What does it look like when one man decides that rolling over is not an option? When instead of sitting out the fight, he stands up—for 25 hours straight?
Let me paint the picture.
Senator Cory Booker, hoarse but unshaken, stood on the Senate floor and made history. Not just by breaking Strom Thurmond’s record—because let’s be honest, Thurmond fought against civil rights. Booker stood in spite of him.
He spoke with fire and fasting, quoting John Lewis, calling on us to “get in good trouble.” He did what so many of us dream of doing in moments of despair: he showed up with courage and conviction and refused to sit down.
“This is a moral moment. It’s not left or right. It’s right or wrong,” he said. And if that doesn't feel like a TED Conferences Talk for the soul, I don’t know what does.
He wasn’t just protesting policy—he was defending democracy in a courtroom where the judge is all of us. He called out plans to gut Centers for Medicare & Medicaid Services. He grieved the loss of dignity as thousands of public servants were fired via broken badge readers. He named the absurdity, the cruelty, and the stakes.
“Please, God, don’t let them take Medicaid away from 10, 20, 30, or 40 million Americans,” he pleaded. And in the background, U.S. Department of Health and Human Services (HHS) had just laid off workers administering Meals on Wheels and disability services. Entire federal divisions—just... gone.
But this post isn’t about despair. It’s a montage moment. A chance to lace up your sneakers, get your Kleenex, refill your water bottle, and say, “Let’s go.”
Because Senator Booker didn’t speak for 25 hours just to break a record. He spoke so we’d get off the sidelines and lead. So we’d bury apathy once and for all.
Let this be the eulogy:
“Here lies Apathy. It died when people remembered their power.”
So what are you willing to stand for? What issue makes you feel like you can’t sit down until something changes? What’s your version of a 25-hour stand?
This isn’t just about Booker. It’s about all of us.
Disability Accommodations at Work: Why Employees Fear Speaking Up
A diverse group of professionals, including wheelchair users and employees with headphones, collaborate in a modern office, promoting workplace inclusion and accessibility.
Who gets to be "disabled enough"?
That’s the uncomfortable debate unfolding in workplaces across the country—and one I recently discussed in The Wall Street Journal alongside Justina Plowden and Keely Cat-Wells.
As more employees request accommodations, some worry we’re stretching the definition of disability too far. But here’s the real question: Are we diluting the meaning of disability, or are we finally acknowledging the full spectrum of barriers people face?
Here’s where I stand: Pitting disabilities against each other is dangerous. It’s not up to me, an employer, or anyone else to decide whose disability is “valid enough” to deserve support. If someone says they need an accommodation, believe them. Full stop.
And yet, many disabled employees don’t feel safe disclosing their disability at all. Why? Because they know what happens next:
🚫 They’re seen as less competent.
🚫 They’re overlooked for promotions.
🚫 They’re often the first to go in layoffs.
This is why so many people don’t ask for accommodations, even when they’re legally entitled to them. It’s not simply that remote work itself makes disabled employees more vulnerable—it’s that stigma and workplace bias make disclosing a disability a risk.
I appreciate WSJ and Callum Borchers for giving space to this conversation, and I hope it pushes more employers to rethink how they support disabled workers—both those who disclose and those who don’t.
Disabled Workers Debate Who Is Really One of Us
DEI is Under Attack—But Inclusion Can’t Be Optional
A modern office features an illuminated sign reading "Diversity, Equity, and Inclusion: Strength in Unity" with a colorful gradient background. In the background, a diverse group of employees collaborates around a conference table in a well-lit space with large windows.
Every day, I watch as the policies meant to ensure my dignity, my inclusion, and frankly, my survival, get dismantled. It’s not hypothetical. It’s not a distant issue. It’s personal.
Like many disabled professionals, I see the writing on the wall—diversity, equity, and inclusion are under attack in ways that go beyond policy changes. These aren’t just bureaucratic shifts; they send a chilling message about whose existence is valued and whose is not. And for so many of us, that message is hitting hard.
But here’s what I also know: not everyone is backing down. Not every company, every leader, every organization is willing to let progress be erased. Some including Apple, Microsoft, Delta Air Lines, Johnson & Johnson , and JPMorganChase are doubling down, choosing to be louder, more intentional, more committed to inclusion than ever before. And if you’re one of those people—if you believe that workplaces should be places of opportunity for everyone, not just the most privileged—then now is the time to act.
I’ve spent my career navigating the intersections of disability, policy, and workplace equity. I don’t just speak about inclusion—I live it. And I know firsthand what it takes to create workplaces where disabled professionals don’t just survive but thrive.
If your company, conference, or organization is still committed to real DEI—not just as a buzzword, but as a practice—I want to talk. Hire disabled speakers. Bring in disabled consultants. Invest in perspectives that aren’t just theoretical but lived. Because right now, at a time when so many of us feel like our voices are being pushed aside, inclusion can’t just be a quiet value. It has to be a loud, unwavering action.
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