The Ripple Effect: How Staying Present Can Transform Advocacy

Still from Peaceful Warrior. Dan sits atop an old beat up car looking pensive. His mentor, Socrates, looks on with his had down.

In a pivotal scene from one of my favorite movies, "Peaceful Warrior," a dialogue unfolds on a bridge that has profoundly influenced my approach to advocacy. Dan, consumed by the hustle of life's demands, is suddenly plunged into the river by his mentor, Socrates. It's an unexpected, jolting act that empties Dan's mind of all but the present moment. This scene metaphorically mirrors the journey many of us embark on in the realms of disability advocacy and the pursuit of diversity, equity, and inclusion (DEI).

As a disability advocate and someone who navigates the complexities of living with chronic pain and a visual impairment along with Cerebral Palsy, I've found that embracing the present is not just beneficial but essential. The advocacy road is long, often met with setbacks and a slow pace of change that can wear down even the most resilient spirits. Yet, it's in these moments, when we're fully present, that we find the strength to persist.

The bridge scene from "Peaceful Warrior" serves as a powerful reminder of this. When Dan is thrust into the river, all distractions are stripped away, leaving him utterly immersed in the "now." This is the essence of mindfulness — a state of being entirely engaged with the present experience, devoid of external distractions. For advocates, this focus can be transformative, enabling us to navigate adversity and continue our work with renewed vigor.

Incorporating mindfulness into our advocacy efforts, especially within DEI initiatives, can act as a catalyst for systemic change. It allows us to approach challenges with clarity, ensuring our actions and words are guided by a deep understanding of the issues at hand. Moreover, it helps us to maintain our resilience, a necessary trait for navigating the demanding path of advocacy.

As we push for more inclusive and equitable workplaces, the principle of staying present guides us. It reminds us that every moment is an opportunity to effect change, to challenge biases, and to advocate for those whose voices are often marginalized. This focus not only sustains us but also amplifies the impact of our efforts, creating ripples that extend far beyond the immediate.

In embracing the present, we also open ourselves to learning and growth. We become more attuned to the experiences of those we advocate for, fostering a deeper empathy and understanding. This, in turn, enriches our advocacy, making it more effective and impactful.

As we continue to champion the causes close to our hearts, let's remember the lesson from that bridge — the power of presence. It's a tool that can help us navigate the ebbs and flows of advocacy, keeping us anchored in our mission and resilient in the face of challenges.

Championing Diversity: Unpacking the Lululemon Inclusivity Debate

A woman walks past a Lululemon Athletica store on December 10, 2013 in Miami, Florida.

As we usher in 2024 with optimism, it's a sobering reminder for me, as a disability advocate, that the journey toward true equality and inclusivity is still a work in progress. The recent remarks by Chip Wilson, the founder of lululemon, starkly exemplify this. He told Forbes, “And I think the definition of a brand is that you’re not everything to everybody… You’ve got to be clear that you don’t want certain customers coming in.” This perspective, shockingly blunt yet not unfamiliar, resonates deeply with many who have felt marginalized by corporate ideologies.

Sonia Thompson, in her Forbes article, navigates the complexities of inclusive marketing, a concept Wilson seems to have misinterpreted. She asserts that being an inclusive brand doesn’t equate to including everyone but instead involves being intentional about which identities you serve. She rightfully criticizes Wilson's approach of excluding customers based on identity, a tactic that is neither common nor widely accepted in marketing.

Wilson’s words cast a long shadow, particularly for those of us who have tirelessly fought for recognition and inclusion. His blatant admission that certain customers are unwelcome reflects not merely a business strategy but a deeper societal issue of discrimination and exclusion.

Reflecting on Chris Rock's sharp commentary from his 2023 Netflix Special 'Selective Outrage', which I had the privilege to attend in Baltimore, the issue gains an even sharper edge. Rock humorously yet incisively remarks, “They sell $100 yoga pants. They hate somebody... They sell $100 non-racist yoga pants.” His humor underscores the absurdity of exclusion based on economic status, a sentiment that resonates profoundly with the disabled community.

The stark contrast between Rock's humorous perspective and Wilson's grave stance underscores a broader societal trend of companies profiting while selectively choosing their customer base. This practice is not only ethically questionable but also counterproductive to fostering a culture of inclusivity and respect.

