Project 2025 and America’s Choice: What Trump’s Reelection Means for Disability Rights and DEI

Black background with white text reading 'What's at Stake for Civil Rights: Project 2025,' framed by a gradient border transitioning from purple to blue to pink.

For many in the disability community, the outcome of this election is a profound blow. It's a stark reminder that this is not an anomaly; it's a deliberate choice by the electorate. As disability advocates, we must confront this reality, grieve its implications, and prepare for the arduous journey ahead.

Diversity, Equity, and Inclusion efforts are essential for creating spaces where all people, including disabled individuals, can thrive. Yet, with Project 2025’s clear intent to politicize the federal workforce, these efforts face a direct threat. The plan to replace nonpartisan civil servants with political loyalists doesn’t just jeopardize the integrity of government agencies; it also poses a serious risk to any DEI initiatives within the federal government. When leadership is handpicked to fit a rigid ideological mold, DEI initiatives—particularly those that protect marginalized groups—become targets for dismantling.

For disabled federal employees like myself, this change isn’t abstract. It could mean the erosion of inclusive hiring practices, the rollback of workplace accommodations, and a shift toward a culture that prioritizes conformity over diversity. By undercutting DEI, the federal government risks creating a hostile environment for all who rely on its protections, effectively shutting the door on years of progress in fostering an equitable workplace.

Moreover, Project 2025 aims to politicize the federal workforce by replacing nonpartisan civil servants with loyalists. This shift could transform agencies like the U.S. Department of Justice from protectors of civil rights into enforcers of a singular ideology, jeopardizing the rights of marginalized communities.

In 2016, we told ourselves, "This isn't who we are." Today, we must face the hard truth: This is who we are. Our society has twice chosen a path that marginalizes, excludes, and actively silences people like us. As Scaachi Koul wrote for Slate Magazine, "This is a country where half the population is content in its hatred of women, of queer people, of brown and Black people, of anyone who comes to the United States from a poorer country."

Acknowledging the pain doesn't mean we give up. We have work to do, even if it's uphill, exhausting, and heartbreaking. But we have to begin by mourning what we've lost—the hope for a more inclusive future, the belief that our voices mattered, and that progress was possible. We may be in the crosshairs, but we are not powerless. We are still here, advocating, fighting, and demanding that our nation's policies reflect everyone's needs, not just those who conform to a narrow idea of "American."

So let's grieve today, gather strength, and prepare for what comes next. Tomorrow, we continue the work, not because it's easy, but because it's necessary.

The Power of Words: Trump's Harsh Views vs. Biden's Compassion

A disabled parking logo is depicted with blood dripping down, symbolizing the erroneous belief that disabled people should die. The scene is a dark and eerie, with the surrounding environment having a grim and foreboding atmosphere, including dark, leafless trees and a misty background.

I can’t stop thinking about President Biden’s address to the nation last night—his first since deciding to exit the 2024 race. His speech was filled with humanity and a focus on inclusion, qualities that starkly contrast with sentiments expressed by Donald Trump, as revealed in a recent TIME Magazine article by Fred Trump III.

Biden’s words from the Oval Office were profound: “We have to decide: Do we still believe in honesty, decency, respect, freedom, justice, and democracy? In this moment, we can see those we disagree with not as enemies but as fellow Americans.” This message of unity and respect is essential, especially as we celebrate the 34th anniversary of the Americans with Disabilities Act. The ADA, passed under the George H.W. Bush administration, is more contested than ever in today’s political climate. I’m not sure it would pass Congress in 2024.

Contrast this with the shocking statements from Donald Trump, as recounted by his nephew Fred Trump III. Fred’s article reveals a chilling disregard for disabled people. President Trump reportedly said at the height of COVID-19, “The shape they’re in, all the expenses, maybe those kinds of people should just die,” in reference to his own blood. These words are not just hurtful; they are a stark reminder of how far we still have to go in fighting for the rights and dignity of all Americans.

Biden’s commitment to disability rights has been evident throughout his administration. His support for updates to Section 508 of the Rehabilitation Act is a critical step forward. “The federal government has an obligation to ensure that its services are accessible to people with disabilities, including its websites and technology,” said Senator Bob Casey, co-sponsor of the proposed updates. This legislation aims to make federal technology accessible to all Americans, ensuring that no one is left behind.

I use a wheelchair. I handle a service dog. I leverage assistive technology to navigate the web due to my visual impairment. These updates are not just necessary; they are vital. It’s not just about physical barriers; it’s about breaking down attitudinal ones as well.

Biden’s words remind us that we are all in this together: “We are a great nation because we are a good people...The power’s in your hands. The idea of America lies in your hands. You just have to keep faith.” In contrast, Trump’s comments reflect a divisiveness that undermines the progress we’ve made and the values we stand for.

