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.

‘Artificial Intelligence Will Steal My Job!’ Fears Service Dog

In the mood for a chuckle today?

I am absolutely thrilled to share that I have been featured in the The Squeaky Wheel. Well, technically I need to thank Canine Companions® Pico for letting me have the byline. We've been matched for nearly a decade and with the rise of A.I., he had a lot to say.

‘Artificial Intelligence Will Steal My Job!’ Fears Service Dog

Free Expertise? The True Cost of Devaluing Disability Advocacy

A colorful backdrop with a silver broadcaster’s microphone at the center.

In my life as a disability advocate, I've had the honor of standing up for countless causes, initiatives, and events. It's been a journey filled with moments that have inspired me, connections that have broadened my worldview, and the rewarding sense that I'm making a real difference. But there's a troubling trend that's been casting a shadow over these experiences: the expectation that my expertise, and that of many others in my field, should be offered without any compensation.

A fairly common exchange with a potential client:

Them: We’d love to have you speak at our event. 

Me: Fantastic. Here are my rates.

Them: Oh, you charge? We have no budget. 

This isn't just about money. It's about respect, value, and recognition. When organizations come to us for our expertise but hesitate at the idea of paying for it, they're sending a clear message: they don't believe our knowledge, our time, and our energy are worth investing in. This devalues our work, our experiences, and our contributions to the very causes these organizations claim to champion. You can't truly advocate for diversity, equity, inclusion, and access without compensating the thought leaders whose opinions and expertise you value.

Remember, you're reaching out to us because we're established leaders in our field. We don't need exposure as a fringe benefit for free labor.

This issue isn't just about me or about disability advocacy. It's a widespread problem affecting countless experts and professionals who are asked to give their time and knowledge for free. But as we approach Disability Pride Month, it's time to shine a spotlight on this issue in our field.

We, as disability advocates, bring a unique perspective to the table. We offer insights that can't be found in textbooks or online articles. We share personal experiences, hard-earned wisdom, and a deep understanding of disability issues. This expertise is valuable and should be treated as such.

It's time for a change. It's time for organizations to recognize the value of disability advocacy and to invest in it. It's time for us to stand up and say, "Our expertise is worth paying for."

As we approach Disability Pride Month, let's start a conversation about this. Let's challenge the status quo and advocate for the recognition and compensation we deserve. Let's do this together.

I invite you to share your thoughts, experiences, and ideas in the comments below. Let's use our collective voices to make a difference. And if this message resonates with you, I encourage you to share it with your network. Together, we can change the narrative.

Are E-Bikes and E-Scooters Making Our Cities Less Accessible?

A series of E-bikes and E-scooters strewn about on the ground obstructing walkways.

Ladies and gentlemen, gather 'round, for I have a tale to tell. It's a tale of two-wheelers, those silent, sneaky, sidewalk-hogging e-bikes and e-scooters. They're the new-(ish) kids on the block, zipping around our cities, promising a greener future, and making pedestrians jump out of their skins. But, oh boy, they're not just giving pedestrians a good scare, they're turning our sidewalks into obstacle courses for the disabled community.

Now, let's take a trip to Seattle University, where e-bikes and scooters have exploded onto the campus scenery like a bad rash. The Spectator at Seattle University’s Natalie Kenoyer reported last fall that these contraptions from companies like Lime and Bird are strewn across campus like some kind of modern art installation, blocking ramps and walkways. It's like a bad game of Tetris where the blocks are e-bikes and e-scooters, and the players are disabled individuals just trying to get from point A to point B.

The problem isn’t limited to college campuses, either. Canine Companions® Pico and I encounter them almost daily in Washington, D.C. and when we travel across the country.

And it's not just a problem here in the U.S. Across the pond in the UK, a new report by think tank Policy Exchange tells a similar tale. Disabled parliamentarians are calling out the councils and the Department for Transport (DfT), United Kingdom for their "passivity." It's like they're saying, "Hey, we didn't sign up for this level of Extreme Sidewalk Survivor!"

So, what's the solution? Well, Policy Exchange suggests fining users who leave their e-bikes or e-scooters obstructing the pavement. I mean, if you can't park it, don't ride it, right? In Seattle ride-sharing companies work in collaboration with the city to establish e-bike and scooter use regulation zones as a condition of their operation. However, as with all regulation, it's only as good as its enforcement.

Let's reclaim our sidewalks from these two-wheeled terrors. Let's make our cities accessible for all, because everyone deserves the right to navigate their city without feeling like they're on an episode of Wipeout.

