The Importance of Disability Inclusion for Everyone

Disability is intersectional – and disabled people are everywhere. I say that a lot, but here’s why it matters. Too many organisations still design accessibility only into products or services aimed at disabled people. That approach misses a huge part of the picture. We don’t exist in a bubble. We shop. We travel. We parent. We study. We build businesses. We use tech. We date. We play sports. We read. We have hobbies. We drive. The list goes on. We work and exist in every single sector you can imagine. When you build something and assume accessibility is “optional” unless disabled people are the target audience, you’re not serving the market you think you are. I’ve seen this first-hand, both as a professional in disability inclusion and as a customer who happens to be blind. It’s not just frustrating – it’s a lost opportunity for reach, loyalty and impact. Here’s the truth: accessibility is not a favour. Accessibility is how you make sure everyone can benefit from what you create. So next time you’re developing a product, a service, or an experience, ask yourself: Does this work for disabled people full stop – not just when they are the “intended user”? That’s how you build for the whole market. That’s how you innovate. That’s how you win. ID: Robbie Crow purple Quote graphic reading "Accessibility isn’t optional. It’s how you reach everyone." At the bottom, there's a circular badge with the phrase "Progress Over Perfection" in white text. Below the text, colorful icons of disabled people. Wavy rainbow lines stretch horizontally from the circle, reaching both edges of the image. The image is copyright Robbie Crow (2025). #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

I almost didn't post about today, which is International Day of People with Disabilities. Yes, disabled people live with disability every single day. Still, awareness days matter. They spark conversations and, ideally, actions. The difference lies in allyship: - Performative allyship: Companies post today, then go silent until next year. - Genuine allyship: Companies make progress every day. This year’s theme is “Fostering disability inclusive societies for advancing social progress.” True progress means disabled people must be seen as leaders, not just participants. Too often, we’re underestimated, told “it’s a lot of work,” or only considered for roles tied directly to our disability. I know this firsthand. I held many nonprofit PR, marketing, communications, and digital roles. It's more than enough experience for a VP role. No one asked. The one time I put my name forward, I didn’t get it. Fortunately, that changed recently! I was asked if I wanted to take on an officer role with a nonprofit board. That's why I devote much of my volunteer time with this organization more than any other. Another time, I applied to a committee addressing issues that affect all residents, including people with disabilities. The two chosen were leaders of nonprofits serving disabled communities. They didn't have someone with lived experience. That’s not inclusion, and it doesn’t advance social progress. Meanwhile, I’ve run a successful business for 20 years. Not by “resting on my laurels,” but by working hard. If companies want to foster disability-inclusive societies and advance progress, here are steps to start: 1. Normalize accessibility as part of culture, not an exception. Make accommodations seamless and proactive so disabled employees don’t have to fight for them. This fosters inclusion at the systems level. 2. Create pathways into leadership, not just entry-level roles. Mentoring and coaching should explicitly prepare disabled employees for management and executive positions, not stop at “support roles.” 3. Pairing with experienced colleagues should be reciprocal. Disabled employees bring lived expertise. Encourage two-way learning so inclusion advances social progress across the organization. 4. Invest in professional development with equity in mind. Training should be accessible, funded, and scheduled during work hours. This signals that leadership growth is valued for everyone. 5. Include disabled voices in decision-making, not just consulting. Representation must extend to strategy tables, boards, and leadership committees. Progress requires lived experience shaping policy and culture. 6. Measure and report progress. Track how many disabled employees are in leadership pipelines and roles. Transparency drives accountability and societal progress. #Accessibility #MerylMots Image: White generic person figure with a flourish around its top half and International Day of People with Disabilities