As we approach this significant anniversary of the ADA, let’s remember the work that still needs to be done. Let’s continue to fight for a world where everyone, regardless of their abilities, has equal access to opportunities and resources. When given the respect and dignity we deserve, we not only thrive, we persevere. The only thing that needs to die is ableism.

My Uncle Donald Trump Told Me Disabled Americans Like My Son ‘Should Just Die’

Leading by Example: The Power of Allyship in Disability Inclusion

A line graph shows the steady employment rate for people with disabilities trending upward from 2010 and reaching record highs in 2023.

The landscape of disability employment is experiencing a transformative shift, marking an era of significant progress and inclusivity. Axios' Emily Peck reports a record 22.5% of people with disabilities were employed in 2023, reflecting a strong labor market and the empowering role of remote work. This transition is not merely an adjustment to a post-pandemic world; it represents a broader move toward genuine inclusivity, affirming that remote work is a crucial enabler for those traditionally marginalized in the employment sector.

Key Insights:

• The Bureau of Labor Statistics reports an increase in the disability rate among Americans to 12.5% in 2023, up from 11.7% in 2019.
• Labor force participation for disabled men and women has notably increased since 2019, highlighting a shift toward greater inclusion.
• Despite these gains, the unemployment rate for disabled workers was 7.2%  — about twice what it was for non-disabled workers, indicating persistent challenges in achieving full employment equality.

The expansion of the Disability Equality Index (DEI) to include more countries, as highlighted by HR Brew ™️’s Kristen Parisi, signals a growing global commitment to disability inclusion. Jill Houghton, president and CEO of Disability:IN, emphasizes the significance of senior leaders who "either openly identified as having a disability or being an ally for people with disabilities," illustrating that authentic leadership can catalyze profound organizational change.

Disability Employee Resource Groups, supported by the C-suite, are instrumental in fostering an inclusive work environment. These groups exemplify how investment in disability inclusion not only enhances corporate culture but also taps into a vast source of talent and market opportunity.

As we navigate the future, the journey toward disability inclusion will require a blend of innovative employment practices, committed leadership, and vibrant community engagement. By championing these changes, we can create workplaces where everyone, regardless of their abilities, can thrive.

Employment rate for Americans with disabilities reached record high in 2023

The Goldilocks Dilemma: Navigating Disability Representation in the Workplace

A photo of confident businesswoman sitting on wheelchair. Portrait of confident female professional is in board room. She is in smart casuals at creative office.

In the realm of business, the dialogue around disability inclusion often mirrors a well-rehearsed play: grand declarations of commitment to diversity, equity, and inclusion (DEI) are made, yet the curtain falls before any meaningful action takes place. This dissonance between words and actions reveals a profound misunderstanding of what authentic disability representation entails. It's not just about filling quotas or showcasing diversity for marketing purposes; it's about fostering an environment where every individual, regardless of their abilities, can thrive.

The concept of the "Goldilocks nature of disability" in the workplace is a testament to this misunderstanding. On one hand, individuals perceived as "too disabled" are often overlooked, based on the erroneous belief that they will require excessive accommodations or will not be as productive. On the other hand, those who excel, thanks to necessary accommodations, face skepticism and accusations of exploiting their disability for benefits like telework. This paradox highlights a glaring issue: many companies want disabled employees to be just disabled "enough" to benefit the company's image but not so much that understanding and meeting their needs becomes a priority.

Caroline Casey, in her Forbes article, underscores the imperative of authentic disability representation noting, "Piecemeal efforts like basic accessibility compliance or tokenistic representation fail to shift norms: what’s needed is a seismic culture change in how disability representation is understood and embedded across organizations from media and marketing to product design and accessible retail spaces." This sentiment is echoed in the recent initiative by Starbucks, as reported by Axios, where the opening of their accessible store in Union Market is not just a nod to accessibility but a step toward setting new standards in how businesses can and should integrate accessibility into their core operations.

However, as someone who has advocated for accessible entrances at my local Starbucks for nearly a decade, with success only coming in January 2024, I can't help but view this development with a mix of appreciation and irony.

True inclusion requires a shift in mindset—from viewing accommodations as a burden to seeing them as an investment in a diverse workforce reflecting the world we live in. It's about recognizing that every employee brings a unique set of skills and perspectives that, when harnessed, lead to innovation and growth.

As we navigate the complexities of disability inclusion, let us challenge ourselves and our organizations to move beyond performative actions. Let's commit to listening, learning, and adapting. Let's strive for a workplace where everyone is not just accommodated but truly included and valued.

