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 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 Crip Tax: Unveiling the Hidden Costs of Disability

A close-up image of a person in a white shirt holding a fan of hundred-dollar bills in their hand. The focus is on the money, showing several crisp banknotes prominently featuring Benjamin Franklin. The background is blurred, drawing attention to the hand and the cash.

Today, I want to talk about what is colloquially known in our community as the "Crip Tax." This term encompasses the increased cost of living that accompanies being disabled. Whether it’s accessible housing, home modifications, therapies, treatments, medications, or elevated electric bills to maintain medical equipment—these costs are substantial.

Selma Blair shared her struggles with the financial strain of managing her multiple sclerosis with the The Hollywood Reporter: "People perceive you as rich and famous but there were many years I’d have to take off work that deeply impacted [me]. If I don’t [get] my SAG-AFTRA insurance, then I don’t get my blood products." This sentiment resonates deeply with many of us who face similar financial burdens.

Accessible housing is often limited to more expensive areas, and making one's home accessible through modifications can be financially draining. The cost of mobility aids, which are often not covered by insurance, further strains our finances. But the Crip Tax extends beyond monetary costs. The psychological impact of being perceived as exploiting our disability for preferential treatment, when all we seek is basic equity, is profound. We face conscious and unconscious biases that affect our dating lives, career progression, and personal relationships.

In the workplace, requesting necessary accommodations can be a delicate balance. The fear of being perceived as a burden looms large. If we ascend to positions of leadership and conquer these prejudices, we are often met with accusations of tokenism and claims that we are less qualified and less deserving. On the other hand, asking for too many accommodations can lead employers to assume we will underperform. Add to that the often bureaucratic and adversarial nature of making such requests, and many of us simply won’t, effectively making our jobs harder and feeding into the false narrative of our capabilities.

Additionally, the medical field often discounts our experiences. If ailments aren’t found on routine tests, they are frequently deemed imaginary. This constant need to defend our reality is exhausting. 

Socially, the unpredictability of our health means we sometimes have to decline invitations, leading to perceptions of flakiness. Chronic pain and fatigue turn every decision into a game-time choice, based on our body's state that day. The Crip Tax also includes spending time defending yourself to people who don't believe you, expending extra energy from our already limited supply, defending our right to exist.

This tax is a lifetime of financial, psychological, and emotional burdens that seem only to increase.

What did I leave out? Sound off in the comments. Additionally, share your thoughts with NPR for an upcoming feature story.

Selma Blair on Getting “Back on Track” With MS Treatment: People Don’t “Get How Expensive It Is to Be Disabled”

One Step Away: Reflecting on Trump's Narrow Escape and Disability

Law enforcement officers gather at the campaign rally site for Republican presidential candidate former President Trump.

Evan Vucci/AP

This weekend's events at Donald Trump's rally in Pennsylvania have left us all grappling with numerous questions. How could such a security failure occur? What were the motivations behind the shooting? How will this historic moment reshape US politics in the 2024 election? Amidst the whirlwind of these discussions, one question has been persistently echoing in my mind: What does this assassination attempt say about our current views on disability in this country?

As someone who lives with multiple disabilities, this question is not just rhetorical. Former President Donald Trump has openly and notoriously mocked disabled individuals and wounded veterans. The irony is that by sheer luck, he narrowly avoided becoming part of the community he has so often disparaged. This incident starkly reminds us that we are all just one moment away from joining the ranks of the disabled community.

During the chaos following the shooting, Democratic strategist Johnny Palmadessa told Reuters he witnessed elderly and disabled attendees struggling to evacuate the venue. He described scenes of mothers shielding their children from bullets, husbands protecting their wives, and elderly people giving up on trying to escape because they couldn't move quickly enough. Palmadessa observed, "I watched elderly people struggle to leave fast enough. Some of them practically gave up and decided, I'm just going to wait here because I can't get out right now. That's not okay."

This heartbreaking reality is all too familiar to many of us in the disability community. During emergencies, our needs are often overlooked, leaving us vulnerable and, at times, resigned to our fate. The U.S. Secret Service, while prioritizing the protection of the president, has a responsibility to ensure the safety of all attendees, including those with disabilities. Their failure to do so at this event is a glaring oversight that demands immediate rectification.

The broader implications of this incident extend beyond just the physical safety of disabled individuals at public events. It forces us to confront how deeply ingrained ableism is in our society. Trump's history of mocking disabled individuals is not just offensive; it's indicative of a societal mindset that devalues and disregards the disabled community. As a result, the protections and considerations that should be in place are often absent.

