AI: The Game-Changer for Accessibility and Inclusion in the Workplace

A generative artificial intelligence cpu that emits colorful light, 3d rendering

Today, I want to explore the vital role of AI in disability advocacy, particularly in the realm of employment and remote work.

Dr. Victor Santiago Pineda, in his recent Forbes interview, emphasized, "The assistive technology of today is the mainstream technology of tomorrow." This profound statement encapsulates the potential of AI to revolutionize our approach to disability inclusion. AI-driven tools are not merely assistive technologies; they are catalysts for societal change, reshaping the landscape of employment and accessibility.

One significant area where AI has made a substantial impact is in facilitating remote work. Dr. Gleb Tsipursky noted in a recent article for The Hill that many government workers are unaware that they can use the ADA to work from home. This is a critical oversight, especially considering the benefits that remote work offers to individuals with disabilities. Personally, I have leveraged remote work to not only enhance my productivity but also to manage my chronic pain and mental health more effectively. The flexibility of remote work has been a game-changer, allowing me to maintain full-time employment while addressing my health needs.

While I have always been fortunate enough in my career to have some degree of remote work, the pandemic normalized what the disability community has always known—remote work enables greater participation. It's not about where the work gets done, but how, and with what collaborative tools.

AI-powered assistive technologies play a crucial role in making remote work feasible and efficient for people with disabilities. Tools like screen readers, voice recognition software, and AI-driven communication platforms have democratized access to work opportunities. These technologies enable individuals with disabilities to perform their jobs effectively, breaking down barriers that once seemed insurmountable.

However, the integration of AI in disability advocacy is not without its challenges. Ethical considerations must be addressed to ensure that AI applications are developed and implemented with the best interests of individuals with disabilities in mind. We must advocate for policies that promote the ethical use of AI, ensuring that these technologies are designed to enhance, not hinder, accessibility and inclusion.

As we navigate the complexities of AI in the workplace, it is essential to recognize its potential to transform the employment landscape for people with disabilities. By embracing AI-driven solutions, we can create a more inclusive and equitable work environment. This not only benefits individuals with disabilities but also enriches our workplaces with diverse perspectives and talents.

Dr. Victor Pineda Talks Championing Disability Inclusion, Accessibility As Innovation In Interview

The Ripple Effect: How Staying Present Can Transform Advocacy

Still from Peaceful Warrior. Dan sits atop an old beat up car looking pensive. His mentor, Socrates, looks on with his had down.

In a pivotal scene from one of my favorite movies, "Peaceful Warrior," a dialogue unfolds on a bridge that has profoundly influenced my approach to advocacy. Dan, consumed by the hustle of life's demands, is suddenly plunged into the river by his mentor, Socrates. It's an unexpected, jolting act that empties Dan's mind of all but the present moment. This scene metaphorically mirrors the journey many of us embark on in the realms of disability advocacy and the pursuit of diversity, equity, and inclusion (DEI).

As a disability advocate and someone who navigates the complexities of living with chronic pain and a visual impairment along with Cerebral Palsy, I've found that embracing the present is not just beneficial but essential. The advocacy road is long, often met with setbacks and a slow pace of change that can wear down even the most resilient spirits. Yet, it's in these moments, when we're fully present, that we find the strength to persist.

The bridge scene from "Peaceful Warrior" serves as a powerful reminder of this. When Dan is thrust into the river, all distractions are stripped away, leaving him utterly immersed in the "now." This is the essence of mindfulness — a state of being entirely engaged with the present experience, devoid of external distractions. For advocates, this focus can be transformative, enabling us to navigate adversity and continue our work with renewed vigor.

Incorporating mindfulness into our advocacy efforts, especially within DEI initiatives, can act as a catalyst for systemic change. It allows us to approach challenges with clarity, ensuring our actions and words are guided by a deep understanding of the issues at hand. Moreover, it helps us to maintain our resilience, a necessary trait for navigating the demanding path of advocacy.

As we push for more inclusive and equitable workplaces, the principle of staying present guides us. It reminds us that every moment is an opportunity to effect change, to challenge biases, and to advocate for those whose voices are often marginalized. This focus not only sustains us but also amplifies the impact of our efforts, creating ripples that extend far beyond the immediate.

In embracing the present, we also open ourselves to learning and growth. We become more attuned to the experiences of those we advocate for, fostering a deeper empathy and understanding. This, in turn, enriches our advocacy, making it more effective and impactful.

As we continue to champion the causes close to our hearts, let's remember the lesson from that bridge — the power of presence. It's a tool that can help us navigate the ebbs and flows of advocacy, keeping us anchored in our mission and resilient in the face of challenges.

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

Championing Diversity: Unpacking the Lululemon Inclusivity Debate

A woman walks past a Lululemon Athletica store on December 10, 2013 in Miami, Florida.

As we usher in 2024 with optimism, it's a sobering reminder for me, as a disability advocate, that the journey toward true equality and inclusivity is still a work in progress. The recent remarks by Chip Wilson, the founder of lululemon, starkly exemplify this. He told Forbes, “And I think the definition of a brand is that you’re not everything to everybody… You’ve got to be clear that you don’t want certain customers coming in.” This perspective, shockingly blunt yet not unfamiliar, resonates deeply with many who have felt marginalized by corporate ideologies.

Sonia Thompson, in her Forbes article, navigates the complexities of inclusive marketing, a concept Wilson seems to have misinterpreted. She asserts that being an inclusive brand doesn’t equate to including everyone but instead involves being intentional about which identities you serve. She rightfully criticizes Wilson's approach of excluding customers based on identity, a tactic that is neither common nor widely accepted in marketing.

