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.

Navigating the Ableist Undertones of the Return-to-Office Movement

Two men in suits, sit across from each other at a conference table for a meeting.

October, a month dedicated to raising awareness about disability employment, has always been pivotal. But this year, it’s underscored by a concerning trend in the corporate world: the push to return to the office.

A recent article in Fortune by Paige McGlauflin and Joseph Abrams highlighted a startling reality: "90% [of CEOs] plan to reward those who work in person with favorable assignments, raises, and promotions.” This approach, while seemingly a strategic move to revitalize in-office culture, casts a shadow of exclusion over the disability community, particularly when we’ve seen the positive impact remote work has had on disability employment.

Since becoming full-time remote in 2020, I’ve experienced firsthand the energy conservation, reduced chronic pain, and enhanced focus that comes with remote work. It's not just a convenience; it's a necessity for many of us in the disabled community.

The pandemic brought an unexpected boon for us, enabling more disabled individuals to participate in the labor market effectively. But the current push for physical presence in the office, especially when tied to career progression, is not just a step backward; it’s a leap.

Julie Kratz, in her insightful Forbes article, emphasizes the importance of “practicing everyday acts of inclusion, shifting your language, getting respectfully curious, and staying committed to allyship long-term” But where does penalizing remote work fit into this inclusivity?

The disability community is not a monolith. Our needs, capabilities, and contributions are as diverse as we are. We’ve navigated a world that often forgets us, innovating and adapting, but the message sent by rewarding physical presence is clear: our efforts, adaptability, and skills are second to our ability to be present in the office.

It’s time to challenge this narrative. Let’s foster a dialogue that pushes companies to recognize value beyond physical presence, ensuring that disabled employees are not relegated to second-class citizenship in our own jobs.

CEOs are so desperate for a return to office that they’ll give employees who come back raises, promotions

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

Return to Office Policies Will Hurt The Disabled Workforce

The quote "No employee should be forced to choose between career advancement and their health where an accommodation exists to mitigate roadblocks." in all caps white lettering behind a faded background of a workstation with a chair and laptop.

“Remote work and remote-work options are something that our community has been advocating for for decades, and it’s a little frustrating that for decades corporate America was saying it’s too complicated, we’ll lose productivity, and now suddenly it’s like, sure, let’s do it,” said Charles-Edouard CATHERINE, director of corporate and government relations for the National Organization on Disability.
—Ben Casselman, The New York Times

A global pandemic made telework necessary. Nobody thought twice about it once the non-disabled workforce was threatened. At USPTO, an agency renowned for its telework program, I was initially asked to provide additional medical documentation in support of my request to modify my telework schedule as the pandemic emerged. Only after the pandemic was declared a national emergency was that request deemed superfluous.

Remote work remains a major victory for the disabled community and we are grateful for the attitudinal shift. As the New York Times points out, the increase in telework is a boon for disabled workers. A newly released study led by Adam Ozimek, Chief Economist at the Economic Innovation Group, found more than 35 percent of disabled Americans ages 18 to 64 had jobs in September. That was up from 31 percent just before the pandemic and is a record in the 15 years the government has kept track.

As long COVID continues to impact the workforce, telework represents a vital support system of opportunity. There were 1.05 million more disabled working-age Americans in August 2022 compared to January 2020, according to data compiled by Richard Deitz, an economist at the Federal Reserve Bank of New York, Axios reports.

However, despite the enormous win of telework, societally, we have short memories. The return to office efforts many companies are pushing highlights the all-too-pervasive ableist attitudes of many employers. The recent The Wall Street Journal article “The New Rules For Getting Face Time at the Office” notes that while adjustments are being made to accommodate the hybrid nature of pandemic work, there remains an unfair advantage for in-office workers.

“It’s all about being more salient in the boss’s mind,” Jeffrey Pfeffer professor of organizational behavior at Stanford University Graduate School of Business, told WSJ. “Whether it’s fair, you’re increasing your chances of landing high-profile assignments, raises and promotions, simply because your name pops into the heads of those making decisions.”

This divide ultimately leads to disabled employees feeling like second-class citizens in our own jobs. No employee should be forced to choose between career advancement and their health where an accommodation exists to mitigate roadblocks. Leadership needs to make concerted efforts to engage employees and provide equal opportunity regardless of where the work is being done.

How Do You Disclose a Disability During a Job Search?

Thank you Lora Korpar and the team at LinkedIn for the opportunity to be a voice on this important topic!

How Do You Disclose a Disability During a Job Search?

How To Spot The Best Disability Friendly Workplaces

Last summer I applied for a job with a federal agency. After a panel interview and a reference check, I received a tentative offer letter with pertinent details related to the role; salary, duty station, start date etc. I was told prior to my official onboarding I needed to undergo an additional background check after accepting the position as outlined in my offer letter.

Reading over it, I noticed no mention of telework or remote work options despite being told during my interview that the agency remained in a maximum telework posture.

I followed up with the agency and spoke with my future boss relaying my enthusiasm for joining the team, and disclosed my need for telework as a reasonable accommodation.

“I’d follow up with H.R. about that,” she said.

After several e-mails back and forth, the H.R. Specialist continually refused to acknowledge my request that telework be included in my offer letter prior to signing. As I was not an employee yet, I was told a potential telework schedule could be discussed with my supervisor only after onboarding.

