TLDR; The updated voluntary self-identification of disability form reflects the OFCCP's commitment to promoting equal employment opportunities for individuals with disabilities. By providing more inclusive language and additional examples of disabilities, the revised form aims to create a more welcoming and supportive environment for applicants and employees. Federal contractors and subcontractors must implement the new form by July 25, 2023, and continue to uphold their affirmative action obligations under federal law.
Download the new form here: New Voluntary Self-Identification Form
The Office of Federal Contract Compliance Programs (OFCCP) is a federal agency responsible for ensuring that federal contractors and subcontractors comply with equal employment opportunity (EEO) laws. One such law is Section 503 of the Rehabilitation Act, which requires federal contractors to take affirmative action to employ and advance individuals with disabilities.
As part of their affirmative action obligations, federal contractors must invite applicants and employees to voluntarily self-identify as individuals with disabilities. The voluntary self-identification of disability form is used to collect this information, which helps contractors assess their efforts to recruit and retain individuals with disabilities.
The updated form includes additional examples of disabilities and medical conditions, such as:
The revised form provides more inclusive language for disabilities. For instance, "cancer" is now listed as "cancer (past or present)," and "deaf or hard of hearing" is listed as "deaf or serious difficulty hearing." The form also includes more specific examples, such as epilepsy or other seizure disorders, intellectual or developmental disability, cerebral palsy and more.
The response options have been simplified to:
The form emphasizes that completing it is voluntary.
Resource: New Voluntary Self-Identification Form
Voluntary self-identification of disability is a crucial component of affirmative action programs. By collecting this data, federal contractors can assess their progress in providing equal employment opportunities to individuals with disabilities. The information also helps identify areas for improvement in recruitment and retention.
Self-identification allows employers to provide reasonable accommodations to qualified individuals with disabilities. These accommodations may include modifications to the work environment or adjustments to work policies, enabling employees to perform the essential functions of their jobs effectively.
Federal contractors and subcontractors have until July 25, 2023, to implement the new form. The form is set to expire on April 30, 2026. Until the revised form is implemented, contractors must continue to use the OFCCP's prior form.
Autism spectrum disorder and other neurodivergent conditions, such as ADHD and dyslexia, are characterized by differences in brain functioning. Neurodivergent individuals may have unique strengths and unique challenges in the workplace.
Intellectual and developmental disabilities may affect cognitive, physical, and adaptive functioning. With appropriate support, individuals with these disabilities can thrive in the workplace.
Epilepsy is a neurological condition characterized by recurrent seizures. Employers can support individuals with epilepsy by providing accommodations such as flexible work schedules and safe spaces to rest after a seizure.
Mental health conditions can impact an individual's thoughts, emotions, and behavior. Employers can support employees with mental health conditions by fostering a supportive work environment and providing access to mental health resources.
Section 503 of the Rehabilitation Act and the Americans with Disabilities Act (ADA) protect individuals with disabilities from discrimination in employment. Employers must provide reasonable accommodations to qualified individuals with disabilities.
The OFCCP operates under the authority of the Department of Labor and Executive Order 11246. The agency enforces EEO laws and regulations for federal contractors and subcontractors.
Human resources (HR) departments play a key role in the application process, ensuring that candidates and employees have the opportunity to voluntarily self-identify as individuals with disabilities. HR professionals must also handle self-identification information confidentially.
Federal contractors are required to maintain records of self-identification information for reporting and compliance purposes. The public burden statement on the form informs individuals about the estimated time required to complete the form and the purpose of the data collection.
The updated voluntary self-identification of disability form reflects the OFCCP's commitment to promoting equal employment opportunities for individuals with disabilities. By providing more inclusive language and additional examples of disabilities, the revised form aims to create a more welcoming and supportive environment for applicants and employees. Federal contractors and subcontractors must implement the new form by July 25, 2023, and continue to uphold their affirmative action obligations under federal law.
