Welcome to Disability:IN DC Metro 2024 Newsletter!

In this month's newsletter, we are featuring:

• Forbes Article focusing on AI
• 2024 Disability Inclusion Trends
• Our signature VIP event with the Omnium Circus
• Increase your disability inclusion engagement in 2024 with

DC Metro's Working Groups

• IT'S ALL ABOUT 2024 INTERNSHIPS-Focus on Internships: Employers and College Students
• February's 9th Annual Federal Updates Event
• Disability:IN Annual Global Conference registration Now Open!
• Plus the latest Business News, ODEP info and more!

What’s In Store For ’24: 10 Expectations For 2024

Eli Amdur

Forbes Contributor

Leadership professor, job market journalist-analyst, business advisor



2024 will be the most dynamic, most transitional, and most impactful year in history – at least for the American job market, most likely for the entire economy, and very likely for the world overall.

Hyperbole? Not if you’ve been paying attention – close attention – to what’s going on and to what the implications are, both near and long term. In this post, we’ll have a look at history to set the backdrop for my claim, as well as a plain assessment of things obvious and things obscure.

But first, a disclaimer. I will not be making projections or predictions. Economists make projections and fools make predictions. I know I’m not the former and hope I’m not the latter. But, as an independent career coach and job market observer for the past 26 years, I’m comfortable with offering my expectations – for what they’re worth.

Dynamic, transformational, and impactful

Without one qualifier, my statement could be very easily open to debate, as two years in my lifetime – 1968 and 2020 – stand alone as years that changed the world in thunderous fashion. But the changes they generated – societally in 1968 in the US and functionally around the globe in 2020 – weren’t as complete and as multidimensional as what I expect for 2024.

Why? A.I.: The biggest single change in history

Thomas Kuhn, in his landmark book, The Structure of Scientific Revolutions (1962), stated: “Intellectual progress is not steady and gradual. It is marked by sudden paradigm shifts.” (Interesting side note: It is from Kuhn in that book that we derived the expression “paradigm shift”.)

Read the entire Forbes Article

Disability Inclusion: The 2024 Trends & Challenges

Meg O'Connell, Global Disability Inclusion

Here are some of the key trends and challenges that will shape the future of work for people with disabilities in the new year.

Trend 1: Remote/Hybrid Work: Increased Flexibility

Remote and Hybrid work is here to stay. It seemed every week there was a new article about the debate over remote work and return to office mandates. While people with disabilities were some of the loudest voices in support of remote and hybrid work, other diverse employees want the benefits and flexibility it provides. The debate will surely continue but employees with disabilities have demanded more flexibility for decades and now there is no turning back. Plus, people with disabilities joined the workforce at a record pace over the past few years and that’s a trend we are definitely behind.

Trend 2: Technology and AI

Our phones are smart, so are our houses and automation is coming to everything. Technology will continue to improve the lives of people with disabilities, making tasks easier. Companies like Microsoft and Apple have been leading the way in assistive technology to make the world more accessible for people with disabilities. This trend will continue as companies realize that accessible products and services benefit everyone, not just those with disabilities.

We are only scratching the uses and benefits of AI. But we know it can enhance accessibility by providing captions, subtitles in a variety of languages, sign language interpretation for videos and online events, apps to help people who are blind or visually impaired navigate indoor and outdoor spaces. AI has even shown it can enhance medical diagnosis and monitor health conditions of its users. Another advantage that will benefit everyone.

Trend 3: Customized Accommodations

Reasonable Accommodations or workplace adjustments are getting an upgrade. Companies are fine tuning their accommodations policies and processes. Multinational companies are taking a singular approach to rolling out the accommodations process in all locations. We are also seeing increased customization of accommodations – organizations are realizing a one size fits all model does not work, and that accommodations are not about “setting a precedent” and more about helping individual employees be as productive as possible. We will continue to see fewer blanket approaches to accommodations and more agile customization.

