Month: October 2024

When people think of disabilities, the common image that often comes to mind is something visible—someone using a white cane, a person with a prosthetic limb, or an individual walking with crutches. However, what happens when the challenges a person faces are hidden from view? This is the reality for millions of people living with invisible disabilities—conditions that significantly affect daily life without showing any outward physical signs.

Though these individuals may look perfectly healthy, their conditions can deeply affect how they interact with others and navigate their environments. The absence of visible cues often leads to misunderstanding or dismissal of their needs, making their challenges even harder to manage.

Invisible disabilities encompass a wide range of conditions, from chronic illnesses to mental health disorders, learning disabilities, and neurological conditions. The hidden nature of these disabilities often compels individuals to explain or clarify their experiences, a task that can be both exhausting and frustrating. (Miller, 2022).

Understanding the Hidden Challenges

Living with an invisible disability means managing conditions that aren’t easily seen by others. For example, a person with fibromyalgia might endure intense pain and exhaustion, yet because there are no visible symptoms, they may be expected to function without extra support. In the same way, someone with severe anxiety might seem calm externally, while battling overwhelming thoughts and emotions internally.

Invisible disabilities span a wide variety of conditions. These can include chronic pain disorders like lupus, neurological conditions like ADHD or autism, and mental health diagnoses such as depression and bipolar disorder. Even though the effects of these conditions may not be outwardly visible, they can significantly affect daily life (Miller, 2022; Haegele & Hodge, 2016).

For example, emotional regulation—essentially being able to manage and respond to emotions in a balanced way—can be especially difficult for people with anxiety or autism. The absence of visible symptoms often leads to misunderstanding, which can further compound the challenges people face in obtaining the support they need (Miller, 2022).

The Difficulty of Understanding What Can’t Be Seen

A key obstacle in understanding invisible disabilities is the historical association between disability and visible signs. Disabilities have traditionally been linked to observable conditions that can be easily identified and accommodated. However, when no physical signs are present, individuals often encounter doubt or disbelief. Comments like “You don’t look ill” are frequently directed at individuals coping with chronic conditions (Haegele & Hodge, 2016).

This skepticism can pressure individuals to explain their condition or meet expectations that don’t match their reality. For instance, someone with anxiety may avoid social events, which others may interpret as disinterest, when in fact, they are managing over-stimulation. This gap between how others perceive them and their actual experience can cause feelings of isolation and frustration (Santuzzi et al., 2017).

The the consequences of skepticism extend beyond frustration. When individuals feel disbelieved or dismissed, it adds emotional stress to their already complex health situations and may discourage them from seeking help. This can worsen their conditions or delay much-needed accommodations, intensifying the challenges they face each day (Haegele & Hodge, 2016).

Barriers to Accommodation and Inclusion

The invisibility of these disabilities presents unique challenges in accessing appropriate accommodations. In schools and public spaces, support is often designed for visible conditions, such as ramps for mobility issues or braille for visual impairments. For individuals with invisible disabilities, the accommodations they need may not be immediately apparent and can be harder to secure.

For example, a student with ADHD might benefit from a quiet study environment or additional time to complete assignments. Without visible signs of their condition, these needs can easily be overlooked, leading to misunderstandings about their focus or motivation.

Similarly, someone with a chronic illness like Crohn’s disease may require frequent breaks or a flexible schedule. However, because their condition isn’t apparent, their requests for accommodation are often met with doubt or skepticism (Daley et al., 2020).

In educational environments, students with learning disabilities or mental health conditions often face obstacles in accessing the necessary support. Schools may fail to recognize the importance of accommodations, such as extra time for exams or alternative teaching approaches. As a result, these students are sometimes mistakenly seen as inattentive or underachieving, when in reality, they are managing the impact of their conditions (Stewart et al., 2020).

A Shift in Perspective: The Social Model of Disability

Fostering a more inclusive environment for individuals with invisible disabilities requires a shift in how disability is viewed. Historically, the medical model has focused on the individual’s condition as the source of limitations. However, increasing attention is being given to the social model, which suggests that barriers and societal structures, rather than the condition itself, create obstacles (Oliver, 2017).

For individuals with invisible disabilities, the social model highlights the need for environments that anticipate and include those with less obvious challenges, moving beyond mere physical modifications to more nuanced accommodations like flexible schedules and sensory-friendly spaces.

This shift in perspective challenges the assumption that only visible disabilities require accommodation and emphasizes the importance of making schools, workplaces, and public spaces more adaptable to diverse needs (Oliver, 2017; Treweek et al., 2019).

Building a Culture of Understanding

Creating a more inclusive environment involves acknowledging that disabilities come in many forms, and not all of them are outwardly visible. It requires listening to individuals’ experiences, believing them when they express their needs, and offering support without requiring proof. By broadening the understanding of what constitutes a disability, there is potential to build more inclusive spaces that accommodate a wider range of experiences.

Public awareness campaigns have made progress in highlighting the challenges faced by people with invisible disabilities, but there is still a long way to go in breaking down misconceptions surrounding these conditions (Miller, 2022). Awareness is just the beginning—what’s needed is a cultural shift that fosters understanding and accommodation.

Ultimately, recognizing the unseen is the first step toward fostering true inclusion. Invisible disabilities, though not outwardly apparent, significantly impact the lives of those who experience them. The absence of visible signs often leads to misunderstanding, doubt, and challenges in obtaining necessary accommodations, compounding the difficulties individuals already face.