Thompson highlights Lululemon's growth since expanding their sizes, directly contradicting Wilson's assertion that inclusivity is detrimental to a brand. The backlash against Wilson's comments signals the public's increasing intolerance for discrimination in any form. Effective marketing illustrates how a product supports the customer in addressing their needs, not in excluding them for not fitting a certain image.

As we forge ahead in 2024, let's confront these outdated narratives and champion true inclusivity in all facets of business and society. It's time to transition from mere words to actions that demonstrate a genuine commitment to diversity and inclusion for everyone.

What Lululemon Founder’s Comments Got Right And Wrong About Marketing

Pico's Farewell Tour: From Counter-Surfing to Corporate Change

Ryan and Pico pose for the camera. Pico’s paws rest on Ryan’s lap.

Dear Pico:

As we kick off 2024 and you officially hang up your service dog vest and trade it in for a well-deserved life of leisure, sprawled out on your deluxe Big Barker dog bed (a far cry from our early training days), I can't help but reminisce about our adventures - filled with advocacy, more than a few antics, and remarkable achievements.

Let's rewind to our first public outing, shall we? Ah, Potbelly Sandwich Works. The scene of the 'Great Sandwich Heist'. You, the dapper dog, thought it'd be hilarious to leap at the counter as if it had whispered sweet nothings to you. Me? I'm trying to play it cool, thinking, "Is this a test? Did Canine Companions® teach him this?" You were testing my handling skills, and I was trying not to crack up.

Then came our crusade for change. Your charm and intelligence were pivotal in spearheading policy changes with giants like Uber, Lyft, and the Washington Metropolitan Area Transit Authority (WMATA). You weren’t just a cute face; you were a force to be reckoned with and always camera ready for maximum impact. Your presence alone was enough to turn boardroom discussions into action plans for more inclusive and accessible spaces.

And let's not forget our victories with Starbucks and Petco. Your tail-wagging enthusiasm and our relentless advocacy turned everyday into an adventure. We made those spaces not just accessible, but welcoming for people like us and the 42 million disabled people nationwide.

Through it all, you've been my biggest support against chronic pain and my secret weapon in advocating for a world that sees wheels and paws not as limitations, but as badges of honor. You've wagged, I've wheeled, and together, we've been unstoppable.

As you embark on this new chapter of couch surfing and treat tasting, remember, retirement doesn't mean you're out of the game. It just means you're playing in a new, comfier league. And as for me, I'll keep the advocacy torch burning, inspired by your legacy – a legacy that includes an impressive record of sandwiches stolen and right from under my nose.

Here's to you, Pico. For the laughter, the achievements, and the unwavering companionship. You're more than a service dog; you're a trailblazer, a friend, and the best pup I could have asked for. Enjoy every moment of your retirement – you've earned it, buddy.

Pico, in your retirement, remember to live by your own advice: if you can't eat it or play with it, just take a nap on it.

With love, laughter, and gratitude
-Ryan

Starbucks' Third Place Promise: Where Accessibility Falls Short

As a disability advocate, I've always believed in the power of inclusive design and accessibility. Today, I find myself reflecting on these values, especially as we approach Thanksgiving—a time to be thankful, yet also a time to acknowledge the work that remains in creating truly accessible spaces.

Recently, my experience at a newly renovated local Starbucks brought these issues into sharp focus. Starbucks often promotes its Third Place Policy, emphasizing a welcoming environment for all. While the staff's helpfulness and welcoming nature are commendable, the reality of navigating an inaccessible space independently tells a different story.

The renovation, which I had hoped would improve accessibility, resulted in narrower pathways, fewer seating options for those with disabilities, and a lack of automatic door buttons. This isn't just about convenience; it's about the fundamental right to access public spaces independently.

This experience isn't isolated. It reflects a broader issue highlighted in a Toronto Star article, where a new bike lane was criticized for its inaccessibility, raising questions about who designs and approves such projects. Similarly, Mark Raymond, Jr. CEO of the Split Second Foundation, emphasizes in FacilitiesNet/NFMT that the ADA was a "touchdown," but the game is far from over. He stresses the importance of going beyond ADA compliance to truly understanding the disabled experience.

As we near Thanksgiving, I am reminded that while we should be thankful for those who champion accessibility, gratitude should not be the endpoint. Acknowledging our rights to accessible spaces is one thing; actively ensuring these spaces are truly accessible is another.

