In Honor of Alice Wong

Last week, Alice Wong, a leading advocate for disability rights and inclusion, died. As the founder of the Disability Visibility Project, she reshaped national conversations about access and equity, leaving a lasting impact on how many—including myself—understand disability and justice. Although I never met her, her work made a personal impact on me and on many others who learned from her determination and example.

Her national work began in 2013 when she was appointed to the National Council on Disability. From that point forward she became a consistent presence in conversations about public policy. She emphasized that access is a fundamental requirement for participation and that people with disabilities deserve to be included from the start, not added later.

Alice used writing, organizing, and community building to create space for people with disabilities to share their own experiences. The Disability Visibility Project became a central part of that effort. Through this work she encouraged public officials to address disability policy directly and she reminded the broader public that everyday choices, including the design of common items, can either expand or restrict independence. She also advocated for equitable vaccine access during the early stages of COVID, drawing attention to the needs of people at highest risk.

In 2024 she received a MacArthur Fellowship in recognition of her contributions. The acknowledgment reflected the reach of her work and the depth of her commitment to advancing disability rights.

Alice grew up in Indianapolis as the daughter of parents who had immigrated from Hong Kong. She lived with a form of muscular atrophy that gradually limited her mobility and strength. She often spoke about how early experiences with discrimination shaped her understanding of justice and informed her future advocacy.

She studied sociology, completed graduate work at UC San Francisco, and spent part of her career supporting individuals who wanted to live independently. Her writing later explained how policy decisions affect people with disabilities. She addressed the realities of Medicaid, long term care, and the constant effort required to secure reliable support. Her work helped many people understand how the structure of public programs shapes daily life.

When the political environment changed in 2024 she expressed concern about potential threats to public health programs. She understood that these systems play a central role in allowing people with disabilities to remain in their homes, maintain autonomy, and participate fully in their communities.

Alice Wong will be remembered as an advocate, a writer, and a leader who helped this country see disability more clearly. She honored the experiences of people with disabilities by insisting that they be included, respected, and heard. Her work leaves a strong foundation for those who will continue the effort to build environments where access is standard, inclusion is intentional, and every person has the opportunity to participate fully.

May her memory continue to inform that work.

Still—We Knock

Some moments are personal. Others belong to something larger—a shared struggle, a long effort carried quietly by many. This poem honors those whose work often goes unseen, yet whose presence shapes what continues. It is not about a single event or voice, but about those who remain, who persevere, who keep pushing against doors that resist opening.

Still—We Knock

By Kerry Ann Wiley

Black fabric—
not for mourning,
but to be seen.
Worn when
the moment
demands witness.
Still—we knock.

A name was spoken,
yet the moment
stretched beyond it.
As the words quieted,
the room shifted—
not toward applause,
but toward recognition
that more had entered
than one voice alone.

It was history carried,
effort layered,
work done quietly
over time.
Still—we knock.

Some lead
by stepping back.
Some shape
what endures.
Change builds
in places
rarely visible.

One open door
is never enough.
Behind each threshold
waits another—
sometimes locked,
sometimes guarded
by silence or custom.
Still—we knock.

The path is made
not by those
who walk first,
but by those
who keep walking,
even when
the way ahead
is uncertain.

Footsteps sharpen,
shoulders rise,
a pulse gathers
from everything
once held back.
Still—we knock.

Forward becomes fire—
not blazing,
but steady,
certain,
undaunted—
a truth refusing
to recede.

Something long-muted
flares awake—
hard, bright.

What rises now
won’t vanish.
It holds its ground,
quiet and unshakeable,
the kind of truth
that alters
what follows.
Still—we knock.

“Still we knock” is more than a line; it captures the persistence of generations who refused to step aside. It echoes the resolve of those who kept moving forward without applause, trusting that their effort, whether witnessed or not, propelled the cause beyond the limits of any single moment.

It speaks to labor that is routinely overlooked: the work that happens offstage, outside the spotlight, behind the moments history later declares decisive. This is the force that shifts what once seemed fixed.

There is no final knock that concludes the struggle, only the steady rise of voices pushing back against silence and resistance. The poem gives shape to a presence that refuses to disappear.

The door stands heavy with the imprint of what it once denied. Yet, still—we knock, because the work remains unfinished. Even as progress takes form, what remains undone reminds us of the distance still ahead.

The poem ends, but the motion continues: a quiet insistence, a shared resolve, a history not merely remembered but continuously shaped. It leaves the moment open, urging us to stay present with its call. In the spaces where names go unspoken and effort goes unseen, a force moves forward—quiet, steady, and still demanding to be heard.

Walking the Path of Advocacy: The Power of “We”

I sat at a table in a dressy black dress, the kind you wear when the evening calls for something more formal. We had just finished a meal, and the room had settled into that familiar quiet that follows shared conversation. Then the microphone was tapped, a small signal that the program was shifting, and the introduction to the award began.

I listened as my name was read, followed by a biography, a list of projects, and the work that had shaped my path. Then came the words “Advocate of the Year.” Hearing it was a shock—almost surreal—because the room was filled with people I admire: mentors, advocates, and colleagues whose example has guided me.

Seated at my table were the faces of those who have stood by me from the start—family, friends, and coworkers who have guided, supported, and mentored me throughout. And in that moment, I also felt the presence of those no longer here—those who paved the way, offered their encouragement, and shaped the values that continue to carry me forward.

The recognition was—and remains—a personal honor, but the significance extended far beyond me. It was a reflection of their contributions, support, and shared commitment. The recognition acknowledged that the work, the time, and the steady effort to help had been seen. I was deeply grateful for the moment and humbled by what it represented. It affirmed why the work matters—and why it must continue.

It is one thing to do the work because it feels necessary. It is another to realize that others have noticed not only the outcomes, but the steady focus the work required. They saw the hope behind that effort, the belief that it could lead to positive change, and the willingness to speak up when silence might have been easier. That acknowledgment carried weight. It reminded me that advocacy is not something done alone. It is shaped by every conversation, every challenge, and every person who shows up beside you.

The word advocacy may seem straightforward at first, but its depth becomes clearer when you consider what it truly involves: the ongoing effort, responsibility, and collaboration required to bring about meaningful change. At its core, advocacy is the act of seeing a gap or a harm or a need and refusing to look away.

It means stepping forward when something is not right and taking action that leads to meaningful, practical change. It grows out of intention and steady effort, not the hope of standing out. I am grateful for the honor I received, yet the work itself has always mattered most.