Creating more inclusive environments requires rethinking the understanding of disabilities. It is crucial to acknowledge the unique experiences of those with invisible disabilities and ensure that support systems address their specific needs. By adopting a more flexible and barrier-reducing approach, spaces can become more inclusive for everyone.

Even small shifts in how invisible disabilities are perceived and addressed can have a profound effect, helping more people feel seen, understood, and supported.

References

• Daley, D., van der Oord, S., Ferrin, M., Cortese, S., & Danckaerts, M. (2020). Practitioner Review: Current Best Practice in the Management of Adverse Effects in ADHD. Journal of Child Psychology and Psychiatry, 61(8), 818-832.
• Haegele, J. A., & Hodge, S. R. (2016). Disability Discourse: Overview and Critiques of the Medical and Social Models. Quest, 68(2), 193-206.
• Miller, L. (2022). The Lived Experiences of College Students with Invisible Disabilities. Disability & Society, 37(4), 679-699.
• Oliver, M. (2017). The New Politics of Disablement. Red Globe Press.
• Santuzzi, A. M., Waltz, P. R., Finkelstein, L. M., & Rupp, D. E. (2017). Invisible Disabilities: Unique Challenges for Employees and Organizations. Industrial and Organizational Psychology, 7(2), 204-219.
• Treweek, S., Bevan, S., Bower, P., Campbell, M., & Craig, P. (2019). Developing and Evaluating Complex Interventions: Updating Medical Research Council Guidance to Take Account of New Methodological and Theoretical Approaches. Lancet, 374(9697), 389-395.

Disability advocacy is not just about laws—it is about empathy, courage, and the power to inspire change. For Justin Dart Jr. and Judith “Judy” Heumann, two pioneers in the disability rights movement, leadership meant shifting attitudes, fostering inclusion, and giving people with disabilities a voice in shaping the future (Gostin, 2015).

During National Disability Employment Awareness Month (NDEAM), their legacies remind us that inclusion is not just a goal but a shared responsibility. Real progress takes more than compliance—it requires dismantling systemic barriers and fostering spaces where people feel valued and respected.

The Origins of Two Disability Rights Champions

Though their personal journeys were shaped by distinct experiences, both Justin Dart Jr. and Judy Heumann ultimately shared the same mission: to eliminate discrimination and foster inclusion.

Justin Dart Jr. was born into a wealthy family with political connections, giving him access to an elite education and abundant opportunities. After contracting polio at the age of 18, however, he discovered that privilege could not shield him from discrimination. When he pursued a teaching career, he was denied a license simply because he used a wheelchair (Lewis & Wolf, 2018). This experience became a turning point in his life, awakening his passion for systemic change.

Judy Heumann’s commitment to advocacy took root in her early childhood. Growing up in Brooklyn, she was barred from attending public school because her wheelchair was deemed a “fire hazard” (Bagenstos, 2020). These initial experiences of exclusion ignited her passion for civil rights. What began as frustration with unjust treatment evolved into a lifelong mission to dismantle barriers and champion equal opportunities for everyone.

From Policy to Action: Dart and Heumann’s Legacy

Justin Dart Jr.: Father of the ADA

Justin Dart Jr. believed that effective policy reform must be grounded in real experiences. His “Road to Freedom” tour took him across the United States, where he gathered stories from people with disabilities about the challenges they faced. These stories became the foundation for the Americans with Disabilities Act (ADA), passed in 1990 (Reid, 1999). For Justin Dart, the ADA was more than a law—it was a promise of equality that needed to be protected and expanded over time.

In addition to his work on the ADA, Justin Dart Jr. co-founded the American Association of People with Disabilities (AAPD) to keep disability rights at the forefront of the national agenda (Lewis & Wolf, 2018). His mantra, “Lead on,” continues to inspire ongoing advocacy and progress.

Judy Heumann: Mother of Disability Rights

Judy Heumann advanced her advocacy through legal battles and organized protests. An early notable achievement was her lawsuit against the New York Board of Education, which had denied her a teaching position due to her disability. This legal case established an important precedent for the employment of individuals with disabilities, reflecting her commitment to equal opportunities (Heumann, 2020).

In 1977, she led the San Francisco sit-in to demand the enforcement of Section 504 of the Rehabilitation Act. The 26-day occupation of a federal building became the longest in U.S. history and marked a pivotal moment for disability rights (Lewis & Wolf, 2018).

Heumann’s influence also extended into cultural spaces. Her participation in the documentary Crip Camp introduced her story to new audiences, inspiring younger generations to push for change.

Disability Rights as Human Rights

Although Judy Heumann and Justin Dart took different paths, they both believed the same core truth: disability rights are human rights. They emphasized that inclusion isn’t just a nice-to-have—it’s essential.

They also knew that passing laws alone would not create lasting change. Real progress takes more than policy; it takes a shift in how communities think and act. True inclusion means everyone is welcomed, valued, and able to contribute meaningfully. Their vision shows that stronger, more connected communities start with supporting people with disabilities.

Employment: The Next Challenge

Even with milestones like the ADA, employment remains a challenge for people with disabilities. Discrimination, inaccessible hiring practices, and a lack of accommodations create barriers that prevent access to meaningful jobs. The solution lies in going beyond legal compliance to foster inclusive environments where individuals can truly succeed.

