Navigating the Ableist Undertones of the Return-to-Office Movement

Two men in suits, sit across from each other at a conference table for a meeting.

October, a month dedicated to raising awareness about disability employment, has always been pivotal. But this year, it’s underscored by a concerning trend in the corporate world: the push to return to the office.

A recent article in Fortune by Paige McGlauflin and Joseph Abrams highlighted a startling reality: "90% [of CEOs] plan to reward those who work in person with favorable assignments, raises, and promotions.” This approach, while seemingly a strategic move to revitalize in-office culture, casts a shadow of exclusion over the disability community, particularly when we’ve seen the positive impact remote work has had on disability employment.

Since becoming full-time remote in 2020, I’ve experienced firsthand the energy conservation, reduced chronic pain, and enhanced focus that comes with remote work. It's not just a convenience; it's a necessity for many of us in the disabled community.

The pandemic brought an unexpected boon for us, enabling more disabled individuals to participate in the labor market effectively. But the current push for physical presence in the office, especially when tied to career progression, is not just a step backward; it’s a leap.

Julie Kratz, in her insightful Forbes article, emphasizes the importance of “practicing everyday acts of inclusion, shifting your language, getting respectfully curious, and staying committed to allyship long-term” But where does penalizing remote work fit into this inclusivity?

The disability community is not a monolith. Our needs, capabilities, and contributions are as diverse as we are. We’ve navigated a world that often forgets us, innovating and adapting, but the message sent by rewarding physical presence is clear: our efforts, adaptability, and skills are second to our ability to be present in the office.

It’s time to challenge this narrative. Let’s foster a dialogue that pushes companies to recognize value beyond physical presence, ensuring that disabled employees are not relegated to second-class citizenship in our own jobs.

CEOs are so desperate for a return to office that they’ll give employees who come back raises, promotions

Snapshots of Service: Pico's Dedication Amidst a Career of Change

Pico stands behind the American flag for his professional portrait at the US Department of Labor

As I sit at my desk, the hum of assistive technology filling the room, I'm reminded of the many challenges and triumphs I've faced as a disability advocate and federal employee. My early days at the U.S. Department of Health and Human Services (HHS) saw me promoting the newly minted Obamacare, a transformative period in our nation's healthcare landscape. Later, at the USPTO, I was fiercely protecting intellectual property, ensuring the sanctity of innovation and creativity. Today, I promote the impactful mission of the U.S. Department of Labor, protecting our nation's workforce.

Yet, amidst these professional milestones, there's been a constant, loyal presence by my side for the past decade - my service dog, Pico.

September marks National Service Dog Month, a time to honor the incredible animals that transform lives daily. Pico, a graduate of Canine Companions®, joined me after my tenure at HHS. As a wheelchair user with a visual impairment, navigating the world can be daunting. But with Pico, every challenge becomes surmountable. His unwavering support, especially in the workplace, has been nothing short of amazing.

Invisible disabilities, like my chronic pain, often go unnoticed. But Pico sees it all. He senses my discomfort, offering solace with a nuzzle or a comforting presence by my side. He's more than just a service dog; he's a confidant, a protector, and a never-ending source of comedy.

Recently, thanks to the talented Shawn Moore, Pico and I had a moment that encapsulated our journey. As the camera clicked, capturing Pico in his full professional glory, I felt a swell of pride. It was a moment of recognition, not just for Pico's service but for every service animal that has made a difference in someone's life.

To Pico, I say, "Thank you." Thank you for your unwavering service, for the moments of joy, and for the challenges we've overcome together. Here's to many more years of partnership, advocacy, and making a difference.

Join me in celebrating National Service Dog Month. Share your stories, honor these incredible animals, and let's continue the conversation on the importance of accessibility and inclusion in every workspace.