Trend 4: Mental Health Resources & Training

The pandemic had us all paying attention to the mental and emotional health of workers around the world. Many workers have experienced stress, anxiety, burnout, grief, and trauma because of the pandemic, and the focus on mental health will continue in 2024. As more employees disclose mental health concerns and conditions organizations will continue to prioritize mental health resources for their workforce, by providing more support, and flexibility, as well as training for managers, HR and employees.

Trend 5: Workplace Experience/Employee Engagement

Employee retention is a critical priority for every organization and a new focus on employees with disabilities is underway. Companies are realizing their largest diversity segment is employees with disabilities representing 15-20% of their employee population. As companies expand diversity efforts to include people with disabilities, and create policies program and procedures to support them, getting feedback from the employees themselves is a significant resource in understanding the benefit and impact on the employees you are wanting to support. Our Amplify Survey is the first disability climate and culture survey, and companies are getting valuable strategic insights into their workplace cultures.

Conclusion

The future of work is not a distant or static concept, but a dynamic and evolving reality that will affect every aspect of work and life. Organizations and workers with disabilities will have to embrace the changes that lie ahead and leverage the opportunities and possibilities they offer.

Being aware of the trends and staying ahead of them will create better workplaces for the largest diversity segment. and preparing for the future, organizations and workers can create a more resilient, agile, and innovative work environment that will enable them to thrive in 2024.

Disability:IN DC Metro is a Proud Sponsor

of Omnium Circus 2024!

This event is more than just an afternoon of entertainment; it is an opportunity to support and champion the cause of inclusivity. Disability:IN DC Metro is dedicated to promoting workplace inclusion for people with disabilities, and your presence at this event will contribute significantly to furthering this important mission.

February 24, 2024 2:00 PM

Buy Your VIP Tickets Today

Join Disability:IN DC Metro for this amazing "I'M Possible" Event!

OMNIUM CIRCUS is a world-renowned comprehensively inclusive and accessible circus company bringing excitement, thrills and joy to people of all ages as only a circus can! Step into a world of all things possible where we discover the power, the passion, and the perseverance of the human spirit within each one of us!

Your tickets will ensure that you, your guests and your family enjoy this amazing event. As a DC Metro Member or Friend, your tickets enable you "pre-show access" to meet and engage with the performers, enjoy refreshments in the VIP Lounge during the show and support Disability:IN DC Metro at the same time - Tax-Free!

What to Expect

Omnium Circus Extravaganza: Be prepared to be dazzled by the extraordinary talents of Omnium Circus. With awe-inspiring acrobatics, breathtaking performances, and a captivating atmosphere, this promises to be an evening filled with laughter, wonder, and amazement

Networking and Community Building: Connect with like-minded individuals who share a passion for creating a more inclusive world. Whether you're an advocate, business professional, or someone simply interested in making a positive impact, this event is an excellent opportunity to network and build lasting connections.

Impactful Fundraising: Your attendance directly supports Disability:IN DC Metro's initiatives, enabling us to continue advocating for equal opportunities and breaking down barriers for individuals with disabilities in the workplace.

Capital One Hall

 7750 Capital One Tower Rd

Tysons, Virginia

Showcase your Commitment to DEIA

and become a 2024 DC Metro Sponsor Partner!

Be recognized in the

National Capital Region as a DEIA leader!

Become a Sponsor Partner Today!

$850- $10,000

Members can be Sponsor Partners too!

Thank You to Our Sponsor Partners!

9th Annual Federal Updates

(Hybrid)

February 13, 2024

10 am - 1:30 pm

Registration Opens January 29!

General Dynamics Mission Systems

Fair Lakes, VA

Invited Guests: ODEP, OFCCP, VETS, EEOC, GSA, The Access Board, National Council on Disability

DC METRO NEWS

Disability Inclusion Engagement Opportunities

To join the Community Outreach Working Group contact

Lori Daly

To join the Accessibility Working Group

contact

Eduardo Meza-Etienne.

To join the

Veterans Working Group

contact Ron Drach.