Inclusion means more than just being physically present—it requires thoughtful design in both workplaces and culture to meet diverse needs. Concepts like Universal Design ensure that systems, processes, and spaces are accessible from the start, rather than needing adjustments later. This allows employees to participate fully, without being defined by their disabilities, reducing frustration and enhancing productivity.

Leadership is also key. Companies must go deeper than surface-level initiatives to ensure lasting inclusion. Justin Dart’s vision of inclusive employment lives on through AAPD’s work, which promotes equitable hiring practices and holds companies accountable (Heumann, 2020). Heumann’s legacy is also evident in the Workforce Innovation and Opportunity Act, which aims to expand employment opportunities for workers with disabilities (Bagenstos, 2020).

Employment is about more than earning a paycheck—it’s about dignity, purpose, and a sense of belonging. Leaders like Justin Dart and Judy Heumann understood that true equality means creating opportunities for everyone to participate fully in the workforce and beyond.

Carrying the Legacy Forward

The legacies of Justin Dart Jr. and Judy Heumann offer a blueprint for building inclusive workplaces and broader communities where everyone is respected and empowered to succeed. Their leadership shows that inclusion goes beyond legal compliance—it is about creating environments where people can contribute meaningfully and feel valued.

Justin Dart’s call to “Lead on” reflects that progress requires continuous effort, while Judy Heumann’s lifelong fight for justice demonstrates the importance of challenging exclusion at every level. Honoring their work means leading with empathy, removing barriers, and ensuring real opportunities for everyone.

While laws are essential, empathy, thoughtful design, and collective action drive lasting progress. Moving forward requires commitment from leaders and employees alike to ensure everyone has the opportunity to belong and succeed.

References

• Bagenstos, S. R. (2020). Disability rights and the discourse of justice. SMU Law Review Forum, 73(26).
• Fleischer, D. Z., & Zames, F. (2011). The disability rights movement: From charity to confrontation. Temple University Press.
• Gostin, L. O. (2015). The Americans with Disabilities Act at 25: The highest expression of American values. JAMA, 313(22), 2231–2235.
• Heumann, J. (2020). Being Heumann: An Unrepentant Memoir of a Disability Rights Activist. Beacon Press.
• Lewis, V., & Wolf, S. (2018). Activating the past: Performing disability rights in the classroom. Journal of Literary & Cultural Disability Studies, 12, 185–201.
• McKnight, P. D. (2023). Faculty knowledge, beliefs, and willingness to provide ADA accommodations. ProQuest Dissertations & Theses.
• Reid, C. (1999). Justin Dart, Jr. In Enabling Lives (1st ed., p. 22). Routledge.
• Zhang, D., Landmark, L. J., Reber, A., Hsu, H. Y., Kwok, O. M., & Benz, M. R. (2010). University faculty knowledge, beliefs, and practices in providing reasonable accommodations. Remedial and Special Education, 31(4), 276-286.

Wiley’s Walk began as a personal challenge—a test of my limits and a desire to discover if I could walk without assistive devices. What started as a solitary goal quickly transformed into a broader mission: advocating for accessible, inclusive environments across critical areas like health, education, employment, recreation, and community participation.

Initially, my focus was singular—walking. Yet, along the way, unexpected setbacks, such as temporary injuries and the disruptions caused by the COVID-19 pandemic, shifted my perspective. Although I didn’t achieve my defined milestone, I gained something far more valuable: a profound understanding of the crucial role recreation and fitness play in enhancing the well-being of people with disabilities.

The pandemic further highlighted systemic gaps, magnifying the urgency of this mission. Four years later, the need to create equitable access to these opportunities is more apparent—and more critical—than ever.

Inclusive Recreation: Definition and Importance

Inclusive recreation involves creating activities and spaces where individuals of all abilities can participate fully. It seeks to remove physical, cognitive, and sensory barriers to ensure that everyone can engage meaningfully in leisure experiences. For those with physical disabilities, this may include adaptive sports like wheelchair basketball, swimming with pool lifts, or hiking trails designed for mobility devices (Anderson & Heyne, 2016).

For individuals with intellectual disabilities, inclusive recreation could involve structured programs such as art or cooking classes that use visual aids or simplified instructions to promote active participation. For those with sensory disabilities, such as visual or hearing impairments, it might include features like braille signage, tactile guides on nature trails, American Sign Language (ASL) interpretation at events, or sensory-friendly movie nights with adjusted lighting and sound. These examples show how inclusive recreation accommodates diverse needs, creating environments where all individuals can enjoy the benefits of leisure and social interaction together (Anderson & Heyne, 2016).

Inclusive recreation goes beyond providing physical access; it aims to break down social and attitudinal barriers to create a welcoming environment where people with disabilities feel included and empowered. The goal is to design spaces where everyone, regardless of ability, can actively participate (Anderson & Heyne, 2016). Programs like adaptive sports leagues and fitness classes with seated exercises, such as wheelchair basketball, are great examples of this approach.

These activities promote physical movement and help foster social connections, supporting both mental and physical health. For people with disabilities, recreation is vital, emphasizing inclusion and community as much as fitness.

Lessons from the Pandemic: The Importance of Access

The COVID-19 pandemic dramatically disrupted access to recreation for everyone, but its impact on individuals with disabilities was particularly significant.

As gyms, parks, and community centers closed, many people without disabilities could easily switch to home workouts or virtual fitness classes. The transition was relatively simple for them. However, individuals with disabilities who rely on adaptive fitness programs had far fewer options. These programs offer more than just exercise—they provide specialized equipment and trained staff, making them essential for maintaining health and well-being.

