Embracing Our Identities: A Message to My Disabled Peers

The disability pride flag. Five vertical bands (Green, Blue, White, Yellow, Red) on a Black background.

As we roll into Disability Pride Month, I want to send a message of love and empowerment to my fellow disabled individuals. As a wheelchair user and service dog handler to Canine Companions® Pico, I know the challenges we face in a world that often seems designed without us in mind.

Keely Cat-Wells, in her Forbes article beautifully captures the essence of what I want to convey: “Be proud. Navigating this world filled with ableism is tough and navigating our conditions can also be a challenge. I am constantly learning that we can be proud of being Disabled and yet still have a complicated relationship with our disabilities.”

Yes, let’s be proud. Our disabilities are a part of who we are, and they shape our experiences and perspectives. We have the right to celebrate our lives, our achievements, and our identities as disabled individuals.

But let’s also acknowledge that it’s okay to have a complicated relationship with our disabilities. It’s okay to have days when we struggle. It’s okay to ask for help. It’s okay to be human.

Relationships with disabilities are complex. There are days I wouldn't trade it for anything, and there are days I'm frustrated, exhausted, and left without spoons simply due to the overwhelm of daily management.

This month, let’s also celebrate the change-makers among us. Let’s honor the tireless work of disabled activists who have paved the way for a more inclusive society. People like Emily Ladau, Kristen Parisi, Nikki Nolan, Maria Town, Nadia Bodkin, Rebecca Cokley, Meryl Evans, CPACC (deaf), Jake Hytken, Julie Harris, Tiffany A. Yu, MSc and Jamie Shields who have been relentless in their advocacy for disability rights. I owe so much of my own strength to them and countless others for their wisdom and wit surrounding disability. Our community is one of continued support, encouragement, and shared experiences for which I will be forever grateful.

Let’s use this upcoming month to not only celebrate but also to educate. Let’s share our stories, our challenges, and our triumphs. Let’s show the world the beauty, diversity, and strength of the disabled community.

And to our non-disabled allies, we ask you to join us in this celebration. Listen to our stories, support our causes, and work with us to build a world that is inclusive and accessible to all.

Celebrating Disability Pride Month: What's Your Role?

From Inclusion to Exclusion: The Impact of Remote Work Reduction on Disabled Employees

A desktop computer sitting on top of a wooden desk.

As we navigate the post-pandemic world, many companies, including Farmers Insurance Group, Meta, The Walt Disney Company, Lyft, and Amazon, are scaling back remote work options. This decision, while seemingly benign, has profound implications for employees with disabilities.

The shift to remote work during the pandemic was a boon for many disabled employees. It eliminated commuting challenges, provided a comfortable work environment, and offered flexibility for medical appointments. The rollback of remote work threatens to undo these gains, potentially pushing disabled employees out of the workforce.

Meta's recent decision to require employees to return to the office three days a week starting in September is a case in point. A Meta spokesperson stated, "We're committed to distributed work, and we're confident people can make a meaningful impact both from the office and at home." However, the decision to limit remote work options contradicts this statement, particularly for disabled employees for whom "home" is not just a convenience, but a necessity.

Mark Zuckerberg, Meta's CEO, hinted at this change when he said that their internal analysis showed engineers who work in person "get more done." This perspective, while potentially valid for some, fails to consider the unique circumstances of disabled employees. For them, the ability to work remotely isn't about productivity alone; it's about accessibility and inclusion.

The scaling back of remote work options by these major companies sends a disheartening message to disabled employees: our needs are secondary. It's a stark reminder that the corporate world still has a long way to go in truly embracing diversity and inclusion.

We must advocate for a more inclusive approach to work arrangements, one that recognizes the unique needs and contributions of all employees, including those with disabilities.

Remote work should not be seen as a temporary pandemic measure, but as a permanent option that can foster a more diverse and inclusive workforce.

A New CEO Says Employees Can’t Work Remotely After All, and They Revolt

Leveling the Academic Field: The Role of AI for Students with Disabilities

A person's head in blue outline with a futuristic interface in the background.

Navigating academia with multiple disabilities, including a visual impairment presented significant challenges. AI tools like ChatGPT offer an exciting possibility — they have the potential to level the playing field for individuals with disabilities. However, as Sam Altman CEO of OpenAI, and Mira Murati, the company’s CTO, recently highlighted in a joint statement, these AI tools also pose potential risks.

More than 350 people signed a statement released by the Center for AI Safety, an organization working to reduce AI risks, The Wall Street Journal reports.

I recall my college days at Loyola Marymount University, where a professor, Todd Shoepe, acknowledging my disability, allowed me to use color copies of diagrams for tests while my classmates were given black and white photocopies. This was not an unfair advantage; it was necessary for me to properly express my understanding of the material.

However, the guidelines governing the use of AI tools like ChatGPT are still under development. Casey Boyle Director of the Digital Writing and Research Lab at the The University of Texas at Austin told The Chronicle of Higher Education, “People are really focused, for good reasons, on academic integrity and academic honesty, and trying to redefine what that means with these new tools.” Yet, I worry this might become another excuse to deny accommodations under the guise of "unfair advantage".

Students with disabilities often face an uphill struggle in academia. Boyle rightly points out, “Students with disabilities or students who require accommodations are already working uphill. When we overreact, we’re increasing the slope of those hills.” Denying the use of AI tools like ChatGPT, despite the caution surrounding the technology, would only make this climb steeper.

AI tools can assist students with mobility challenges by eliminating the need for physical trips to libraries. They can help students who struggle with initiating conversations — such as those on the autism spectrum — by suggesting conversation starters. And for students who battle the "terror of the blank page," generative AI tools could suggest an opening paragraph to get the creative process started.

I implore educators to consider AI tools as allies, not enemies. Professor Manjeet Rege of the University of St. Thomas suggests, “I really want you as a student to do that critical thinking and not give me content produced by an AI… if you would like to take aspects of that, put it into a generative AI model and then look at analogies to help you understand that better, yes, absolutely, that is something that I encourage.”

Despite these uncertainties, I remain hopeful. Just as my professor at LMU understood and defended my need for accommodations, I hope educators will recognize the significant value AI tools like ChatGPT can offer those with disabilities.