Get Engaged with Us in 2024!

Disability:IN DC Metro is seeking disability business leaders and/or disability subject matter experts to join our Advisory Board! This opportunity provides leadership development, engagement with other disability leaders and a profound way to support DEIA+Belonging. Contact Katherine McCary for further information.

ALL ABOUT INTERNSHIPS

FOR EMPLOYERS

Why do companies hire interns?

Companies of all sizes and industries hire interns to gain valuable support for the business and its existing employees. Internships allow companies to invest in their own future success and perhaps discover new talent and future leaders. Interns can take on lower-level tasks, freeing up time for colleagues to handle other work, though more internships now offer responsibilities that go beyond administrative duties.

Employers can benefit from hiring interns or creating a broader internship program. Here are five great benefits to gain from interns:

A larger workforce

Interns are valuable support and help to current employees, even if tasks given to them have modest levels of responsibility. By taking on tasks as an intern, other colleagues can pursue creative or more advanced projects. As an intern, you can expect tasks that help you learn a new skill or more about the industry and work with fellow employees on specific projects, research or campaigns. Most internships have supervision to provide you with feedback on your work.

Mentorship opportunities

Internship programs give current employees an opportunity to mentor future leaders in the field, and it can promote a healthy work culture and build company morale. Helping teach and develop individuals new to the career can motivate employees and reinvigorate their passion or work ethic and increase effective leadership within the team.

A new perspective

Interns offer a fresh look at a company's day-to-day business and procedures and can share ideas on strategy, plans, policies and more. As an intern, you can be part of brainstorming sessions and meetings or give input and suggestions to company or internship leaders. You can help organizations apply the latest strategies and techniques in your chosen career field through your education and knowledge. With the growing presence and use of social media, for example, interns can apply their technology skills to bring creative opportunities and ideas for social media marketing or engagement.

Positive publicity

Communities and industries often commend those who provide internships to the next generation of business people. Companies that offer internships can establish or grow their connections with universities and colleges, increasing their visibility on campuses and ability to recruit other students. Internships can also promote community involvement and presence through teaching the prospective workforce and having an impact.

An employee candidate pool

Companies can select and develop future talent through internships and increase their staff retention rates, since many interns secure job offers after their internship ends. As a former intern, you assimilate into the new role faster than an external hire might. Employers can hold various social activities and professional development seminars to learn more about each intern and how they may be a good permanent addition to the team.

Read the entire article

Many businesses find internships to be an effective personnel strategy because they offer a way to both fill anticipated short-term staffing needs and evaluate potential staff for permanent positions in the future—especially those who may be new to the workforce.

What many employers may not realize, however, is that internships can also be an effective strategy for achieving disability diversity. In fact, research shows that employers who offer internships for people with disabilities are 4.5 times more likely to hire a person with a disability than those who do not. Thus, for federal contractors and subcontractors, hiring interns with disabilities can be an effective strategy for advancing goals under Section 503 of the Rehabilitation Act.

To ensure their internship programs are inclusive, employers may want to read Inclusive Internship Programs: A How-To Guide for Employers (PDF).

For more information about working with interns with disabilities, read “Maximizing the Internship Experience for Interns with Disabilities” and “Tips for Mentoring Student Interns with Disabilities.“

Want to Learn More?

The organizations listed below resources can help you find and connect with interns with disabilities.

BroadFutures

Hire a BroadFutures Intern

An innovative training, mentoring and paid internship program serving employers and neurodivergent talent across the US.

A Disability:IN DC Metro Partner

NextGen Leaders

Hire a NEXTGEN Leader as an Intern!

Get the 2024 NEXTGEN Contact List from Katherine McCary

EntryPoint!

Entry Point! is the signature program of the AAAS Project on Science, Technology, and Disability. It was designed to increase the diversity of the science and engineering workforce by involving students and scientists with disabilities throughout all STEM education and career pathways.  

