very limited access to email during my sabbatical and generally will not be responding to emails. If your matter is time-sensitive, please reach out to the appropriate BroadFutures team member below:

• Programs & Admissions: Caitlin Garman – cgarman@broadfutures.org
• Operations & Billing: Bryan Rotach – brotach@broadfutures.org
• Employer Partnerships: Laurie Thomas – lthomas@broadfutures.org
• Advancement & Marketing: Darrell Begemann – dbegemann@broadfutures.org

I do have a few planned exceptions to my sabbatical, including my attendance at the Disability:IN Conference, presenting at the Northeast Regional Neurodiversity Conference, and BroadFutures’ Summer Program Final Celebration. Outside of these previously scheduled commitments, I will not be available until after Labor Day.

I am deeply grateful for our exceptional team, who will continue advancing BroadFutures’ mission. I am also excited that BroadFutures is modeling the importance of investing in healthy, sustainable leadership—an investment that ultimately strengthens our organization and the communities we serve.

Thank you for your understanding and continued support of BroadFutures as we take this important step. I look forward to reconnecting after Labor Day.

Warmly,

Carolyn Jeppsen

CEO/President/Co-Founder

Navigating Toward AI: Transportation Access in a Changing Technology Landscape

AFB's newest report explores perspectives on autonomous vehicles, public transportation, and AI-powered transportation systems.

This report is part of AFB's ongoing research exploring how AI is shaping the experiences of people with and without disabilities.

Read the AFB Report

Drawing on responses from 1,735 U.S. adults, the report examines both the opportunities and concerns associated with AI-enabled transportation, including accessibility, affordability, safety, and trust in AI systems used in transportation.

Among the findings:

• 74% of blind and low vision participants viewed autonomous vehicle development as important.
• 85% of drivers rated public transportation as “extremely important.”
• 68% of blind and low vision participants believed AI could make it easier to get around while walking or using public transportation.

The findings reflect both optimism and caution. While many respondents saw opportunities for AI to increase transportation access and independence, they also emphasized the importance of accessibility, safety, clear accountability, and continued investment in public transportation.

Read the full report to explore how people with and without disabilities are thinking about transportation access in a changing technology landscape.

Disability:IN DC Metro



Promoting Inclusion

Expanding Disability Education and Awareness

Our focus is on Culture Change!

Learn More about DisabilityIN DC Metro

Disability:IN DC Metro has a new website address.

Please visit https://disabilityindcmetro.org/ to learn more about our work, upcoming events, membership opportunities, and resources supporting disability inclusion across the DC Metro business community.

Please update your bookmarks and share the new link with your networks.

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

The Voice of the Disability Community

• Join our First Annual Disability Inclusion Roundtable .
• Quarterly Member Meetings with Guest Speakers

Accessibility

Digital and AI implications for our community.

• Upcoming Seminar Presentations by Chief Accessibility Officer Eduardo Meza Etienne, with featured subject matter expert speakers.
• Meet with us at the 2026 M-Enabling Summit!

Physical Access for employees, visitors and customers.

• Featuring C5 Consulting, LLC and United Spinal Association Accessibility Services work with DC Metro

Disability Owned Businesses

• D2D Quarterly Informal Virtual Networking Event
• Partnering with OurAbility making connections for business outcomes

Expanding our Disability Organization Relationships

• BroadFutures, Melwood, NOD, AAPD, G3ict, Disability Belongs

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.

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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