Self advocacy works alongside it, grounded in recognizing needs, asserting rights, and protecting wellbeing. Both matter. The advocacy that makes a difference shows up in our treatment of others, in the trust we form, and in how we respond when challenges deepen.

Effective advocates do not lead with ego. They lead with humility, aware that lasting change is built through collective effort. They listen before they speak. They learn from the people most affected. They speak up when something is wrong. They acknowledge when a problem exists and move to change it. And they also help contribute to whatever solution begins to take shape. Their focus stays on the benefit to others, not the credit they might receive.

There are traits that weaken advocacy as well. Some voices dominate rather than lift. Some chase visibility rather than progress. Some point to problems loudly yet avoid the slow, necessary work of repair. Advocacy shaped this way can do harm even when the words sound right.

This work has never been about personal recognition. From the beginning, it has been guided by a commitment to creating more inclusive schools, workplaces, and communities. My voice is just one among many, and as I accepted the award that carried my name, I was keenly aware of the countless others whose voices and efforts were present in that moment. They have shaped my thinking, supported my development, and helped make the path forward more accessible.

This work has never been mine alone. It has always been about those who come next—many of whom I will never know. My intention, both then and now, is that these efforts contribute to removing some of the barriers faced by people with disabilities and support the ongoing work of creating environments where disability neither limits potential nor determines outcomes. The goal has always been to contribute to meaningful progress—with purpose, with integrity, and with optimism.

My understanding of advocacy has always been grounded in a commitment to broader inclusion. Challenges rarely arise in isolation. If I encounter a barrier, others like Joe, Stephanie, and many more are likely confronting it as well. That is the essence of the collective “we,” the understanding that individual challenges often reflect shared experiences and call for responses that consider many, not just one. The goal is not to resolve an issue for a single person, but to change the conditions so that many can benefit.

The collective “we” calls us to look beyond the immediate and consider the ripple effects of our actions. Who else is living this? Whose experience mirrors mine? These questions invite us to expand our view and recognize the shared nature of struggle, hope and change. Reshaping the environment means creating conditions where more people feel a true sense of belonging and possibility. It means ensuring they are included, supported and understood, with the space to participate fully and to be recognized for their strengths.

Receiving the award was meaningful, yet it was not a finish line. It served as a reminder that advocacy is a practice—daily, deliberate, and grounded in the belief that change is possible. Titles do not define the work. Our choices do. The quiet moments when we name what is wrong and push for what is right are the moments that build the path ahead.

Advocacy begins with recognizing when something is not right, understanding how it affects others, and helping move solutions into place that extend beyond individual circumstances. The work ahead asks for continued dedication to the collective “we,” widening the path so that schools, workplaces, and communities become places where inclusion is not conditional or selective, but the standard that guides how people are welcomed and supported.

It is the ongoing effort to create a future where the expectation is inclusion, where opportunities are shaped by belonging rather than separation, where possibility replaces limitation, and where multiple ways forward are welcomed as part of how true inclusion takes shape.

My thanks to the nominators, the selection committee, and all who have supported and informed my work along the way. This recognition reflects the collective effort at the heart of advocacy, and it strengthens my commitment to continue working toward broader inclusion in our schools, workplaces, and communities. Advocacy is never the work of one alone—it is the strength of many, moving forward with purpose toward positive change.

—Kerry Wiley

Making Participation the Rule

Inclusion begins with design. It grows from choices that shape systems, define spaces, and determine whose experiences are valued. Advocacy is the practice of noticing where exclusion exists and taking deliberate action to replace it with equity and access.

Equity means structuring environments so that everyone has the support and opportunity needed to participate fully. Access means removing physical, social, and procedural barriers so that participation is not conditional or selective, but available to all. True inclusion is where participation is assumed, not granted.

Wiley’s Walk began as a way to question how belonging is defined in systems that decide, often unintentionally, who gets to participate. It also grew from an effort to understand belonging in places where participation too often depends on invitation rather than expectation. Over time, it became a way to examine how decisions in policy, education, and design shape inclusion and how systems can evolve to welcome broader participation by intention rather than exception.

An early reflection once suggested, “If there’s a mountain in your path, climb it, go around it, or go through it — there’s always a way.” That belief has since evolved. The question is no longer how to move past barriers through effort alone, but why those barriers exist in the first place.

True inclusion depends on shared responsibility between individuals and systems, where design and intention work together to make participation real. Possibility is born from design that considers everyone from the beginning. When accessibility and belonging are integral, participation is no longer an exception to the rule but the rule itself. Possibility depends less on individual resilience and more on how systems are built. When accessibility and belonging exist within the structure, participation becomes the standard measure of good design.

Advocacy develops through relationships built on active listening, genuine collaboration, and shared responsibility—a collective commitment in which all participants contribute to and are accountable for a common goal. This approach acknowledges that no single voice or effort is sufficient on its own, reinforcing the need for coordinated and reciprocal engagement. Its strength lies not in volume or visibility, but in the inclusive process of ensuring that a broader range of voices meaningfully contribute to commonly held spaces.

Change emerges through small, consistent actions. It can begin with a conversation that challenges assumptions about autonomy in classroom support, such as when a student with a disability outlines the specific strategies that support their learning, shifting the focus from compliance to collaboration. Another conversation might unfold in a design review, where someone questions why emergency procedures do not account for the needs of people with mobility impairments.

Design also plays a role in easing barriers—for example, when a theater introduces captioning and audio description as standard features rather than special requests, or when public parks incorporate quiet zones and sensory-friendly pathways that create more inclusive outdoor experiences.

Policy extends this work, redefining practice in meaningful ways. When school districts adopt inclusive curriculum guidelines shaped by people with disabilities, or when public libraries revise their programming frameworks to prioritize accessibility from planning through delivery, inclusion becomes not just encouraged but expected.

Policy matters most when it translates values into structure—when words on paper change how decisions are made, who is at the table, and whose needs are built into the outcome. Each of these actions moves inclusion from principle to practice, turning commitment into culture.

Advocacy is not a conclusion but an evolving practice that develops over time. Each step opens new dimensions of belonging, showing that inclusion must be cultivated continuously. This work calls for collective participation in creating communities where equity is the norm, not the exception.

The movement toward inclusion is fluid, shaped by awareness and intentional action. Real progress depends on what people choose to see and what they are willing to change. The question is no longer whether inclusion can happen, but how soon it will become a natural expression of a culture that no longer needs the word inclusion at all.