Organizations, especially those like Starbucks that pride themselves on being a 'Third Place,' must realize that an environment cannot be welcoming if it cannot be independently navigated by all. This Thanksgiving, let's be thankful for progress made, but also commit to advocating for the changes still needed.

As we continue our journey towards a more inclusive world, let's remember that accessibility is not a privilege; it's a right. It's time for all organizations to listen, learn, and act.

‘Who designed this, who approved this?’ New Eglinton bike lane ‘illegal’, says lawyer and disability activist

The Pandemic's Impact on Workplace Inclusion: Lessons from the RVO Health Panel

A Zoom screenshot showing Disability Advocate Ryan Honick, and fellow RVO Health panelists, Alina Sharon, Ryan McKenna, Robin Hough, and Jessica Simon as part of a DEI in the workplace discussion.

Yesterday, as part of National Disability Employment Awareness Month, I had the distinct honor of joining a panel with the dynamic team from RVO Health. The topic? A subject close to my heart: diversity, equity, inclusion, and access in the workplace, especially in the light of the pandemic and its aftermath.

Firstly, I'd like to extend my heartfelt gratitude to Alina Sharon, Ryan McKenna, Robin Hough, and Jess (Leavitt) Simon. The depth of our conversation, the insights shared, and the commitment to fostering an inclusive environment was truly commendable. It's not every day that you get to be part of such an enlightening discussion, and I am continually encouraged by the positive steps that RVO Health is taking.

I've seen firsthand the challenges and opportunities that come with fostering an inclusive environment. The pandemic has only heightened the need for workplaces to be more adaptable, understanding, and inclusive. Jess (Leavitt) Simon captured this sentiment perfectly, stating, "We can't unring the bell of COVID. COVID completely disrupted and changed the way of work. The employers that are going to retain and attract the best talent are going to have to figure out how to do it differently." 

From my personal journey, I know the importance of conversations like these to deepen understanding and empathy and truly make a difference. True inclusivity begins as a cultural attitude and a commitment to continual dialogue about the needs and contributions of every employee. The pandemic brought to light the importance of mental health, flexibility, and the need for employers to be more understanding and accommodating.

RVO Health's commitment to these values is evident, and I am excited to see the strides they will make in the future. The panel discussion was a testament to the fact that when organizations and individuals come together with a shared vision, real change is possible.

To everyone who joined us for the panel, thank you for being part of this important conversation. Let's continue to push boundaries, challenge norms, and create workplaces where everyone feels valued and included.

Navigating the Ableist Undertones of the Return-to-Office Movement

Two men in suits, sit across from each other at a conference table for a meeting.

October, a month dedicated to raising awareness about disability employment, has always been pivotal. But this year, it’s underscored by a concerning trend in the corporate world: the push to return to the office.

A recent article in Fortune by Paige McGlauflin and Joseph Abrams highlighted a startling reality: "90% [of CEOs] plan to reward those who work in person with favorable assignments, raises, and promotions.” This approach, while seemingly a strategic move to revitalize in-office culture, casts a shadow of exclusion over the disability community, particularly when we’ve seen the positive impact remote work has had on disability employment.

Since becoming full-time remote in 2020, I’ve experienced firsthand the energy conservation, reduced chronic pain, and enhanced focus that comes with remote work. It's not just a convenience; it's a necessity for many of us in the disabled community.

The pandemic brought an unexpected boon for us, enabling more disabled individuals to participate in the labor market effectively. But the current push for physical presence in the office, especially when tied to career progression, is not just a step backward; it’s a leap.

Julie Kratz, in her insightful Forbes article, emphasizes the importance of “practicing everyday acts of inclusion, shifting your language, getting respectfully curious, and staying committed to allyship long-term” But where does penalizing remote work fit into this inclusivity?

The disability community is not a monolith. Our needs, capabilities, and contributions are as diverse as we are. We’ve navigated a world that often forgets us, innovating and adapting, but the message sent by rewarding physical presence is clear: our efforts, adaptability, and skills are second to our ability to be present in the office.

It’s time to challenge this narrative. Let’s foster a dialogue that pushes companies to recognize value beyond physical presence, ensuring that disabled employees are not relegated to second-class citizenship in our own jobs.

CEOs are so desperate for a return to office that they’ll give employees who come back raises, promotions

Beyond the 1%: Amplifying Disabled Voices in Hollywood and Halls of Power

From left: Zayre Ferrer, Monica Cecilia Lucas and Gisselle Legere.