Remember, sidewalks are for walking, not for your discarded e-bike. Let's make our cities accessible again and ensure that no one feels like a second-class citizen in their own city. And for the love of all that is good, learn to park your e-bike.

Dumped e-bikes ‘dangerous’ for the disabled, think tank report finds

From Inclusion to Exclusion: The Impact of Remote Work Reduction on Disabled Employees

A desktop computer sitting on top of a wooden desk.

As we navigate the post-pandemic world, many companies, including Farmers Insurance Group, Meta, The Walt Disney Company, Lyft, and Amazon, are scaling back remote work options. This decision, while seemingly benign, has profound implications for employees with disabilities.

The shift to remote work during the pandemic was a boon for many disabled employees. It eliminated commuting challenges, provided a comfortable work environment, and offered flexibility for medical appointments. The rollback of remote work threatens to undo these gains, potentially pushing disabled employees out of the workforce.

Meta's recent decision to require employees to return to the office three days a week starting in September is a case in point. A Meta spokesperson stated, "We're committed to distributed work, and we're confident people can make a meaningful impact both from the office and at home." However, the decision to limit remote work options contradicts this statement, particularly for disabled employees for whom "home" is not just a convenience, but a necessity.

Mark Zuckerberg, Meta's CEO, hinted at this change when he said that their internal analysis showed engineers who work in person "get more done." This perspective, while potentially valid for some, fails to consider the unique circumstances of disabled employees. For them, the ability to work remotely isn't about productivity alone; it's about accessibility and inclusion.

The scaling back of remote work options by these major companies sends a disheartening message to disabled employees: our needs are secondary. It's a stark reminder that the corporate world still has a long way to go in truly embracing diversity and inclusion.

We must advocate for a more inclusive approach to work arrangements, one that recognizes the unique needs and contributions of all employees, including those with disabilities.

Remote work should not be seen as a temporary pandemic measure, but as a permanent option that can foster a more diverse and inclusive workforce.

A New CEO Says Employees Can’t Work Remotely After All, and They Revolt

How I Learned to Stop Worrying and Love the Plane

A UK-based consortium has created a cabin concept that allows wheelchair users to use their own chair when flying on airlines

Greetings, fellow readers! I'm your friendly neighborhood wheelchair user, navigating the world with everyone’s favorite 70-pound Lab Retriever, Canine Companions® Pico. Over the near decade that we’ve been matched, we have a knack for finding ourselves in the most absurd situations.

Let's talk about flying. Not the Superman kind, but the "strapped into a metal tube hurtling through the sky" kind. It's a bit like a roller coaster, except the ride lasts for hours and there's no overpriced keepsake photo afterward proving you survived.

Now, imagine doing this while also wondering if your legs (aka my wheelchair) will still work when you land. It's like playing a game of "Wheelchair Roulette". The stakes? A cool $20,000. That's right, folks. My wheelchair costs more than a used car, and I'm entrusting it to the same people who routinely lose luggage on direct flights. In 2022 alone, 11,389 wheelchairs were mishandled by US airlines, according to the U.S. Department of Transportation February 2023 Air Travel Consumer Report.

But let's not forget my trusty sidekick, Pico. He's the Batman to my Robin, the peanut butter to my jelly, the...well, you get the idea. He's my rock, especially when turbulence hits and I'm clutching the armrests like I'm trying to strangle them. This is where the spasticity from CP can be extra fun.

Now, here's the good news. Delta Air Lines and Air 4 All are stepping up their game. They're developing a seat that allows us wheelchair users to stay in our chairs during the flight. Debuting on June 6 at the Aircraft Interiors Expo, this prototype has been a longtime coming. As PriestmanGoode director Daniel MacInnes told Insider, "Offering equal access to comfort, safety, and dignity for all passengers has always been our objective for Air 4 All."

This is a game-changer, folks. No more playing "Wheelchair Roulette". No more being transferred from chair to chair like a game of musical chairs. Just me, my wheelchair, and my trusty canine sidekick, cruising at 35,000 feet.

So, here's to Delta, Air 4 All, and all the wheelchair users who dream of flying comfortably. Keep flying high, my friends. And remember, the sky's the limit...unless you're in an airplane. Then it's more like 35,000 feet.

Share your thoughts, experiences, or your favorite airplane food (if such a thing exists) in the comments below. Let's get the conversation rolling!

Leveling the Academic Field: The Role of AI for Students with Disabilities

A person's head in blue outline with a futuristic interface in the background.

Navigating academia with multiple disabilities, including a visual impairment presented significant challenges. AI tools like ChatGPT offer an exciting possibility — they have the potential to level the playing field for individuals with disabilities. However, as Sam Altman CEO of OpenAI, and Mira Murati, the company’s CTO, recently highlighted in a joint statement, these AI tools also pose potential risks.

