Remote Work Isn’t a Perk—It’s a Lifeline for Disabled Federal Employees

People walking past the Department of the Treasury building, a historic structure with large columns and engraved signage, on a chilly day with some leaves scattered on the ground.

For more than a decade as a federal employee, I’ve been proud to serve the public. I’ve earned awards, glowing reviews, and built a career I love. But here’s the truth: my success wouldn’t have been possible without telework. As a disabled professional managing multiple disabilities, remote work is more than a convenience—it’s a lifeline. It enables me to thrive in an environment that meets my needs and eliminates barriers that might otherwise exclude me. Now, all of that progress is at risk.

The Wall Street Journal's John McCormick and Te-Ping Chen report on the newly envisioned Department of Government Efficiency effort to mandate full-time in-office work is alarming. Elon Musk and Vivek Ramaswamy, leading this charge, have made it clear that they expect resignations, with Ramaswamy predicting as many as 25% of federal workers could leave. To them, this might sound like trimming bureaucracy. In practice, this is a targeted assault on equity and inclusion.

Telework gave disabled employees the chance to participate in record numbers, eliminating barriers like long commutes and inaccessible environments. Meg O'Connell, PHR of Global Disability Inclusion, LLC explained it best to HR Brew ™️'s Kristen Parisi: “People with disabilities have what they need in their homes. They don’t have to ask for accommodation [because] they’ve already built out their space.” Why dismantle a system that works?

While many argue in-person work fosters collaboration, the private sector is proving otherwise. Glassdoor’s CEO Christian Sutherland-Wong told Fortune, “The biggest benefit we’ve seen…is being able to tap into talent all around the U.S. and the globe.” If companies like Glassdoor see remote work as a future-driven solution, why is the government pushing outdated practices?

This isn’t just about where we work; it’s about who gets to work. Forcing disabled employees back into offices undermines principles of diversity, equity, inclusion, and access. Policies like DOGE’s mandate send a clear message: “We don’t trust you or value your contributions unless we see you at a desk.” As Dannie Lynn Fountain, DBA, EA, SPHR, CDR of Google said, these practices are “still disability discrimination.”

The pandemic proved remote work’s transformative potential. It shattered barriers for disabled workers and redefined productivity. Now, that progress is being reversed. The stakes couldn’t be higher—not just for me but for all of us. Are we building workplaces of the future or clinging to systems that exclude?

Remote work empowered me to thrive, but it also redefined what’s possible for our workforce. Let’s not let fear of change erase that progress. Inclusion is more than a checkbox; it’s a commitment to creating workplaces where everyone can succeed.

Musk, Ramaswamy Want Federal Workers in the Office Full Time. There’s a Hitch.

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.

Creative, Inclusive Workspaces: What We Can All Learn from the Adaptive Umbrella Workshop

Ryan presents via Zoom at a workshop on creating inclusive workspaces.

As we kick off National Disability Employment Awareness Month, yesterday I had the incredible honor of delivering the closing keynote address at the Adaptive Umbrella Workshop, hosted by the Bloomfield Township Public Library. This workshop focused on fostering creative, inclusive workspaces, and it was a privilege to share my thoughts on how we can create environments where everyone feels like they belong.

I've seen firsthand how conversations around diversity, equity, inclusion, and access are often treated like checkboxes—something to do out of obligation rather than a genuine effort to celebrate difference. During the workshop, we talked about how true inclusion goes beyond merely checking off boxes; it’s about cultivating a culture where disability isn’t a dirty word or something to dance around.

We discussed how equity, not just equality, must be the goal. Equity recognizes that everyone needs different tools to succeed. The idea that reasonable accommodations—whether it’s telework, flexible schedules, or assistive technology—are “special” or “unfair” is still prevalent in many workplaces. But these accommodations are about creating a level playing field.

In the federal government, where I've worked for over a decade, telework has been a game-changer, especially during the pandemic. But it isn’t just about the pandemic—it’s about offering flexibility for employees who navigate complex physical and invisible disabilities like chronic pain. Accommodations like these are about empowerment, not favoritism.

Another important topic we tackled was the disclosure of invisible disabilities. A 2023 study by the SHRM revealed that 47% of employees with invisible disabilities haven’t disclosed them to their employers. This comes from a place of fear—fear that disclosure will harm career prospects or lead to workplace stigma. Employers must create safe spaces where employees feel empowered to disclose if they choose to, without fearing repercussions.

Finally, we talked about resentment. Sadly, workplace accommodations are often misunderstood, leading to friction among coworkers who don’t see or understand the need. But as I shared during my keynote: It’s not the manager’s job to justify accommodations to other employees. Accommodations are about equity.

This workshop reminded me that building inclusive workspaces is an ongoing process. It’s about continuous education, open conversations, and creative solutions. The more we talk about what inclusion really looks like, the better we get at building work environments that uplift everyone, not just a select few.