When access to these programs was lost, it became more than an interruption in routine. It heightened health risks for many (Jesus et al., 2021). Physical activity is crucial for managing chronic conditions like obesity, cardiovascular disease, and diabetes, which are prevalent among individuals with disabilities. The Centers for Disease Control and Prevention (CDC, 2020.) had already noted that people with disabilities face higher rates of these conditions, and the sudden loss of fitness opportunities during the pandemic only widened these disparities (Jesus et al., 2021.)

Research reported that more than 70% of people with disabilities experienced a decline in physical activity during the pandemic (Rowland et al., 2014; Jesus et al., 2021.) For many, this decline wasn’t just about fitness; it was about managing critical health conditions. The pandemic exposed the fragility of existing supports, reinforcing how essential adaptive recreation is to maintaining well-being.

The Lingering Psychological Impact

Even years after the shutdowns, the mental health effects of losing access to these inclusive programs are still felt. For many, these activities weren’t just about exercise—they were vital for forming relationships and easing social isolation. During the pandemic, 47% of people with disabilities reported increased loneliness, compared to 28% of those without disabilities (Holm, 2022.)

The sudden stop to these programs worsened mental health challenges for those already at higher risk of loneliness. Statistics also show that adults with disabilities are three times more likely to experience symptoms of depression, and the loss of these programs exacerbated that vulnerability (CDC, 2020).

While many facilities have reopened, the psychological impact of losing these connections lingers (Holm, 2022; Luchetti et al., 2020.) The lack of both physical activity and social interaction during the pandemic has been linked to increased anxiety and depression. A 2021 report found that 53% of people with disabilities experienced increased anxiety during the pandemic due to the lack of social and recreational outlets (National Council on Disability, 2021.)

Rebuilding Stronger: Moving Toward Inclusion

The gaps in access exposed by the pandemic emphasize the need for systemic change. Although gyms, parks, and fitness centers have largely returned to normal operations, adaptive fitness programs and inclusive sports leagues have been slower to recover. This delay reflects a broader issue: the failure to adequately prioritize the needs of individuals with disabilities in public health and recreational planning.

Looking ahead, it is crucial to treat inclusive recreation as a fundamental part of public health infrastructure. Adaptive fitness programs must be seen as essential services, not optional extras. These programs are crucial for the health and well-being of individuals with disabilities. To ensure this, they should be integrated into future public health strategies.

Recreational spaces also need to be designed with accessibility in mind from the very beginning. Retrofitting existing spaces often falls short of meeting the needs of people with disabilities. Prioritizing inclusive design ensures that people with and without disabilities can participate without barriers, from the outset.

Virtual fitness platforms offer another opportunity to rethink accessibility, particularly in online spaces. By offering adaptive exercises and creating user-friendly interfaces, these platforms can play a key role in inclusive recreation. A user-friendly interface is one that is simple to navigate, with features accessible to people of all abilities. For instance, a fitness app with adjustable font sizes, voice-guided workouts, and adaptive exercise options would allow individuals with visual impairments or limited mobility to fully engage in a workout routine. Such tools can be valuable in making fitness truly inclusive

Conclusion: Prioritizing Inclusive Recreation

Four years after the pandemic began, the value of inclusive recreation has become more apparent than ever. It exposed significant gaps in access for people with disabilities, showing how easily these opportunities can be disrupted. Recreation plays a crucial role in maintaining physical health, mental well-being, and social connection. The loss of these experiences has left a lasting impact.

Communities can take meaningful steps by incorporating inclusive design into recreational spaces from the outset. Public health efforts should embrace adaptive fitness as a core service, ensuring it’s available to everyone. Virtual platforms also need to evolve to offer adaptive exercises and accessible features so that no one is left behind. The path forward is clear. The question remains: will inclusive recreation be prioritized so that everyone, regardless of ability, can benefit?

Looking ahead, it is clear that inclusive recreation isn’t just a nice-to-have—it is essential It supports physical activity, fosters connection, and promotes mental well-being. Ensuring everyone can participate is key to building more inclusive communities. Now is the time to consider how that can be made a reality.