National Technical Institute for the Deaf

Rochester Institute of Technology

Co-Op and Career Center (NCCC)

NCCC assists deaf and hard-of-hearing students, graduating students and alumni with their job search and works with employers to facilitate hiring of highly qualified co-op students and graduates.

NTID Co-op and Career Center (NCCC) was formerly known as the NTID Center on Employment (NCE).

We appreciate your patience as we work through name changes on the website and publication materials.

Gallaudet University Interns

Gallaudet University has been the educational, political, social, and economic engine of the deaf and signing community on a national and global scale for more than 150 years. The Office for Career Success (OCS) is dedicated to fostering an inclusive and supportive career ecosystem for students, faculty, and employers. Our focus on diversity, inclusion, equity, and accessibility underscores our commitment to providing transformative career education and professional development. 

Contact Anjali Desai-Margolin for more information.

Anjali serves as Director, Disability:IN DC Metro Board representing Gallaudet.

Employer Resources

• Become A Mentor For NextGen Leadership
• AskEARN.org: Workplace Mentoring Playbook
• National Collaborative on Leadership and Disability for Youth Internship Guide
• National Business & Disability Council: Emerging Leaders Summer Internship Program for Students with Disabilities
• Inclusive Internship Programs: A How-To Guide for Employers

For College Students

The Student Perspective

The Value of College Internships

By Gisla Bush

Gisla Bush earned her master's degree in Urban and Regional Planning from Florida Atlantic University. She is currently working as a planner for the City of Pompano Beach, Florida, and also serves on the Planning and the Black Community Division Executive Board. Bush may be reached at gislabush1016@gmail.com.

Most college graduates are looking to take the professional world by storm after shedding blood, sweat, and tears for their degree. But there is one small dilemma that many graduates face: They have no experience within their fields, and potential employers are looking for people who have at least some experience along with a degree.

There is a remedy that can get them closer to fulfilling that goal: obtaining an internship while still in college.

Many degree programs require a semester-long internship. These are worth their weight in gold because they aid students in getting into their desired fields. Internships give students opportunities to explore specialty areas within their field, and to pursue them or eliminate them from long-term career consideration.

Some techniques for securing the right internship opportunity include contacting governmental or nonprofit community development organizations or planning consulting firms. Students also may reach out to fellow students on campus or to colleagues with similar career objectives. Additionally, some college instructors likely have direct connections to local planning professionals or former students.

Whether it is a paid or an unpaid internship, students and recent graduates should understand that this experience can be very beneficial to them in the long run.

In some instances, a full-time or part-time job can result from an internship. This was exactly what happened to me. During my final undergraduate semester, I started working at my current job as an intern. Within a year at that position, I was offered a job as a part-time zoning technician, and now I am a part-time planner. (I am still part-time because I am pursuing professional credentials after receiving my graduate degree.)

Initially, I did not plan to stay on as an intern. However, after obtaining my bachelor's degree in urban design at Florida Atlantic University, I transitioned into the university's master's degree program in urban and regional planning.

My internship provided me with valuable experience — and a paycheck — while in graduate school. I am glad that I did it because it paid off in the long run, especially as my career — and salary — progressed.

I was not the only person at my job who benefited from an internship. One coworker went from being an intern to a zoning technician to a planner to a senior planner, to a principal planner over the course of about seven years.

Another benefit of an internship while still in college is being able to apply for certification by the American Institute of Certified Planners sooner. Those who have a master's degree from an accredited planning program also must have two years of planning-related experience before taking the AICP exam. Because I was interning while in graduate school, which eventually turned into a part-time job, I was able to apply for the AICP exam just a year after I graduated.

This catapulted me forward in my professional endeavors because it allowed me the opportunity to sit for the exam fairly "fresh out of college," while my knowledge was intact.

According to the National Association of College and Employers, in 2016, 44 percent of graduating seniors reported that their internships were unpaid. Unless they are interning for class credit, many students and young graduates cannot afford to spend countless hours in an office working without pay. Paid internships also have a higher overall benefit for students versus unpaid internships.

