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With one-in-five people having a disability in the U.S. today, the lack of representation – less than one percent in children’s television – means that millions of children are unable to see themselves in media today. Furthermore, when representation exists, almost all representation of autism on screen is of white males. By introducing a new character who is both autistic and Black, Daniel Tiger’s Neighborhood is ensuring that a population, which is often overlooked, is represented. The show authentically cast Israel Thomas-Bruce, who was diagnosed with autism when he was four years old, as Max. “It was exciting to play Max because it gave me the opportunity to help shed light on children living with autism,” Thomas-Bruce said. “I am excited to know that another child can see Max on TV and see himself being represented. I felt at ease playing Max because it didn’t feel like I was pretending. I also like that Max looks like me.” Learn how the character of Max offers an authentic representation of Autism for children and adult audiences alike. [continue reading…]

How will this $1.9 trillion law help the 61 million Americans living with a disability?

Washington, D.C., March 12 – This week, Congress passed, and President Biden signed into law the $1.9 trillion American Rescue Plan Act of 2021. This massive bill includes a range of policies and programs intended to get more Americans vaccinated, help working families, and lay the groundwork for a post-pandemic economic recovery. Critically, it also contains key proposals that will directly benefit millions of people with disabilities, including helping students with disabilities get back to the classroom and directly sending stimulus checks to many people left out of previous relief efforts. [continue reading…]

Los Angeles, March 11 – In today’s cultural landscape, we are seeing an unprecedented explosion of media that presents a fusion of entertainment and education. Resources like these allow people to look for help in an inviting, compassionate situation before venturing out into other social spaces. We Got You is a podcast that both entertains and educates teens on mental health issues and other disabilities that often are stigmatized or rarely spoken of in an earnest manner. It is through anecdotes that the show explores the truths of its collaborators’ unique predicaments.

Hosted by Samantha Logan of 13 Reasons Why and All American, each episode focuses on a single issue as presented through the narration of teenagers of various backgrounds. This format allows for frank and accessible discussions of real, lived experiences without the barriers of clinical jargon and other hurdles for non-specialists. [continue reading…]

This new bill will invest $15 billion to help restore the nation’s public workforce system in response to the economic collapse following the COVID 19 pandemic

Washington, D.C., Feb. 23 – In the response to the economic crisis created by the COVID-19 pandemic, House Education and Labor Committee Chairman Robert C. “Bobby” Scott (VA-03) has introduced a new bill to kickstart the economy and get millions of people back to work. This new legislation is called the “Relaunching America’s Workforce Act” and it contains significant provisions that would specifically help workers with disabilities.

Impact on Individuals with Disabilities

Unfortunately, the COVID-19 pandemic has had a much larger impact on the unemployment rates of individuals with disabilities compared to people without disabilities. Specifically, since March 2020, more than 1 in 5 workers with disabilities have lost their jobs at the hands of the coronavirus, compared to 1 in 7 individuals without disabilities. To put it another way, more than 1 million workers with disabilities have lost their job since the start of the pandemic. The Relaunching America’s Workforce Act could play an important role in helping workers with disabilities get back into the labor force. Thankfully, this legislation explicitly mentions individuals with disabilities more than 10 times, and it provides numerous recommendations to help the disability community reenter the workforce. [continue reading…]

To support employee retention, many employers offer programs and services to all employees, whether they have a disability or not. Employees with and without disabilities should take advantage of these opportunities to optimize work-life balance and to be of greater service to the community. Examples include flexible telework policies, health and wellness programs,^[1] commuter benefits programs,^[2] corporate matching of donations to nonprofit organizations,^[3] and allowing time away from the office to volunteer in their communities.^[4]

Considering that the cost of onboarding new employees within the private sector averaged $4,129 in 2019, it’s most definitely in employers’ best interest to retain the qualified employees they hire. If employees with disabilities are not reasonably accommodated, replacing them would lead to even greater associated costs by needing to train replacements. But by making sure to optimize workplace inclusion of people with all types of disabilities, they can ensure successful inclusion of the talents and abilities which this often untapped resource represents. This continues to be true even during the COVID-19 pandemic.

