AskEARN | Major Components of EO 14035 Skip to main content

Welcome to AskEARN’s new website. As we transition to our new site, you can still visit EARN’s previous site.

About EARN

The Employer Assistance and Resource Network on Disability Inclusion (EARN) offers information and resources to help employers recruit, hire, retain and advance people with disabilities; build inclusive workplace cultures; and meet diversity, equity, inclusion and accessibility (DEIA) goals. 

Getting Started

Start here to learn how to recruit, hire, retain and advance people with disabilities; why workplace inclusion of people with disabilities matters; and how EARN’s resources can help.

A woman in a wheelchair addresses three colleagues around a small table

    Phases of Employment

  • A woman in a wheelchair shakes hands with a colleague


    Build a pipeline of talent that includes people with disabilities.

  • Two men work at repairing an engine.


    Identify people who have the skills and attributes for the job.

  • A woman with a disability wearing a helmet works in a factory


    Keep talented employees with disabilities, including those who acquire them on the job.

  • A man uses sign language to communicate.


    Ensure that employees with disabilities have equal opportunities for advancement.

Dinah Cohen Learning Center

EARN’s Learning Center offers a wide range of training resources, including self-paced online courses.

Woman using assistive technology on a computer workstation.

News & Events

EARN makes it easy to stay up-to-date on disability employment news and information. Start by subscribing to our monthly newsletter and eblasts, which will connect you to upcoming events, developing news and promising practices in the world of disability diversity and inclusion. And don’t forget to follow EARN on Facebook, Twitter and LinkedIn

A smiling man with an earpiece sits in a wheelchair

Major Components of EO 14035

Diversity, Equity, Inclusion, and Accessibility (DEIA) in the Federal Workforce Info Center

Select one of the 13 sections of Executive Order 14035 included below for more information.

Section 1 outlines the parameters of the EO, including that the Federal Government must be a model for diversity, equity, inclusion and accessibility.

Section 2 defines the key terms used in the EO, including “underserved communities,” i.e., individuals who belong to communities that face discrimination based on, among other things, disability. Section 2 also defines the terms “diversity,” “equity,” “inclusion” and “accessibility.”

Section 3 provides for the development and issuance of a Government-Wide Strategic Plan to Advance DEIA within the federal workforce.

Section 4 specifies the responsibilities and agencies involved in implementation of the EO, including the development and submission of an Agency DEIA Strategic Plan, with strategies for removal of barriers, quarterly goals and actions to advance DEIA.

Section 5 concerns data collection and prescribes a data-driven approach to advance policies promoting DEIA, including measuring demographic representation and trends, expanding the collection of voluntarily self-reported data and ensuring intersectional analysis.

Section 6 focuses on increasing the availability of paid internships, fellowships and apprenticeships and ensuring that all interns, fellows and apprentices have a process for requesting and obtaining reasonable accommodations to support their work, without regard to whether such individuals are covered by the Rehabilitation Act.

Section 7 establishes a partnership initiative to facilitate recruitment for federal employment opportunities of individuals in underserved communities, including individuals with disabilities. Examples of partnerships include state vocational rehabilitation agencies, disability services offices in institutions of higher education, community-based organizations, centers for independent living and disability-rights organizations.

Section 8 focuses on professional development and advancement, including addressing any barriers to access to or participation in such programs faced by members of underserved communities, including individuals with disabilities. It also states that agencies must track demographic data relating to participation in such programs.

Section 9 concerns training and learning for employees, managers and leadership to address, among other things, racism and bias against members of underserved communities (including implicit and unconscious bias), harassment and knowledge of agency accessibility policies.

Section 10 advances equity for employees with disabilities in order for the Federal Government to become a model for the employment of individuals with disabilities. In order for federal employees and applicants with disabilities to be assessed on their merits, accessible information and communication technologies (ICT) must be provided and, where needed, reasonable accommodations must be available. Section 10 also discusses the Schedule A Excepted Service Hiring Authority, self-identification, accessibility of facilities and the Workforce Recruitment Program (WRP).

Section 11 focuses on preventing and combating discrimination on the basis of gender identity or sexual orientation.

Section 12 focuses on regulations and guidance to address pay inequities related to race and gender and to advance equal pay.

Section 13 focuses on evaluating barriers that formerly incarcerated individuals face in accessing federal employment opportunities, the effect these barriers may have on the civil service, and possible actions to expand federal employment opportunities for formerly incarcerated individuals, including the establishment of a new hiring authority.