More than 350 people signed a statement released by the Center for AI Safety, an organization working to reduce AI risks, The Wall Street Journal reports.

I recall my college days at Loyola Marymount University, where a professor, Todd Shoepe, acknowledging my disability, allowed me to use color copies of diagrams for tests while my classmates were given black and white photocopies. This was not an unfair advantage; it was necessary for me to properly express my understanding of the material.

However, the guidelines governing the use of AI tools like ChatGPT are still under development. Casey Boyle Director of the Digital Writing and Research Lab at the The University of Texas at Austin told The Chronicle of Higher Education, “People are really focused, for good reasons, on academic integrity and academic honesty, and trying to redefine what that means with these new tools.” Yet, I worry this might become another excuse to deny accommodations under the guise of "unfair advantage".

Students with disabilities often face an uphill struggle in academia. Boyle rightly points out, “Students with disabilities or students who require accommodations are already working uphill. When we overreact, we’re increasing the slope of those hills.” Denying the use of AI tools like ChatGPT, despite the caution surrounding the technology, would only make this climb steeper.

AI tools can assist students with mobility challenges by eliminating the need for physical trips to libraries. They can help students who struggle with initiating conversations — such as those on the autism spectrum — by suggesting conversation starters. And for students who battle the "terror of the blank page," generative AI tools could suggest an opening paragraph to get the creative process started.

I implore educators to consider AI tools as allies, not enemies. Professor Manjeet Rege of the University of St. Thomas suggests, “I really want you as a student to do that critical thinking and not give me content produced by an AI… if you would like to take aspects of that, put it into a generative AI model and then look at analogies to help you understand that better, yes, absolutely, that is something that I encourage.”

Despite these uncertainties, I remain hopeful. Just as my professor at LMU understood and defended my need for accommodations, I hope educators will recognize the significant value AI tools like ChatGPT can offer those with disabilities.

Navigating the Concert Jungle: The Untold Struggles of Disabled Music Lovers

Taylor Swift performs during The Eras Tour at Gillette Stadium on May 20, 2023 in Foxborough, Massachusetts.

As a wheelchair user and partner to Canine Companions® Pico, I cherish the excitement of live concerts. However, my experiences are frequently marred by an under-the-radar struggle: securing accessible seating. This problem, largely overlooked by mainstream media, affects numerous individuals in the disability community. While Ticketmaster frequently garners attention for mishandled public on-sales or excessive fees, leading to an unusual apology in January, the hardships faced by disabled concert-goers rarely draw attention. This reality became glaring during the recent Taylor Swift Eras Tour.

The Americans with Disabilities Act mandates that approximately 1% of a venue's seating should be disability-accessible. Yet, ticket brokers often abuse this policy, disadvantaging those of us with a genuine need for these seats. During the Eras Tour, disabled fans found themselves competing for a meager 0.005% of seats. As disability rights advocate Amy Webb accurately predicted to Cosmopolitan before the public on-sale, "For the disability community, it's going to be nearly impossible."

When rain fell at Gillette Stadium Saturday, Swift decided to persist with the show. While this might have augmented the spectacle for some, it jeopardized the safety and well-being of disabled fans. Our electronic medical equipment, much like Swift's piano, isn't designed to endure a downpour. Disabled fans found themselves in a no-win situation.

The struggle for accessible seating isn't simply about securing a place at a concert. It's about our right to partake in public life and enjoy the same experiences as everyone else. It's about acknowledging that accessibility is a right, not a privilege.

The ADA exists to ensure that we can access venues and live our lives as the varied individuals with diverse interests we are. However, the reality often deviates from this ideal. Laws designed to protect us from unnecessary disclosure of our disability status paradoxically open the door for abuse. It's not uncommon to see disabled seating suddenly appear on third-party sites like Vivid Seats and StubHub at inflated prices following a public on-sale. With little recourse, the only deterrent to such behavior is a guilty conscience, as these folks knowingly exploit fans who often live on fixed or limited incomes. Profit margins often overshadow these considerations. The lack of enforcement and systemic abuse of this honor-system policy by ticket brokers suggest that we have a long road ahead.

Artists, venues, and ticketing platforms must do more to ensure that everyone, regardless of physical abilities, can enjoy live music. The industry must transition toward inclusivity and accessibility for all.

As Webb fittingly said, "When systems fail us, it's the community that steps up."

#Accessibility #LiveMusicForAll #TaylorSwiftErasTour #ConcertAccessibility #DisabilityRights

Our Stories, Our Images: The Quest for Authentic Disability Representation

The CPSC commissioned new stock photos showing Americans with disabilities using a variety of home safety devices, including portable generators.