More than 50 percent of paid interns at for-profit organizations ultimately received a job offer, and their chances of getting a higher starting salary were greater compared with their classmates in unpaid internships.

I believe that every student should have the opportunity to experience an internship in his or her desired field. Students should actively search for them. Even if an organization does not advertise internship opportunities, it may be worth contacting them to ask if they are open to the idea.

Unless you inquire, you may never know. You could end up being the director at that organization within a few short years.

Student Opportunities

Apply to BroadFutures' Summer 2024 Program!

The Priority Deadline for our Summer 2024 Internship Program is coming up on JANUARY 15. Don't miss out on this amazing opportunity to gain valuable career experience and skills. Click here to apply.

Not a candidate but know of someone who could be? Forward them our application link! Learn more at broadfutures.org.

Spring 2024 NDMC's Dinah F. B. Cohen DREAM Fellowship

Apply Today

Application deadline: January 15th, 2024 at 9PM ED

The selected Fellow(s) will work closely with PYD staff in this paid, part-time Fellowship position, create a customized project with supported planning and identified outcomes, and participate in NDMC events. The selected Fellows will complete approximately 65 hours of a paid fellowship from March through June 2024. On average, Fellows will complete 5-6 hours/week over a 12 week period. Upon successful completion of the fellowship, fellows will receive a $1500 stipend. 

Learn More

2024 NextGen Leader Applications Now Open

The NextGen Leadership Program pairs mentors from Disability:IN Corporate Partner companies with mentees who are college students and recent graduates with disabilities. The goal of this six-month virtual mentoring program is to focus on career readiness and employment outcomes. You are eligible to reapply for the program up to 2 years post-graduation date.

Entry Point! is an internship program for college students with physical, sensory, and/or learning disabilities. This is an opportunity to test-drive skills as well as work with a team of experts in a specific field of interest. Student materials are referred to Entry Point! Partners who will select the appropriate candidates for their summer opportunities.   

We will be accepting applications and referred on a rolling basis until February 19, 2024. 

Please email any questions to entrypoint@aaas.org. 

DEI Best Practices Collection

Each year, the Disability Equality Index (DEI) helps capture best practices from top-scoring companies that receive the recognition Best Places to Work for Disability Inclusion™. These best practices enable a culture of inclusion that promotes increased self-identification, employees feeling truly welcomed to be their authentic selves, and innovation sparked by disability inclusion being built into participating companies’ products and services.

We also encounter practices throughout the year, from presenters at the Disability:IN Annual Conference to companies participating in the Inclusion Works Community of Corporations, best and promising practices are being shared as we work together to advance disability inclusion in the workplace, supply chain and marketplace.

In order to share more practices to help businesses learn from each other, Disability:IN has produced the Best Practices Collection, a new resource of over 170 practices as reported by DEI participating companies and captured through our consulting and conference experiences. This new collection is a compilation that showcases leading examples and promising practices and is designed for all companies – from the company that is just starting their disability inclusion journey to leading practitioners. The collection also includes the ability to sort via industry.

Thanks to our over Corporate Partners, we are pleased to share and annually update the Best Practices Collection.

Search DEI Best Practices

Now Live: 2024 Calendar of Disability-Related Dates

Heading into 2024, we are thrilled to share the updated calendar of disability-related dates highlighting the many occasions and holidays you can help recognize and celebrate worldwide.

nTIDE December 2023 Jobs Report

People with Disabilities Maintain Strong Employment Levels Through End of Year, Staying at Historic Highs

East Hanover, NJ – January 5, 2023

Following a historic high in November, slight declines were seen in the employment-to-population ratio and the labor force participation rate in December 2023 for people with and without disabilities. However, numbers still remain near the record levels achieved the previous month, according to today’s National Trends in Disability Employment – semi-monthly update (nTIDE), issued by Kessler Foundation and the University of New Hampshire’s Institute on Disability (UNH-IOD). 

