Threads: A Missed Opportunity for Accessibility and Inclusion

A mobile phone with one iteration of the logo for the new social media app Threads.

As a disability advocate and a person with disabilities, I am disheartened to witness the launch of Meta's new social media platform, Threads, without the inclusion of basic accessibility features. This is especially disappointing as we celebrate Disability Pride Month.

Threads, which is being touted as a competitor to Twitter, seems to have missed the mark when it comes to accommodating users with disabilities. Chase DiBenedetto of Mashable writes, "in a strange step back for the tech giant, the hours-old platform...doesn't seem to accommodate those with disabilities well, offering few accessibility tools, customization options, or site policies on its accessibility features at large."

In 2023, launching a new product is not an excuse to ignore disability and treat those with accessibility needs as an afterthought. Threads is competing with a platform whose crumbling infrastructure is due in part to that same mindset following a takeover by Elon Musk.

As someone with a visual impairment, I rely heavily on assistive technology and accessibility tools to navigate the web. The lack of accessibility features in Threads is not just an oversight; it's a barrier that prevents individuals like me from participating in online conversations and communities. It's a far cry from Mark Zuckerberg's claim that the platform will "focus on kindness." You can't do that through exclusion.

Accessibility is not an afterthought; it is a fundamental aspect of design and development. The principle of Universal Design promotes environments and tools that prioritize use by all people without the need for specialized accommodations. Allon Mason CEO and founder of web accessibility company UserWay.org, rightly points out, "Digital platforms have a responsibility to be inclusive, and it is essential that accessibility is at the forefront of their design considerations."

Threads' lack of accessibility features is a stark reminder of the ongoing struggle for digital inclusion. It is imperative for social media platforms to recognize and address the diverse needs of all users, including those with disabilities.

As a community, we must hold these platforms accountable and advocate for the integration of accessibility features. It is not just about compliance; it is about creating an inclusive digital space where everyone, regardless of their abilities, can communicate, connect, and contribute.

I urge Meta to take immediate steps to address the accessibility gaps in Threads and to engage with the disability community in the development and implementation of these features. Let's work together to ensure that social media is inclusive and accessible to all.

Threads gets a failing grade from advocates on accessible design

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

The ADA Under Siege? What the Supreme Court’s Latest Ruling Means for Disability Rights

A pull quote from Supreme Court Justice Ketanji Brown Jackson, “it would be deeply unfortunate if the Equal Protection Clause actually demanded this perverse, ahistorical, and counterproductive outcome.”

The recent U.S. Supreme Court decision to overturn race-conscious admissions in colleges has left me, as a disability advocate, deeply concerned. The ruling, which challenges affirmative action, makes me wonder: What does this mean for other minority groups, especially the disabled community?

With this ruling, the Supreme Court continues its historic march backward on civil rights; seemingly hellbent on taking them all back piece by piece.

Will Hild of Consumers'​ Research told The Washington Post the ruling “will put the wind in the sails of groups like ours, who want to get the woke, racially based hiring and promotion schemes out of corporate America.” This statement raises alarm bells. If the court is willing to challenge affirmative action, is the Americans with Disabilities Act (ADA) next?

Furthermore, Hild mentions that legal precedents allowing race-conscious admissions have been a “fig leaf” for private sector diversity initiatives. With this ruling, he predicts a “free-for-all on pushing back against that.” This suggests that the ruling could embolden challenges to diversity initiatives across the board, including those aimed at disability inclusion.

In a scorching dissent, Justice Sonia Sotomayor stated that “the devastating impact of this decision cannot be overstated.” She added that the decision “cements a superficial rule of colorblindness as a constitutional principle in an endemically segregated society where race has always mattered and continues to matter.”

Justice Ketanji Brown Jackson, wrote in her dissent that “it would be deeply unfortunate if the Equal Protection Clause actually demanded this perverse, ahistorical, and counterproductive outcome.”

The ADA has been a cornerstone for disability rights, ensuring equal opportunities for people like me. I am one of the 61 million disabled adults in the United States. As a wheelchair user and service dog handler to Canine Companions® Pico, the ADA has been instrumental in my life. But this ruling might embolden groups to challenge not just racial diversity but diversity as a whole.

We must remain vigilant and proactive. The progress we’ve made in disability rights is monumental, but it’s also fragile. We must ensure that this ruling does not become a precedent for eroding the protections that the ADA provides.

As we enter Disability Pride Month, as we celebrate Independence Day, we must not become complacent. I urge you all to stay informed, engage in discussions, and stand up for the rights of all minority groups. Our diversity is our strength. Let’s protect it.

#DisabilityRights #SupremeCourt #ADA #ProtectDiversity #AffirmativeAction #SCOTUS #CivilRights #StayInformed #EngageInChange #DEI #DEIA #DisabilityPride

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?