References

• Anderson, L., & Heyne, L. (2016). Therapeutic recreation: A person-centered approach to inclusive recreation. Sagamore Publishing.
• Centers for Disease Control and Prevention (2020). Disability and health data system (DHDS): Health outcomes. https://www.cdc.gov/ncbddd/disabilityandhealth/dhds.html
• Emerson, E., Fortune, N., Llewellyn, G., & Stancliffe, R. (2020). Loneliness, social support, social isolation and wellbeing among working age adults with and without disability: Cross-sectional study. Disability and Health Journal, 14(1), 100965. https://doi.org/10.1016/j.dhjo.2020.100965
• Gallant, K., Hutchinson, S. L., Hamilton-Hinch, B., & Lauckner, H. (2015). The benefits of recreation for the recovery and social inclusion of individuals with mental illness: An integrative review. Leisure Sciences, 37(1), 1-21. https://doi.org/10.1080/01490400.2014.949966
• Holm, M. E., Sainio, P., Parikka, S., & Koskinen, S. (2022). The effects of the COVID-19 pandemic on the psychosocial well-being of people with disabilities. Disability and health journal, 15(2), 101224. https://doi.org/10.1016/j.dhjo.2021.101224
• Iwasaki, Y., Coyle, C. P., & Shank, J. W. (2010). Leisure as a context for active living, recovery, health, and life quality for persons with mental illness in a global context. Health Promotion International, 25(4), 483–494. https://doi.org/10.1093/heapro/daq037
• Jesus, T. S., Bhattacharjya, S., Papadimitriou, C., Bogdanova, Y., Bentley, J., Arango-Lasprilla, J. C., Kamalakannan, S., & The Refugee Empowerment Task Force International Networking Group Of The American Congress Of Rehabilitation Medicine (2021). Lockdown-Related Disparities Experienced by People with Disabilities during the First Wave of the COVID-19 Pandemic: Scoping Review with Thematic Analysis. International journal of environmental research and public health, 18(12), 6178. https://doi.org/10.3390/ijerph18126178
• Luchetti, M., Lee, J. H., Aschwanden, D., Sesker, A., Strickhouser, J. E., Terracciano, A., & Sutin, A. R. (2020). The trajectory of loneliness in response to COVID-19. The American psychologist, 75(7), 897–908. https://doi.org/10.1037/amp0000690.
• National Council on Disability (2021). COVID-19 and its impact on the disability community: A report. https://www.ncd.gov/report/an-extra/
• Rowland, M., Peterson-Besse, J., Dobbertin, K., Walsh, E. S., & Horner-Johnson, W. (2014). Health outcome disparities among subgroups of people with disabilities: A scoping review. Disability and Health Journal, 7(2), 136–150. https://doi.org/10.1016/j.dhjo.2013.09.003
• Smith, G. (1994). Community recreation programming to facilitate social inclusion: Rules of thumb. Impact, 16(2). Institute on Community Integration.

Disability takes countless forms and affects millions of people worldwide. For Quinn, a young woman with cerebral palsy (CP), each day brings its own set of challenges. Her experience illustrates just one way in which disability can shape daily life, both in visible and invisible ways.

Quinn uses walking poles to help her get around, but others rely on different mobility aids like wheelchairs or canes. Everyday tasks that most people take for granted—such as buttoning a shirt or walking down the street—can require additional time and effort. For many, symptoms can fluctuate unpredictably, making each day different from the last.

Unpredictability and Perceptions: The Complexity of Disability

Disabilities can vary significantly, even among individuals with the same diagnosis. Conditions like CP or multiple sclerosis often come with an element of unpredictability, which complicates how others perceive those affected (Shapiro, 1994; Yoder et al., 2010). For instance, people may expect consistency from Quinn, but her body doesn’t follow a fixed routine.

Some mornings, Quinn’s symptoms feel manageable, and she can move through her day with relative ease. By evening, however, even the simplest tasks can become overwhelming. What begins as a smooth walk might soon lead to muscle tightness and fatigue. As the strain builds, she’s often forced to slow down, conserve her energy, or take a break to rest.

While Quinn might only need a brief pause, others with similar conditions may experience entirely different challenges, as their limitations can fluctuate in unpredictable ways.

Challenging Assumptions: The Impact of Social Biases

After a long day at work, Quinn returns home—her body exhausted but her mind still sharp and alert. She sets her walking poles aside and begins scrolling through her emails. A job listing catches her attention, perfectly aligned with her skills. Yet, as her finger hovers over the “apply” button, she hesitates, recalling her last interview and the assumptions that accompanied it.

The interviewer had glanced at her walking poles—not for long, but long enough to remind Quinn of the assumptions people often make about her abilities. These assumptions, often based on nothing more than her visible disability (Fleischer & Zames, 1990).

Research continues to reveal implicit bias against people with disabilities in hiring processes. Studies show that employers often assess candidates based on an idealized image of a worker—typically someone without a disability—resulting in exclusionary decisions driven by social biases rather than the candidates’ skills (Yoder et al., 2010).

Barriers in Physical Spaces: Navigating a World Not Designed for All

Societal assumptions are just one of the many obstacles Quinn and others with disabilities encounter. Beyond these biases, the built environment—the physical spaces people navigate daily—adds another layer of difficulty.

While accessibility laws have led to improvements in many public areas, too often, some spaces still feel like afterthoughts. Narrow doorways, steep ramps, and uneven sidewalks can quickly turn routine outings into frustrating or even hazardous tasks.

Even with legal progress, physical barriers remain widespread for those who rely on mobility aids. For Quinn, this means constantly adjusting to her surroundings. Although her walking poles grant her mobility, they can’t overcome environments that weren’t designed with her needs—or the needs of others with disabilities—in mind.

Yet physical spaces are only part of the challenge. The digital world, often assumed to be more accessible, presents its own obstacles.

Digital Barriers: The Accessibility Gap in Technology

When Quinn clicks on the job listing, her excitement quickly turns to frustration. The site’s small text and cluttered layout do not work with her screen reader. What should have been a simple task—applying for a job—becomes another hurdle.

Digital accessibility remains a significant challenge for people with disabilities. In fact, a 2021 study found that 98% of the top one million websites failed to meet accessibility standards for screen readers and other assistive technologies (WebAIM, 2021). Websites that lack proper design for such technology create unnecessary barriers (U.S. Department of Justice, 2022; Williamson, 2019).

This issue reflects a broader trend across multiple sectors, where many organizations still fail to prioritize inclusive design in digital spaces. The consequences of overlooking accessibility extend beyond technology and touch every facet of life, including essential services like healthcare.