Most job-related accommodations are not expensive. In fact, 58% of accommodations have no cost^[5] to the employer with the rest costing $500 on average.^[6] For employers, job accommodations may reduce insurance costs, increase the pool of qualified employees, be as simple as rearranging equipment, and increase opportunities for people with functional limitations.^[7] Added benefits to the employer include “retaining valuable employees, improving productivity and morale, reducing workers’ compensation and training costs, and improving company diversity.”^[8] An effective strategy for helping to remove attitudinal barriers to employment can be found through Employer Assistance and Resource Network on Disability Inclusion (EARN).

For federal employees with disabilities, three aspects of reasonable accommodation are important to note:

• Compliance with Section 255 of the Telecommunications Act: In 1996, Section 255 of the Telecommunications Act was signed into law requiring telecommunications products and services to be accessible to people with disabilities. Related provisions pertain to telecommunications equipment and customer-premises equipment.^[9] The Architectural and Transportation Barriers Compliance Board (“Access Board”) has issued related guidelines that apply to the federal government.
• Compliance with Section 508 of the Rehabilitation Act: In 1998, the Assistive Technology Act was signed into law, amending the Rehabilitation Act of 1973 to require all federal government electronic and information technology to be accessible to people with disabilities, including federal government employees and members of the public. This applies to development, procurement, maintenance, and use of that technology. The General Services Administration offers several free resources to provide guidance on Section 508 compliance. Relating to web accessibility, the Access Board has also issued information through its Information and Communication Technology Revised 508 Standards and 255 Guidelines. At the time of this resource document’s issuance, these standards incorporate by reference WCAG 2.0 but not 2.1.
• Assistive Technology: The Computer/Electronic Accommodations Program (CAP) at the U.S. Department of Defense (DoD) conducts assessments, provides information and referrals in determining the appropriate assistive technology and related devices to purchase by DoD. CAP offers many types of assistive technology and accommodation solutions to meet the needs of employees with disabilities. Some other federal agencies have their own centralized reasonable accommodations programs.

For those working in office environments that use the Microsoft suite of programs under what is called “Office 365,” the company has established a robust central resource that highlights accessibility features that support people with vision, hearing, neurodiversity, learning, mobility, and mental health disabilities. Microsoft also has established a YouTube channel specifically dedicated to sharing the latest Microsoft-developed and sponsored resources, meetings, and events supporting the disability community. Specific programs covered include Access, Excel, OneNote, Outlook, PowerPoint, Publisher, Skype for Business, Teams, and Word.^[10] All of these resources are free and available to the public, thereby making accessibility within reach for everyone.

[1] SHRM provides a guide on establishing and designing a wellness program. See “How to Establish and Design a Wellness Program,” https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/wellness-program.aspx. See also “Workplace Health Model,” Centers for Disease Control, U.S. Department of Health and Human Services, https://www.cdc.gov/workplacehealthpromotion/model/index.html. Also see “People’s Piece – The 2005 Surgeon General’s Call to Action to Improve the Health and Wellness of Persons with Disabilities,” Office of the Surgeon General, U.S. Department of Health and Human Services, https://www.cdc.gov/ncbddd/disabilityandhealth/pdf/whatitmeanstoyou508.pdf.

[2] Established under the Moving Ahead for Progress in the 21st Century Act, “pre-tax transit benefits” sometimes also referred to as “pre-tax commuter benefits” allow employees to use pre-tax salary towards their transit and vanpool commuting costs. For further information about how much can be used, how it saves money, the difference between them and subsidies, how to take advantage of the program, and how employers participate, see “Pre-Tax Commuter Benefit Frequently Asked Questions,” Commuting Solutions, https://commutingsolutions.org/wp-content/uploads/Pre-tax-benefit-FAQ-sheet1.pdf.