A huge thank you to Jennifer Taggart and the Bloomfield Township Public Library for hosting such an important event, and to everyone who attended and asked thought-provoking questions. Your engagement fuels the work we’re doing to create a more equitable future.

The Floor, Not the Ceiling: Continuing the ADA's Legacy

A brick wall with a round button labeled "PUSH TO OPEN" featuring a wheelchair accessibility symbol.

All month long, I've been reflecting a lot on how disability is so often misunderstood. The Americans with Disabilities Act was a groundbreaking achievement for disability rights. But let's be real—it should be seen as the floor, not the ceiling, for what we aim to achieve.

A major misconception about disability is viewing it as a monolithic experience. It's not. Disability is vast, varied, and beautiful. Just like NPR readers pointed out, “Disabilities aren't one size fits all” and “not all disabilities are visible or immediately recognizable.” This diversity within our community needs more acknowledgment and understanding. We must break free from narrow definitions of what’s considered a “legitimate” disability. The ADA definition of disability is broad, in large part due to the recognition that disability affects everyone differently.

The ADA has indeed been instrumental in advancing the rights of people with disabilities. It opened doors and provided legal protection against discrimination. Yet, as Andrew Pulrang emphasizes, the ADA is often seen as “toothless” because of inconsistent enforcement and the persistent barriers—both physical and societal—that we encounter daily. Accessibility should be a basic right, not an inconvenience that gets ignored when it’s costly or challenging.

People’s ideas of what disability looks like are often so limited. They have these fixed notions that lead to gatekeeping and judgment. I remember when I got matched with Canine Companions® Pico, in 2014. Moving through the world with him opened my eyes to many nuances of disability access. Even though I’ve been disabled my whole life, being a new service dog handler was an entirely new experience. Pico and I faced challenges, but we also created positive change by challenging perceptions of what we could accomplish as a team.

True inclusion begins with empathy and a willingness to understand the varied experiences of those of us with disabilities. It means challenging preconceived notions and really listening to the voices within our community. As one NPR reader aptly put it, “Disability is not a fate worse than death. You can adapt, and you would if you suddenly became disabled.”

“Our disabilities are not flaws to be fixed, but integral parts of our identities that shape our unique perspectives and strengths,” Kim Chua told NPR. “We’re not defined solely by our disabilities. We’re whole, complex individuals with dreams, talents, and contributions to make.” By fostering a culture of empathy and understanding, we can work toward a society that truly values and includes everyone. The ADA was just the starting point, but our journey toward full equity and inclusion is ongoing. Let’s keep moving forward together.

As we close out Disability Pride, remember to lead with empathy and curiosity.

What NPR readers want you to know about living with a disability-readers-stories

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’

A Legacy of Inclusion: Thank You, President Biden

President Joe Biden, wearing a dark suit, light blue tie, and aviator sunglasses, waves to the camera.

I’ll be honest: the news that President Biden won't seek reelection in 2024 hit me hard. It's a defining moment for a leader who has profoundly shaped the disability community. His tenure has brought about unprecedented changes and set a new standard for inclusion and accessibility. As we reflect on his legacy, it's clear that President Biden's impact will be felt for generations to come.

Did you know that in 2023, the employment-population ratio for people with disabilities hit 22.5%? That’s the highest since the Bureau of Labor Statistics started tracking this data in 2008. The unemployment rate for people with disabilities dropped to 7.2%. These numbers reflect real, positive change in our lives.

Biden's commitment to the disability community is clear. Take Medicaid, for example. It now covers over 80 million Americans, including many of us with disabilities. He also boosted special education funding by $2.6 billion in 2021.

Let’s talk about student loans. The U.S. Department of Education's PSLF program was a mess, with a 99% rejection rate under the previous administration. President Biden stepped in and made real changes. He streamlined the application process, expanded eligibility, and fixed past errors. Now, thousands of public servants, including many with disabilities, are finally getting the loan forgiveness we were promised.

Air travel has long been a nightmare for many with disabilities. Recently, the U.S. Department of Transportation announced a proposed rule aimed at ensuring passengers who use wheelchairs can stay in their own wheelchairs while flying. This rule, if implemented, would mark a monumental shift in air travel accessibility.

The new proposal also includes several key improvements. Airlines would be required to notify passengers immediately if their wheelchair has been mishandled, repair or replace damaged wheelchairs, and return lost wheelchairs to the passenger's final destination within 24 hours.

We owe President Biden a big thank you. His dedication to disability rights has been unwavering. His administration’s focus on accessible infrastructure has modernized public transit systems across the country, making it easier for wheelchair users like me to get around. These improvements have touched the lives of countless people who rely on public transportation daily.

