Catarina Rivera, MSEd, MPH, CPACC

I'm disabled.

I'm not differently abled.

I'm not handicapable.

I don't have special needs (my needs are just needs, and everyone has needs).

I'm not a person of determination.

I don't identify with euphemisms for disability.

Disabled is not a bad word.

When doing public speaking, I share that both identity-first language (i.e. disabled person) and person-first language (i.e. person with a disability) are respectful.

I also share the historical context for each.

Personally, I use identify-first language, and that's what resonates for me.

When people refer to me, I ask for my self-identification to be respected and to be referred to as disabled or as a disabled person.

I always respect how any disabled person self-identifies and recognize that they may identify differently than I do.

Respecting self-identification is crucial.

What are your thoughts on this?

#DisabilityAwareness #Disability #DisabilityAdvocate

Why I use DEIA now instead of DEI:

DEI is an acronym for diversity, equity, and inclusion.

However, I’m now adding an A for accessibility (and many others do as well).

While DEI in the workplace is about creating equitable workplaces for everyone, oftentimes disabled people are an afterthought.

Shockingly, a March 2020 Harvard Business Review article revealed that while 90% of companies prioritize diversity, only 4% consider disability in their initiatives.

As a disabled woman, I recognize the privilege of viewing the world through a nondisabled lens.

The obstacles and challenges disabled people face, the lack of inclusion, and the emotional energy (as well as mental health costs) required to navigate inaccessible situations often go unnoticed and unaddressed.

So, how can organizations make sure disability is part of their DEI initiatives?

Here are a few actions organizations can take:

- Build understanding about ableism in the workplace and work to reduce microaggressions
- Make the interview process more accessible
- Consider hiring an expert disability inclusion consultant
- Conduct accessibility and disability inclusion surveys to gather feedback from employees
- Require accessibility plans as part of all employee and workplace initiatives/events
- Train managers on how to be more inclusive and accessible

What are your thoughts on this?

What else would you add?

#DisabilityInclusion #DEI #Inclusion