[3] For information about the percentage of companies offering corporate matching programs; the matching gifts programs’ typical rate, cost, and benefits; and how to design a best-in-class corporate giving program, see “8 Corporate Matching Gift Program Questions (and Answers!),” Double the Donation, https://doublethedonation.com/tips/matching-gift-program-questions/#services.

[4] See note above.

[5] Examples of no-cost reasonable accommodations for employees with disabilities include adjustments to lighting or change in seating assignment for people with light sensitivity, adjustments to the desk height if a person uses a wheelchair that will not fit under a desk, and arrangements for an adjusted work schedule for people who need time off for doctor’s appointments. See “Money Mondays: The (Low and No) Cost of Reasonable Accommodations,” Social Security Administration, https://choosework.ssa.gov/blog/2017-07-10-mm-the-low-and-no-cost-of-reasonable-accommodations. Another example is sharing a useful app for people who are blind or visually impaired that assists them in gaining access to visual information in a manner not otherwise practical or possible. This includes Be My Eyes (which is volunteer-driven) and Aira (which provides limited support for free but greater support, based on the number of minutes needed).

[6] “Benefits and costs of accommodation,” Job Accommodation Network, https://askjan.org/topics/costs.cfm#intro.

[7] Id.

[8] Id.

[9] Examples include telephones, cell phones, routers, set-top boxes, and computers with modems, interconnected Voice over Internet Protocol products, and software integral to the operation of telecommunications function of such equipment.

[10] See “MSFTEnable,” YouTube, https://youtube.com/user/MSFTEnable

Companies have a vested financial interest in bringing aboard, retaining, and cultivating qualified people with disabilities. Specifically, such efforts have a direct impact on the Environmental, Social, and Government (ESG) metrics of their businesses. “ESG is the collection of factors that investors use to evaluate and understand a company’s relationships with society (such as its workforce, residents of local communities, customers, and political leaders). It also covers topics such as… adherence to labor laws… and respect for human rights throughout all levels of the organization, including global supply chains.”^[1] [continue reading…]

For many individuals with disabilities who are talented, capable, and want to be employed or start a business of their own, not knowing about Social Security work incentives may lead to the false belief that going to work would necessarily cause them to lose the very benefits they depend on to pay for their daily needs. The good news is that it’s possible to retain these benefits while pursuing employment or self-employment, and these work incentives can make that happen. Having a job or starting a small business may eliminate the need for such benefits. As employment success is attained and maintained, these individuals may serve as noteworthy examples of the heights that are truly possible. Go for it! [continue reading…]

A creative way of providing students and job seekers with opportunities to see what life is like in the workplace is career-oriented mentoring. This type of mentoring connects students to people working in their chosen profession, and provides potential employees with invaluable exposure to others in the field. It can also pave the way for a greater understanding about the abilities and aspirations of people with disabilities and may lead to internships that could ultimately result in job offers. Events such as Disability Mentoring Day, held in October during National Disability Employment Awareness Month, can help students discover their desired career paths. Assisting students and job seekers with career preparation and work-based learning experiences is also an effective tool for helping them achieve economic independence.

Promoting real-world experience through volunteering and service learning is also useful for people with disabilities to gain a multitude of experiences outside the classroom. You also may want to check out this Service Learning & Volunteer Opportunities resource page from the U.S. Department of Education. Students attending high school, college, trade school, or other qualifying educational institutions may serve as interns in the federal government through the Pathways Program, hosted by the U.S. Office of Personnel Management, or the Workforce Recruitment Program. All these elements may be woven together within the IEP and, where applicable, ILP development for junior high and high school students. Adult students as well as job seekers with disabilities may employ these same strategies aimed at achieving their desired careers.