Oversight and the Future of IDEA Implementation

The federal government’s decision to dismiss nearly all staff responsible for administering the Individuals with Disabilities Education Act (IDEA) is more than an internal adjustment; it represents a significant change in how educational equity is upheld.

For nearly fifty years, IDEA has ensured that children with disabilities receive a Free and Appropriate Public Education, a right founded on principles of fairness and civic responsibility. In this context, civic responsibility refers to the commitment to respect the rights of all students and to ensure that education serves everyone with fairness and integrity.

It reflects the view that inclusion is more than a policy goal; it is a commitment to equity and fairness. Eliminating the roles responsible for enforcing standards risks undermining the system that upholds inclusion and turning that principle into uncertainty.

Oversight and Equity

The Office of Special Education Programs (OSEP) manages about $15 billion each year to support special education teachers, aides, therapists, and assistive technologies (U.S. Department of Education, 2024). Its staff ensure that states meet IDEA’s requirements, that funds are spent appropriately, and that intervention occurs when schools fall short. This oversight provides the structure that keeps educational equity functioning.

Under federal law, OSEP has a clear legal responsibility to administer IDEA and verify that states meet its requirements. This includes approving state plans, monitoring program performance, and taking action when violations occur. Two central tools define this work: technical assistance and corrective actions.

Technical assistance provides training, guidance, and capacity-building support to help states and school districts comply with the law through activities such as professional development, policy clarification, and on-site consultation. Corrective actions, by contrast, are required when states or districts fail to comply.

These measures can include mandatory improvement plans, timelines for correction, targeted oversight, or, in severe cases, withholding federal funds until compliance is restored. Together, these tools form the backbone of federal accountability, ensuring that every state upholds the right of students with disabilities to a fair education.

Equity means that every student, regardless of ability or circumstance, has access to the instruction and tools needed to learn. It does not mean identical treatment but fairness in opportunity and support. Oversight ensures that fairness is consistent and measurable.

It allows schools with limited resources to meet the same standards as those with more. When that structure is weakened, accountability falters, and the purpose of IDEA, equal access to education, becomes more difficult to realize.

Understanding Free and Appropriate Education

At the core of IDEA is the promise of Free and Appropriate Public Education (FAPE), a principle established through landmark court decisions such as Board of Education of the Hendrick Hudson Central School District v. Rowley (1982) and later refined in Endrew F. v. Douglas County School District (2017).

“Free” ensures that families are not burdened with the cost of essential services. “Appropriate” ensures that education is designed for each student through an Individualized Education Program (IEP) that defines goals and identifies the support needed to reach them.

In Endrew F., the Supreme Court clarified what “appropriate” means under IDEA. The case involved a student with autism whose parents withdrew him from public school after years of minimal academic progress and placed him in a specialized private school.

The parents argued that the public school’s IEP did not provide an education that met IDEA’s standards. The Court unanimously ruled that a student’s educational program must be reasonably calculated to enable progress appropriate in light of the child’s circumstances.

The decision rejected the notion that schools only need to offer a minimal or “de minimis” educational benefit. Instead, it required that IEPs be tailored to each student, focused on outcomes, and designed to support the student’s potential for growth.

As a result, schools could no longer meet IDEA requirements by showing only minimal progress. They now had to show that each student’s plan supported real progress in academic, behavioral, or functional areas, based on that student’s unique abilities and needs. These can include communication skills, social skills, and self-care tasks, such as dressing, eating, or managing personal hygiene.

The Court’s ruling raised the standard from simply providing access to ensuring meaningful educational opportunity, emphasizing that IDEA aims to deliver genuine educational benefits, not just follow procedures. The Endrew F. ruling had far-reaching implications.

It elevated expectations for educational planning, required clearer documentation of progress, and strengthened parents’ ability to hold schools accountable for meeting IDEA’s intent. It affirmed that FAPE is not static or symbolic but an evolving standard tied to each student’s development and potential.

FAPE does not guarantee an ideal education. It requires that schools provide instruction and services that help students make steady, measurable progress toward their goals. Weakening IDEA’s enforcement narrows that expectation. Without oversight, “appropriate” may come to reflect what schools can provide rather than what students need to learn, communicate, and participate fully in their education.

Access and Inclusion

Roughly fifteen percent of public school students rely on IDEA-funded services (U.S. Department of Education, 2024). These are students whose education depends on trained staff, adaptive technology, and reliable support. OSEP’s oversight ensures those resources reach classrooms where they are needed most.

When oversight fades, the effects are gradual but consequential. Students may retain rights under the law, yet access to effective education can erode in practice. Delayed evaluations, staff shortages, and inconsistent enforcement weaken the systems meant to protect inclusion. Over time, access may begin to depend more on location and circumstance than on the guarantees of law.

Policy and Public Obligation

The decision to scale back IDEA oversight is part of a broader conversation about how the federal government and states share responsibility for education. While any structural change requires congressional approval (20 U.S.C. § 3441, 2004), the discussion points to a larger issue: how to preserve consistency in supporting students when the mechanisms of oversight begin to change.

The impact of weakened oversight will appear unevenly, first in classrooms where guidance is limited, then in families left to advocate on their own, and in states navigating complex compliance issues without consistent federal support. Over time, gaps in access may widen, and inclusion could shift from an expectation to a variable practice.

Maintaining Standards in Special Education Oversight

The strength of public education depends not only on funding but on follow-through. Reducing IDEA oversight is not just an administrative change; it tests whether inclusion continues to be treated as a shared responsibility.

Effectively putting IDEA into practice shows that fairness and access in schools require deliberate and consistent efforts. These values can’t be taken for granted; they show a strong belief that fairness in education should apply to everyone, everywhere. This commitment must be evident in every educational setting, whether in expansive urban districts or in the smallest rural communities.

Every policy must do the same, whether it is a local guideline or a state mandate. In every situation, including economic challenges, staffing shortages, or diverse community needs, this commitment must remain visible and unwavering.

The question that remains is whether inclusion will continue to guide public education or fade under shifting priorities and fragmented accountability. Oversight may appear procedural, but it is what turns intention into action and law into lived experience. Its absence allows gradual decline, first in standards, then in expectations, and eventually in belief.

The call is not only to preserve oversight but to renew attention to what it represents: a continuing commitment to ensure that every student, regardless of ability, is seen, supported, and counted in the promise of public education.