In the vibrant tapestry of our society, the disabled community weaves a narrative often left unexplored, yet profoundly impactful. As we celebrate National Disability Employment Awareness Month, let’s delve into the realms of representation, adaptability, and the stark disparities in political representation for disabled individuals.

“Roughly 20% of Americans live with a disability, yet less than 1% of Hollywood writers are disabled,” a stark revelation from the Inevitable Foundation. The recent Writers Guild of America West deal, promises to address specific issues impacting disabled writers in Hollywood most. Gisselle Legere, a Cuban American writer, heralded the WGA’s victory in setting a minimum number of writers who must be staffed on shows as the “biggest win,” illuminating a path toward more inclusive representation in the writers' rooms.

In the political arena, the narrative unfolds similarly, yet with its unique challenges. ChrisTiana ObeySumner MPA, MNPL, a multi-disabled Seattle City Council candidate, embodies the resilience and determination that disabled candidates bring to the political table. Yet, systemic barriers and ableist backlash often stymie their journey. A mere one in 10 elected officials have disabilities, according to a 2018 study from Rutgers University, underscoring a glaring disparity in representation that demands our attention and action.

Sarah Blahovec, co-founder of Disability Victory, astutely observes, “Disabled people are adaptable. We’re creative. We’re problem-solvers. And we’re resilient because every day we navigate a society that is not built for our needs.” These are not just qualities; they are a testament to the untapped potential that disabled individuals bring to leadership roles in every sphere of our society.

As we navigate through NDEAM, let’s champion for more than just hiring or electing disabled individuals. Let’s advocate for providing an upward path toward mobility in their jobs, giving them a chance to flourish, and arming them with the tools they need to be successful. Let’s ensure that the diverse pool of disability is represented in all decision-making rooms, from the board room, to the writers room, to elections. We need to be in the room where it happens.

In the spirit of fostering a society where every thread is valued, let’s weave a narrative where disability is not seen through a lens of limitation, but a spectrum of possibilities and diverse perspectives. Let’s be the catalysts for a future where equity is not just a metric but a lived reality.

What the WGA deal with Hollywood studios means to writers with disabilities

Why Relaxed Dress Codes Can Be a Game-Changer for People with Disabilities

Sen. John Fetterman (D-Pa.) arrives for a vote at the U.S. Capitol May 1, 2023.

In light of the recent changes to the Senate's dress code, as detailed by Axios and Rolling Stone, it's essential to view this shift as more than just a fashion statement. This change, announced by Senate Majority Leader Chuck Schumer and reportedly inspired by Senator John Fetterman of Pennsylvania, is a reflection of a reasonable accommodation for someone with a disability.

Sen. Fetterman, who has been candid about his struggles with depression, is protected under the Americans with Disabilities Act. Changes to dress codes are considered a reasonable accommodation, and this should be seen as a progressive step for the disability community. Societal standards, often set by non-disabled neurotypical individuals, can be both physically and mentally taxing for those with disabilities. As someone with cerebral palsy and fine motor challenges, I can attest to the significant energy and mental effort required to don formal attire. My clothing choices are often a reflection of my energy levels, not my work ethic or capability.

Senator Susan Collins humorously threatened to wear a bikini to work in response to the relaxed dress code. Meanwhile, Senator Schumer officially altered the rules around appropriate attire, instructing the Sergeant at Arms to cease enforcing guidelines requiring business attire on the floor. This change allows lawmakers like Pennsylvania’s John Fetterman to embrace casual clothing without violating protocol. Fetterman's attire has been a part of his image throughout his political career. After taking a medical hiatus to seek treatment for clinical depression, he's chosen comfort over costume. This decision, though not directly referencing Fetterman, has irked some Republicans, leading to criticism of him.

In the disability community, we often use "spoons" as a metaphor to describe our energy consumption. It can take someone with a disability significantly more energy to accomplish the same tasks as our non-disabled counterparts. A strict dress code can be challenging for people with disabilities to maintain consistently. My personal experience of ditching formal wear for the office has resulted in increased energy that I can redirect toward my actual work. Being comfortable allows me to be more relaxed and focused. I applaud Senator Schumer for his recent decision and hope that those opposing this change can learn empathy.

