Facts and Statistics

Resources

• Enforcement and Litigation Statistics from EEOC
  Equal Employment Opportunity Commission (EEOC)
  http://www.eeoc.gov/eeoc/statistics/enforcement/index.cfm
• Disability Employment Statistics from ODEP
  Office of Disability Employment Policy (ODEP)
  http://www.dol.gov/odep/topics/DisabilityEmploymentStatistics.htm
• Persons with a Disability: Labor Force Characteristics Summary - 2010
  Bureau of Labor Statistics (BLS)
  http://www.bls.gov/news.release/disabl.nr0.htm

Quick Facts

• Public entities and public accommodations must reasonably modify their policies, practices, and procedures to avoid discrimination. However, if a public entity can demonstrate that modification would fundamentally alter the nature of its service, program, or activity, it is not required to make the modification.
  (TAM II-3.6000; TAM III-4.2000). (**Please note the narrow defense to this obligation.)
  
  
• People who are blind and/or have low vision are as likely as the general population to use personal computers, the Internet and online services.
  
  
• Under Title III of the ADA, when fixed seating or fixed tables are provided, accessible seating must be provided, if readily achievable. If it is not readily achievable to provide the minimal number of accessible tables in all areas where fixed tables are provided, then the services must be provided in another accessible location, if doing so is readily achievable. However, these alternate location(s) must be available for all customers and not just people with disabilities. It is illegal to segregate people with disabilities in one area by designating it as an accessible area to be used only by people with disabilities.
  
  
• Discrimination by air carriers is not covered by the ADA but rather by the Air Carrier Access Act (49 U.S.C. 1374).