People with conditions like mine have a difficult enough time navigating everyday life without also dealing with illegitimate service animals (and their owners) or ride share drivers who don’t have to follow their companies’ own policies. We’re the ones with the most genuine need for this help; too often we’re just being kicked to the curb.
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Like many people with mental health issues, I mask and downplay my challenges at work. I do not want my bosses, colleagues, or the team that I lead to look at me differently. I don’t want them to avoid telling me things that may be stressful for fear of causing an attack, or for them to assume that I am having an episode anytime I have a bad day. So, I don’t talk about it unless I absolutely have to — and when I do, it is with very select individuals and in the strictest of confidence. Until now.
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Many organizations implement programs to enhance race and gender equity in their annual plans; however, I am not convinced that our diversity, equity, and inclusion efforts are inclusive of everyone—particularly those with varied ability status. Many organizations have not held themselves accountable in progressing a disability-inclusive strategy and subsequently, miss an untapped pool of workers.
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Before July 26, 1990, many American citizens were denied employment based on bias. Many were refused service at businesses. Many were subject to inhumane treatment. What came on that date was a milestone in our nation’s history. President H.W. Bush summarized the occasion with a simple yet overdue statement: “Let the shameful walls of exclusion finally come tumbling down.”
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by Deborah Dagit, Deb Dagit Diversity Over the Summer I had mixed feelings as I attended various...
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