The Power of Universal Design: A Look at Comcast's Innovative Remote

Illustration of Thomas Wlodkowski, VP of Accessibility at Comcast

Today as part of the ongoing celebration of Disability Pride Month, I want to spotlight a concept that's revolutionizing the way we think about accessibility: Universal Design. As a disability advocate, wheelchair user, service dog handler, and someone with a visual impairment, I've experienced firsthand the transformative power of Universal Design.

One of the most exciting examples of this is Comcast's Xfinity Large Button Voice Remote highlighted in a recent piece in Fast Company. This device, the brainchild of Thomas Wlodkowski, VP of Accessibility at Comcast, is the first remote built from the ground up with accessibility in mind. Wlodkowski, who has been blind since birth, has a simple yet powerful goal: “To make sure that the full menu of experiences within our entertainment service is available to as many customers as possible.”

Before this remote, Comcast customers seeking accessibility features were mailed a third-party device that was often seen as clunky and "medical." Wlodkowski knew there had to be a better way. He inspired his colleagues to create a device that was not only accessible but also intuitive and practical for all users.

The result? A sleek remote that’s 7 inches long and 2 inches wide, with larger buttons, bigger text, backlighting, an easier battery-change mechanism, built-in voice-command capability, and an instruction manual that speaks. The design process involved conducting focus group sessions with residents from New Horizons, a supported living facility in Connecticut for people with physical disabilities.

The response has been overwhelmingly positive. Comcast is now shipping about 2,000 units of the Large Button Voice Remote each week, up from 800 when the device first launched. The remote is free to all Comcast X1 and Flex customers, who can request it through Comcast’s Accessibility Support Center.

This remote is a testament to the potential of Universal Design in transforming the future of accessibility. It serves as a reminder that when we design with everyone in mind, we create a world that is more inclusive and equitable.

As we continue to celebrate Disability Pride Month, let's remember the power of Universal Design and continue to push for more accessible and inclusive designs in all aspects of our lives.

This Comcast exec did the impossible: He created a TV remote that’s actually well designed

Disability Rights in the Age of Surveillance: A Call for Inclusive Tech

A close up picture of an eye caught in the crosshairs of a laser.

As we celebrate Disability Pride Month, it's crucial to spotlight the urgent need for lawmakers to act in regulating surveillance technologies to protect the rights of disabled individuals. The rapid evolution of these technologies presents both opportunities and challenges, and it's our collective responsibility to ensure they are used ethically and inclusively.

In a recent article for The Hill, Sarah Roth and Evan Enzer of the Surveillance Technology Oversight Project (S.T.O.P.) noted that "Data-driven surveillance tech has been incorporated into nearly every sector of public life... However, countless studies have shown that these technologies are inherently biased and discriminatory because they are not being built, or used, with accessibility in mind."

These technologies, such as biometric monitoring software, often fail to account for the diversity and nuance of disabilities. This lack of inclusivity can lead to people with disabilities being singled out or experiencing dehumanizing punishment for simply existing as themselves.

For instance, Amazon’s Flex program uses an app to track delivery drivers' efficiency. This system overlooks the experiences of workers with disabilities, and the algorithmic management system has been reported to fire the slowest people — regardless of the individual’s disability or access needs.

Moreover, policies that require patrons to expose their faces to facial recognition surveillance cameras discriminate against immunocompromised individuals and those who rely on masks for health benefits.

We must ensure that technological change does not come at the expense of disability rights and justice. The recent ordinance introduced by the New York City Council to ban facial recognition in public places is a step in the right direction. But more needs to be done.

As these surveillance tools become more prominent and inescapable, the urgency with which lawmakers need to act cannot be overstated. We must continue to advocate for the rights of disabled individuals and push for regulations that ensure these technologies do not infringe on their rights and freedoms.

As we move forward, let's remember that our goal should always be to create a society where everyone, regardless of their abilities, can thrive.

New technology, same problems: We need to ensure accessibility for everyone

Rideshare's Rocky Road: The Struggle for Equal Access in Uber and Lyft

A wheelchair user is seen staring out the front door of her home. Overlayed on the image is a series of text message notifications from rideshare companies Uber and Lyft noting that all Wheelchair Accessible Vehicles are busy.