The following national resources are useful for students and others falling within specific categories:

People with disabilities in general:

• RespectAbility’s National Leadership Program “trains leaders who are committed to disability issues and who plan to go into careers in public policy, advocacy, communications, diversity, equity, and inclusion, fundraising, nonprofit management, or faith-based inclusion.”
• The American Association of People with Disabilities (AAPD) hosts a summer internship program for college students, graduate students, law students, and recent graduates in Washington, D.C. Also, the Disability Rights Storytellers Fellowship, managed by Rooted in Rights and AAPD, provides individuals with disabilities opportunities to learn and apply skills in digital media storytelling. It also connects them with media professionals to prepare participants for advanced careers in media production, journalism, online advocacy, or digital design.” AAPD also administers the NBCUniversal Tony Coelho Scholarship to support college students pursuing careers in the communications, media or the entertainment industry.
• Disability:IN “NextGen Leaders are college students and recent graduates with disabilities who have demonstrated talent and leadership in the STEM, finance, and business fields. NextGen Leaders collaborate with Corporate Partners to prepare for employment through mentorship, networking, and recruiting opportunities.”
• GetMyFuture is a CareerOneStop resource specifically for youth. You’ll find information about job training, starting a small business, help with your job search, and much more.
• The Bridges from School to Work Program, originally established by the Marriott Foundation, supports people with disabilities ages 17 through 24 through job training and paid internships lasting from six months to one year.
• The National Association for the Advancement of Science’s Entry Point! program recruits people with disabilities into science and related fields.
• The Office of Disability Employment Policy (ODEP) at the U.S. Department of Labor sponsors the Apprenticeship Inclusion Models (AIM) “to research, develop, test, and evaluate innovative strategies in existing apprenticeship programs that provide skills training to people with disabilities.” Programs slated to come online include those hosted by Amazon, the Healthcare Career Advancement Program (H-CAP), Microsoft, and the Industrial Manufacturing Technician (IMT) Apprenticeship.
• ODEP sponsors the Workforce Recruitment Program, “a recruitment and referral initiative that connects federal and private sector employers nationwide with highly motivated college students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs.”
• The Washington Center (TWC) offers immersive internships and academic seminars to students from hundreds of colleges and universities and young professionals from across the U.S. and more than 25 countries. As part of its operations to support integrated program participation of people with disabilities, it houses the Leadership Initiative for Students with Disabilities which features the AT&T and Kessler Foundation scholarships.

People with intellectual/developmental disabilities:

• For the autism community, ODEP’s Employee Assistance and Recruitment Network (EARN) has a list of 12 large companies and 13 small businesses with neurodiversity^[1] hiring initiatives and partnerships. Tallo also offers a helpful list of companies with neurodiversity recruitment programs.
• Project SEARCH hosts the Transition-to-Work Program, which “provides real-life work experience, combined with training in employability and independent-living skills to help young people with significant disabilities make successful transitions to productive adult life.” Find a Project SEARCH program near you.

People with learning disabilities:

• BroadFutures advances the inherent potential of young adults with learning disabilities in the workforce through partnerships that foster independence, self-advocacy, and successful employment.

People with mental health disabilities:

• Clubhouse International operates community centers that provide members (adults and young adults diagnosed with mental health disabilities) with supports for obtaining employment, education, housing, and long-term relationships. The basic components of successful clubhouses are community-based employment programs including transitional, supported, and independent employment.
• As with many people with disabilities, those living with mental illness can work and want to work. As this resource from the Judge David L. Bazelon Center for Mental Health Law shows, supported employment is a proven way to help get people with mental illness into jobs that pay good wages in integrated work environments in their communities.

