As search teams combed the Potomac River for victims from the recent tragedy involving a passenger plane and a military helicopter, President Donald Trump pointed fingers at the diversity initiatives of the Federal Aviation Administration (FAA) and the hiring of disabled individuals.

In a press conference addressing this major air disaster, which marked the deadliest air incident in the U.S. in twenty years, Trump asserted that the FAA was “actively recruiting individuals with significant intellectual disabilities, psychiatric issues, and various other mental and physical challenges under diversity and inclusion hiring programs.”

These unsubstantiated claims sparked worry and frustration among federal employees with disabilities, many of whom are veterans. They shared their concerns with YSL News, choosing to remain anonymous due to potential repercussions.

Eighteen federal workers from various agencies expressed that Trump’s comments signal a troubling shift in the administration’s dedication to eliminating discrimination against individuals with disabilities, aiming to provide them equal opportunities for suitable federal positions.

“Ai??ssuming that disabled individuals are responsible for a plane crash reflects an attitude that undervalues disabled individuals and their ability to perform meaningful work,” said a disabled employee from the National Park Service.

In an effort to create what the president describes as a “colorblind and merit-driven” society, the White House is reshaping federal hiring methods previously influenced by what it labels the Biden administration’s “woke” diversity, equity, and inclusion policies.

The White House emphasized to YSL News that employment and promotion choices should hinge on merit instead of disability or other “DEI-related factors that may favor certain Americans.”

“President Trump strives to represent all Americans,” the White House affirmed in a statement. “The Trump-Vance administration recognizes the contributions of disabled government workers and believes their achievements should be acknowledged based on the quality of their work.”

Similar to their counterparts in the federal sector, employees with disabilities at the FAA undergo the same medical, security, and skills assessments as everyone else, explained a disabled FAA worker.

He and his colleagues assured YSL News that the standards for federal employment among disabled individuals revolve around merit alone. They highlighted that often, military veterans and disabled workers must exert extra effort to demonstrate their value.

“Many view us as incapable,” shared an employee from the Environmental Protection Agency who has hearing difficulties. “Nobody wants to feel inferior. When someone makes us feel that way, especially someone like the president, it feels like a slap in the face.”

Some disabled federal workers share similar sentiments with the president, according to a visually impaired veteran who commented on YSL News via Reddit.

“I did not use veterans’ preference when I applied; I earned my position based on merit. Non-discrimination matters,” the veteran stated. “Many of us feel this way, but we are not making a fuss about it.”

Concerns Over Major Declines in Job Opportunities for Disabled Individuals

For many years, the federal government has taken pride in being a leading employer for disabled Americans, who often face high unemployment rates and various forms of discrimination in the workplace, including hiring biases and inaccessible environments.

Leaders from both political parties have emphasized the importance of hiring disabled Americans and military veterans, opening doors for qualified candidates who otherwise might struggle to find work.

In 2022, over 9% of the federal workforce self-identified as disabled, though many did not disclose their disability status, suggesting that the actual figure could be higher.

“I have worked across multiple agencies, and I consistently notice the significant number of disabled individuals doing exceptional work. They surpass expectations and often transition into roles that would be challenging to secure elsewhere due to systemic prejudices,” shared a disabled scientist from the FDA.

“If these opportunities disappear, I fear they will never return and certainly won’t be matched by private sector offerings.”

Employees within the federal system and disability advocates caution that the negative impact has already begun to surface.

A disabled Navy veteran working at the Department of Homeland Security noted that some veterans have halted their job applications for federal positions.

Maria Town, president and CEO of the American Association of People with Disabilities, stated that if the federal job pipeline, which has historically provided disabled Americans with stable employment leading to independent living, becomes less accessible, it would result in broader consequences for many individuals.

“With the growth and aging of the U.S. population, the number of Americans with disabilities is on the rise. Government data indicates that more than one in four adult Americans has a disability,” she explained.

“I am deeply concerned that we will observe significant erosion of employment opportunities for disabled individuals and that many existing employees will be compelled to leave their jobs due to the loss of accommodations that support their success,” Town warned.

Disabled Workers Fear Losing Remote Work Options

One crucial accommodation that is currently at risk is the flexible telework policy. Employment rates for disabled Americans surged during the COVID-19 pandemic as remote working became more prevalent in both public and private sectors.

Federal workers with disabilities who depend on adaptable work conditions are increasingly worried due to Trump’s declaration that any federal employee refusing to return to the office could face termination.

They argue that remote work allows them to effectively handle stress and manage chronic health conditions while tailoring their work environment to suit their needs, such as using non-fluorescent lights or having privacy for medical issues. It also alleviates the strain of commuting, which can worsen health conditions.

A former Army medic expressed concern about potentially losing his position at the Department of Veterans Affairs, where he supports fellow veterans while also caring for his family. The VA employee suffers from PTSD stemming from his service in Iraq and Afghanistan, making it difficult for him to work in an office environment.

“Since the beginning of my tenure at the VA, I have consistently met and exceeded expectations in serving veterans,” he reflected. “But suddenly, with the new administration, I feel our efforts are being devalued and criticized.”

A recent report from the Office of Personnel Management, which governs the federal civilian workforce, revealed that full-time remote work boosted jobs for 14,000 disabled workers. Moreover, hybrid work arrangements contributed to job increases for 131,000 disabled individuals.

Some disabled employees already received reasonable accommodations for remote work, while others voiced they are urgently trying to submit accommodation requests.

The Americans with Disabilities Act mandates that employers provide reasonable adjustments for employees with qualifying disabilities, which can range from screen readers for the visually impaired to more accessible work stations for those using wheelchairs.

to qualify for a reasonable accommodation has always been a long and difficult process, according to federal employees. Many are concerned that in today’s political environment, their requests may be denied or that they may face repercussions for even making the request.

“I have employees who are genuinely afraid to seek reasonable accommodations due to their disabilities because they fear it will be perceived negatively against them,” stated a disabled supervisor from the Department of Homeland Security.

Anxiety Among Disabled Workers on Probation

This anxiety heightened when the Office of Personnel Management instructed agency leaders to provide a list of employees currently on probation.

Included in this list are workers hired through Schedule A, a hiring method used by federal agencies to streamline the hiring process and reach a more diverse pool of candidates, such as veterans and individuals with disabilities.

Employees under Schedule A endure a two-year probationary period where they have less job security compared to their non-probationary counterparts – a duration that is double that of other federal workers, ensuring they are suited for their roles.

One Forest Service employee, recently employed through Schedule A after years of seasonal work, mentioned that she is just five months away from achieving permanent federal employment. Many of her colleagues are in a similar position, contributing to extremely high stress levels in the workplace.

She highlighted that she and her coworkers—many of whom are first responders in natural disasters like wildfires—work for modest salaries out of a commitment to safeguard the public and protect the nation’s natural resources. Yet, they now live in fear of losing their jobs through no fault of their own.

“It’s terrible that the most vulnerable groups—like veterans and people with disabilities—are being singled out,” she remarked. “Many are experiencing panic attacks and live in constant fear and anxiety. We’re just trying to ignore everything and focus on our duties since we are deeply dedicated to our work.”

Disabled federal employees assert that this issue transcends party lines. Like many citizens, they support initiatives to enhance government efficiency and accountability to taxpayers. However, they argue that dismissing disabled workers is not a solution.

A disabled employee from the Interior Department expressed his dedication to public service throughout his career, now questioning whether it was all in vain.

“This isn’t about Democrats or Republicans; it’s a matter of principles,” he argued. “We should not be targeting individuals with disabilities.”

Contributing: Jayme Fraser