The policies President Biden put in place have laid a strong foundation for future advancements in disability rights and inclusion. As we continue to advocate for equity and access, we need to build on his legacy to create a society where everyone, regardless of ability, can thrive.

Thank you, President Biden, for your unwavering support and dedication to making our lives better. Your legacy will endure, and we will carry the torch forward.

Why Removing Equity from DEI Is a Step Back for Disability Inclusion

Two hands, one from the top left and the other from the bottom right, grasp a large, yellow letter 'E' against a grey background, symbolizing the tug-of-war over the concept of equity in DEI (Diversity, Equity, and Inclusion) initiatives. Credit: Annelise Capossela/Axios

Recently, I've been reflecting on the troubling trend of companies removing 'equity' from their DEI initiatives, a move now endorsed by the SHRM. This shift is particularly harmful to the disability community.

Equity ensures that everyone has what they need to succeed. For disabled employees, this might mean accessible workplaces, assistive technology, or flexible work arrangements. SHRM's decision to drop 'equity' from its strategy undermines these critical supports. The Wall Street Journal's Ray Smith reports the organization is "moving away from equity language to ensure no group of workers appears to get preferential treatment." However, this perspective ignores the unique barriers faced by the disability community and other marginalized groups.

Removing equity from DEI efforts sends a concerning message: that the specific needs of marginalized groups are less important. This is not just a theoretical issue; it's a tangible setback. A recent piece by Bloomberg's Khorri A. Atkinson explored the impact on colleges and universities that have already begun eliminating hundreds of DEI-related jobs, impacting support for historically marginalized students. In the workplace, this trend could mean fewer accommodations and less understanding of the unique challenges faced by disabled employees.

Moving through the world with various disabilities, I’ve experienced firsthand the difference that equitable policies make. Equity isn't about giving some people an unfair advantage; it's about leveling the playing field. Without it, disabled employees like myself are left at a significant disadvantage.

We need to recognize that inclusion without equity is incomplete. Equity should be uncontroversial. It just means equality of opportunity. “Who are the people that find 'equity' confusing?" Deb Muller, the CEO of HR Acuity, told Axios’s Emily Peck. This is why the removal of 'equity' is so alarming—it risks undoing years of progress and harms those who rely on these measures the most.

I urge my fellow advocates and allies to speak out against this shift. It's crucial that we maintain a holistic approach to DEI that includes equity. We need to push for policies that recognize and address the diverse needs of all employees.

What are your thoughts on SHRM's decision to drop 'equity' from their DEI strategy? How do you think this will impact the disability community and other marginalized groups?

When DEI gets downgraded to I&D

No Way to Run a Country? The Harmful Narratives of Ableism in Media

Cover of The Economist magazine dated July 6th-12th, 2024, featuring an image of a walker with the Presidential Seal of the United States and the headline 'No Way to Run a Country’.

As a disability advocate, I am often reminded of the pervasive ableism that infiltrates many aspects of our society. The recent cover of The Economist, depicting a walker with the presidential seal and the caption "No way to run a country," is a stark example of this issue. Regardless of political views or the current debates around President Biden's fitness, framing his capability to govern based on a disability is not only cruel but highlights a deep-seated ableism that must be addressed.

This kind of representation perpetuates harmful stereotypes, suggesting that those who use mobility aids are less capable. Such images can have far-reaching consequences, reinforcing negative perceptions and fostering environments where people with disabilities feel pressured to hide their conditions. The Economist should be ashamed of themselves for this front-page cover and for continuing to push a harmful narrative that deems individuals with disabilities as less competent.

The Economist's cover is not just an isolated incident; it reflects a broader issue within media representation. This portrayal underscores the editorial team's lack of understanding and empathy toward disability. It's a reminder of the significant work needed to educate and shift societal perspectives. Media outlets have a powerful influence on public opinion, and with that power comes the responsibility to portray all individuals fairly and accurately.

This is not the first time we've seen such blatant ableism in politics. Senator John Fetterman faced criticism for using assistive technology to perform his duties, with many questioning his ability to serve. While the office of the President is indeed a different challenge, ableism should have no place in our political discussions. As advocates, we must highlight these issues and push for a more inclusive narrative recognizing the capabilities of all individuals.

Ableist portrayals like The Economist's cover can discourage employees from disclosing their disabilities, fearing judgment and discrimination. This reluctance prevents many from accessing necessary accommodations that could enhance their productivity and well-being. It's crucial that we create workplaces where disability disclosure is met with support and understanding, not prejudice.

To combat these harmful narratives, media organizations must take actionable steps to improve their representation of individuals with disabilities. This includes hiring more people with disabilities in visible roles, consulting with disability advocates when creating content, and committing to ongoing education on disability issues. By doing so, they can help dismantle ableist stereotypes and promote a more inclusive society.

Let's use this moment to spark a conversation about ableism in the media and beyond.