The Culture Shift: A Not-So-Secret Mission for Senior Leadership (and a Nudge for Disability Pride Month)

Senior Leadership Executives meet in an office setting.

We’re approaching Disability Pride Month, and I’ve got a mission for all the bigwigs out there. You know who you are - the ones with the corner offices and fancy titles. Now, don’t get all jittery; this mission doesn’t involve capes or secret handshakes (though that would be cool). It’s about leading the charge for disability inclusion. And no, I don’t mean sending out a company-wide email with confetti emojis. 🎉

Let’s get real. A survey by the Business Disability Forum showed that disabled employees are climbing mountains just to get workplace accommodations. Diane Lightfoot, the CEO, said something that made my ears perk up: “Accessibility and inclusion need to be embedded in all aspects of the organization and its culture.” Embedded, like chocolate chips in a cookie, but way more important.

So, senior leaders, here’s your not-so-secret mission:

1. Set Clear Inclusion Goals: I’m talking laser-focused. Not just for Disability Pride Month, but all year round. Because, guess what? Disabilities don’t take vacations.

2. Allocate Resources: Throw in the budget, the manpower, the coffee machines - whatever it takes! Make sure disability inclusion isn’t just a poster on the wall.

3. Lead by Example: No, you don’t need to wear a superhero cape (but again, cool). Just promote an inclusive culture. Attend disability awareness programs, maybe learn a secret handshake or two. When your employees ask for accommodations find a way to say 'Yes' instead of 'Prove it!'

4. Encourage Employee Engagement: Create platforms for employees to share experiences. And listen! You might learn something.

5. Monitor Progress: Keep an eye on how things are going. If it’s not working, change it. If it is, don’t fix what ain’t broke. Listen to disabled employees. Our experiences are valuable. We know what we need. If we're coming to you with a problem, we've been thinking through solutions ahead of time. Trust us.

6. Communicate the Value of Inclusion: Tell everyone how awesome it is to have a diverse workforce. And mean it. Did I mention listening to disabled employees? Our voices should be front and center, but true allyship involves non-disabled employees amplifying our message.

7. Partner with External Organizations: Phone a friend, call an expert, send a carrier pigeon. Get insights from disability advocacy groups.

8. Celebrate and Educate: Use Disability Pride Month as a launchpad. Celebrate achievements, educate the masses, and keep the momentum going.

Remember, Disability Pride Month is more than a calendar event; it’s a call to action. So, senior leaders, grab your metaphorical capes and let’s make every month Disability Pride Month through actions that speak louder than words (or emojis).

Share your thoughts, ideas, and secret handshakes for disability inclusion in the comments below.

‘Artificial Intelligence Will Steal My Job!’ Fears Service Dog

In the mood for a chuckle today?

I am absolutely thrilled to share that I have been featured in the The Squeaky Wheel. Well, technically I need to thank Canine Companions® Pico for letting me have the byline. We've been matched for nearly a decade and with the rise of A.I., he had a lot to say.

‘Artificial Intelligence Will Steal My Job!’ Fears Service Dog

Free Expertise? The True Cost of Devaluing Disability Advocacy

A colorful backdrop with a silver broadcaster’s microphone at the center.

In my life as a disability advocate, I've had the honor of standing up for countless causes, initiatives, and events. It's been a journey filled with moments that have inspired me, connections that have broadened my worldview, and the rewarding sense that I'm making a real difference. But there's a troubling trend that's been casting a shadow over these experiences: the expectation that my expertise, and that of many others in my field, should be offered without any compensation.

A fairly common exchange with a potential client:

Them: We’d love to have you speak at our event. 

Me: Fantastic. Here are my rates.

Them: Oh, you charge? We have no budget. 

This isn't just about money. It's about respect, value, and recognition. When organizations come to us for our expertise but hesitate at the idea of paying for it, they're sending a clear message: they don't believe our knowledge, our time, and our energy are worth investing in. This devalues our work, our experiences, and our contributions to the very causes these organizations claim to champion. You can't truly advocate for diversity, equity, inclusion, and access without compensating the thought leaders whose opinions and expertise you value.

Remember, you're reaching out to us because we're established leaders in our field. We don't need exposure as a fringe benefit for free labor.

This issue isn't just about me or about disability advocacy. It's a widespread problem affecting countless experts and professionals who are asked to give their time and knowledge for free. But as we approach Disability Pride Month, it's time to shine a spotlight on this issue in our field.

We, as disability advocates, bring a unique perspective to the table. We offer insights that can't be found in textbooks or online articles. We share personal experiences, hard-earned wisdom, and a deep understanding of disability issues. This expertise is valuable and should be treated as such.

It's time for a change. It's time for organizations to recognize the value of disability advocacy and to invest in it. It's time for us to stand up and say, "Our expertise is worth paying for."

As we approach Disability Pride Month, let's start a conversation about this. Let's challenge the status quo and advocate for the recognition and compensation we deserve. Let's do this together.

