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DoD did not meet the 2-percent federal representation goal for PWTD

• DoD had a lower representation of PWTD than the non-DoD federal workforce, and this difference was not explained by workforce characteristics. However, for all persons with disabilities, levels of representation in DoD met or exceeded those in the non-DoD federal workforce, perhaps because of relatively high levels of DoD employment of veterans with disabilities.

Trends within the DoD civilian workforce show several barriers to representation for PWTD

• PWTD in DoD enter at a lower rate than they separate, are promoted at lower rates than other persons in high-promoting occupations, and are more represented in lower grades and less represented in higher grades.
• Potential challenges to the employment of PWTD include limited opportunities in certain occupations, issues with reasonable accommodations, and a lack of awareness about relevant hiring authorities among hiring managers.
• University representatives noted that students with disabilities sometimes lack confidence about obtaining employment and that students are not aware of DoD civilian job opportunities.

Survey responses indicated that incivility toward PWTD is uncommon in DoD, but a lack of information persists

• Respondents perceived that incivility toward PWTD is uncommon. However, only 17 percent of respondents correctly indicated that the employment goal for PWTD was 2 percent, supporting interview comments regarding limited awareness of this goal among hiring managers.
• Although respondents did not show a strong consensus on the impact of specific barriers, limited knowledge and lack of information were perceived as stronger barriers than, for example, negative attitudes toward PWTD.