References

  • Board of Education of the Hendrick Hudson Central School District v. Rowley, 458 U.S. 176 (1982).
  • Endrew F. v. Douglas County School District, 580 U.S. 386 (2017).
  • Individuals with Disabilities Education Act, 20 U.S.C. § 1400 et seq. (2004).
  • Code of Federal Regulations, Title 34, §§ 300.600–300.604 (2011).
  • Department of Education Organization Act, 20 U.S.C. § 3401 et seq. (1979).
  • U.S. Department of Education. (2024). 45th Annual Report to Congress on the Implementation of the Individuals with Disabilities Education Act, 2023 (covering data through 2022). Washington, DC: Author.

Finding a Way: Reflections on Advocacy

Some moments don’t just change how you see your work; they change why it matters.

Friday, October 17, 2025, was one of those moments. What began as a routine virtual meeting turned into something far more meaningful: a moment of recognition that was both humbling and motivating. It offered a powerful reminder that advancing inclusion, participation, and equity for people with disabilities is never the work of a single voice. It is collective work, built, sustained, and moved forward by many.

Inclusion means more than simply allowing people into a space; it requires intentionally creating environments where everyone feels genuinely welcomed, respected, and valued. Participation is not just about being present—it involves having meaningful opportunities to learn, work, and engage in the community, with the ability to contribute on equal footing.

Equity means recognizing that some individuals encounter different challenges in accessing opportunities, and it calls for addressing the conditions that limit full participation. The goal isn’t just to open doors, but to remove the barriers that prevent people from advancing and fully engaging.

From Purpose to Practice

Advocacy has always been both a calling and a necessity, shaped by the need to bring about meaningful change. A lesson learned early on proved simple yet enduring: find a way.

This means working within circumstances when possible, navigating around obstacles when necessary, climbing over them when required, or even creating entirely new paths when none exist.

Regardless of the method, the goal has remained the same. Each challenge was approached as an opportunity to solve a problem and to leave things better than they were found. Over time, this mindset evolved into the very foundation of advocacy. It is defined not by waiting for opportunity to arise, but by creating it through steady, purposeful, and deliberate action.

This approach fosters change through collaboration rather than conflict. It often begins subtly, through the discovery of new perspectives, gradual adjustments in practice, or decisions that evolve over time. Relational advocacy relies on understanding, a shared sense of purpose, and a sincere commitment to inclusion. It encourages individuals to recognize both the need for change and their own role in making it happen.

Relational Advocacy

Advocacy takes many forms, each shaped by different approaches and contexts. One of these is relational advocacy, which is based on understanding and the ability to influence through ongoing personal connection. Instead of using force, it moves ideas forward through collaboration and shared effort. This kind of advocacy can arise in thoughtful conversations, in working toward a common goal, or in quiet moments of listening that spark meaningful progress.

This approach fosters change through collaboration rather than conflict. It often begins subtly, through the discovery of new perspectives, gradual adjustments in practice, or decisions that evolve over time. Relational advocacy relies on understanding, a shared sense of purpose, and a sincere commitment to inclusion. It encourages individuals to recognize both the need for change and their own role in making it happen.

Systemic Advocacy

Another form of advocacy is systemic advocacy, which focuses on policy, structure, and institutional practice. It works directly with the systems that create or sustain barriers and calls on those systems to change and evolve.

Systemic advocacy may involve developing policy recommendations, presenting public testimony, or ensuring that meaningful changes are carried out. Where relational advocacy fosters understanding, systemic advocacy translates that understanding into action. It ensures that good intentions become tangible outcomes. This form of advocacy requires persistence, discipline, and clarity of purpose, especially when progress is slow or the path becomes complex.

Balancing the Two

The most effective advocacy brings both approaches together. Relational advocacy fosters collaboration and shared understanding. Systemic advocacy translates that collaboration into meaningful change. Each strengthens the other. Connection without structure can lose direction, leading to good ideas without the framework to carry them forward. Structure without connection can lose its meaning, becoming more about process than people and overlooking the purpose that gives change its true impact.

Lasting change depends on both. Listening lays the foundation, and action carries the work forward. When the work is grounded in purpose, progress takes shape through effort, informed decisions, and a clear understanding of why the change matters.

Always Finding a Way

That moment of recognition was not an endpoint—it was a reminder. Advocacy is not measured by accolades or titles. It is defined by steady resolve and the belief that even uncertain paths can be navigated.

Finding a way requires determination, not perfection. It means working with what is available, adapting when needed, and continuing even when the outcome is not guaranteed. It is grounded in consistency, reinforced by resolve, and strengthened by purpose. Every step, whether bold or quiet, helps shape a future marked by genuine inclusion, equitable access, and meaningful opportunities for participation.

Advocacy is both collective and humbling. It is a shared effort, sustained by the voices of the present and the promise of those still to come. It honors those who came before and clears a broader path for those yet to follow.

The role of an advocate is to advance inclusion, participation, and equity so that these values become everyday expectations rather than distant goals. The aim is not only to push for change, but to help shape a future where advocacy itself is no longer necessary. That future has not yet arrived. Still, two questions remain: What will it take to reach it? And how long will it be before we do?

When Oversight Fades: What the OSEP Layoffs Mean for Students with Disabilities

The news came quietly but carries far-reaching consequences. Late last week, nearly all senior staff members of the Office of Special Education Programs (OSEP) within the U.S. Department of Education were notified that their positions were being eliminated. Only two remain in their roles. In total, 460 employees across the department were informed that their jobs would end, roughly one in every five workers.

The Office of Special Education Programs (OSEP) is the federal agency responsible for ensuring that students with disabilities receive the education required under federal law. Operating within the Department of Education’s Office of Special Education and Rehabilitative Services, it oversees the implementation of the Individuals with Disabilities Education Act (IDEA).

Through OSEP, federal funds are distributed to states and local school districts to support special education services, early intervention programs, and family resources, such as Parent Training and Information Centers and Community Parent Resource Centers that help families understand their options, navigate the IEP process, and access local supports.

The office also monitors compliance, reviews outcomes, and provides technical assistance, offering expert guidance and training to improve programs and practices. This includes issuing policy guidance to clarify how states should implement IDEA requirements and supporting professional development for educators and administrators.

It also funds national technical assistance centers that share evidence-based strategies for instruction, data reporting, and inclusive education. In practice, OSEP serves as both a funding mechanism and a safeguard for accountability in special education.