Resource: Full requirements from the OFCCP: www.dol.gov/ofccp
Disclo has prepared many helpful articles and resources for employers and employees to reference. A few that may be of interest:
To stay updated on evolving regulations and topics of interest, subscribe to Disclo’s weekly newsletter, Full Disclosure, on LinkedIn or via email.
Download the new form here: New Voluntary Self-Identification Form
The Office of Federal Contract Compliance Programs (OFCCP) is a federal agency responsible for ensuring that federal contractors and subcontractors comply with equal employment opportunity (EEO) laws. One such law is Section 503 of the Rehabilitation Act, which requires federal contractors to take affirmative action to employ and advance individuals with disabilities.
As part of their affirmative action obligations, federal contractors must invite applicants and employees to voluntarily self-identify as individuals with disabilities. The voluntary self-identification of disability form is used to collect this information, which helps contractors assess their efforts to recruit and retain individuals with disabilities.
The updated form includes additional examples of disabilities and medical conditions, such as:
The revised form provides more inclusive language for disabilities. For instance, "cancer" is now listed as "cancer (past or present)," and "deaf or hard of hearing" is listed as "deaf or serious difficulty hearing." The form also includes more specific examples, such as epilepsy or other seizure disorders, intellectual or developmental disability, cerebral palsy and more.
The response options have been simplified to:
The form emphasizes that completing it is voluntary.
Resource: New Voluntary Self-Identification Form
Voluntary self-identification of disability is a crucial component of affirmative action programs. By collecting this data, federal contractors can assess their progress in providing equal employment opportunities to individuals with disabilities. The information also helps identify areas for improvement in recruitment and retention.
Self-identification allows employers to provide reasonable accommodations to qualified individuals with disabilities. These accommodations may include modifications to the work environment or adjustments to work policies, enabling employees to perform the essential functions of their jobs effectively.
Federal contractors and subcontractors have until July 25, 2023, to implement the new form. The form is set to expire on April 30, 2026. Until the revised form is implemented, contractors must continue to use the OFCCP's prior form.
Autism spectrum disorder and other neurodivergent conditions, such as ADHD and dyslexia, are characterized by differences in brain functioning. Neurodivergent individuals may have unique strengths and unique challenges in the workplace.
Intellectual and developmental disabilities may affect cognitive, physical, and adaptive functioning. With appropriate support, individuals with these disabilities can thrive in the workplace.
Epilepsy is a neurological condition characterized by recurrent seizures. Employers can support individuals with epilepsy by providing accommodations such as flexible work schedules and safe spaces to rest after a seizure.
Mental health conditions can impact an individual's thoughts, emotions, and behavior. Employers can support employees with mental health conditions by fostering a supportive work environment and providing access to mental health resources.
Section 503 of the Rehabilitation Act and the Americans with Disabilities Act (ADA) protect individuals with disabilities from discrimination in employment. Employers must provide reasonable accommodations to qualified individuals with disabilities.
The OFCCP operates under the authority of the Department of Labor and Executive Order 11246. The agency enforces EEO laws and regulations for federal contractors and subcontractors.
Human resources (HR) departments play a key role in the application process, ensuring that candidates and employees have the opportunity to voluntarily self-identify as individuals with disabilities. HR professionals must also handle self-identification information confidentially.
Federal contractors are required to maintain records of self-identification information for reporting and compliance purposes. The public burden statement on the form informs individuals about the estimated time required to complete the form and the purpose of the data collection.
The updated voluntary self-identification of disability form reflects the OFCCP's commitment to promoting equal employment opportunities for individuals with disabilities. By providing more inclusive language and additional examples of disabilities, the revised form aims to create a more welcoming and supportive environment for applicants and employees. Federal contractors and subcontractors must implement the new form by July 25, 2023, and continue to uphold their affirmative action obligations under federal law.
Resource: Full requirements from the OFCCP: www.dol.gov/ofccp
Disclo has prepared many helpful articles and resources for employers and employees to reference. A few that may be of interest:
To stay updated on evolving regulations and topics of interest, subscribe to Disclo’s weekly newsletter, Full Disclosure, on LinkedIn or via email.