Systemic Barriers in Healthcare: Accessing Essential Services

Even in healthcare—where the primary focus should be care and support—Quinn faces significant obstacles. Routine medical appointments can quickly become frustrating when exam tables are too high or when equipment isn’t designed to accommodate her mobility needs.

Quinn’s experience is not unique. Many people with disabilities encounter similar challenges in healthcare settings. These systemic barriers make it difficult to access proper care, often resulting in worse health outcomes for individuals with disabilities (Iezzoni et al., 2021).

Universal Design: Creating Spaces for All Abilities

Quinn’s obstacles are not predetermined (fixed or set in advance). They stem from environments that fail to account for diverse needs. Universal design offers a proactive solution by creating spaces that work for everyone.

Features like ramps and wide doorways benefit more than just wheelchair users—they also help parents with strollers, delivery workers with carts, and individuals with temporary injuries. By making spaces accessible to all, these inclusive design elements improve both usability and convenience for a wide range of people (Steinfeld & Maisel, 2012; Williamson, 2019).

However, physical design alone isn’t enough. True inclusion requires a broader approach. The need for accessible environments extends beyond buildings and into workplaces. A 2021 review of employment structures emphasized that many companies still fail to provide the social and technical support systems necessary for employees with disabilities to succeed (Yoder et al., 2010). For lasting change, inclusive design must be woven into every aspect of life, from physical spaces to workplace culture.

To drive lasting change, inclusive design must be integrated into every facet of society, from physical infrastructure to workplace culture and beyond.

Conclusion: Rethinking Accessibility for Greater Equity

Quinn’s experiences are not isolated; they reflect the broader reality faced by millions of individuals with disabilities who navigate environments that often fail to meet their needs. These challenges—whether physical, social, or digital—stem from systems that overlook the diversity of people’s needs.

True accessibility goes beyond simply meeting legal requirements. It is about designing spaces, technologies, and fostering attitudes that prioritize inclusion from the outset. This requires addressing societal assumptions and biases that limit opportunities for people with disabilities.

Breaking down these barriers calls for innovation, policy reform, and increased awareness of the need for inclusion. Can meaningful progress be made if accessibility continues to be an afterthought? Achieving genuine inclusion requires making accessibility a core principle in the design of communities and environments. The responsibility for creating this shift is shared by all.

References

• Fleischer, D. Z., & Zames, F. (2005). Disability rights: The overlooked civil rights issue. Disability Studies Quarterly, 25(4). https://www.dsq-sds.org/index.php/dsq/article/view/629/806
• Shapiro, J. P. (1994). No pity: People with disabilities forging a new civil rights movement. Times Books.
• Steinfeld, E., & Maisel, J. (2012). Universal design: Creating inclusive environments. Wiley.
• U.S. Department of Justice. (2022). Guidance on web accessibility and the ADA. https://www.ada.gov/resources/web-guidance/
• WebAIM. (2021). The WebAIM Million: An annual accessibility analysis of the top 1,000,000 home pages. https://webaim.org/projects/million/
• Williamson, B. (2019). Accessible America: A history of disability and design. Bloomsbury Publishing.
• Yoder, D. N., Braddock, E. J., & Cavenagh, J. P. (2010). Disability in America. Polity Press.

Conversations about inclusion, especially in the workplace during events like National Disability Employment Awareness Month (NDEAM), offer important foundations for meaningful change. However, to create a lasting impact, these discussions must extend beyond the limited time frames of NDEAM. True progress requires integrating inclusion into everyday practices.

It’s not simply about recognizing diversity during key events—it is about creating environments that support everyone, every day. When inclusion is fully integrated into the workplace, it fosters a sense of belonging that goes beyond symbolic gestures. It leads to meaningful and lasting change for all employees, creating a culture that values and respects each individual’s contribution.

Rethinking Accommodations with Universal Design

In many workplaces, accommodations for employees with disabilities are still treated as “special provisions.” This perspective can unintentionally suggest a separation between employees with disabilities and their peers. A more inclusive approach involves adopting Universal Design, which focuses on creating environments which are accessible to everyone from the start, eliminating the need for individual adaptations. This shift promotes inclusive principles and a sense of belonging for all employees.

Examples of Universal Design in action include:

• Adjustable workstations: These allow employees to modify desks for different needs, whether seated, standing, or using mobility aids.
• Accessible technology: Software with built-in accessibility features like screen readers or voice recognition ensures everyone can engage with workplace tools (Guffey et al., 2021).
• Clear signage and navigation: Workplaces with easy-to-read signage and accessible pathways enable independent navigation for all employees.

As Wiley’s Walk highlights, inclusion goes beyond meeting legal requirements. It’s about fostering environments where people feel genuinely respected and empowered in their roles (Wiley’s Walk, 2024).

Technology’s Role in Driving Workplace Accessibility

Technology can play a transformative role in enhancing accessibility. However, it must be thoughtfully integrated in workplace settings to ensure that it benefits all employees. For instance, assistive tools like screen readers are invaluable to employees with visual impairments but are only effective if the company’s digital platforms are compatible. According to the World Health Organization (2022), the under use of assistive technology, often due to cost or poor integration, highlights the need for more accessible and intuitive tools.

By prioritizing Universal Design in technology, companies can ensure that all employees, regardless of their abilities, can engage fully with workplace systems (Jaeger, 2011).