One of OSEP’s main responsibilities is distributing IDEA funds, the federal dollars provided under the Individuals with Disabilities Education Act to help states and school districts meet their obligation to serve students with disabilities. These funds support about 7.5 million students who have Individualized Education Programs, or IEPs.

An IEP is a legally required plan that outlines a student’s learning goals and the specialized instruction, services, and supports needed to achieve them. IDEA funds help pay for essential resources such as special education teachers, speech therapy, assistive technology, and staff training, ensuring students with disabilities can participate in general education classrooms. When Congress enacted IDEA, it promised to cover up to 40 percent of these costs. That promise has never been fully met. Federal funding has remained around 13 percent for decades, leaving states and local districts to fill the gap.

The Office of Special Education Programs (OSEP) is the federal agency responsible for ensuring that students with disabilities receive the education required under federal law. Operating within the Department of Education’s Office of Special Education and Rehabilitative Services, it oversees the implementation of the Individuals with Disabilities Education Act (IDEA).

Under IDEA, Part B provides formula grants to states to support special education and related services for children and youth with disabilities, ages 3 through 21. According to the Office of Management and Budget (2024), the federal government distributed approximately $15.5 billion in IDEA Part B grants in fiscal year 2024.

These funds flow through complex systems intended to ensure that resources are used appropriately and reach the students and programs they are meant to support. Managing those systems requires both technical expertise and institutional knowledge. When staffing changes occur on this scale, the risks include not only slower processes but also uncertainty about how oversight and compliance will continue.

Experts in special education and education policy have voiced concerns that the loss of experienced staff could interrupt the distribution of federal resources to states or delay critical monitoring activities. Such disruptions could have broader consequences for schools and families who depend on predictable timelines and clear guidance to plan programs and services.

The implications reach far beyond administration. For families of students with disabilities, OSEP’s work shapes how laws and policies translate into real experiences in classrooms. The systems it oversees connect federal intent with local implementation, ensuring that educational protections become practical support. When those systems are weakened, even temporarily, families are often the first to feel the consequences.

This is not the first time OSEP’s capacity has been tested. In September, the Department canceled several grants supporting Deaf-Blind students, sparking public concern about the continuity of specialized programs. The decision was later reversed after public attention and advocacy from disability organizations.

Since the 1970s, support for students with disabilities has been one of the few issues that has consistently crossed political boundaries. When Congress passed the Education for All Handicapped Children Act in 1975, now known as the Individuals with Disabilities Education Act (IDEA), lawmakers from both parties recognized the importance of ensuring that every child has access to a quality education.

Today, bipartisan coalitions in Congress continue to work toward fulfilling the federal government’s long-standing commitment to fund IDEA at the level originally envisioned. This continued effort reflects the understanding that inclusion succeeds only when policy is supported by sustained investment and a shared commitment to put it into practice.

Inclusion in education is not an event; it is a philosophy expressed through daily practice. It depends on people who understand both the systems that support children and the children who rely on those systems. When that understanding falters, the effects are often subtle yet significant, leading to delayed services, uncertain guidance, and parents and caregivers unsure how to seek the help their children need.

The strength of this system lies in steady leadership, clear communication, and a shared commitment to ensuring that students with disabilities receive the education they are promised. What happens next will shape how well that commitment is upheld.

For those within the Department, this period presents an opportunity to prioritize continuity by safeguarding institutional knowledge, maintaining open lines of communication with states, and striving to ensure that all guidance remains clear and consistent throughout the transition process.

For families and advocates, this is a time to remain informed, connected, and actively engaged. By reaching out to state and local education agencies with questions, participating in school board meetings and policy discussions, and sharing their experiences with education leaders and organizations, they contribute valuable insights. Every perspective enhances understanding and helps to highlight the areas where support is most urgently needed.

Collaboration among families, educators, and community partners has long served as the foundation for progress in special education, and it will remain just as essential in the current moment. Inclusion is sustained not only through law but through the shared belief that every child’s learning and belonging matter.

As the effects of these staffing changes become more apparent, the stakes remain high for the millions of students who rely on special education services each day. The loss of experienced leadership at OSEP raises important questions about how key responsibilities will be carried out and how consistency will be maintained.

This moment calls for steady leadership, clear communication, and a sustained commitment at every level of the education system. The foundation of special education has always been the dedication of those who work to turn laws into meaningful action. In uncertain times, that dedication influences how progress is maintained and strengthened.

Reference
Office of Management and Budget. (2024). Budget of the U.S. Government: Fiscal Year 2024. U.S. Government Publishing Office. https://www.whitehouse.gov/omb/budget/

Where Does True Inclusion Begin?

Every October, National Disability Employment Awareness Month (NDEAM) arrives with good intentions and familiar messages. Posters appear, speeches are given, and organizations remind their teams that inclusion matters. When November comes, attention often shifts elsewhere, and the focus on accessibility and inclusion begins to fade.

NDEAM was never meant to be a single date on the calendar. It was created to encourage reflection and to inspire a closer look at progress, how far it has come, and how much further it can go toward building communities, workplaces, and systems that genuinely welcome everyone.

The story of NDEAM is a story about how belonging is understood, expressed, and made real.

A Legacy of Possibility

NDEAM began in 1945 when the United States created “National Employ the Physically Handicapped Week” to help World War II veterans with disabilities return to meaningful work. What began as an effort to restore livelihoods became a broader movement to recognize the skills and potential of people with disabilities across every profession.

As understanding of disability has evolved, the purpose of the observance has grown beyond its original focus on physical rehabilitation. It now reflects a more comprehensive and inclusive view of what it means to live with a disability. This broader perspective recognizes that disability includes not only visible physical conditions but also less apparent experiences that influence how individuals perceive and engage with their environments. These include chronic pain, ongoing fatigue, and sensory processing differences that affect sensitivity to light, sound, or touch.

It also encompasses cognitive differences such as ADHD and learning disabilities like dyslexia, as well as mental health conditions including depression, anxiety, and post-traumatic stress. This evolving understanding highlights the diverse and complex ways in which disability can be experienced.

By acknowledging these varied experiences, the focus moved toward supporting the whole person and creating environments that are flexible, respectful, and responsive to different needs and abilities. National Disability Employment Awareness Month (NDEAM) came to reflect both the potential of individuals with disabilities and the shared responsibility to build inclusive environments where everyone can contribute and succeed.

