Unlock the Power of Disability Inclusion in the WorkplaceHelping businesses build thriving workplaces through expert consulting, training, education, and strategy.
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Disability inclusion isn’t just about compliance—it’s a business opportunity.
With nearly 29% of the U.S. population identifying as having disabilities, organizations that embrace disability inclusion strengthen their workforce, improve engagement, and drive innovation. At CDI, we make inclusion achievable by equipping businesses with the right tools, training, and consulting to integrate disability inclusion into their operations.
Ready to take action?
Explore CDI’s workplace disability inclusion process and start making a measurable impact today.
With nearly 29% of the U.S. population identifying as having disabilities, organizations that embrace disability inclusion strengthen their workforce, improve engagement, and drive innovation. At CDI, we make inclusion achievable by equipping businesses with the right tools, training, and consulting to integrate disability inclusion into their operations.
Ready to take action?
Explore CDI’s workplace disability inclusion process and start making a measurable impact today.
Comprehensive Disability Inclusion
Services for Businesses
CDI provides a full suite of workplace disability inclusion solutions, ensuring your company’s strategy is impactful and sustainable.
Disability Inclusion Consulting
Customized roadmaps tailored to your business objectives, integrating disability inclusion strategies that streamline operations, support accessible work environments, and ensure compliance with evolving regulations and best practices. We leverage data to help you stay ahead in a competitive landscape.
Workplace Training & Education
Engaging interactive workshops, inclusive education through e-learning modules, and personalized leadership coaching empower people with essential skills, foster professional growth, and create new opportunities for strategic development and organizational success.
Recruitment & Retention Support
Empowering companies to connect with highly qualified people with disabilities through strategic hiring initiatives, inclusive workplace solutions, and tailored support—creating meaningful opportunities and a work environment that fuels innovation, engagement, and long-term success.
Workforce Accessibility Audits
Helping organizations identify and remove barriers that limit inclusion for persons with disabilities by implementing strategic workplace solutions, fostering accessible environments, and promoting a culture where every individual can thrive in work and in life.
Leader in Disability Inclusion Seal
Providing recognition for organizations driving meaningful change in disability inclusion by championing accessible initiatives and fostering a workplace culture that values and supports persons with disabilities, and helps build a more inclusive world of work.
Why Disability Inclusion Is Essential for Your Business✔ Improved Business Performance – Inclusive workplaces drive higher engagement and productivity.
✔ Compliance & Risk Mitigation – Stay aligned with ADA, Section 503, and OFCCP regulations. ✔ Better Employee Retention – A workplace culture that values disabilities benefits all employees. ✔ Competitive Advantage – Companies prioritizing disability inclusion strengthen brand reputation. |
A woman communicates over a computer using sign language.
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Join leading businesses that trust CDI for their disability inclusion strategy.
Your Trusted Partner In Disability Inclusion
For over 15 years, CDI has been the go-to partner for businesses seeking to integrate disability inclusion into their workforce, culture, and strategy. We don’t believe in one-size-fits-all solutions—our team of subject matter experts works closely with companies to create customized strategies that align with business goals, support people with disabilities, and deliver measurable, data-driven results.
Our Expertise in Disability Inclusion
Our team consists of seasoned professionals in HR, talent acquisition, supplier diversity, disability employment law, accessibility, and strategic workforce planning. We bring a wealth of knowledge in:
✔ Disability Inclusion Compliance – Helping businesses navigate ADA, Section 503, and OFCCP regulations.
✔ Accessible Workplace Strategies – Creating barrier-free environments that support employees with disabilities.
✔ Employee Training & Development – Equipping teams with tools to foster inclusive hiring and retention.
✔ Diversity & Business Impact – Transforming disability inclusion into a competitive advantage.
✔ Disability Inclusion Compliance – Helping businesses navigate ADA, Section 503, and OFCCP regulations.
✔ Accessible Workplace Strategies – Creating barrier-free environments that support employees with disabilities.
✔ Employee Training & Development – Equipping teams with tools to foster inclusive hiring and retention.
✔ Diversity & Business Impact – Transforming disability inclusion into a competitive advantage.
Our disability inclusion process drives measurable results.
Joint Statement from
Center for Disability Inclusion,Traub & Associates, and EEO Consulting
Center for Disability Inclusion logo
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Traub & Associates logo
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EEO Consulting logo
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Disability Inclusion: A Proven & Steadfast Priority in
the Workplace, Marketplace and Beyond
Disability impacts your entire workforce, making disability inclusion an essential component to 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 with 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 go far beyond compliance—they are strategic opportunities that strengthen your workforce. By addressing barriers to inclusion, your organization creates a work environment where all employees can thrive and contribute fully. Disability inclusion unlocks untapped potential and positions your organization as a leader in shaping a more inclusive world.
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!
While many aspects of diversity have been negatively impacted with 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 go far beyond compliance—they are strategic opportunities that strengthen your workforce. By addressing barriers to inclusion, your organization creates a work environment where all employees can thrive and contribute fully. Disability inclusion unlocks untapped potential and positions your organization as a leader in shaping a more inclusive world.
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!
CDI Partners Gain Access to Consultation, Training, Tools and Resources
Explore your partnership opportunities today and take the next step toward meaningful disability inclusion.
Need More Outreach to Candidates with Disabilities?
Are You a Candidate with a Disability?
Whether you're looking to connect with qualified candidates with disabilities or seeking meaningful work opportunities yourself, CDI’s Job Connection opens doors. We help people and businesses find the right fit—creating inclusive pathways to employment and long-term success.
Listen to Interviews with CDI leaders
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NDEAM Interview with Darla Wilkerson and Steve Kraske,
host of daily show "Up to Date" on KCUR 89.3 FM NPR | 10.23.23 |
Community Conversations "About CDI"
with Meaghan Walls and Darla Wilkerson |
Thank You to Our Leading Partners!
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