Addressing Intersectional Challenges

Disability often intersects with other aspects of identity, such as race and gender, leading to compounded challenges. Research indicates that individuals with disabilities from marginalized racial groups, such as Black and Latinx communities, experience higher unemployment rates (National Disability Institute, 2023). To address these barriers, businesses should develop policies that acknowledge and accommodate these diverse experiences.

One effective strategy is to create mentorship programs tailored to underrepresented groups. By connecting employees from diverse backgrounds with mentors who understand their challenges, businesses can foster a culture of belonging that goes beyond accommodations.

Leadership and Long-Term Cultural Change

Sustainable inclusion, meaning inclusion that is long-lasting and meaningful, starts with strong leadership. When leadership teams reflect the diversity of the workforce, it shows that inclusion is a key value for the organization. Research by Schur et al. (2009) (Schur et al., 2009; Munsell et al., 2024) found that having diverse leadership not only improves representation but also enhances overall performance and encourages innovation.

Creating a truly inclusive environment requires more than just hiring diverse leaders—it involves fostering a culture of continuous learning, accountability, and action. When leaders prioritize inclusion in recruitment, mentorship, and professional development, they build workplaces where all employees feel valued and supported.

Sustaining Inclusion Year-Round

As businesses reflect on the impact of NDEAM, it is essential to ensure that inclusion remains a year-round priority. This can be achieved through regular training, establishing employee resource groups, and creating accessible physical and digital work spaces.

As Wiley’s Walk emphasizes, inclusion must be seen as an ongoing journey, not just a one-month initiative. By embedding inclusive practices into everyday operations, businesses can create environments where all employees feel respected, valued, and empowered (Wiley’s Walk, 2024).

In the end, true inclusion is about more than legal compliance or hitting diversity quotas. It’s about building workplaces where everyone has the tools, respect, and support they need to succeed. With strong leadership, intentional design, and the right technology, companies can create a culture where diversity is not just celebrated during certain months but embraced every day.

References

• Cavanagh, J., Bartram, T., Meacham, H., Bigby, C., Oakman, J., & Fossey, E. (2021). Supporting workers with disabilities: A scoping review of the role of human resource management in contemporary organisations. Asia Pacific Journal of Human Resources, 55(1), 6–
• Guffey, M. E., Loewy, D., & Almonte, R. (2021). Business communication: Process and product (10th ed.). Cengage Learning.
• Jaeger, P. T. (2011). Disability and the Internet: Confronting a digital divide. Lynne Rienner Publishers.
• Munsell, E. G. S., Kudla, A., Su, H., Wong, J., Crown, D., Capraro, P., Trierweiler, R., Park, M., & Heinemann, A. W. (2024). Employers’ perceptions of challenges and strategies in hiring, retaining, and promoting employees with physical disabilities. Rehabilitation Counseling Bulletin, 67(3), 177–189. https://doi.org/10.1177/00343552221130304
• National Disability Institute. (2023). Intersectionality of race and disability: Economic disparities in employment. Retrieved from https://www.nationaldisabilityinstitute.org
• Schur, L., Kruse, D., & Blasi, J. (2009). Is disability disabling in all workplaces? Workplace disparities and corporate culture. Industrial Relations: A Journal of Economy and Society, 48(3), 381-410. https://doi.org/10.1111/j.1468-232X.2009.00565.x
• World Health Organization. (2022). Global report on assistive technology. Retrieved from https://www.who.int
• Wiley’s Walk. (2024). From access to belonging. Retrieved from https://wileyswalk.com

National Disability Employment Awareness Month (NDEAM) is more than just a date on the calendar; it is an opportunity to rethink how workplaces can truly welcome and support everyone.

Every October, NDEAM encourages organizations, employees, and communities to reflect on the barriers that people with disabilities face in the workforce. The goal isn’t just to raise awareness; it is to inspire meaningful actions that create lasting change, helping to ensure that everyone feels included and valued.

The Origins and Purpose of NDEAM

NDEAM, established by the U.S. Congress in 1988, shines a light on the employment needs and contributions of people with disabilities. However, its roots date back to 1945, when “National Employ the Physically Handicapped Week” was introduced to help World War II veterans who returned home with disabilities find meaningful work. Over the decades, this recognition evolved to reflect the broad range of challenges and contributions of all people with disabilities, culminating in a month-long observance that focuses on sustainable advocacy (U.S. Department of Labor, 2022).

NDEAM has a clear purpose: to raise awareness about the skills and value people with disabilities bring to the workforce, to dispel misconceptions, and to encourage more inclusive hiring practices. At its core, it is about ensuring that people with disabilities have equal access to meaningful work that fosters independence and a sense of belonging.

Why Employment Matters for People with Disabilities

Work is about more than earning a paycheck—it’s about purpose and autonomy. For individuals with disabilities, employment offers a sense of belonging and autonomy. Autonomy, or the ability to make one’s own choices and live independently, is deeply tied to the ability to work. For people with disabilities, securing meaningful employment provides an important avenue to express that independence.

Barriers such as outdated policies, unconscious biases, and a lack of accessibility can continue to impact employment opportunities for people with disabilities (Schur et al., 2021). These challenges, whether related to insufficient accommodations, inaccessible environments, or prevailing stereotypes, may limit individuals’ ability to fully engage and succeed in their professional roles. Reducing these barriers is an important step toward fostering more inclusive work environments.

When people with disabilities have the same access to job opportunities, it benefits everyone. Not only do people with disabilities experience increased fulfillment and autonomy, but workplaces also become more innovative. Diverse teams bring unique perspectives and solutions that drive creativity and progress.