Today I want to address the ongoing discrimination faced by individuals with disabilities in the rideshare industry, specifically companies like Uber and Lyft. Despite the progress we've made in advocating for equal rights and accessibility, these platforms continue to fall short in providing equal service to all.

Last year, I wrote about Lyft's stance in a private federal court filing: "Lyft is not a government institution. It is a private company that has no obligation to provide WAVs on its platform." This statement is a stark reminder of the systemic barriers that people with disabilities face daily. It's a disheartening sentiment that underscores the need for change.

Recently, the U.S. Department of Justice has taken significant steps toward holding these companies accountable. Landmark lawsuits have been brought against Uber and Lyft, focusing on their obligations to provide equal access to all users. These lawsuits are a step in the right direction, but we must ask ourselves: Have they brought about any significant changes in the companies' practices?

The answer, unfortunately, is not as positive as we'd hope. A recent study by the San Francisco County Transportation Authority found Uber and Lyft provided wheelchair accessible vehicles for less than half the requests they received in 2019. This data is a bleak reminder of the discrimination disabled people face when trying to access these services.

Moreover, my personal experiences echo these findings. Since being matched with Canine Companions® Pico in 2014, I've faced numerous instances of discrimination, even when I’m not using my wheelchair. From drivers refusing to pick us up to being charged exorbitant cleaning fees for Pico's incidental shedding or worse, manufactured claims of bodily misbehavior, the discrimination is pervasive and systemic.

As a wheelchair user, I've often found myself stranded, unable to secure a ride due to the lack of Wheelchair Accessible Vehicles (WAVs). In one instance, I waited for over an hour to successfully hail a WAV. This is not the on-demand service that these platforms promise.

All of this has effectively led me to leaving all my medical equipment at home simply to secure a ride on par with my non-disabled peers. This is not a choice any disabled person should have to make.

These experiences are not isolated incidents but part of a broader pattern of discrimination. Despite having policies that publicly align with the Americans with Disabilities Act (ADA), both platforms routinely refuse passengers with service animals and fail to provide adequate services for wheelchair users.

As we move forward, we must continue to hold these companies accountable. We must push for more transparency, better services, and true on-demand rides for those in a wheelchair. It's time for Uber and Lyft to live up to their promise of providing accessible and convenient transportation for all.

Data shows about half of calls for wheelchair rideshares go unanswered, stranding disabled users

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

Empowering Voices: The Importance of Validating Experiences in Disability

Overhead view of disabled badge in hands

Today, as part of the ongoing celebration of Disability Pride Month, I want to delve into a topic that is often overlooked but is crucial in supporting people with disabilities: validation.

Living with Cerebral Palsy, chronic pain, and visual impairment, I have experienced firsthand the power of validation. It's not just about acknowledging the existence of our disabilities, but also recognizing the impact they have on our lives.

Carmen Azzopardi, a writer living with type 1 diabetes, emphasizes the importance of small things done with intention in a piece today for Fashion Journal. She writes "Sometimes the little things make the biggest difference to someone who is navigating a world that is not built for them." This resonates deeply with me. Validation, in its essence, is a 'little thing' that can make a significant difference.

Allison Tennyson, a disability and chronic illness advocate, shares her journey on social media to empower others and break stigmas. She talks about the transformative power of validation when she started using mobility aids. "When I started posting on Instagram, there wasn’t anyone out there saying it’s okay to use mobility aids," she told InTheKnow. This validation gave her the courage to embrace mobility aids, which she says changed her life.

So, how can we validate the experiences of people with disabilities? Start by actively listening. When we share our experiences, it's not always about seeking solutions. Sometimes, we just need to be heard. Ask questions to better understand our perspective. Respect our autonomy and decisions regarding our disabilities. And most importantly, challenge and change the stigmas and misconceptions about disability.

Validation is a powerful tool. It can help us feel seen, heard, and understood. It can empower us to live our lives to the fullest, despite the challenges we face. As we celebrate Disability Pride Month, let's remember to validate the experiences of people with disabilities. It's a small action that can make a big difference.

How to show up for the people in your life with a disability

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.

Threads: A Missed Opportunity for Accessibility and Inclusion

A mobile phone with one iteration of the logo for the new social media app Threads.