As a disabled person, I’m often searching for my reflection in brand messaging. Companies like SKIMS, Gap, Mattel, Inc. and Apple have set benchmarks. Now, the U.S. Consumer Product Safety Commission joins this move toward inclusivity—a cue for all brands to follow.

As The American Association of People with Disabilities President and CEO Maria Town told NPR, the move “brings us closer to embracing that disabled people are everywhere."

"There was a real sense of helping right a wrong and delivering something important for a community that's too often left out of many important conversations." added CPSC Social Media Specialist Joseph Galbo.

And we are.

In our visual-centric world, images mold our perceptions and beliefs. With AI-generated photography, we can portray even more diversity. However, we must avoid compromising authenticity, especially when representing diverse groups, including disabled people. Authentic representation also leads to brand connection and creates job opportunities for disabled models.

Tokenism isn’t the answer. It's not about sporadically featuring a disabled person but about consistently recognizing our existence and contributions. Our lives are a tapestry of unique experiences deserving visibility.

Brands, when you incorporate authentic representation, you're not merely acknowledging us—you're validating us. You're sending a strong message—we matter, we’re a part of society, and our experiences and perspectives are valuable.

This inclusivity encourages other businesses to follow suit. It might inspire a young disabled individual to dream bigger and see limitless possibilities. It could spark conversations about accessibility and inclusivity, nudging society toward equal representation.

So, let's challenge the status quo. Brands, mirror CPSC’s initiative. Show us in your advertisements, not as charity, but as an acknowledgement of our existence and value. Use AI responsibly to assist and amplify authentic representation, not to replace it.

Ultimately, we don’t want special treatment; we want equal treatment. We crave representation that mirrors our diverse experiences authentically. We are more than a checkbox on the diversity and inclusion agenda—we are threads in the intricate fabric of humanity, and it's time our representation reflected that.

It's not just about seeing disabled people in advertising. It's about seeing us as we are. This is our call to action for brands everywhere. Are you listening?

People with disabilities aren't often seen in stock photos. The CPSC is changing that

Unseen Costs: Navigating Student Debt and the Disability Tax in America

An artistic rendering of a wheelchair user in a cap and gown. His hands are clasped and he looks depressed. Above him, a chain link.

As we enter the final week of May, dedicated to highlighting mental health awareness, it's essential to discuss student loan debt and the "disability tax" — colloquially known as the Crip Tax.

This invisible tax represents the extra expenses incurred by those with disabilities, ranging from increased transportation costs and frequent medical appointments to accessible housing requirements and assistive technologies. According to the National Disability Institute, people with disabilities pay an extra $17,690 each year to maintain a similar standard of living as a household without a member with a disability. When combined with the burden of student loan repayment, the financial landscape becomes increasingly challenging.

An analysis from the U.S. Department of Education reveals a shocking truth — nearly one-third of borrowers hold student loan debt without possessing a degree. Research from the Education Data Initiative found that the average public university student borrows $31,410 to attain a bachelor’s degree. Moreover, the National Center for Education Statistics (NCES) reports that the six-year graduation rate for students with disabilities at four-year colleges is 49.5%, compared to approximately 68% for students without disabilities.

Existing student loan forgiveness programs often overlook these hardships. The Public Service Loan Forgiveness (PSLF) program, for instance, mandates a 10-year commitment to public service employment, a condition untenable for many.

Income-Driven Repayment (IDR) plans, though ostensibly beneficial, have inherent flaws. By concentrating on annual disposable income, these plans can impose disproportionate repayments on disabled borrowers with lower incomes. This issue becomes especially glaring when considering that the labor force participation rate for individuals with disabilities is 38.3%, with an unemployment rate of 7.0%. In contrast, the same statistics for people without a disability are 77.4% and 3.0% respectively according to the latest data from the U.S. Department of Labor.

The Total and Permanent Disability (TPD) discharge — a beacon of hope — fails to provide relief for all. Qualification is often a convoluted process, leaving many behind.

The pending Supreme Court case concerning widespread student loan forgiveness might not benefit many in our community. Why? Because it primarily centers on forgiveness that doesn't affect monthly payments for those of us still carrying debt. In contrast, IDR plans are designed to adjust loan payments based on income, with forgiveness occurring for most at the 25-year mark.

We urgently need further modifications to IDR plans. Calculations should include disability status and consider our elevated cost of living. Incorporating these added costs into the monthly payment formula could provide significant relief.

The weight of student loan debt should not disproportionately rest on our shoulders.