Since at least 1 in 4 adults in the US are disabled, accessibility should matter to everyone. We all have disabled friends, colleagues, neighbors, and loved ones, and anyone can join the disability community at any time, temporarily or permanently. This is why I created my eBook, “Accessibility Made Simple: 12 Easy Ways to Be Inclusive”. Accessibility matters, but not everyone knows how to do it. As someone with hearing and vision disabilities, I get so tired of speaking up about my access needs. I’m always teaching people how to turn on the autocaptions on their Zoom accounts. I get tired of not being able to read graphics on social media with small text or poor color contrast. Accessibility can be easy, and you can learn about it so that you can make it easier for others around you! Want to learn more about how to be inclusive and accessible? Download my free eBook (linked in comments). How has inaccessibility impacted you? How has accessibility helped? Video Description: Catarina is a light-skinned Latiné woman with dark brown wavy hair. She’s talking right to the camera selfie-style. She’s wearing her hair half pulled back and is wearing a beige short-sleeve button-down shirt with silver hoop earrings. Behind her is a modern geometric painting and a gray wall. She’s expressive. There are captions on the video with white text with a black border. Near the end, a photo of the eBook cover pops up. It’s yellow with a white box in the center and a photo of Catarina with her white cane. A transcript is above in the post. The cover title is: Why we all need accessibility right now ❤️ #Accessibility #WorkplaceInclusion #DisabilityInclusion

Disability in Diversity: The Missing Piece When I start a new contract or job, one of my first meetings is with the Chief Diversity Officer. Why? Because disability is often the forgotten piece of the diversity puzzle. Despite completing two DEI certification programs, I was surprised to find that neither the instructors nor my classmates understood disabilities or accessibility. It’s a glaring omission, considering that people with disabilities make up 19% of the American population, yet remain underrepresented in diversity initiatives. Companies may have disability ERGs and run recruiting campaigns, but internal accessibility often falls short. Many employees with disabilities struggle with inaccessible tools and are afraid to speak up, fearing job security. Instead of true accessibility, they’re often offered “reasonable accommodations” that feel more like “separate but equal,” perpetuating inequality within the workplace. It’s time for change. Disability must be a specific component of diversity, and accessibility teams need to collaborate with DEI teams to ensure all tools are accessible. Aligning these efforts will create a better experience for everyone. Want to learn more? Read my latest article below to explore how we can bridge this gap and make organizations truly inclusive. 🌍 #Accessibility #Diversity #Inclusion #DisabilityRights #WorkplaceInclusion #DEIB https://lnkd.in/gkSPpKeg

One of the most important lessons I’ve learned during my work in mental health is that inclusion isn’t a nice to have. It is a lifeline. When someone is excluded from the workplace, from decisions about their own life, or from the dignity of being fully seen, they carry a cost. A cost to wellbeing, to identity, and to connection. Today, on the International Day of Persons with Disabilities, the United Nations theme is “Fostering disability inclusive societies for advancing social progress.” That phrase matters because it reminds us that progress is only real when it includes everyone. In my work with organisations and in human rights advocacy, I see what happens when disability is not treated as an aside but as central to culture, policy, conversation and value. I’ve witnessed people with lived experience of disability bring insight, leadership and resilience, often in environments that were not designed for them. Their mental health deserves the same depth of support, acknowledgement and agency that all of us need. Because the barriers they face, whether attitudinal, physical or systemic, are not just accessibility issues. They are mental health issues. They are identity issues. They are human rights issues. So today I want to say this: ➡️ If you lead a team, design a policy, or create a service, ask this question: Who is still on the outside? ➡️ If you are part of a community, a family or a workplace, ask: How are we making sure every person’s voice and every person’s rhythm are counted and respected? I’d love for you to share one way your organisation or community is working to include persons with disabilities in a meaningful way. What is one barrier you’ve seen challenged or changed? #InternationalDayOfPersonsWithDisabilities #DisabilityInclusion #HumanRights #MentalHealthMatters #InclusiveWorkplaces