As a disability advocate and a person with disabilities, I am disheartened to witness the launch of Meta's new social media platform, Threads, without the inclusion of basic accessibility features. This is especially disappointing as we celebrate Disability Pride Month.

Threads, which is being touted as a competitor to Twitter, seems to have missed the mark when it comes to accommodating users with disabilities. Chase DiBenedetto of Mashable writes, "in a strange step back for the tech giant, the hours-old platform...doesn't seem to accommodate those with disabilities well, offering few accessibility tools, customization options, or site policies on its accessibility features at large."

In 2023, launching a new product is not an excuse to ignore disability and treat those with accessibility needs as an afterthought. Threads is competing with a platform whose crumbling infrastructure is due in part to that same mindset following a takeover by Elon Musk.

As someone with a visual impairment, I rely heavily on assistive technology and accessibility tools to navigate the web. The lack of accessibility features in Threads is not just an oversight; it's a barrier that prevents individuals like me from participating in online conversations and communities. It's a far cry from Mark Zuckerberg's claim that the platform will "focus on kindness." You can't do that through exclusion.

Accessibility is not an afterthought; it is a fundamental aspect of design and development. The principle of Universal Design promotes environments and tools that prioritize use by all people without the need for specialized accommodations. Allon Mason CEO and founder of web accessibility company UserWay.org, rightly points out, "Digital platforms have a responsibility to be inclusive, and it is essential that accessibility is at the forefront of their design considerations."

Threads' lack of accessibility features is a stark reminder of the ongoing struggle for digital inclusion. It is imperative for social media platforms to recognize and address the diverse needs of all users, including those with disabilities.

As a community, we must hold these platforms accountable and advocate for the integration of accessibility features. It is not just about compliance; it is about creating an inclusive digital space where everyone, regardless of their abilities, can communicate, connect, and contribute.

I urge Meta to take immediate steps to address the accessibility gaps in Threads and to engage with the disability community in the development and implementation of these features. Let's work together to ensure that social media is inclusive and accessible to all.

Threads gets a failing grade from advocates on accessible design

The Remote Work Revolution: A Catalyst for Change in Disability Law

Photo of a young woman who is working from her home office, having the cutest and the cuddliest assistant - her pet dog.

As we celebrate Disability Pride Month, let’s talk about the seismic shift in the world of work - The Remote Work Revolution - and its impact on disability law.

The COVID-19 pandemic has been a game-changer. It has shown us that remote work is not only possible but can be highly effective. But did you know that this has also been influencing disability law?

According to a Bloomberg Law review from Robert Iafolla, employers who denied requests for telework as a disability accommodation used to prevail in nearly 70% of federal court rulings pre-pandemic. However, post-pandemic, this dropped to nearly 60%! 📉

Nicole Buonocore Porter, a disability law scholar at Chicago Kent College of Law stated, “Scholars and advocates had hoped the pandemic would have moved the needle more.” She emphasized that courts need to stop “too readily deferring to whatever the employer says.”

So, what does this mean for employees with disabilities?

It means that the collective experience of remote work during the pandemic is slowly changing perceptions. The notion that in-person attendance is always essential is being challenged. 🤔

However, we still have a long way to go. Many judges continue to apply a de facto presumption against allowing remote working, often siding with employers who insist on in-person attendance.

But here’s the kicker - the U.S. Department of Labor and the Job Accommodation Network announced in May that nearly half of workplace accommodations can be implemented at no cost to employers. This includes remote work!

As a disability advocate and someone who has personally benefited from remote work, I believe it’s high time that we embrace this revolution. Let’s work toward creating inclusive work environments that recognize the diverse needs of all employees.

Covid’s Remote Work Experience Is Slowly Changing Disability Law

The ADA Under Siege? What the Supreme Court’s Latest Ruling Means for Disability Rights

A pull quote from Supreme Court Justice Ketanji Brown Jackson, “it would be deeply unfortunate if the Equal Protection Clause actually demanded this perverse, ahistorical, and counterproductive outcome.”

The recent U.S. Supreme Court decision to overturn race-conscious admissions in colleges has left me, as a disability advocate, deeply concerned. The ruling, which challenges affirmative action, makes me wonder: What does this mean for other minority groups, especially the disabled community?

