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 While we’ve thankfully moved away from outdated terminology and expanded the definition to be more inclusive toward all types of disabilities, the stigma remains.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
Crist’s Running Mate Says Past Special Ed Experience Qualifies Her to Deal with GOP Legislature
Charlie Crist (D., Fla.) announces his running mate, Karla Hernández-Mats in Hialeah, Fla., August 27, 2022.
"Karla Hernandez-Mats, teachers’ union heavyweight and running mate of Florida Democratic gubernatorial nominee Charlie Crist, was caught at a campaign event Tuesday claiming that her experience working with special needs children prepared her to contend with the state’s Republican-dominated 'dysfunctional legislature.'"
-Caroline Downey, National Review
Regardless of politics, nobody should equate Special Education students with "dysfunction" to score cheap points. The irony is, Casey DeSantis coming to the defense of disabled students is laughable when, as Governor, her husband actively refused to enforce mask mandates that would have allowed many of those same students equal access to education.
Zooming out for a moment, I want to talk about language around disability. There is nothing "special" about a disabled student getting the tools, resources, and accommodations they need to succeed academically and I personally cringe when I see the words "special needs" connected to equity and access for disabled people. To borrow a phrase from my friend Emily Ladau, "My only 'special' needs are that I occasionally enjoy being fanned with grapes."
In academia I would love to see a shift toward reframing Special Education as Accessible Education because that's really what it is. Similarly, in the workplace, Reasonable Accommodations can be seen as Productivity Enhancers.
The needs of disabled people are not "extra" or "special", or anything else that would suggest an undue burden on society. We get enough of that feeling on a daily basis simply existing. We don't need it negatively reenforced with language that perpetuates that myth.
Some may see this as splitting hairs. Language is powerful and can and should be a part of how we emphasize, teach, and talk about Diversity, Equity, Inclusion, and Access.
#DEIA, #DEI #diversityequityinclusion #accessibility #education #specialneeds #specialeducation #disability #inclusion #accommodations
Jim Langevin barred from flying because of lithium-ion battery
"When airline staff learned that [Representative Langevin's] wheelchair used lithium-ion batteries - a lighter-weight, more durable type of battery - they refused to let him bring it on the flight. Although federal and international aviation officials have ruled that the batteries can be transported safely, Lufthansa employees at Boston Logan International Airport - BOS wrongly cited safety concerns that the battery could overheat and catch on fire."
- Amanda Morris, The Washington Post
For the first time since the pandemic, I traveled by airplane to visit Boston. As a wheelchair user traveling with Canine Companions® Pico, I did a ton of legwork communicating with JetBlue's executive office ahead of my flight. I provided them with paperwork about my chair frame and my wheels which utilize the same lithium-ion battery as Congressman Langevin. I also provided the airline with the newly required U.S. Department of Transportation forms and Service Animal Transportation Solutions ID that went into effect in December 2020 with the updates to the Air Carrier Access Act. (H/T to Eric Lipp of Open Doors Organization for streamlining that process).
Getting through security was aided by Transportation Security Administration (TSA) pre-check as it meant they treated my chair and Pico with much less scrutiny than prior travel.
Once at the gate, I handed the agent roughly 20 pages of printouts including all the documentation I had shared with the airline's executive team over e-mail in the days and weeks leading up to my departure. Much to their credit, the gate agents at Logan and the in-flight crew on both legs were incredibly helpful and I had zero challenges boarding my flights.
Sadly that's still not the norm for disabled travelers and Congressman Langevin's experience is far too common despite what the Federal Aviation Administration allows. Complicating matters, most wheelchair users wouldn't have the resources or clout to utilize the same solutions that allowed the Congressman to board a later flight with a different chair.
Flying with a disability shouldn't take a Ph.D. in planning, the resources of a Congressman, or the luck of the draw of awesome gate agents and in-flight crew.
Representation matters in all areas of an organization, including Congress, without which these issues would take much longer to get the attention they deserve. I am fortunate to have had the chance to meet Representative Langevin when I worked on the Hill in 2008. He was one of the first people I met with a disability who ascended to such a highly visible position and served as a major influence in my decision to pursue advocacy work. He will be sorely missed in Congress, and his departure leaves big shoes to fill.