Beyond Employment: Rethinking What Inclusion Means

Employment is central to independence, yet inclusion extends far beyond the workplace. Belonging is not defined by a job title or a source of income; it can be found in classrooms, neighborhoods, community settings, and the social spaces that shape everyday experience.

Conversations about access and participation are ultimately about how environments are built and how opportunity is shaped. The same barriers that limit employment often appear elsewhere: inaccessible housing, complex systems, or traditions that quietly decide who is welcomed and who is not.

NDEAM is about more than just employment; it is about reimagining what it means to participate fully. Inclusion becomes real when it is intentional, and reflected in the choices that guide how communities grow and how people are welcomed into them.

From Awareness to Action

Awareness is where change begins, but it cannot be where it ends. Each October, NDEAM opens the door to important conversations about access and inclusion. The next step is to move those ideas into consistent practice.

Meaningful inclusion takes shape when coordinated action turns awareness into progress that expands access. It grows through everyday decisions, through the design of public spaces, the structure of learning environments, and the tone of workplace culture. Progress does not come from a single group; it comes from a shared willingness to listen, to adapt, and to make inclusion part of daily experience.

Progress happens when inclusion becomes a collective effort, measured not by declarations but by steady improvement in how people are seen, supported, and included.

Building Understanding

Understanding begins with attention. It grows through observation, dialogue, and the willingness to learn from experiences different from one’s own. Listening is part of that work, but so is noticing who is missing from the conversation, who cannot enter a building, who is spoken over, or who is rarely asked for their view.

Inclusion is supported not only by intention but also by ongoing effort. It requires a willingness to listen, to learn, and to engage thoughtfully with different experiences. People with disabilities are not seeking sympathy; they are seeking opportunities to contribute, to lead, and to help shape the environments that influence their lives.

Their experiences reveal what genuine access looks like in practice. Many have developed new ways to adapt, create, and solve problems because they have had to. When those perspectives are welcomed and integrated into how communities, classrooms, and workplaces are designed, everyone benefits. This ongoing exchange of ideas and perspectives helps inclusion become more integrated and sustained over time.

Universal Design: A Framework for Everyday Access

True inclusion begins with design, not adaptation. It happens when accessibility is built in from the start, not added later to fix what could have been anticipated.

Universal Design is the practice of creating spaces, products, and systems that work for as many people as possible without the need for constant modification.

This means reimagining classrooms as adaptable spaces that support diverse learning styles. It involves designing digital documents to be fully accessible to screen readers and building sidewalks that provide seamless, uninterrupted access at every curb. It also requires structuring workplaces where flexibility is considered a fundamental part of their design and function.

These principles come to life in everyday features such as automatic doors, captioned videos, adjustable desks, and flexible work arrangements. Each of these elements exemplifies a design approach that anticipates a broad spectrum of physical, sensory, and cognitive needs from the outset.

When accessibility is part of how things are designed from the beginning, it stops being an accommodation and becomes good planning, good leadership, and good sense.

Continuing the Work

NDEAM offers an important moment of reflection, but inclusion cannot be limited to October. It must be reflected in the choices made throughout the year, in how spaces are built, how communication happens, and how opportunities are offered and shared. Progress is not measured in awareness campaigns or temporary programs. It is shaped through everyday practices that gradually make access and belonging a natural part of how communities function and grow.

Create a stronger transition and connection without being preachy, use my text: When inclusion is part of everyday practice rather than a once-a-year focus, the benefits reach everyone. People with disabilities are better able to participate fully, and the environments they engage with become more responsive and adaptable.

Meaningful inclusion takes shape in the ongoing choices made in classrooms, workplaces, and communities that approach belonging as a lived value rather than only an ideal. Its strength is not measured in declarations or events but in the quiet consistency of choices that make participation possible. It is evident in how spaces are designed, how opportunities are structured, and how people are welcomed as full participants in community life.

True inclusion becomes real when belonging is expected, not earned—when equity is built into systems and decisions from the start. It continues wherever people work together to create environments where everyone can contribute and lead. True inclusion begins when awareness becomes habit, when accessibility is built into every design, and when belonging is no longer an aspiration but a daily practice.

Why Disability Awareness Matters

In recognition of National Disability Employment Awareness Month (NDEAM)

Disability has three dimensions: impairment, activity limitation, and participation restrictions. Disability is one of the most common and least acknowledged aspects of life. How people respond to it reflects their values and approach to inclusion.

Each October, National Disability Employment Awareness Month (NDEAM) encourages individuals and organizations across all settings to consider whether opportunity and participation are truly available to everyone (U.S. Department of Labor, 2025).

At its core, NDEAM highlights three enduring principles: awareness, access, and action. It calls on communities to recognize the contributions of people with disabilities, remove barriers to participation, and build environments that value every form of ability.

Understanding Disability

Disability encompasses three interrelated dimensions: impairment, activity limitation, and participation restriction.

  • Impairment refers to a variation or loss in physical or physiological function, where physiological relates to the body’s internal functions and processes.
  • Activity limitation occurs at the individual level, reflecting challenges in executing specific tasks or actions.
  • Participation restriction involves difficulties in engaging in life situations such as employment, education, or community activities (Centers for Disease Control and Prevention [CDC], 2024, 2025).

The Centers for Disease Control and Prevention defines disability as a physical or mental condition that limits a person’s ability to perform certain activities or to participate fully in community and work environments. These are sometimes described as functional disabilities, as they influence how individuals move, learn, communicate, and connect with others (Centers for Disease Control and Prevention [CDC], 2024).

Understanding these dimensions highlights that disability is not solely a medical condition but also shaped by environmental, social, and attitudinal factors that affect participation and inclusion.

More than 28.7 percent of adults in the United States, about seventy million people, live with at least one disability (Centers for Disease Control and Prevention [CDC], 2024). In New York State, 26.6 percent of adults report living with a disability (New York State Department of Health, 2021). These are not abstract numbers. They represent people in every neighborhood, classroom, and public space. Disability is not rare. It is part of the reality that connects every community.

From Accommodation to Design

How disability is understood determines how it is addressed. The medical model views disability as an individual condition that requires treatment or adjustment. It focuses on limitations rather than access and can unintentionally place the burden of adaptation on the person rather than the environment.

The social model takes a different view. It recognizes that disability often arises from barriers such as physical, technological, or attitudinal factors that restrict participation. A person using a wheelchair, for example, is not limited by their condition but by the absence of an accessible route.