With this ruling, the Supreme Court continues its historic march backward on civil rights; seemingly hellbent on taking them all back piece by piece.

Will Hild of Consumers'​ Research told The Washington Post the ruling “will put the wind in the sails of groups like ours, who want to get the woke, racially based hiring and promotion schemes out of corporate America.” This statement raises alarm bells. If the court is willing to challenge affirmative action, is the Americans with Disabilities Act (ADA) next?

Furthermore, Hild mentions that legal precedents allowing race-conscious admissions have been a “fig leaf” for private sector diversity initiatives. With this ruling, he predicts a “free-for-all on pushing back against that.” This suggests that the ruling could embolden challenges to diversity initiatives across the board, including those aimed at disability inclusion.

In a scorching dissent, Justice Sonia Sotomayor stated that “the devastating impact of this decision cannot be overstated.” She added that the decision “cements a superficial rule of colorblindness as a constitutional principle in an endemically segregated society where race has always mattered and continues to matter.”

Justice Ketanji Brown Jackson, wrote in her dissent that “it would be deeply unfortunate if the Equal Protection Clause actually demanded this perverse, ahistorical, and counterproductive outcome.”

The ADA has been a cornerstone for disability rights, ensuring equal opportunities for people like me. I am one of the 61 million disabled adults in the United States. As a wheelchair user and service dog handler to Canine Companions® Pico, the ADA has been instrumental in my life. But this ruling might embolden groups to challenge not just racial diversity but diversity as a whole.

We must remain vigilant and proactive. The progress we’ve made in disability rights is monumental, but it’s also fragile. We must ensure that this ruling does not become a precedent for eroding the protections that the ADA provides.

As we enter Disability Pride Month, as we celebrate Independence Day, we must not become complacent. I urge you all to stay informed, engage in discussions, and stand up for the rights of all minority groups. Our diversity is our strength. Let’s protect it.

#DisabilityRights #SupremeCourt #ADA #ProtectDiversity #AffirmativeAction #SCOTUS #CivilRights #StayInformed #EngageInChange #DEI #DEIA #DisabilityPride

Embracing Our Identities: A Message to My Disabled Peers

The disability pride flag. Five vertical bands (Green, Blue, White, Yellow, Red) on a Black background.

As we roll into Disability Pride Month, I want to send a message of love and empowerment to my fellow disabled individuals. As a wheelchair user and service dog handler to Canine Companions® Pico, I know the challenges we face in a world that often seems designed without us in mind.

Keely Cat-Wells, in her Forbes article beautifully captures the essence of what I want to convey: “Be proud. Navigating this world filled with ableism is tough and navigating our conditions can also be a challenge. I am constantly learning that we can be proud of being Disabled and yet still have a complicated relationship with our disabilities.”

Yes, let’s be proud. Our disabilities are a part of who we are, and they shape our experiences and perspectives. We have the right to celebrate our lives, our achievements, and our identities as disabled individuals.

But let’s also acknowledge that it’s okay to have a complicated relationship with our disabilities. It’s okay to have days when we struggle. It’s okay to ask for help. It’s okay to be human.

Relationships with disabilities are complex. There are days I wouldn't trade it for anything, and there are days I'm frustrated, exhausted, and left without spoons simply due to the overwhelm of daily management.

This month, let’s also celebrate the change-makers among us. Let’s honor the tireless work of disabled activists who have paved the way for a more inclusive society. People like Emily Ladau, Kristen Parisi, Nikki Nolan, Maria Town, Nadia Bodkin, Rebecca Cokley, Meryl Evans, CPACC (deaf), Jake Hytken, Julie Harris, Tiffany A. Yu, MSc and Jamie Shields who have been relentless in their advocacy for disability rights. I owe so much of my own strength to them and countless others for their wisdom and wit surrounding disability. Our community is one of continued support, encouragement, and shared experiences for which I will be forever grateful.

Let’s use this upcoming month to not only celebrate but also to educate. Let’s share our stories, our challenges, and our triumphs. Let’s show the world the beauty, diversity, and strength of the disabled community.

And to our non-disabled allies, we ask you to join us in this celebration. Listen to our stories, support our causes, and work with us to build a world that is inclusive and accessible to all.

Celebrating Disability Pride Month: What's Your Role?