I invite you to share your thoughts, experiences, and ideas in the comments below. Let's use our collective voices to make a difference. And if this message resonates with you, I encourage you to share it with your network. Together, we can change the narrative.

Are E-Bikes and E-Scooters Making Our Cities Less Accessible?

A series of E-bikes and E-scooters strewn about on the ground obstructing walkways.

Ladies and gentlemen, gather 'round, for I have a tale to tell. It's a tale of two-wheelers, those silent, sneaky, sidewalk-hogging e-bikes and e-scooters. They're the new-(ish) kids on the block, zipping around our cities, promising a greener future, and making pedestrians jump out of their skins. But, oh boy, they're not just giving pedestrians a good scare, they're turning our sidewalks into obstacle courses for the disabled community.

Now, let's take a trip to Seattle University, where e-bikes and scooters have exploded onto the campus scenery like a bad rash. The Spectator at Seattle University’s Natalie Kenoyer reported last fall that these contraptions from companies like Lime and Bird are strewn across campus like some kind of modern art installation, blocking ramps and walkways. It's like a bad game of Tetris where the blocks are e-bikes and e-scooters, and the players are disabled individuals just trying to get from point A to point B.

The problem isn’t limited to college campuses, either. Canine Companions® Pico and I encounter them almost daily in Washington, D.C. and when we travel across the country.

And it's not just a problem here in the U.S. Across the pond in the UK, a new report by think tank Policy Exchange tells a similar tale. Disabled parliamentarians are calling out the councils and the Department for Transport (DfT), United Kingdom for their "passivity." It's like they're saying, "Hey, we didn't sign up for this level of Extreme Sidewalk Survivor!"

So, what's the solution? Well, Policy Exchange suggests fining users who leave their e-bikes or e-scooters obstructing the pavement. I mean, if you can't park it, don't ride it, right? In Seattle ride-sharing companies work in collaboration with the city to establish e-bike and scooter use regulation zones as a condition of their operation. However, as with all regulation, it's only as good as its enforcement.

Let's reclaim our sidewalks from these two-wheeled terrors. Let's make our cities accessible for all, because everyone deserves the right to navigate their city without feeling like they're on an episode of Wipeout.

Remember, sidewalks are for walking, not for your discarded e-bike. Let's make our cities accessible again and ensure that no one feels like a second-class citizen in their own city. And for the love of all that is good, learn to park your e-bike.

Dumped e-bikes ‘dangerous’ for the disabled, think tank report finds

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

How I Learned to Stop Worrying and Love the Plane

A UK-based consortium has created a cabin concept that allows wheelchair users to use their own chair when flying on airlines

Greetings, fellow readers! I'm your friendly neighborhood wheelchair user, navigating the world with everyone’s favorite 70-pound Lab Retriever, Canine Companions® Pico. Over the near decade that we’ve been matched, we have a knack for finding ourselves in the most absurd situations.

Let's talk about flying. Not the Superman kind, but the "strapped into a metal tube hurtling through the sky" kind. It's a bit like a roller coaster, except the ride lasts for hours and there's no overpriced keepsake photo afterward proving you survived.

Now, imagine doing this while also wondering if your legs (aka my wheelchair) will still work when you land. It's like playing a game of "Wheelchair Roulette". The stakes? A cool $20,000. That's right, folks. My wheelchair costs more than a used car, and I'm entrusting it to the same people who routinely lose luggage on direct flights. In 2022 alone, 11,389 wheelchairs were mishandled by US airlines, according to the U.S. Department of Transportation February 2023 Air Travel Consumer Report.

But let's not forget my trusty sidekick, Pico. He's the Batman to my Robin, the peanut butter to my jelly, the...well, you get the idea. He's my rock, especially when turbulence hits and I'm clutching the armrests like I'm trying to strangle them. This is where the spasticity from CP can be extra fun.

Now, here's the good news. Delta Air Lines and Air 4 All are stepping up their game. They're developing a seat that allows us wheelchair users to stay in our chairs during the flight. Debuting on June 6 at the Aircraft Interiors Expo, this prototype has been a longtime coming. As PriestmanGoode director Daniel MacInnes told Insider, "Offering equal access to comfort, safety, and dignity for all passengers has always been our objective for Air 4 All."

This is a game-changer, folks. No more playing "Wheelchair Roulette". No more being transferred from chair to chair like a game of musical chairs. Just me, my wheelchair, and my trusty canine sidekick, cruising at 35,000 feet.

So, here's to Delta, Air 4 All, and all the wheelchair users who dream of flying comfortably. Keep flying high, my friends. And remember, the sky's the limit...unless you're in an airplane. Then it's more like 35,000 feet.

Share your thoughts, experiences, or your favorite airplane food (if such a thing exists) in the comments below. Let's get the conversation rolling!