Challenging Misconceptions: The Power of Reasonable Accommodations in the Workplace

With her guide dog Paul at her side, Maya Larson signs with her boss Darlene Zangara, executive director of the Minnesota Commission of the Deaf, Deafblind and Hard of Hearing in St. Paul, Minn. (Glen Stubbe/Star Tribune/TNS)

Today I'm reflecting heavily on the importance of reasonable accommodations in the workplace. These are not preferences or luxuries, but necessities that level the playing field for disabled employees like myself. They are equalizers, not special treatments, and they are as diverse as the individuals who require them.

The process of disclosing a disability and requesting accommodations is fraught with challenges. It's not a step taken lightly. By the time an employee discloses a disability, they've likely exhausted all other options to adapt their work environment independently. As a wheelchair user living with Cerebral Palsy, a service dog handler to Canine Companions® Pico, and someone living with a visual impairment and chronic pain, I can attest to the discomfort and apprehension that comes with this disclosure.

The latest report from the Disability:IN and the Disability Equality Index for 2023 found that only 4-6% of employees openly disclose disability in the workplace, despite 97% of employers encouraging them to do so. This discrepancy could be due to misconceptions about disability and job performance, perceived barriers to upward mobility, or a general misunderstanding about disability overall by the employer.

As highlighted in a recent article on Disability Scoop, Occupational Therapist Elizabeth Duffy put it beautifully. "Duffy said employers can adjust to accommodate different ways of learning and absorbing information. That could include scheduling flexibility and making sure meetings aren’t the only way to deliver updates and announcements to staffers." This is a prime example of how simple accommodations can make a significant difference in an employee's ability to perform their job effectively.

However, the process of requesting and receiving accommodations can often feel adversarial, leaving employees feeling beaten down and less likely to seek further accommodations in the future. This is counterproductive, as it ultimately hampers job performance.

The future of work for disabled employees is promising, with industries expected to grow over the next decade, as highlighted in a recent Forbes article by Diane Winiarski. But this growth must be accompanied by a commitment to diversity, equity, inclusion, and access. Employers must reassess their reasonable accommodation processes and strive for a more inclusive and equitable workplace.

Reasonable accommodations are not an attempt to "gamify" the system. They are a necessity for disabled employees to perform their jobs to the best of their ability. Let's continue to challenge misconceptions, promote understanding, and advocate for a more inclusive workplace.

With More Neurodivergent Workers, Employers Add Support

The Unseen Battle: Chronic Pain and the Performance of Wellness

Ryan and Rachael smile in front of a Matchbox 20 Concert Poster at Jiffy Lube Live on July 27, 2023

Last night, I attended a Matchbox 20 concert at Jiffy Lube Live, an event that had been on my calendar since before the pandemic. The anticipation was high, but so was my pain. A sudden flare of chronic pain, the severity of which I hadn’t experienced in months, hit me just hours before the show. The unpredictability of disability and chronic pain is a constant reminder that it's always with us, even during our most anticipated moments.

As Brijana Prooker beautifully articulated in her POPSUGAR essay, living with an invisible illness often involves a performance of wellness. We mask our pain with smiles, energetic demeanors, and a relentless positivity that hides our suffering. We do this to make others comfortable, to fit into societal expectations of health and normalcy. But at what cost?

For years, I too performed wellness. I hid my pain behind an energetic bubbly persona, concealing my struggle from the world. But as Brijana points out, this performance can lead to further harm. "While I may have succeeded in looking healthy, it had only made me sicker," she writes. The energy we expend to appear "well" can exacerbate our conditions, leading to more pain, more fatigue, and a deeper sense of isolation.

The pressure to appear healthy extends to our social interactions. We extend visits beyond our limits, pushing through the pain to avoid disappointing others. We hide our needs, our pain, and our limitations, often at great personal cost. As Brijana explains, a casual hangout can cost us "days, possibly weeks in bed — and so many spoons, we'd have to wait until next month for them to replenish."

But it's time to break free from this cycle. It's time to prioritize our health over societal expectations and other people's comfort. It's time to make our invisible disabilities visible, to share our experiences openly and honestly. It's time to stop performing wellness and start living our truth.