Republicans Are Melting Down Over the Relaxed Senate Dress Code

Magic with a Side of Bureaucracy: Navigating Theme Parks and Airlines with Disabilities

Theme Park goers are seen on a rollercoaster

Growing up in sunny California, I was fortunate to be surrounded by some of the world's most iconic theme parks - Disneyland Resort, Universal Studios Hollywood, and Six Flags Magic Mountain. These parks were more than just places of entertainment; they were sanctuaries where I felt included and normal amongst my peers. As someone with multiple disabilities, these visits were moments of liberation where I could feel free to be a kid without being overly self conscious or restrained by disability.

Back in the day, it was standard practice to obtain a visitor's pass from guest services, allowing us to enter from the exit and avoid the long wait times. But times have changed.

Now, Universal is introducing a new protocol. As Michelle Diamentper writes in Disability Scoop, "Starting this week, however, Universal Orlando Resort and Universal Studios Hollywood will require that individuals apply for a special card known as the Individual Accessibility Card prior to their visit in order to qualify for an Attraction Assistance Pass." This card, issued by the International Board of Credentialing and Continuing Education Standards (IBCCES), requires documentation detailing the type of accommodations requested, at least 48 hours before arrival.

Disney by contrast allows disabled patrons to receive return times in the theme park’s mobile app comparable to the ride’s posted wait time.

While new policies aim to prevent misuse, they inadvertently create additional hurdles for disabled patrons. As Jennifer Shelton told The Wall Street Journal, “It’s just another thing we have to think through when travel is already hard and we’re trying to make it as fun as possible.”

Flying, another aspect of my travels, has its own set of challenges. With Canine Companions® Pico by my side, I've had to navigate the maze of paperwork required by the 2020 update to Air Carrier Access Act. While I pride myself on being organized and adept at bureaucracy, there are days when the energy simply isn't there, especially when I travel. The added burden of paperwork is a reality many disabled individuals face, deterring us from accessing services and entertainment. Open Doors Organization is helping streamlining the process for airline passengers flying with Alaska Airlines and JetBlue, still the added layers can be exhausting when you're already depleted from the stress of travel.

While measures to prevent system abuse are essential, it's crucial to ensure they don't inadvertently make life harder for those genuinely in need. As we advocate for more inclusivity, it's essential to strike the right balance, ensuring everyone has the chance to experience the magic of theme parks and the freedom of travel.

Some Travelers Abused Disability Accommodations. Now Comes the Crackdown

Why ADA Compliance Doesn't Always Mean Accessibility

Wheelchair users are seen in the Rose Garden at the White House as President Biden delivers remarks during an ADA celebration.

For the vast majority of my life I've navigated the intricate maze of the Americans with Disabilities Act (ADA). Designed to ensure equal access for all, the ADA has been instrumental in ensuring the rights of disabled people. Yet, in practice, the reality often falls short of the promise. Julie Reiskin, a fellow wheelchair user, captured this sentiment perfectly, telling USA TODAY, "It would be really nice if I could look at a website and have reliable information."

This disparity between expectation and reality isn't just about websites. It extends to physical spaces too. For instance, booking an ADA-compliant hotel room might promise a slightly bigger bathroom, but what's the use if I can't even enter the room due to a heavy door or lack of actuators? This isn't just an inconvenience; it's a barrier that hinders true accessibility.

My personal experiences mirror those of many others in the disability community. Just this summer, I voiced my concerns about a local Starbucks, a place I've frequented for nearly a decade. Their response? They were "in compliance with the ADA." But true access goes beyond mere compliance. Deborah Laufer's journey, involving over 600 cases filed for similar reasons, and now a pending Supreme Court of the U.S. case remarked, "I sometimes ended up sleeping in my car because I could not get an accessible room at a hotel."

The crux of the matter is that the ADA should be viewed as a starting point, not the end goal. True accessibility and inclusion mean going beyond the minimum requirements. As Shira Wakschlag of The Arc of the United States emphasized to Disability Scoop, "ADA testers are essential to ensuring the rights of people with disabilities are enforced and protected."

In our quest for a more inclusive world, let's not just aim for the floor; let's reach for the ceiling. Let's not just be compliant; let's be truly accessible.

Following the Supreme Court overturning of affirmative action earlier this summer, many disability advocates, myself included, expressed concerns about the ADA being next on the chopping block. Sadly, it looks as though our fears were not unfounded.

I invite you to join the conversation, share your experiences, and together, let's push for a world where accessibility is not just a legal requirement but a heartfelt commitment.

'Sleeping in my car.' This Supreme Court case could change how disabled Americans book hotel rooms