DRIVING CHANGE-

CREATING OPPORTUNITY

The Latest News

from

The Office of Disability Employment Policy

JAN Webcast Series Returns in January 11, 2024

The Job Accommodation Network (JAN) Accommodation and Compliance Webcast Series returns in January 2024 with a series of eight webcasts featuring a range of disability employment topics. Elevate your understanding of workplace accommodation issues and gain practical insights on the Americans with Disabilities Act (ADA) and related laws by attending this free virtual training series led by JAN experts. This training will explore innovative and inclusive approaches for navigating the job accommodation process and complying with Title I of the ADA and related laws, including the Pregnant Workers Fairness Act (PWFA). The series begins on Thursday, January 11, 2024, at 2:00 PM ET with "ADA & Beyond Compliance Considerations: Medical Documentation.” 

• Register NOW for the ENTIRE 2024 series
• View past JAN Webcasts

When It’s More Than the Winter Blues:

Accommodating SAD in the Workplace

With colder weather and diminished daylight, winter can be a difficult time of year for many. For those with seasonal affective disorder (SAD), it can be especially challenging. SAD is a type of depression that is exacerbated by overcast skies and poor indoor lighting. Common symptoms include oversleeping, fatigue, feeling lethargic, irritability, stress intolerance and lack of interest in daily activities.

If the symptoms of SAD are limiting an employee’s ability to work, there are workplace accommodations that may help. For example, according to the ODEP-funded Job Accommodation Network (JAN), numerous productivity enhancements can assist someone experiencing SAD, including sun-simulating lights, anti-fatigue ergonomic equipment and flexible scheduling, to name just a few. However, JAN reminds us that not all people with SAD will need accommodations to perform their jobs, and many others may only need a few accommodations.

Of course, SAD is just one example of a mental health condition employees may experience, and employers can take a number of steps to foster a mental health-friendly workplace all year long. For tips and resources, check out the Workplace Mental Health Toolkit, a product of the ODEP-funded Employer Assistance and Resource Network on Disability Inclusion, and the “Mental Health at Work: What Can I Do?” PSA and workplace guide, products of ODEP’s Campaign for Disability Employment.

We all benefit from workplaces that promote good mental health. So, whatever the season, it’s always a good time to support worker well-being.

European Union position on accessibility overlays

Web accessibility overlays are tools or technologies that aim to improve the accessibility of a website. Most such tools attempt to do this by using JavaScript to modify the website's front-end code. A subcategory of these tools claim they can make a site accessibility compliant, sometimes by using artificial intelligence.

In the European Union, compliance is based on conformance to the harmonised standard EN 301 549, which references requirements from WCAG 2.1 (level AA) and supplements these with a number of additional requirements. Automatic detection of failures against WCAG 2.1 is possible for at most 30% of this standard's success criteria.

Automatically repairing accessibility issues requires that those issues can be found automatically. Claims that a website can be made fully compliant without manual intervention are not realistic, since no automated tool can cover all the WCAG 2.1 level A and AA criteria. It is even less realistic to expect to detect automatically the additional EN 301549 criteria. Moreover, automatic repair is more challenging than the automatic detection of accessibility failures. 

In addition, some overlay tools have been reported to interfere with the assistive technologies used by people with disabilities. In other words, overlay tools may make a website less accessible for some users.

Tools claiming to make a site fully compliant can be distinguished from a different category of tools, namely widgets built into webpages that allow users to adapt certain aspects of a site to their own needs or preferences. These include the ATbar and UI Options These tools do not claim to solve any accessibility issues on a site but assume (and possibly require) a basic level of accessibility.

Neither of the above categories of tools can substitute for the manual work of making a site accessible. DG COMM cannot endorse any tools or products that fall into the categories of overlay tools or widgets.