As we near the end of Disability Pride Month, let's remember that our worth isn't determined by our appearance or wellness. Our worth lies in our resilience, our strength, and our ability to navigate a world that often overlooks us. Our worth lies in our authenticity, in our courage to share our stories, and in our determination to advocate for a more inclusive and understanding world.

I Spent Years Trying to Hide My Chronic Illness For Others' Comfort. No More.

The ADA and Beyond: The Ongoing Fight for Workplace Inclusion

A wheelchair user seen from behind moves through her workplace.

Today, it's time to reflect on the challenges and triumphs of disabled individuals in the workplace. As a disability advocate, I've seen firsthand the barriers that disabled individuals face in their professional lives. But I've also witnessed the resilience, creativity, and determination that they bring to the table.

The Americans with Disabilities Act (ADA) was a significant milestone, but 33 years later, we're still grappling with the complexities of 'reasonable accommodations' and the stigma associated with disclosing a disability. As my friend Emily Ladau recently told CNBC, "Even though workplaces can focus on creating a culture of inclusion, there's that internal barrier that people still struggle with, because the world is telling them that disability is shameful, that disability is wrong, that their existence is somehow a mistake."

This narrative is not only harmful but also fundamentally untrue. Disability is not a mistake or a weakness; it's a part of our identity that shapes our experiences and perspectives. It's time to shift this narrative and embrace disability as a strength.

Research shows that when employees with disabilities are given the opportunity to educate and connect with their co-workers, the number of people who disclose a disability and request accommodations increases. This is a testament to the power of open dialogue and the importance of creating safe spaces for disclosure.

Companies like PSEG have taken steps in the right direction by launching initiatives to encourage people with disabilities to bring their full selves to work. After their awareness campaign, the percentage of people who identified as disabled in their workplace tripled. This is a clear indication that when we create an environment of understanding and empathy, people feel more comfortable disclosing their disabilities.

As we move forward, let's remember Ladau's words: "When we shift that narrative and we begin to say, 'You can identify as having a disability. That is something that you can be proud of. That makes you who you are,' the number of people who identify in the workplace as disabled is going to grow."

Let's continue to challenge the status quo, advocate for reasonable accommodations, and celebrate the diverse experiences and perspectives that disabled individuals bring to the workplace.

A Salute to Advocacy: Celebrating LinkedIn's Top Voices in Disability Advocacy

A picture of Ryan with a blue background and a Linkedin Top Voices graphic that reads: "Ryan Honick: Disability Advocate, Speaker, Professional Persuader."

This week, I was humbled to be featured as a Top Voice in Disability Advocacy by LinkedIn for the second straight year. Advocacy work is its own reward, but this recognition and the platform it provides to amplify our message is deeply appreciated.

Amidst all the chatter about various social media platforms and their impacts on social good, I firmly believe that LinkedIn stands out as the most beneficial and inclusive.

The honor has connected me with fellow advocates and allies, helping to magnify our collective message about the importance of diversity, equity, inclusion, and belonging for disabled people in our society. I am honored to be a Top Voice alongside so many inspiring advocates.

A heartfelt congratulations to Marisa Hamamoto, Lachi ♫, Donna Cruz Jones, Margaux Joffe, CPACC Jeremy Andrew Davis, Keely Cat-Wells, Meryl Evans, CPACC (deaf) Brandon Farbstein, Haben Girma, Julie Harris, Emily Ladau, Becca Lory Hector, Catarina Rivera, MSEd, MPH, CPACC, Natalie Trevonne, and Tiffany A. Yu, MSc. Your tireless efforts to create an equitable world do not go unnoticed.

Each of these advocates brings a unique perspective and voice to the table, and I encourage you to follow their work. Their stories, their struggles, and their victories are a testament to the power of advocacy.

As we celebrate this recognition, let's remember that our work is far from over. Every day, we strive to create a world where disability advocacy is no longer needed, where disability discourse is normalized, and where people with disabilities are treated as equals.

Special thanks to Marisa Hamamoto for the awesome graphic.