The Role of NDEAM in Driving Change

Each year, NDEAM encourages organizations to take a closer look at how inclusive their work environments really are. Many use this time to reflect on their practices and explore ways to enhance accessibility—whether through flexible work arrangements, the adoption of assistive technologies, or improvements to the physical work spaces. The goal is to remove unnecessary barriers (Bruyère et al., 2020).

Some companies go further, using NDEAM as a launching pad for new diversity initiatives. Programs like Microsoft’s hiring efforts for neurodivergent employees illustrate that inclusion goes beyond legal requirements. It is about creating environments where everyone is empowered to contribute their best work.

The Pros and Cons of NDEAM

Having a dedicated month like NDEAM offers various benefits. It helps increase awareness, encourages meaningful discussions, and prompts businesses to review their hiring practices. For some organizations, NDEAM acts as a catalyst for change, initiating reflection and inspiring new initiatives that may not have been previously prioritized. It also provides an opportunity to share success stories, potentially motivating others to adopt similar practices.

However, NDEAM has its challenges. One of the risks is performative activism, where companies make visible but superficial gestures—such as posting on social media or hosting one-off events—without making lasting changes. Sometimes, disability awareness can be framed as a branding opportunity rather than a genuine commitment to inclusion.

There is also the potential downside of relying too heavily on NDEAM as a once-a-year effort. If inclusion efforts fade after October, the impact is limited. Real progress happens when inclusion is prioritized year-round.

Moving Beyond One-Time Awareness

The challenge with awareness months like NDEAM is making sure they lead to long-term change. Social media posts and single events might help raise visibility, but they don’t necessarily lead to a culture of inclusion. Progress requires a sustained commitment to embedding inclusive practices into the daily operations of a company. Ensuring that inclusion is woven into the organizational culture—not just as a box to tick during October—is key.

The Path to Continuous Inclusion

For inclusion to become a lasting reality, companies need to focus on strategies like Universal Design—creating workplaces that are accessible from the ground up, so that constant accommodations aren’t needed. When accessibility is built in from the start, everyone benefits (Story et al., 2020).

Ongoing education is also critical. Providing regular training for employees and managers helps foster a culture where inclusion is not only valued but practiced daily. Teaching staff about disability rights, the importance of accommodations, and how to cultivate an inclusive environment ensures that every employee feels supported.

Policy and Advocacy

While NDEAM raises awareness, policy changes are equally important in addressing broader systemic issues. Stronger disability employment laws at the state and national levels can help promote inclusive practices and protect the rights of workers with disabilities. Advocacy for these changes ensures that inclusion becomes a priority (U.S. Department of Labor, 2022).

Conclusion: From Awareness to Action

NDEAM serves as a reminder of the importance of inclusion, but the real work extends beyond the month of October. Creating truly inclusive workplaces requires ongoing effort—from incorporating Universal Design to providing education and advocating for stronger policies. While NDEAM sparks reflection and action, how can organizations ensure inclusion becomes part of their daily operations, rather than just a seasonal focus?

Ensuring Inclusion Becomes a part of daily workforce culture

1. Create an Inclusion Task Force – Designating a team that includes people with disabilities to regularly review policies and practices ensures that inclusion remains at the forefront all year long.
2. Implement Universal Design – Designing workplaces, both physical and digital, that are accessible from the start makes inclusion seamless. This removes the need for constant accommodations and ensures that the workplace supports all employees (Story et al., 2020).
3. Continuous Training and Education – Offering ongoing training sessions about disability rights, accommodations, and inclusive practices builds a culture of understanding and acceptance.
4. Gather Feedback – Seeking feedback from employees with disabilities helps organizations better understand their experiences and continuously improve inclusion efforts.

Final Thoughts

NDEAM is a valuable time to reflect on the importance of disability inclusion, but its real impact comes from the actions that follow. By incorporating inclusive practices like Universal Design, ongoing training, and continuous feedback into daily operations, organizations can make inclusion a priority year-round. Building spaces where everyone feels supported and respected isn’t just about checking a box during October—it’s about creating a workplace where every voice matters, every day.

References

• Bruyère, S. M., von Schrader, S., Coduti, W. A., & Bjelland, M. J. (2020). Disability and employer practices: Research across the disciplines. Rehabilitation Research, Policy, and Education, 34(1), 11-26.
• Burke, J., Bezyak, J., Fraser, R. T., Pete, J., Ditchman, N., & Chan, F. (2021). Employers’ attitudes towards hiring and retaining people with disabilities: A review of the literature. The Australian Journal of Rehabilitation Counseling, 27(2), 60-76.
• Erickson, W., von Schrader, S., & Bruyère, S. (2022). Disability disclosure and workplace accommodations among people with disabilities. Disability and Health Journal, 15(1), 100889.
• Kraus, L., Lauer, E., Coleman, R., & Houtenville, A. (2018). 2018 Disability statistics annual report. University of New Hampshire Institute on Disability.
• Schur, L., Nishii, L. H., Adya, M., Kruse, D., Bruyère, S. M., & Blanck, P. (2021). Accommodating employees with and without disabilities. Human Resource Management, 60(3), 315-328.
• Story, M. F., Mueller, J. L., & Mace, R. L. (2020). Universal design: Creating inclusive environments. John Wiley & Sons.
• U.S. Department of Labor. (2022). National Disability Employment Awareness Month. Retrieved from https://www.dol.gov