#Disability #DisabilityAwareness #Travel #RepresentationMatters #FlyingWhileDisabled #Planning #Transportation
STEPtember 2022 Kickoff
Can you believe it’s been a year since last #STEPtember? That’s right! I’m back at it with my team “Shoes Your Own Adventure” stepping up and raising money for the Cerebral Palsy Alliance Research Foundation USA.
Watch the kickoff video and learn how you can make an impact for the 18 million people like me living with CP.
Or if you like Canine Companions® Pico better, do it for him.
Get your donation matched today by clicking here.
Thanks for sharing, reposting, and helping make a difference.
Let’s step it up!
Cerebral Palsy Alliance Research Foundation 2022 Kickoff Video.
Quiet Quitting Your DEIA Work
Friendly reminder to #leadership and teams in charge of #diversity, #equity, #inclusion, and #accessibility efforts: The ADA should be considered the bare minimum from an access POV. #Disability is diverse. Not sure what someone needs to thrive? Ask. Aim higher than the minimum. Your employees will thrive and everyone wins.
Focusing solely on ADA compliance rather than making something truly accessible in 2022 is the equivalent of #quietquitting #DEIA work.
Rideshare Woes Continue For Disabled Passangers
“Lyft is not a government institution. It is a private company that has no obligation to provide WAVs on its platform,” Lyft officials wrote in a private federal court filing obtained by NBC News."
- Char Adams, NBC News
As a wheelchair user rideshare remains largely inaccessible due to a lack of Wheelchair Accessible Vehicle (WAV) offerings. In my near decade of using Uber and Lyft, (and across thousands of rides) I recall a single instance of successfully hailing a WAV following an hour long wait. Since being matched with Canine Companions® Pico in 2014, my access challenges have expanded to include service dog discrimination. While I know there are dedicated employees and insiders at Lyft and Uber working toward change, (h/t Nicholas Mendelke!) they are the exception. The overall track record of both platforms providing transportation to disabled passengers is horrendous.
Advocates understand these companies framing themselves as tech firms is a disingenuous attempt to skirt federal law. Consequently, recent landmark lawsuits brought by U.S. Department of Justice around equal access are notable. Earlier this year Uber settled a lawsuit regarding wait times, while in 2020 Lyft settled a lawsuit agreeing to provide rides to passengers with foldable wheelchairs. For most cities, wheelchair users are rerouted out of the app in favor of third-party transportation ACCESS providers, thus negating the entire on-demand premise these platforms were founded upon.
Even knowing WAVs are not something I can rely on, I’ve continued using these platforms out of necessity. I'm thankful my mobility allows me to opt to do so without my wheelchair but that’s not the case for everyone, and access issues persist for those with disabilities.
Since beginning to publicly document my experiences in 2018, I've made national headlines on Fox News TV, NowThis and written extensively on the topic. Sadly, systemic failures remain. Despite having policies that publicly align with the ADA, both platforms routinely refuse passengers with service animals. So much so I’ve built in “rejection time” to account for the increased attempts required to secure a ride. However, the discrimination goes much deeper. Drivers often make disparaging remarks toward us once the ride initiates making for an awkward journey or submit an amended final bill for Pico's incidental shedding in violation of the ADA. Some drivers falsely claim Pico has left urine, feces, or vomit in their vehicle to justify an exorbitant cleaning fee. Most recently, a driver tipped themselves upward of 25% without consent in retaliation. All of these instances take time and energy to correct through layers of bureaucracy often stretching days.
We have a long way to go before equity is achieved. Let’s work together to hold companies accountable.
#disability #ridesharing #uber #lyft #discrimination #accessibility
National Radio Day
In honor of #NationalRadioDay, here’s a throwback from my time as a KUPS 90.1FM Tacoma "The Sound" DJ at University of Puget Sound with wildly purple hair.
Something about a cramped radio studio will always feel like home.
#GoLoggers #OnceALogger
The Untapped Potential of Disability in the Workplace
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.