Deaf people or people who are hard-of-hearing:^[2]

• CorpsTHAT hosts a national job board that provides Deaf individuals with summer and short-term employment focusing mainly on outdoor positions in the area of conservation.
• The Kresge Hearing Research Institute at the University of Michigan in Ann Arbor hosts a summer internship program geared toward college students interested in internships in anatomy, biochemistry, pharmacology, psychobiology, physiology, electrophysiology, immunology, and molecular biology. Interested individuals may apply through Entry Point! or the employment offices at Gallaudet University or the Rochester Institute of Technology/National Technical Institute for the Deaf.
• The National Association of the Deaf’s (NAD) Law and Advocacy Center hosts an internship program funded by the Nancy J. Bloch Leadership and Advocacy Scholarship. Participants gain firsthand experience with government advocacy and legal activism by helping to protect the civil, human, and linguistic rights of the American Deaf community.
• The National Deaf Center for Postsecondary Outcomes has a guide for youth ages 16 to 22. The guide addresses topics including job exploration, counseling, work-based learning experiences, counseling on postsecondary opportunities, workplace readiness training, and instruction in self-advocacy.

People who are blind or visually impaired:

• The National Federation of the Blind (NFB) hosts several summer programs in various states including the NFB EQ Engineering Program; the Post-Secondary Readiness and Empowerment Program (PREP); Summer Transition Youth Learning Experience (STYLE) Program; the Summer College Comprehensive Program in Minnesota; the Cracking the College Code College Prep Program, World of Work Pre-Employment Program, and No Limits to Learning Program in Colorado; and the Summer Transition and Empowerment Program (STEP) in Louisiana. The NFB also hosts the National Convention Youth Track every summer — the largest national gathering of blind youth to take place in any given year.
• The Perkins School for the Blind in Massachusetts hosts three programs for college and career readiness including Career Launch @Perkins, College Success @ Perkins, and the Pre-Employment program.
• World Services for the Blind, based in Arkansas, offers the Prep, Assistance and Supportive Services (PASS) Program for Transitional Aged Youth. It includes one track for vocational students and another for college students. It also offers online training programs in subjects including assistive technology, call centers, financial literacy, and medical billing. The program has fundamental courses that can help a student gauge if the career training program is right for them, or if they need extra help in a certain area before beginning a career training program.

People who are deaf-blind:

• The National Center on Deaf-Blindness has a guide entitled Readiness Evaluation of Transition to Adulthood for Deaf-Blind Youth (READY) Tool. The guide addresses transition assessment, transition-related education programming, and team collaboration and adjustments. You also may want to read about Haben Girma, an advocate for equal opportunities for people with disabilities. Girma was the first deaf-blind person to graduate from Harvard Law School. President Obama named her a White House Champion of Change.

[1] According to the National Symposium on Neurodiversity (2011) held at Syracuse University, neurodiversity is:

“…a concept where neurological differences are to be recognized and respected as any other human variation. These differences can include those labeled with Dyspraxia, Dyslexia, Attention Deficit Hyperactivity Disorder, Dyscalculia, Autistic Spectrum, Tourette Syndrome, and others.” See https://www.disabled-world.com/disability/awareness/neurodiversity.

[2] To learn the differences between “deaf,” “Deaf,” and “hard-of-hearing,” see “Community and Culture – Frequently Asked Questions,” National Association of the Deaf, https://www.nad.org/resources/american-sign-language/community-and-culture-frequently-asked-questions.

For people with disabilities, career goals are just as diverse as members of the disability community themselves. Many students, job seekers, and entrepreneurs have found different career assessment tools like Live Career, Big Five, and DiSC to be helpful. Truity Psychometrics LLC is a developer and publisher of online personality and career tests. Other assessments like CliftonStrengths by Gallup and O*NET may also be useful. Every occupation requires a different mix of knowledge, skills, and abilities and is performed using a variety of activities and tasks. The O*NET database contains hundreds of standardized and occupation-specific descriptions of nearly 1,000 occupations covering the entire U.S. economy. Personality tests such as the Myers-Briggs assessment tool are cross-referenced with careers that have often been associated with different classifications. [continue reading…]