Upon its passage in 1990, the Americans with Disabilities Act (ADA) established workplace protections, boosted economic self-sufficiency and expanded employment opportunities for millions of people with disabilities.
However, disability-rights advocates say employers must do more to create a truly inclusive workplace for these workers—particularly for employees with invisible, or nonapparent, disabilities.
Craig Leen, an attorney with K&L Gates in Washington, D.C., and a former director of the Office of Federal Contract Compliance Programs (OFCCP), called the ADA a "truly landmark civil rights legislation" for its impact on workers with disabilities.
"It provided individuals with disabilities the broad legal right to access public spaces, housing, government, employment, education and other social services," he said. "The ADA also provided a framework for ensuring access and requesting accommodations that facilitates workers with disabilities being able to thrive in employment."
Eric Ascher is a senior communications associate at RespectAbility, a nonprofit based in North Bethesda, Md., that focuses on hiring people with autism. He said that the ADA has provided the legal foundation for progress for individuals with disabilities.
"Things like accessible office buildings, accessible transportation to and from work, reasonable accommodations—these aren't nice-to-haves; they're necessary for disabled people to succeed in the workplace," Ascher said. "All of these...
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