We must advocate for inclusive emergency preparedness plans that account for the needs of disabled individuals. This includes ensuring accessible egress routes, providing adequate assistance during emergencies, and training all personnel on how to effectively support disabled attendees. The Trump assassination attempt is a stark reminder that our current systems are insufficient and that immediate action is necessary to prevent future tragedies.

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

Beyond the 1%: Amplifying Disabled Voices in Hollywood and Halls of Power

From left: Zayre Ferrer, Monica Cecilia Lucas and Gisselle Legere.

In the vibrant tapestry of our society, the disabled community weaves a narrative often left unexplored, yet profoundly impactful. As we celebrate National Disability Employment Awareness Month, let’s delve into the realms of representation, adaptability, and the stark disparities in political representation for disabled individuals.

“Roughly 20% of Americans live with a disability, yet less than 1% of Hollywood writers are disabled,” a stark revelation from the Inevitable Foundation. The recent Writers Guild of America West deal, promises to address specific issues impacting disabled writers in Hollywood most. Gisselle Legere, a Cuban American writer, heralded the WGA’s victory in setting a minimum number of writers who must be staffed on shows as the “biggest win,” illuminating a path toward more inclusive representation in the writers' rooms.

In the political arena, the narrative unfolds similarly, yet with its unique challenges. ChrisTiana ObeySumner MPA, MNPL, a multi-disabled Seattle City Council candidate, embodies the resilience and determination that disabled candidates bring to the political table. Yet, systemic barriers and ableist backlash often stymie their journey. A mere one in 10 elected officials have disabilities, according to a 2018 study from Rutgers University, underscoring a glaring disparity in representation that demands our attention and action.

Sarah Blahovec, co-founder of Disability Victory, astutely observes, “Disabled people are adaptable. We’re creative. We’re problem-solvers. And we’re resilient because every day we navigate a society that is not built for our needs.” These are not just qualities; they are a testament to the untapped potential that disabled individuals bring to leadership roles in every sphere of our society.

As we navigate through NDEAM, let’s champion for more than just hiring or electing disabled individuals. Let’s advocate for providing an upward path toward mobility in their jobs, giving them a chance to flourish, and arming them with the tools they need to be successful. Let’s ensure that the diverse pool of disability is represented in all decision-making rooms, from the board room, to the writers room, to elections. We need to be in the room where it happens.

In the spirit of fostering a society where every thread is valued, let’s weave a narrative where disability is not seen through a lens of limitation, but a spectrum of possibilities and diverse perspectives. Let’s be the catalysts for a future where equity is not just a metric but a lived reality.

What the WGA deal with Hollywood studios means to writers with disabilities

No Joke: Making Workplaces Disability-Friendly Can Be Fun!

Four people are socializing around a table. Three are out of focus in the background. A Wheelchair user with a gray beanie and glasses is in focus working on his laptop.

Today I thought I'd take a moment to talk about something that's as close to my heart as my love for Starbucks coffee: making workplaces more inclusive for employees with disabilities. As a disability advocate who's been navigating the world on wheels, and with Canine Companions® Pico, I've got a front-row seat to this rollercoaster ride.

First things first, understanding and acceptance. Charlotte Bramford, founder of Living With ME, told Verywell, "Don’t try to change them or fix them." I mean, we're not software updates, right? We don't need fixing. We just need understanding. So, let's put on our learning caps and get to work. Trust me, it'll lead to more smiles all around.

Education is the secret sauce here. Chelsea Bear, a digital creator and educator who lives with cerebral palsy, suggests reading books by disabled authors. It's like getting a backstage pass to the community without asking us to do the heavy lifting. Plus, you get to add 'well-read' to your list of virtues. Win-win!

Inclusion also means inviting us to the party. Even if we can't always go, we appreciate the invite. As Bramford puts it, "Support your disabled friend by including them in everything." And if we have to bail because our symptoms decide to throw their own party, be cool about it. We’d rather be there, trust us. Nobody plans on actively missing out on their own life.

Now, let's talk about workplace accommodations. According to a May survey by the U.S. Department of Labor's Job Accommodation Network (JAN), these aren't just fancy extras. They're like the secret ingredients in grandma's recipe that make everything work better, leading to benefits like improved company safety and increased productivity. Who knew, right?

Finally, advocating for representation. This means making sure we're in the picture, literally and figuratively. If your marketing campaign looks like it could use a diversity boost, here's your chance!