GSA Issues Government-wide Section 508 Assessment to Congress

The General Services Administration (GSA) recently issued a landmark report to Congress, which highlights the need for substantial improvements to federal Section 508 compliance. This report, the FY23 Government-wide Section 508 Assessment, evaluates reporting entities’ adherence to the criteria established by the White House Office of Management and Budget (OMB) in coordination with GSA, the White House Office of Science and Technology Policy (OSTP), and the U.S. Access Board (USAB). The report also contains summaries of conclusions derived from the analysis of data, as well as recommendations to Congress for further action to improve Section 508 implementation across the federal government.   provides a summary of key takeaways from the assessment results.

Enacted by Congress at the end of 2022, the Consolidated Appropriations Act, 2023, directed GSA, OMB, and USAB to work together to collect and evaluate federal agency data on information and communication technology (ICT) accessibility. The Board aided in the development of agency survey questions and conducted data analysis for the report. GSA and the Department of Justice (DOJ) will continue to issue separate annual and biennial reports on federal Section 508 implementation to Congress, including a public data file that contains all agency responses. To learn more, read the assessment requirements or contact the GSA Government-wide IT Accessibility Program at section.508@gsa.gov.

Section 508 of the Rehabilitation Act requires access to electronic and information technology provided by the federal government. Federal agencies must ensure that this technology is accessible to employees and members of the public with disabilities, and applies to, but is not solely focused on, federal pages on the Internet or the World Wide Web. More information can be found on the Section 508 website.

The next installment in the Board’s Section 508 Best Practices Webinar Series is on Tuesday, January 30, 2024 from 1:00 PM to 2:30 PM (ET) and will cover highlights from the Government-wide Section 508 Assessment. Registration is available through the Great Lakes ADA Center website. This session will review the processes used to create maturity metrics, discuss some of the analysis used in evaluating the survey results, and touch on the recommendations in the report.

REGISTRATION NOW OPEN!!

Don't miss the global corporate disability inclusion event of the year! Registration for the 2024 Disability:IN Global Conference & Expo is now open to corporate partners.

We are pleased to announce that our upcoming conference will predominantly take place in-person. However, recognizing the diverse preferences and circumstances of our attendees, we understand that some may be unable or choose not to travel to Las Vegas. Therefore, we are once again providing a virtual participation option.

This virtual experience will encompass live streaming of all plenary sessions, a curated selection of breakout sessions, and the opportunity to engage with fellow conference attendees through our dedicated conference app.

Early bird pricing ends February 23, 2024

Hotel Booking Information

Make sure you secure your room at our host hotel, The Cosmopolitan of Las Vegas, by using the provided link for the best price. Accessible rooms are available on a first-come, first-served basis; details for booking these rooms can be found on our website. Given the high demand, the host hotel is expected to sell out, so we strongly recommend booking as soon as possible!

Beware of fraudulent hotel rate claims for our conference. There's only one official site and one way to book at our discounted rate. Please use our provided direct links to avoid any issues.

Save the Date for ADAcon 2024

Inclusive Hospitality & Tourism

October 15 – 17, 2024

Hotel Du Pont

Wilmington, DE

Mark your calendars and stay tuned for more details coming next year!

WID

AAPD

Billion Strong

The Resource Network

The Valuable 500

Blind Institute of Technology

Blind Leaders Development Program

BroadFutures

Lingvano

RespectAbility

Soniccloud

Level Access

Omnium Circus

Disability:IN Minnesota

Disability:IN Wisconsin

Disability:IN Chicagoland

Center for Disability Inclusion

Virginia Ability

The Hon. Katherine McCary, CEO, DIsability:IN DC Metro

Our Mission

“Building the Business Network for Disability Inclusion.”

Our Vision

“Cultivate workforces and workplaces where talent with disabilities are recruited, included, promoted, retained and valued as both internal talent and innovative vendors.”

"In This Together" Campaign Continues

Please Donate!

In these ongoing unprecedented times, non-profits face the situation of limited funding. The DC Metro Chapter is no different. As we continue to provide education and resources with the newsletters and free virtual programming, your support is needed now more than ever. Please consider a donation to support our mission in support of our monthly efforts!

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