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

The ADA and Beyond: The Ongoing Fight for Workplace Inclusion

A wheelchair user seen from behind moves through her workplace.

Today, it's time to reflect on the challenges and triumphs of disabled individuals in the workplace. As a disability advocate, I've seen firsthand the barriers that disabled individuals face in their professional lives. But I've also witnessed the resilience, creativity, and determination that they bring to the table.

The Americans with Disabilities Act (ADA) was a significant milestone, but 33 years later, we're still grappling with the complexities of 'reasonable accommodations' and the stigma associated with disclosing a disability. As my friend Emily Ladau recently told CNBC, "Even though workplaces can focus on creating a culture of inclusion, there's that internal barrier that people still struggle with, because the world is telling them that disability is shameful, that disability is wrong, that their existence is somehow a mistake."

This narrative is not only harmful but also fundamentally untrue. Disability is not a mistake or a weakness; it's a part of our identity that shapes our experiences and perspectives. It's time to shift this narrative and embrace disability as a strength.

Research shows that when employees with disabilities are given the opportunity to educate and connect with their co-workers, the number of people who disclose a disability and request accommodations increases. This is a testament to the power of open dialogue and the importance of creating safe spaces for disclosure.

Companies like PSEG have taken steps in the right direction by launching initiatives to encourage people with disabilities to bring their full selves to work. After their awareness campaign, the percentage of people who identified as disabled in their workplace tripled. This is a clear indication that when we create an environment of understanding and empathy, people feel more comfortable disclosing their disabilities.

As we move forward, let's remember Ladau's words: "When we shift that narrative and we begin to say, 'You can identify as having a disability. That is something that you can be proud of. That makes you who you are,' the number of people who identify in the workplace as disabled is going to grow."

Let's continue to challenge the status quo, advocate for reasonable accommodations, and celebrate the diverse experiences and perspectives that disabled individuals bring to the workplace.

Breaking Stereotypes: The Unspoken Truth About Sexuality and Disability

Disabled young woman and her boyfriend holding hands. Unrecognizable Caucasian people.

So, here we are, celebrating Disability Pride Month. And you know what that means, right? No, not just the extra wheelchair-friendly ramps (though those are nice). It's time to talk about something that makes people more jittery than a squirrel on espresso: the sexual lives of people with disabilities.

As a person with disabilities myself, I've experienced firsthand the assumptions and stereotypes that can cloud this discussion.

In a powerful op-ed for Teen Vogue, Shatika Turner, a member of Planned Parenthood of Greater New York Advisory Council on Accessible Sex Education, eloquently stated, "The most harmful misconceptions when it comes to people with disabilities are that we don’t have sexual lives, our disabilities define our identities, or that we don’t experience a spectrum of sexual orientations or gender identities."

I couldn't agree more. From my dating life to interactions with medical professionals, I've faced surprise and disbelief when inquiring about reproductive healthcare or expressing my sexual desires. It's as if my wheelchair and service dog automatically desexualize me in the eyes of others. But let me be clear: my disability does not erase my sexuality.

In 2019, I was featured in Dan Savage's Savage Love Column, where I discussed the importance of recognizing and celebrating the sexual agency of people with disabilities. As I told Savage, "It's estimated that one in five people have a disability... So I would encourage [people] to use some of the mainstream apps—like Tinder, OkCupid, Bumble Inc., or Match—and put what they're after front and center."

So, this Disability Pride Month, let's break down these misconceptions. Let's talk about sex and disability. Let's make it as normal as discussing the weather or the latest episode of whatever reality TV show is popular these days.

Let's ensure that our sexual education curriculums are inclusive, affirming, and safe for our community. Let's normalize these discussions instead of hiding them in the shadows because of ignorance and discomfort.

Because guess what? People with disabilities have sex. We date. We fall in love. We break up. We swipe right and left. And it's high time we acknowledged that.

We are individuals with our own desires, needs, and identities. We deserve to be seen, heard, and understood in all aspects of our lives, including our sexual lives.

People With Disabilities Deserve Comprehensive Sex Education

Disability Rights in the Age of Surveillance: A Call for Inclusive Tech

A close up picture of an eye caught in the crosshairs of a laser.

As we celebrate Disability Pride Month, it's crucial to spotlight the urgent need for lawmakers to act in regulating surveillance technologies to protect the rights of disabled individuals. The rapid evolution of these technologies presents both opportunities and challenges, and it's our collective responsibility to ensure they are used ethically and inclusively.

In a recent article for The Hill, Sarah Roth and Evan Enzer of the Surveillance Technology Oversight Project (S.T.O.P.) noted that "Data-driven surveillance tech has been incorporated into nearly every sector of public life... However, countless studies have shown that these technologies are inherently biased and discriminatory because they are not being built, or used, with accessibility in mind."

These technologies, such as biometric monitoring software, often fail to account for the diversity and nuance of disabilities. This lack of inclusivity can lead to people with disabilities being singled out or experiencing dehumanizing punishment for simply existing as themselves.

For instance, Amazon’s Flex program uses an app to track delivery drivers' efficiency. This system overlooks the experiences of workers with disabilities, and the algorithmic management system has been reported to fire the slowest people — regardless of the individual’s disability or access needs.

Moreover, policies that require patrons to expose their faces to facial recognition surveillance cameras discriminate against immunocompromised individuals and those who rely on masks for health benefits.

We must ensure that technological change does not come at the expense of disability rights and justice. The recent ordinance introduced by the New York City Council to ban facial recognition in public places is a step in the right direction. But more needs to be done.

As these surveillance tools become more prominent and inescapable, the urgency with which lawmakers need to act cannot be overstated. We must continue to advocate for the rights of disabled individuals and push for regulations that ensure these technologies do not infringe on their rights and freedoms.

As we move forward, let's remember that our goal should always be to create a society where everyone, regardless of their abilities, can thrive.

New technology, same problems: We need to ensure accessibility for everyone

The Remote Work Revolution: A Catalyst for Change in Disability Law

Photo of a young woman who is working from her home office, having the cutest and the cuddliest assistant - her pet dog.

As we celebrate Disability Pride Month, let’s talk about the seismic shift in the world of work - The Remote Work Revolution - and its impact on disability law.

The COVID-19 pandemic has been a game-changer. It has shown us that remote work is not only possible but can be highly effective. But did you know that this has also been influencing disability law?

According to a Bloomberg Law review from Robert Iafolla, employers who denied requests for telework as a disability accommodation used to prevail in nearly 70% of federal court rulings pre-pandemic. However, post-pandemic, this dropped to nearly 60%! 📉

Nicole Buonocore Porter, a disability law scholar at Chicago Kent College of Law stated, “Scholars and advocates had hoped the pandemic would have moved the needle more.” She emphasized that courts need to stop “too readily deferring to whatever the employer says.”

So, what does this mean for employees with disabilities?

It means that the collective experience of remote work during the pandemic is slowly changing perceptions. The notion that in-person attendance is always essential is being challenged. 🤔

However, we still have a long way to go. Many judges continue to apply a de facto presumption against allowing remote working, often siding with employers who insist on in-person attendance.

But here’s the kicker - the U.S. Department of Labor and the Job Accommodation Network announced in May that nearly half of workplace accommodations can be implemented at no cost to employers. This includes remote work!

As a disability advocate and someone who has personally benefited from remote work, I believe it’s high time that we embrace this revolution. Let’s work toward creating inclusive work environments that recognize the diverse needs of all employees.

Covid’s Remote Work Experience Is Slowly Changing Disability Law