Both models hold value. The medical model shows the importance of health and support. The social model points to the broader goal of inclusion by design. When spaces, systems, and technologies are created to welcome everyone from the start, participation becomes a natural part of how communities function.

Awareness in Practice

Awareness must move beyond data and declarations. It becomes meaningful only when it drives change in how environments are planned, structured, and experienced. Physical, digital, and social spaces can either invite participation or exclude it.

The Job Accommodation Network (2023) notes that most workplace accommodations are inexpensive—61 percent involve no direct cost, and most others cost less than 300 dollars.

Simple measures such as flexible scheduling, adaptive technologies, captioned materials, and ergonomic design offer lasting benefits for everyone. These are not special accommodations but practical expressions of inclusion, which in this context means creating environments, tools, and practices that are usable and welcoming to people of all abilities and needs through intentional and thoughtful design.

Research confirms that inclusion strengthens every environment. Minkin (2023), reporting for the Pew Research Center, found that workplaces designed with diversity, equity, and inclusion in mind foster higher engagement, confidence, and collaboration among employees. Awareness, therefore, is not only a guiding principle but also a practical pathway to building stronger communities and more adaptive systems.

The Principles of Authentic Inclusion

Authentic inclusion means more than compliance with law or policy. It is about actively valuing differences as sources of strength and ensuring that everyone has real, meaningful opportunities to participate. This approach is grounded in a clear set of guiding principles that turn intention into action. These principles provide a practical foundation for building systems, relationships, and environments that uphold respect, inclusion, and genuine participation in all aspects of community and practice. Principles include the following:

  1. Accessibility as Design: Inclusion begins with the expectation that everyone participates. Buildings, public spaces, communication, and technology should be designed for broad access from the beginning, not modified afterward.
  2. Equity in practice means more than treating everyone the same. It recognizes that equal opportunity requires meeting different needs so that everyone can take part fully. Inclusion is about understanding these differences and creating support systems that allow all individuals to contribute and succeed.
  3. Nothing About Us Without Us: Inclusion requires that people with disabilities help shape decisions about accessibility and participation. Their lived experience brings insight that policy alone cannot provide.
  4. Acknowledging the whole person: Recognizing the whole person means understanding that every individual brings distinct strengths, experiences, and perspectives, including those shaped by disability. In disability culture, respect is shown by staying open-minded, asking questions instead of assuming, and choosing language that is accurate, inclusive, and mindful. For instance, rather than referring to someone as “confined to a wheelchair,” saying “uses a wheelchair” acknowledges mobility without framing it as a limitation.
  5. Inclusive Language and Interaction: Respectful communication focuses on people rather than limitations. For example, saying “a student who communicates using assistive technology” highlights ability and agency, while “non-verbal student” can unintentionally emphasize a perceived lack. Asking “Would you like assistance?” before offering help shows consideration for independence. Referring to “a person with a disability” or “a Deaf person” demonstrates respect when it aligns with how individuals describe themselves. Respect is the starting point for genuine inclusion. Through mindful communication and everyday interaction, differences reveal new perspectives and strengthen understanding.

These principles turn awareness into practice. They align with the spirit of NDEAM by encouraging proactive design, equitable participation, and recognition of every person’s contribution.

Why Disability Awareness Matters

The foundation for inclusion is reinforced by key legal protections, including the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, and the New York State Human Rights Law (ADA.gov, 2024; U.S. Department of Education, 2024; New York State Division of Human Rights, 2024). However, true inclusion goes beyond legal compliance. It depends on active engagement, genuine understanding, and sustained efforts to remove the barriers that hinder full participation.

The 2025 National Disability Employment Awareness Month (NDEAM) theme, “Celebrating Value and Talent,” emphasizes that people with disabilities contribute vital skills, creativity, and perspectives that enhance every environment (U.S. Department of Labor, 2025). This message captures the essence of inclusive practice: recognizing the unique value each individual brings and understanding that inclusion is not merely a requirement but a commitment that strengthens communities and workplaces alike.

Disability awareness matters because it challenges assumptions and redefines what access and inclusion truly means. It asks whether opportunities are created with everyone in mind. Inclusion is not an act of goodwill; it reflects progress built on respect, participation, belonging.

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Honoring Service Through Inclusion: Veterans with Disabilities and NDEAM

Each October, National Disability Employment Awareness Month (NDEAM) shines a spotlight on the talents and contributions of workers with disabilities, including millions of veterans whose service has left a lasting mark.

Their experiences remind us that honoring service also means supporting inclusion, ensuring that veterans have meaningful opportunities to participate fully in civilian life, the stage after military service when they rejoin their communities, pursue employment, secure housing, and build stability beyond active duty.

After leaving active duty, many veterans focus on securing employment, housing, and the benefits they have earned. These experiences highlight the importance of programs that not only recognize service but also help veterans build fulfilling lives as active members of their communities.

Understanding Service-Connected Disabilities

In 2025, an estimated 5.5 million veterans in the United States are living with service-connected disabilities, which are conditions caused or worsened by military service (Bureau of Labor Statistics [BLS], 2024). A service-connected disability is any injury or illness incurred or aggravated during active duty and formally recognized by the Department of Veterans Affairs (VA) as related to military service. Common conditions include hearing loss, mobility limitations, post-traumatic stress disorder (PTSD), traumatic brain injury (TBI), and chronic pain.

The VA assigns each condition a disability rating from 0 to 100 percent, reflecting how significantly it affects daily functioning and the ability to work.

  • 0 percent rating: Acknowledges the presence of a service-connected condition but does not provide monthly compensation. Veterans may still receive healthcare for the condition.
  • 100 percent rating: Represents total disability under VA criteria. Veterans who are unable to maintain gainful employment may also qualify for Total Disability based on Individual Unemployability (TDIU), which allows those with lower ratings to receive benefits at the 100 percent level if their service-connected conditions prevent them from sustaining full-time employment.
  • Intermediate ratings such as 30, 50, or 70 percent reflect partial impairment and determine the level of financial and healthcare support available.

VA benefits typically include monthly disability compensation, comprehensive healthcare, vocational rehabilitation and employment services, and education assistance. For example, a veteran with a 70 percent disability rating might receive monthly tax-free compensation, access to specialized medical care, and support to retrain for a new career through the Veteran Readiness and Employment (VR&E) program.