Remember, creating an inclusive environment isn't a sprint, it's a marathon. Or in my case, a really long wheelchair race. Starting now, commit to making workplaces more inclusive. Because at the end of the day, we're all just trying to get by in this crazy world. And remember, the best companies, like disabilities, are diverse. It's like a potluck dinner - a little bit of everything. And let's be honest, who doesn't love a good potluck?

Learn How Your Company Can Benefit From Providing Workplace Accommodations For Workers With Disabilities

Redefining Leadership: The Urgent Need for Disability Representation in the Boardroom

A silhouette of three people sitting in a boardroom.

We're almost halfway through Disability Pride Month. While companies proudly proclaim to be dedicated to diversity, equity, inclusion, and accessibility efforts, it's time to address an elephant in the room - the glaring absence of disability representation in the boardroom. Despite strides in workplace disability inclusion, one area remains stubbornly resistant to change - the highest echelons of corporate leadership.

According to Disability:IN's latest Disability Equality Index, only 7% of the 485 surveyed companies including Nike, Meta, Hilton, and Amazon reported having a director on their board who openly identifies as disabled. This same percentage represents the number of companies that even mention disability in corporate governance documentation concerning the nomination of new board directors.

Yikes.

This lack of representation is not just disappointing, it's detrimental. The boardroom is where strategic decisions are made, where the culture of an organization is shaped. Without representation at this level, how can we expect to foster an environment of true inclusivity?

I understand the stigma around disability and perceived ability to succeed in the workplace. But let me be clear - disability does not equate to inability. We, as disabled individuals, have unique perspectives and abilities that can greatly contribute to the success of any company.

Ted Kennedy, Jr., co-chair of the Disability Equality Index, said it best: “Boards govern more effectively when members bring diverse abilities and perspectives to the table, but disability continues to lag behind gender and ethnicity in board diversity considerations."

It's time for change. It's time for companies to seek out, appoint, and report on board-level disability representation. Not just to tick a box, but to truly embrace the value that diversity brings.

This Disability Pride Month, let's not just celebrate disability. Let's advocate for disability representation where it matters most - in the boardroom.

The Culture Shift: A Not-So-Secret Mission for Senior Leadership (and a Nudge for Disability Pride Month)

Senior Leadership Executives meet in an office setting.

We’re approaching Disability Pride Month, and I’ve got a mission for all the bigwigs out there. You know who you are - the ones with the corner offices and fancy titles. Now, don’t get all jittery; this mission doesn’t involve capes or secret handshakes (though that would be cool). It’s about leading the charge for disability inclusion. And no, I don’t mean sending out a company-wide email with confetti emojis. 🎉

Let’s get real. A survey by the Business Disability Forum showed that disabled employees are climbing mountains just to get workplace accommodations. Diane Lightfoot, the CEO, said something that made my ears perk up: “Accessibility and inclusion need to be embedded in all aspects of the organization and its culture.” Embedded, like chocolate chips in a cookie, but way more important.

So, senior leaders, here’s your not-so-secret mission:

1. Set Clear Inclusion Goals: I’m talking laser-focused. Not just for Disability Pride Month, but all year round. Because, guess what? Disabilities don’t take vacations.

2. Allocate Resources: Throw in the budget, the manpower, the coffee machines - whatever it takes! Make sure disability inclusion isn’t just a poster on the wall.

3. Lead by Example: No, you don’t need to wear a superhero cape (but again, cool). Just promote an inclusive culture. Attend disability awareness programs, maybe learn a secret handshake or two. When your employees ask for accommodations find a way to say 'Yes' instead of 'Prove it!'

4. Encourage Employee Engagement: Create platforms for employees to share experiences. And listen! You might learn something.

5. Monitor Progress: Keep an eye on how things are going. If it’s not working, change it. If it is, don’t fix what ain’t broke. Listen to disabled employees. Our experiences are valuable. We know what we need. If we're coming to you with a problem, we've been thinking through solutions ahead of time. Trust us.

6. Communicate the Value of Inclusion: Tell everyone how awesome it is to have a diverse workforce. And mean it. Did I mention listening to disabled employees? Our voices should be front and center, but true allyship involves non-disabled employees amplifying our message.

7. Partner with External Organizations: Phone a friend, call an expert, send a carrier pigeon. Get insights from disability advocacy groups.

8. Celebrate and Educate: Use Disability Pride Month as a launchpad. Celebrate achievements, educate the masses, and keep the momentum going.

Remember, Disability Pride Month is more than a calendar event; it’s a call to action. So, senior leaders, grab your metaphorical capes and let’s make every month Disability Pride Month through actions that speak louder than words (or emojis).

Share your thoughts, ideas, and secret handshakes for disability inclusion in the comments below.