Authentic Disability Representation Is A Business Imperative

The ADA Under Siege? What the Supreme Court’s Latest Ruling Means for Disability Rights

A pull quote from Supreme Court Justice Ketanji Brown Jackson, “it would be deeply unfortunate if the Equal Protection Clause actually demanded this perverse, ahistorical, and counterproductive outcome.”

The recent U.S. Supreme Court decision to overturn race-conscious admissions in colleges has left me, as a disability advocate, deeply concerned. The ruling, which challenges affirmative action, makes me wonder: What does this mean for other minority groups, especially the disabled community?

With this ruling, the Supreme Court continues its historic march backward on civil rights; seemingly hellbent on taking them all back piece by piece.

Will Hild of Consumers'​ Research told The Washington Post the ruling “will put the wind in the sails of groups like ours, who want to get the woke, racially based hiring and promotion schemes out of corporate America.” This statement raises alarm bells. If the court is willing to challenge affirmative action, is the Americans with Disabilities Act (ADA) next?

Furthermore, Hild mentions that legal precedents allowing race-conscious admissions have been a “fig leaf” for private sector diversity initiatives. With this ruling, he predicts a “free-for-all on pushing back against that.” This suggests that the ruling could embolden challenges to diversity initiatives across the board, including those aimed at disability inclusion.

In a scorching dissent, Justice Sonia Sotomayor stated that “the devastating impact of this decision cannot be overstated.” She added that the decision “cements a superficial rule of colorblindness as a constitutional principle in an endemically segregated society where race has always mattered and continues to matter.”

Justice Ketanji Brown Jackson, wrote in her dissent that “it would be deeply unfortunate if the Equal Protection Clause actually demanded this perverse, ahistorical, and counterproductive outcome.”

The ADA has been a cornerstone for disability rights, ensuring equal opportunities for people like me. I am one of the 61 million disabled adults in the United States. As a wheelchair user and service dog handler to Canine Companions® Pico, the ADA has been instrumental in my life. But this ruling might embolden groups to challenge not just racial diversity but diversity as a whole.

We must remain vigilant and proactive. The progress we’ve made in disability rights is monumental, but it’s also fragile. We must ensure that this ruling does not become a precedent for eroding the protections that the ADA provides.

As we enter Disability Pride Month, as we celebrate Independence Day, we must not become complacent. I urge you all to stay informed, engage in discussions, and stand up for the rights of all minority groups. Our diversity is our strength. Let’s protect it.

#DisabilityRights #SupremeCourt #ADA #ProtectDiversity #AffirmativeAction #SCOTUS #CivilRights #StayInformed #EngageInChange #DEI #DEIA #DisabilityPride

Free Expertise? The True Cost of Devaluing Disability Advocacy

A colorful backdrop with a silver broadcaster’s microphone at the center.

In my life as a disability advocate, I've had the honor of standing up for countless causes, initiatives, and events. It's been a journey filled with moments that have inspired me, connections that have broadened my worldview, and the rewarding sense that I'm making a real difference. But there's a troubling trend that's been casting a shadow over these experiences: the expectation that my expertise, and that of many others in my field, should be offered without any compensation.

A fairly common exchange with a potential client:

Them: We’d love to have you speak at our event. 

Me: Fantastic. Here are my rates.

Them: Oh, you charge? We have no budget. 

This isn't just about money. It's about respect, value, and recognition. When organizations come to us for our expertise but hesitate at the idea of paying for it, they're sending a clear message: they don't believe our knowledge, our time, and our energy are worth investing in. This devalues our work, our experiences, and our contributions to the very causes these organizations claim to champion. You can't truly advocate for diversity, equity, inclusion, and access without compensating the thought leaders whose opinions and expertise you value.

Remember, you're reaching out to us because we're established leaders in our field. We don't need exposure as a fringe benefit for free labor.

This issue isn't just about me or about disability advocacy. It's a widespread problem affecting countless experts and professionals who are asked to give their time and knowledge for free. But as we approach Disability Pride Month, it's time to shine a spotlight on this issue in our field.

We, as disability advocates, bring a unique perspective to the table. We offer insights that can't be found in textbooks or online articles. We share personal experiences, hard-earned wisdom, and a deep understanding of disability issues. This expertise is valuable and should be treated as such.

It's time for a change. It's time for organizations to recognize the value of disability advocacy and to invest in it. It's time for us to stand up and say, "Our expertise is worth paying for."

As we approach Disability Pride Month, let's start a conversation about this. Let's challenge the status quo and advocate for the recognition and compensation we deserve. Let's do this together.

I invite you to share your thoughts, experiences, and ideas in the comments below. Let's use our collective voices to make a difference. And if this message resonates with you, I encourage you to share it with your network. Together, we can change the narrative.