Inclusion In Action

The Forgotten in the Flames: Why Emergency Planning Must Include Disabled People

A scene of intense wildfires, with palm trees and vegetation engulfed in flames, embers scattering through the air, and a vibrant orange hue dominating the environment.

Reading the recent story from Sonja Sharp at Los Angeles Times about Anthony Mitchell Sr. and his son Justin—a father and son who both had disabilities and died because of inadequate evacuation planning during the devastating LA wildfires—has left me angry and heartbroken. Their deaths were preventable, and yet they were left to wait, pray, and perish. This tragic event reflects systemic failures that disabled people, like me, fear every day.

I can’t ignore how often disabled people are overlooked in emergency planning.

Growing up, I was never truly part of evacuation plans. After 9/11, I remember my math teacher pointing to a football player and saying, “Ryan, that’s your escape plan.” That moment encapsulated the lack of planning, forethought, and value placed on the lives of disabled individuals. Now, as an adult living in a 25-story high-rise in D.C., those fears haven’t gone away. During fire drills or alarms, the elevator shuts down, the hallway doors automatically lock, and I’m left wondering: “Will anyone come?” I’m on supposed watch lists, but those plans are never practiced. The truth is, I don’t have faith that help will come when it matters most.

Anthony Mitchell Sr., an amputee who used a wheelchair, and Justin Mitchell, who had cerebral palsy, couldn’t escape on their own. Firefighters stopped family members from entering the evacuation zone to save them. As the flames closed in, they huddled together, waiting for a rescue that never came.

Officials have known for years that disabled individuals are disproportionately impacted by disasters. A 2019 state audit highlighted how emergency management agencies were woefully unprepared for this threat, despite California being home to 4 million disabled residents, including nearly a quarter-million in Los Angeles​

We can and must do better. Emergency response plans need to be inclusive, regularly practiced, and accessible to everyone. This means involving disabled individuals in planning processes, investing in assistive technology, and ensuring first responders are trained to address the needs of disabled people during disasters.

We’re one-fourth of the global population. Our lives are just as valuable, and our voices need to be heard. Let’s stop apologizing after the fact and start making proactive changes now. The cost of inaction is far too great.

The Pandemic's Impact on Workplace Inclusion: Lessons from the RVO Health Panel

A Zoom screenshot showing Disability Advocate Ryan Honick, and fellow RVO Health panelists, Alina Sharon, Ryan McKenna, Robin Hough, and Jessica Simon as part of a DEI in the workplace discussion.

Yesterday, as part of National Disability Employment Awareness Month, I had the distinct honor of joining a panel with the dynamic team from RVO Health. The topic? A subject close to my heart: diversity, equity, inclusion, and access in the workplace, especially in the light of the pandemic and its aftermath.

Firstly, I'd like to extend my heartfelt gratitude to Alina Sharon, Ryan McKenna, Robin Hough, and Jess (Leavitt) Simon. The depth of our conversation, the insights shared, and the commitment to fostering an inclusive environment was truly commendable. It's not every day that you get to be part of such an enlightening discussion, and I am continually encouraged by the positive steps that RVO Health is taking.

I've seen firsthand the challenges and opportunities that come with fostering an inclusive environment. The pandemic has only heightened the need for workplaces to be more adaptable, understanding, and inclusive. Jess (Leavitt) Simon captured this sentiment perfectly, stating, "We can't unring the bell of COVID. COVID completely disrupted and changed the way of work. The employers that are going to retain and attract the best talent are going to have to figure out how to do it differently." 

From my personal journey, I know the importance of conversations like these to deepen understanding and empathy and truly make a difference. True inclusivity begins as a cultural attitude and a commitment to continual dialogue about the needs and contributions of every employee. The pandemic brought to light the importance of mental health, flexibility, and the need for employers to be more understanding and accommodating.

RVO Health's commitment to these values is evident, and I am excited to see the strides they will make in the future. The panel discussion was a testament to the fact that when organizations and individuals come together with a shared vision, real change is possible.

To everyone who joined us for the panel, thank you for being part of this important conversation. Let's continue to push boundaries, challenge norms, and create workplaces where everyone feels valued and included.