My request for telework became a game of finger pointing and an impossible Catch-22.

This lack of imagination led to my decision to ultimately decline a role that I was otherwise excited to begin.

From this encounter I learned my most valuable lesson as a disabled job candidate. It’s something that I lean into deeply during interviews.

When you make a personal disclosure about a disability to an employer, you’re telling them one thing about you.

How they respond tells you everything you need to know about them.

It’s an amazing sorting hat. Use it.

#jobhunting #ndeam #disabilityawareness #disability #deia #DEI

Action over Optics During NDEAM

Dawn Gibson, Christina Miller, and April Thompson

We’re less than a week into National Disability Employment Awareness Month. The stories of companies talking about the value of diversity, equity, inclusion, and access are everywhere. The truth that far too many of us in the disability community know however, is that for many of them, the goal is optics over action. Looking past the check-the-box mentality employed by so many and digging deeper we recognize awareness of disability employment (or the lack of it) is not really the issue. Apathy and indifference, however, are rampant.

-A woman went viral on TikTok after exposing her employer for not accommodating her for her dyslexia and ADHD, The Daily Dot reports.

-A worker with a back condition was fired from Virginia-based Resource Metrix after she requested an ergonomic chair, according to the U.S. Department of Labor, in a story published by The News & Observer Publishing Company.

-Walt Disney World, is under fire after a Cast Member took them to task in a public Facebook/Meta post for refusing to accommodate her Cerebral Palsy.

These are not isolated instances. Rather, they represent a small fraction of the injustices faced by disabled people in the workplace every day. Further, they underscore what can often feel like a Sisyphean task for the disabled community. Not only do we struggle to find employment, but due to a lack of employer empathy and understanding around reasonable accommodations, we struggle to keep it.

To combat the stigma, many of us don’t disclose, opting instead to work without accommodations and subsequently struggle to perform. Paradoxically, this often leads to being fired, perpetuating the myth that disabled people aren’t cut out for gainful employment. All of this while we watch leadership in our organization tout disability awareness and inclusion from the rooftops.

Meanwhile, the effects of long COVID continue impacting the workforce.

Up to 4 million people are estimated to be out of work because of long COVID symptoms, according to The Brookings Institution's August report.

Between Sept. 14 and Sept. 26, more than one in four adults with long COVID reported significant limitations on day-to-day activities, per the Centers for Disease Control and Prevention data.

The number jumps closer to 40% for respondents who are Black, Latino or disabled — three groups disproportionately affected by the pandemic.

Employers must do better providing accommodations for employees. 1). It’s the law. 2) As the disability population increases, the demand for them will skyrocket. There’s no turning back and employers need to brace for that eventuality.

Our unique perspectives solve organizational challenges, they don’t create them.

H/t Fiona Lowenstein of Business Insider for this resource.

How to ask for ADA health accommodations at your job, according to 5 workers who have

#leadership #work #disabilityawareness #ndeam #resonableaccommodations #deia #disability

National Disability Employment Awareness Month

As we kickoff National Disability Employment Awareness Month, (#NDEAM), my inner advocate cringes at the notion that this is something we need in 2022. Employers are still largely uncomfortable with disability hiring, and conversely, applicants are equally afraid to disclose.

Awareness is the first step, but action must follow.

Representation is the foundation of inclusiveness. If we can’t be seen or acknowledged, if our perspectives are devalued or ignored, we are powerless to affect change. For this reason, representation in the C-Suite is particularly pivotal.

Yet, despite accounting for 20 percent of the global population, only four percent are openly out as disabled in the workplace according to the latest Disability Equity Index from Disability:IN. Not surprising given the added fears and anxieties that accompany workplace disclosure; concerns around equitable treatment, reasonable accommodations, changes in perceived abilities, and lower wages.

I’ve heard from multiple people charged with #diversity, #equity, #inclusion, and #access efforts that lack of familiarity with #disability makes them uncomfortable when recruiting. It stops them cold in their tracks unsure of how to engage.

Disability is a natural occurrence if one lives long enough. Nothing about it should be scary or intimidating to employers. Disabled employees are arguably more adaptive than our non-disabled colleagues simply out of necessity. We’ve been navigating a world that wasn’t built with us in mind for a while. With that experience comes a wealth of knowledge about seeing the world differently and finding unique alternatives to getting things done in all facets of daily life, including the workplace. DEIA efforts aren’t charitable. Done right, they have the potential to be some of the most life-changing hires for your organization.

Still, recruiting efforts are so underwhelming we have our own month in October focused on reminding people, namely employers, that we want, deserve, and can bring a lot to any organization if they're willing to give us a seat at the table. National Disability Employment Awareness Month (NDEAM) dates back to 1945 when it was originally named “National Employ The Physically Handicapped Week.” While we’ve thankfully moved away from outdated terminology and expanded the definition to be more inclusive toward all types of disabilities, the stigma remains.

Disability recruitment should be a top priority for every organization. For true equality we must go beyond hiring and metrics. It’s essential we be represented throughout all levels of an organization with equal opportunities for advancement. That starts with getting our foot, our wheel, our cane, or our Canine Companions® paw in the proverbial door.

Embracing disability as a key component of diversity, equity, inclusion, and access is the only way to challenge misconceptions and ultimately shift the narrative.

#hiring #disabilityinclusion #deia #ndeam #employment #recruitment