Yet 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 #recruitment #employment #disabilityawareness
The Disability Wage Gap and Student Loan Forgiveness
Over the past several months the Biden administration has racked up impressive wins related to targeted student loan forgiveness. U.S. Department of Education touted its successes in a July 6 press release noting $26 billion in relief for various groups.
• Approximately $8 billion through borrower defense;
• Nearly $8 billion to borrowers who are totally and permanently disabled; (TPD)
• More than $9 billion to public servants through the PSLF program; and
• Over $1 billion in closed school discharges.
As Forbes contributor Adam S. Minsky noted today, those numbers are steadily climbing as the administration seeks more relief.
For the disabled borrower however, discharge through TPD is limited and leaves many scrambling for relief.
Consider:
The TPD discharge, aimed at helping disabled borrowers who are unable to sustain gainful employment, does not apply to everyone. Currently 323,000 individuals have been granted relief under this program.
Additionally, $7 billion of the total forgiven under TPD is thanks to a data-sharing effort between the Department of Education and Social Security Administration identifying qualified applicants currently receiving SSI or SSDI. According to the latest data, just over 12 million people between 18-64 are enrolled in either program, accounting for 32% of U.S. disabled adults in that same age range based on U.S. Census Bureau data.
While exact figures on disability and student loan debt remain illusive, it’s likely there remains a large percentage of disabled borrowers not covered under TPD who struggle repaying student loans while employed.
Our path to employment is already a challenging one. Beginning in academia, we battle with questions surrounding disclosure, seeking accommodations, and administrative hurdles. According to a 2017 report from the National Center for Learning Disabilities (NCLD), the process is often so cumbersome many don’t seek the support they need and thus are at an increased risk for not graduating. Postsecondary National Policy Institute (PNPI) notes 40% of undergraduate students with disabilities who started in 2011 graduated with a bachelor’s degree from the same institution by 2017, compared to 57% of students without disabilities.
When we do graduate, the struggles continue in our job search as we work to dismantle ableism and misconceptions about our abilities in the workplace. Consequently, it's no surprise only 4% of employees are openly out as disabled at work according to Disability:IN. The potential earnings discrepancy highlights another barrier. Research from The Century Foundation and Center for Economic and Policy Research shows we earn an average 26% less compared to our non-disabled colleagues.
We must find a way to provide relief to disabled borrowers working to pay off student loans.
#studentloans #studentloanforgiveness #disability #wagegap
Airlines Continue Mishandling Wheelchairs at Alarming Rate
"We would never accept airlines breaking the legs of 1 in 65 passengers, and yet, that is essentially what is happening when 1 out of 65 wheelchairs are being broken by airlines."
—Senator Tammy Duckworth to Business Insider.
Traveling as a wheelchair user is an exhausting and stress-inducing experience. Just within this past week this all-too-common occurrence of airlines mishandling wheelchairs has led to a flurry of headlines.
John Morris, founder of WheelchairTravel.org had his wheelchair, valued at $65,000, damaged twice by American Airlines.
Tim Kelly, another wheelchair user, was given airline miles as a "goodwill gesture" after Delta Air Lines forgot to put his chair on his flight from New York to Dublin, and worse, mishandled the chair on the return flight after it arrived causing significant damage.
Patty Bough, 85, was stranded at Orlando International Airport - MCO for 14 hours after Frontier Airlines left her unattended following a missed flight.
Wheelchair users are being forgotten, and the consequences are dire. Airlines often treat us, and our very expensive medical equipment, like trash.
This is not a new problem. Outside of the disability community there seems to be little outrage.
With newly released data from U.S. Department of Transportation showing an average of 35.8 wheelchairs are mishandled by airlines daily, and the uptick in news stories highlighting the anxiety of traveling as a wheelchair user, I wanted to take this opportunity to share an article I wrote last summer for Rooted in Rights detailing why this is such a huge problem for the disability community and why holding airlines accountable is essential.
Change is glacially slow, and occasionally backward. I am grateful to Senator Duckworth for being a leading voice on this issue. She is the very reason airlines are required to provide statistics on mishandled equipment at all.
Another perfect example of why representation matters.
When Your Wheelchair is Your Legs: Holding Airlines Accountable For Broken Mobility Equipment