Disability Idea: 7 years, 7 takeaways. I've been with Peak Performers now for seven years. Here are some of the lessons I’ve learned: 1) Disability impacts everyone. About 26% of the US population has a disability; often this coincides with age. The longer we live, the more likely we are to develop a condition or a life impacting injury. Even if you don't have a disability, you probably know someone who does. Disability impacts all of us and looking out for disability inclusion helps your family, your friends, and even future you. 2) Disability inclusion is good for business. While digital accessibility or access to accommodations might be seen by some as an expense or complication, ensuring disability inclusion is actually just good business. Companies who prioritize disability needs are more innovative, more profitable, and more trusted. 3) Disability is diverse. Disability does not discriminate and affects people of all walks of life, all skin colors, all sexual orientations, all religions, and all national origins. When you recruit for something as human as disability you get a better representation of all people who are available to work. Sharing your disability experience is also a great way to meaningfully connect with people whom you don’t think you have anything in common with. 4) Disability is difference. If you know one person with a disability, you know one person with a disability. Each disability is radically different from the next and even people with the “same” disability will often have very different needs. We often talk about autism “being on a spectrum” and the same can be said for all disabilities: a spectrum of abilities, needs, and experiences. 5) Empathy is always the answer. Many people are afraid to say the wrong thing when interacting with someone with a disability. Disability etiquette is really not as complicated as you might think: just use empathy. This boils down to curiosity, respect, and kindness in your daily interactions. Treat people with disabilities as fellow humans and you’ll do fine. 6) We all can do better. I have biases and you do too. Disability inclusion requires acknowledging that we are imperfect and working to adjust for our faults. Most of us want to be good, unbiased people but we need to slow down, be curious, and be vulnerable. 7) One job at a time. Part of what makes me excited to work at Peak Performers every day is the tangible impact I’m making on people’s lives. We all need to work and people with disabilities experience an unemployment rate double the national average; they also face many systemic barriers. This is good work that needs to be done. #DisabilityIdea #DisabilityInclusion #DisabilityEmployment #PeakPerformers Disability:IN

Sometimes, I find myself brimming with frustration when people treat accessibility and disability inclusion as nothing more than a checklist. It’s exhausting. We have the knowledge. We have the tools. We know how to create accessible systems, spaces, and technologies. So why do we keep falling short? Accessibility isn’t a luxury or a favor. It’s a fundamental human right. It’s about honoring dignity, recognizing contributions, and ensuring equal opportunities. Yet, too often, it’s shoved to the sidelines, labeled as “extra work” or “nice to have.” This isn’t just about meeting legal requirements or ticking off compliance boxes. It’s about building a world where everyone belongs. A world where no one is left behind. We have the ability to do better, so why are we still making excuses? I’ll be honest—I’m impatient. I’m tired of waiting for progress that should already be here. But that impatience fuels me. It pushes me to speak up, to keep the conversations alive, and to challenge complacency wherever I see it. This frustration isn’t just mine. It’s shared by millions of disabled people who feel like they’re always asking for the bare minimum. But here’s the thing: frustration is also a call to action. It’s proof that we care enough to demand better. Progress may feel slow, but change starts with impatience. It starts with challenging the status quo and asking, “Why not now?” So let’s take this frustration and channel it into something meaningful. Let’s stop settling for “good enough” and commit to making accessibility a priority, not an afterthought. It’s not just about systems or policies. It’s about people. It’s about all of us. And the time to act is now. #WeAreBillionStrong #AXSChat #Accessibility #a11y #DisabilityInclusion ID: Debra's Quote: "Accessibility is a reflection of respect and equality, not an optional extra. We have the tools to include everyone—what’s missing is the will to act. Progress starts with impatience. Let’s demand better, now."

Accessibility and disability inclusion aren’t just buzzwords—they’re lifelines. For disabled folks like me, they are the difference between being part of the world and being left on the sidelines, wishing I could partake. They’re not optional; they’re essential. But here’s the thing: accessibility isn’t just about ramps or captioning. It’s about creating a society where everyone, regardless of ability, can belong. It’s about making sure no one is seen as “too much” or “too complicated” to include. We aren’t last minute thoughts, we are thought of day 1. When people push back on accessibility—saying it’s too expensive, too inconvenient, or unnecessary—I think about how often we’re asked to adapt to a world that wasn’t designed for us. Why is it so controversial to ask the world to meet us halfway? Disability inclusion is vital because it humanizes us. It affirms that disabled folks deserve access to education, art, travel, technology, careers, relationships, and joy. It’s a practice of valuing every human life, and that makes the world better for everyone. Accessibility isn’t charity; it’s justice. It’s not a favor; it’s a right. And while some may argue that making space for us isn’t worth the effort, I know firsthand how transformative inclusion can be. To me, accessibility and disability inclusion mean showing up for each other. They mean imagining a world where we’re not just included but celebrated. Because we belong here, too. What does accessibility mean to you? Let’s discuss about it below. #Accessibilty #Accessible #AccessibilityMatters #DisabilityInclusion #InclusionMatters