More than 2.2 million veterans have disability ratings of 70 percent or higher, indicating serious health and functional challenges (Research on Disability, 2025).

Life After Service: Coordinating Health, Work, and Home

Transitioning to civilian life involves more than simply leaving active duty. It requires adjusting to new routines while balancing interconnected needs such as employment, healthcare, housing, and benefits, each of which plays a role in achieving long-term stability.

For veterans with significant service-connected disabilities, particularly those rated at 70 percent or higher, this process can be especially challenging. Many face barriers related to physical and mental health, job placement, and access to coordinated services.

Progress in one area often depends on stability in another. For example, managing a chronic condition may require consistent healthcare and flexible employment, while securing stable housing may depend on reliable income and access to benefits. Coordinated support across these domains is essential to help veterans build sustainable, fulfilling lives after service.

Healthcare

Many veterans rely on rehabilitation to restore mobility and strength after injury. Mental health services, including therapy and medication, are essential for conditions such as PTSD and depression. Prosthetics and assistive devices help veterans regain independence.

However, access varies by location. Veterans located in rural areas face particular barriers, including longer travel distances to medical facilities and fewer specialists. Among these “rural veterans;”, 61 percent are enrolled in VA healthcare, and 60 percent report a service-related condition (Rural Health Information Hub, 2025). Studies have also shown that geographic and logistical challenges continue to limit access to timely care (Stryczek et al., 2023). These findings highlight both the reach of VA programs and the need to expand local access and awareness.

Employment

Employment is also central to successful reintegration. In 2024, the employment rate for veterans with a service-connected disability was 41.6 percent, compared with 52.8 percent for those without a disability (BLS, 2024). Notably, 36.5 percent of veterans with disabilities were employed in government positions, reflecting progress in public-sector hiring but highlighting continued barriers to inclusion in the private sector.

Inclusive hiring practices such as accessible application processes, reasonable accommodations, and skills-focused job descriptions are key to improving outcomes. Employers who recognize veterans’ leadership, teamwork, and problem-solving skills open pathways to employmen-related success.

Programs like Hiring Our Heroes (U.S. Chamber of Commerce Foundation, 2025) and the VA’s Veteran Readiness and Employment (VR&E) program (U.S. Department of Veterans Affairs, 2025a) help veterans prepare for and sustain meaningful employment.

Hiring Our Heroes is a nationwide initiative that connects veterans, transitioning service members, and military spouses with employers through job fairs, fellowship programs, and career development resources. It focuses on building relationships between the private sector and the military community to create lasting employment opportunities.

The VR&E program provides career counseling, job training, and education benefits to help veterans with service-connected disabilities achieve their employment goals. For those unable to work, VR&E offers independent living services that enhance daily functioning and improve quality of life through assistive technology, counseling, and life skills training.

These services illustrate how partnerships among government agencies, employers, and nonprofit organizations strengthen workforce participation and empower veterans to build stable, fulfilling careers. However, employment alone is not enough. Stability in work and life also depends on access to safe, affordable housing, which is another cornerstone of successful reintegration.

Housing

Stable housing reinforces both health and employment outcomes. Veterans with disabilities often require accessible homes, such as single-level layouts, widened doorways, roll-in showers, and ramps to maintain independence. Yet many face significant affordability and accessibility barriers, increasing the risk of housing instability. These challenges are even more pronounced for rural veterans, who contend with limited housing stock and fewer supportive services (Jones et al., 2024).

Federal programs help address these challenges:

Specially Adapted Housing (SAH) grants allow eligible veterans to build or modify homes for accessibility.

HUD-VASH, a joint program of HUD and the VA, combines rental assistance with case management to help veterans who are homeless or at risk secure stable housing (U.S. Department of Housing and Urban Development, 2025). Expanding awareness and availability of these programs is essential to ensure safe, independent living.

Progress and Ongoing Challenges

The VA continues to strengthen support systems through disability compensation, healthcare, and job training (Department of Veterans Affairs, 2025b). In 2025, a 2.5 percent cost-of-living adjustment helped benefits keep pace with rising expenses (Disabled American Veterans, 2025). Streamlined claims processing and expanded outreach have also improved access.

Still, significant gaps remain.

The employment gap reflects not only hiring challenges but also barriers to advancement, skills alignment, and long-term job stability. The care gap arises from inconsistent access to quality healthcare, mental health services, and rehabilitation. The housing gap persists as affordability, accessibility, and availability fall short of need, particularly in rural and high-cost areas. Together, these disparities undermine long-term progress and full participation in civilian life.

NDEAM emphasizes the need for coordinated policies and partnerships that align employment, healthcare, and housing to promote lasting independence and inclusion.

Moving from Awareness to Action

The shift from military service to civilian life is a profound transition, especially for the millions of veterans living with service-connected disabilities. Their experiences call not only for recognition of their service, but also for meaningful action that promotes inclusion and ensures lasting support.

Understanding the lasting effects of service is only the beginning. True commitment involves removing structural barriers to healthcare, employment, and housing so that veterans can rebuild their lives with dignity, independence, and long-term stability.

Meeting these needs requires thoughtful collaboration across sectors and a sustained effort to strengthen the systems that support veterans in civilian life. Employers can lead by adopting inclusive hiring practices and building workplace cultures where veterans feel valued and supported. Policymakers can develop and implement policies that address the complex challenges veterans face. Communities can offer practical, hands-on support to ease the transition from military to civilian life.

Careers and quality of life are not abstract ideals. They shape how veterans find purpose, security, and a sense of belonging after their service. Supporting that transition means creating meaningful opportunities for participation and building systems that are responsive to the full range of veterans’ needs.

National Disability Employment Awareness Month offers a meaningful opportunity to reflect on and renew our commitment to inclusion. It is not enough for inclusion to remain a guiding principle; it must be demonstrated through concrete action. This means ensuring that individuals with disabilities, including veterans, have access to the tools and support necessary to participate and engage in both the workplace and the broader community. The same strategies that assist veterans can also improve access, increase inclusion, and strengthen the quality of life for all people with disabilities, helping to build communities where everyone has the opportunity to take part and contribute meaningfully.

This article is dedicated to Stella Wetterhahn, who served as a nurse during World War II. Her dedication to caring for others in times of great need reflects the spirit of service that continues beyond military duty. Her example speaks to the resilience and purpose shared by generations of veterans who continue to serve in new ways after military life. KAW

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