Wilson’s words cast a long shadow, particularly for those of us who have tirelessly fought for recognition and inclusion. His blatant admission that certain customers are unwelcome reflects not merely a business strategy but a deeper societal issue of discrimination and exclusion.

Reflecting on Chris Rock's sharp commentary from his 2023 Netflix Special 'Selective Outrage', which I had the privilege to attend in Baltimore, the issue gains an even sharper edge. Rock humorously yet incisively remarks, “They sell $100 yoga pants. They hate somebody... They sell $100 non-racist yoga pants.” His humor underscores the absurdity of exclusion based on economic status, a sentiment that resonates profoundly with the disabled community.

The stark contrast between Rock's humorous perspective and Wilson's grave stance underscores a broader societal trend of companies profiting while selectively choosing their customer base. This practice is not only ethically questionable but also counterproductive to fostering a culture of inclusivity and respect.

Thompson highlights Lululemon's growth since expanding their sizes, directly contradicting Wilson's assertion that inclusivity is detrimental to a brand. The backlash against Wilson's comments signals the public's increasing intolerance for discrimination in any form. Effective marketing illustrates how a product supports the customer in addressing their needs, not in excluding them for not fitting a certain image.

As we forge ahead in 2024, let's confront these outdated narratives and champion true inclusivity in all facets of business and society. It's time to transition from mere words to actions that demonstrate a genuine commitment to diversity and inclusion for everyone.

What Lululemon Founder’s Comments Got Right And Wrong About Marketing

Pico's Farewell Tour: From Counter-Surfing to Corporate Change

Ryan and Pico pose for the camera. Pico’s paws rest on Ryan’s lap.

Dear Pico:

As we kick off 2024 and you officially hang up your service dog vest and trade it in for a well-deserved life of leisure, sprawled out on your deluxe Big Barker dog bed (a far cry from our early training days), I can't help but reminisce about our adventures - filled with advocacy, more than a few antics, and remarkable achievements.

Let's rewind to our first public outing, shall we? Ah, Potbelly Sandwich Works. The scene of the 'Great Sandwich Heist'. You, the dapper dog, thought it'd be hilarious to leap at the counter as if it had whispered sweet nothings to you. Me? I'm trying to play it cool, thinking, "Is this a test? Did Canine Companions® teach him this?" You were testing my handling skills, and I was trying not to crack up.

Then came our crusade for change. Your charm and intelligence were pivotal in spearheading policy changes with giants like Uber, Lyft, and the Washington Metropolitan Area Transit Authority (WMATA). You weren’t just a cute face; you were a force to be reckoned with and always camera ready for maximum impact. Your presence alone was enough to turn boardroom discussions into action plans for more inclusive and accessible spaces.

And let's not forget our victories with Starbucks and Petco. Your tail-wagging enthusiasm and our relentless advocacy turned everyday into an adventure. We made those spaces not just accessible, but welcoming for people like us and the 42 million disabled people nationwide.

Through it all, you've been my biggest support against chronic pain and my secret weapon in advocating for a world that sees wheels and paws not as limitations, but as badges of honor. You've wagged, I've wheeled, and together, we've been unstoppable.

As you embark on this new chapter of couch surfing and treat tasting, remember, retirement doesn't mean you're out of the game. It just means you're playing in a new, comfier league. And as for me, I'll keep the advocacy torch burning, inspired by your legacy – a legacy that includes an impressive record of sandwiches stolen and right from under my nose.

Here's to you, Pico. For the laughter, the achievements, and the unwavering companionship. You're more than a service dog; you're a trailblazer, a friend, and the best pup I could have asked for. Enjoy every moment of your retirement – you've earned it, buddy.

Pico, in your retirement, remember to live by your own advice: if you can't eat it or play with it, just take a nap on it.

With love, laughter, and gratitude
-Ryan

Starbucks' Third Place Promise: Where Accessibility Falls Short

As a disability advocate, I've always believed in the power of inclusive design and accessibility. Today, I find myself reflecting on these values, especially as we approach Thanksgiving—a time to be thankful, yet also a time to acknowledge the work that remains in creating truly accessible spaces.

Recently, my experience at a newly renovated local Starbucks brought these issues into sharp focus. Starbucks often promotes its Third Place Policy, emphasizing a welcoming environment for all. While the staff's helpfulness and welcoming nature are commendable, the reality of navigating an inaccessible space independently tells a different story.

The renovation, which I had hoped would improve accessibility, resulted in narrower pathways, fewer seating options for those with disabilities, and a lack of automatic door buttons. This isn't just about convenience; it's about the fundamental right to access public spaces independently.

This experience isn't isolated. It reflects a broader issue highlighted in a Toronto Star article, where a new bike lane was criticized for its inaccessibility, raising questions about who designs and approves such projects. Similarly, Mark Raymond, Jr. CEO of the Split Second Foundation, emphasizes in FacilitiesNet/NFMT that the ADA was a "touchdown," but the game is far from over. He stresses the importance of going beyond ADA compliance to truly understanding the disabled experience.

As we near Thanksgiving, I am reminded that while we should be thankful for those who champion accessibility, gratitude should not be the endpoint. Acknowledging our rights to accessible spaces is one thing; actively ensuring these spaces are truly accessible is another.

Organizations, especially those like Starbucks that pride themselves on being a 'Third Place,' must realize that an environment cannot be welcoming if it cannot be independently navigated by all. This Thanksgiving, let's be thankful for progress made, but also commit to advocating for the changes still needed.

As we continue our journey towards a more inclusive world, let's remember that accessibility is not a privilege; it's a right. It's time for all organizations to listen, learn, and act.

‘Who designed this, who approved this?’ New Eglinton bike lane ‘illegal’, says lawyer and disability activist

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