Disability Inclusion: A Difficult Reality Check
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My deepest concern is the possibility that genuine disability inclusion may not be realized in my lifetime, or even in the lifetimes of others.
Disability advocates have tirelessly worked for years to eliminate obstacles and achieve visibility, value, and inclusion – not as mere charity cases or boxes to be checked, but as valuable members of society. However, despite some advancements, recent global shifts are reversing important progress. In some instances, these policies have been misinterpreted, misused, and are now being used against us.
Recent statements and actions in the U.S. are promoting a harmful and discriminatory narrative that could undo decades of progress for people with disabilities. If major economies like the U.S. weaken their DEI commitments, the consequences will be felt worldwide.
As a Paralympian, disability advocate, and consultant, I am, like many others, tired of continually fighting the same battles. We shouldn’t have to constantly validate our worth. The statistics are clear: of the 8 billion people on Earth, over 1.3 billion have a disability.
We are not a minority.
DEI policies were initially intended to create a fair playing field by acknowledging marginalized communities and providing opportunities that had long been denied. However, the process has become less effective over time. Instead of making meaningful, long-term changes, many organizations have adopted a superficial approach: hiring a disabled employee, showcasing their story in marketing campaigns, applying for an industry award, and labeling it as progress.
I am intimately familiar with this, as I have been used as that symbolic representation.
I’ve been invited to events, featured in promotional materials, and asked to participate in panels, only to discover that no genuine systemic change was occurring behind the scenes. My presence was used to indicate progress, while disabled employees, customers, and communities continued to face the same obstacles. This is a deeply disappointing and discouraging experience.
However, some organizations are doing it right. There are companies, institutions, and leaders who are dedicated to incorporating accessibility into their policies and culture. We should support and promote these organizations, their methods, their stories, and their achievements. They demonstrate that true inclusion is achievable, but only when implemented correctly.
Disability is still heavily stigmatized. The idea that disabled people are “less capable” or that accessibility is a burden rather than a right remains deeply ingrained in many aspects of society. And the most painful part is how hurtful it is.
When I enter a room, I am aware that some people will immediately notice my disability. They will make assumptions about my abilities and limitations before I even speak. This is more than just an inconvenience; it is draining. People with disabilities shouldn’t have to constantly prove their value.
A society that only values people based on their ability to conform ultimately fails everyone. When we undervalue people with disabilities, we create a dangerous precedent that suggests some lives are worth more than others.
People with disabilities have always contributed to workplaces, communities, and industries.
We are problem-solvers, innovators, and leaders, because we have had to be. We navigate inaccessible systems daily, adapting in ways that others never consider. According to a , companies with strong disability inclusion see 28% greater revenue, 30% higher profit margins, and twice the net income compared to their peers. A from the U.S. Department of Labor also showed that employees with disabilities tend to stay longer, which cuts down on expensive turnover and makes the workplace more stable. The business benefits of disability inclusion are very obvious.
We don’t need special treatment. We simply want equal access to the same world—a world that wasn’t initially designed for us, but that can be redesigned to include everyone.
I hope that isn’t too much to ask.
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