You Don’t Look Disabled: The Harmful Effects of Gatekeeping

“Keep Out” Sign in red lettering against a brick wall.

Living with cerebral palsy, I've encountered many forms of gatekeeping that undermine my lived experience. Despite decades of progress and the landmark Americans with Disabilities Act turning 34 this year, our community continues to face skepticism and discrimination, often because we don’t fit society's narrow view of what disability should look like.

Paul Castle, a blind artist and illustrator, encapsulates a critical point when he says, "Blindness is a spectrum." Castle and his guide dog, Mr. Maple, were recently denied entry to a Seattle restaurant because an employee didn't believe Mr. Maple was a real service animal. The employee's reasoning? "You don't look blind," he told Castle, per CBS News. This statement underscores a broader issue: the public's limited understanding of disabilities, which often leads to harmful gatekeeping.

Disability manifests in countless ways, both visible and invisible. As someone who uses a wheelchair and a service dog, along with chronic pain, I've seen firsthand how quickly people are to judge based on appearances. The reality is, disabilities are as diverse as the people who live with them. They can vary not just from person to person but even within the same individual over time.

The Daily Dot reports, Katie, a TikTok user with a service dog, shared a harrowing experience at a JCPenney store. During a medical episode, a fellow shopper harassed her, questioning why she needed a service dog and even suggesting she was "in the way." Katie’s service dog was assisting her, but the woman insisted, "You don't look like you need a service dog." This incident again highlights the everyday struggles we face, constantly defending our needs against ignorance and prejudice.

Such encounters are not isolated. They reflect a systemic issue where ableism and medical gatekeeping prevent us from accessing the rights and accommodations to which we are legally entitled. This attitude perpetuates discrimination and hinders true inclusion. We need to shift the narrative from suspicion and doubt to understanding and acceptance.

To combat this, we need stronger laws protecting the rights of people with disabilities and better public education about the spectrum of disabilities. Educating the public about the ADA and the legal rights of service dog handlers is essential. We must urge legislators to enforce existing laws more strictly and to consider new measures that protect us from discrimination and harassment.

As I reflect on these stories, I am reminded of the resilience of our community and the importance of continuing the fight for equity and inclusion. We must break down these barriers and educate others about the true nature of disabilities. Disclosing our disability is not for style points or sympathy. We share so that you'll understand, and most importantly, believe us.

Blind artist who was told "you don't look blind" has a mission to educate: "All disabilities are a spectrum"

Gatekeeping Magic: The Exclusionary Impact of Disney's New DAS Rules

A view of Walt Disney World in Orlando, Fla

As we celebrate Disability Pride Month, a time to honor the achievements of the disability community, we must also address the setbacks that threaten our progress. The Walt Disney Company's recent changes to its Disability Access Service policy serve as a poignant reminder of how easily strides toward inclusion can be undermined.

Growing up in California, Walt Disney Parks & Resorts were more than just a destination; they were a magical escape from the daily challenges of navigating a world not designed with us in mind. As a wheelchair user and someone living with chronic pain, trips to Disney offered a rare respite where the focus was on fun, not on proving my worth or fighting for basic accommodations. However, Disney’s latest policy changes have turned this escape into yet another battleground for disability rights.

On May 20, Disney instituted a more restrictive policy on who qualifies for its DAS program. Previously, those who "have difficulty tolerating extended waits in a conventional queue environment due to a disability" were eligible. Now, only individuals with "developmental disabilities such as autism or a similar disorder" can request a return time. This change has left many in the disability community, including those with invisible disabilities, excluded and disheartened. This exclusion not only diminishes the magic of Disney but also underscores a larger issue: the gatekeeping of what counts as a disability.

Disney's decision to narrow the criteria for DAS passes is a step backward in disability inclusion. By focusing only on visible or specific types of disabilities, Disney is disregarding the diverse and often invisible challenges that many of us face daily. This policy shift exemplifies a troubling trend where organizations prioritize convenience over comprehensive inclusion, making decisions without consulting key stakeholders from the disability community.

Moreover, too many believe they have unfettered access to our medical histories, forgetting that disclosure of disability is a personal choice. Often, discussions of disability can be triggering and traumatic. The exhaustion and raw exposure of needing to "prove" our disability can become overwhelming. That lack of empathy is dehumanizing.

Historically, Disney has been recognized for its disability inclusion efforts. A spokesperson from Disney told Yahoo News, “Disney is dedicated to providing a great experience for all guests, including those with disabilities.” However, the recent policy change contradicts this commitment, revealing a lack of understanding and empathy toward the diverse needs of the disability community.

As we celebrate Disability Pride Month, let’s remind organizations like Disney that true magic lies in creating spaces where everyone can feel welcome and valued.

Disney's new theme park disability policy sparks anger