AbilityOne and Its Affiliates: Employing the Disabled for National Service?

In 1971, Senator Jacob K. Javits introduced changes to the original Wagner-O’Day Act, which included individuals with significant disabilities. This amendment led to the creation of an independent federal agency, later named AbilityOne, which oversaw the mandatory supply source for the federal government. Qualifying workshops were awarded this supply source on a noncompetitive basis.

AbilityOne has aligned itself with the Department of Defense (DOD), its largest contractor, portraying itself as an “economic citadel” and a “fortress of opportunity.” The organization draws on patriotism by associating employment opportunities for intellectually and developmentally disabled individuals, as well as blind people, with serving the nation.

The Americans With Disabilities Act (ADA) was passed in 1990 and strengthened the President’s Committee on Employment of People with Disabilities (PCEPD). The PCEPD has its roots in a Truman-era resolution calling for National Employ the Physically Handicapped Week observance. An Americans With Disabilities Act Summit was held in 1992 to discuss disability employment issues. The PCEPD Annual Awards were established during this summit to recognize employers that developed outstanding approaches to ADA compliance. These awards reflect a trend towards inclusion that protects corporations that have benefited from New Deal programs that provided disabled labor.

One such organization is LCI, which claims to be the largest employer of blind individuals globally and acquired Tactical Assault Gear (TAG) in 2010. However, the TAG Instagram page primarily features inaccessible images and propaganda rather than championing its employees’ skills.

In conclusion, AbilityOne and its affiliates use patriotism to associate employment opportunities for disabled individuals with serving their nation. While organizations like LCI claim to support these individuals’ employment rights, their actions often fall short of their promises. As such, it is essential for employers to prioritize ADA compliance when hiring or promoting disabled workers and provide them with equal access to opportunities and resources needed for success.