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March 2024 Newsletter!

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In this month's newsletter, we are featuring:

TOP MARCH EVENTS

• AAPD Remembering Judy Heumann, March 4, 8 pm
• Beyond Inclusion: Wells Fargo's Blueprint For Neurodiversity Success
• Intentional Inclusion: Creating Workplaces Where People with Disabilities Thrive
• A Review of Various Notable ADA-Related Settlements Agreements and Conciliations
• Amplifying Voices and Building Bridges: Toward More Inclusive Future
• DC Metro Lunch & Learn:

Making Documents Accessible, April 18

KEY NEWS ARTICLES

• Celebrating Women's History Month 2024 Women’s History Month Theme: “Women Who Advocate for Equity, Diversity and Inclusion"
• Recognizing National Cerebral Palsy Awareness Month 2023
• Notice of Proposed Rulemaking to Expand Protections for Airline Passengers Who Use Wheelchairs
• Meeting Mental Health Needs Across Generations
• Ten Tips to Support Mental Health in Multigenerational Workplaces
• New! Job Listings

Plus the latest Business News, ODEP info and more!

Upcoming Events and Conferences

DC Metro 2024 Hybrid Event Calendar

Details and Registration Coming Soon!

• April: Annual Accessibility Forum- Exploring AI
• May: Executive Strategy: Authentic Inclusion
• June: Disability ERG Leaders Roundtable
• July: Celebrating the ADA Anniversary
• September: Supplier Diversity- Making DOBE Connections
• November: Supporting Military Spouses and Caregivers

APRIL 18, 2024



Registration opens March 15!



Presented by

May 2024

JUNE 2024

Monday, March 4, 2024

8-9pm Eastern Time

Register for the event via Zoom

On the one-year anniversary of Judy Heumann’s passing, please join AAPD and Judith Heumann LLC for a webinar celebrating her legacy and lasting impact.

This webinar will feature presenters including AAPD's President & CEO Maria Town, Tony Award winning actress Ali Stroker, author Kelley Coleman, musical artists Lachi and James Ian, as well as remarks from Judy's family.

Accommodations: Closed Captioning and ASL interpretation will be provided. Please reach out to ademsko@aapd.com as soon as possible if you need any additional accommodations to join.

The Pivotal Intersection of AI, Accessibility and Inclusion in 2024!

March 6, 2024

12:00 - 1:00 PM ET

Register for this free webinar

Join Tamman, Inc. and O3 for a candid virtual conversation. 

What to expect? 

• Firsthand accessibility insights
• Delve into the impact of AI on digital accessibility
• Discuss user testing for individuals with disabilities
• Explore the timely release of WCAG 2.2

Meet the speakers

Brian Crumley, CPACC, O3

Wally Zielinski, CPWA, Tamman

Kristen Witucki, Tamman

Amplifying Voices and Building Bridges: Toward a More Inclusive Future

Register for the National Institute of Mental Health Webinar

March 18, 2024

8:30 a.m. – 5:00 p.m. Eastern

Hybrid - Washington, DC

The National Institute of Mental Health (NIMH) at the National Institutes of Health will host this symposium, featuring presentations from health equity, sociology, psychiatry, and public health experts. It will bring together people living with mental illness, practitioners, and communities to reflect on past and present challenges in mental health research and chart a more inclusive path forward. Registration is free and required to attend virtually or in person; in-person registration is limited.

Beyond Inclusion:

Wells Fargo’s Blueprint for Neurodiversity Success

Insights for Business Leaders, HR & DEI Professionals,

ERG Leads & Champions

March 14, 2024

10am ET / 2pm GMT

Register for the Beyond Inclusion Webinar

Join our friends at Texthelp for a transformative webinar where Wells Fargo unveils the secrets behind their neurodiversity program’s unparalleled success. Discover the strategies resulting in 98% employee retention. Hear valuable insights and best practices to unlock the power of your people and drive business results in your organization.

Who should attend

 Ideal for Business Leaders, HR Professionals, DEIB (Diversity, Equity, Inclusion, Belonging) Specialists, Training and Development Leads, Employee Engagement & Staff Performance Managers, ERG Leads, Neurodiversity Champions.

Reasons you won’t want to miss this insightful session

Unprecedented Results

Discover firsthand the remarkable outcomes Wells Fargo has achieved through their neurodiversity program.

Actionable Strategies

Gain practical insights and actionable strategies to implement within your own organization.

Networking with Industry LeadersConnect with a global community of business leaders, HR professionals, Diversity, Equity, and Inclusion experts, ERG leads and champions.

Can't make it? Register anyway and receive the exclusive webinar recording afterwards. Don't miss out on the transformative insights.

"Intentional Inclusion: Creating Workplaces Where People with Disabilities Thrive"

March 20, 2024 2:00 pm - 3:00 pm

Register for the Mid Atlantic ADA Center Webinar

By proactively being more inclusive, employers foster an environment that encourages disability self-identification and ensures the creation and sustainability of diverse workplaces. Equally important, employers benefit from a wider pool of talent, skills, and creative business solutions and from achieving compliance with federal regulations. This webinar offers strategies for creating a workplace culture that is welcoming and affirming to applicants and employees with disabilities.

Dr. Beth Loy, Policy Advisor in the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP), will provide several strategies for ensuring employees with disabilities feel welcomed and supported. These will include:

• Adding the “A” in accessibility to an organization’s DEI value statement
• Ensuring physical, digital, process, procurement, and communications accessibility
• Cultivating a psychologically safe cultureImplementing disability employee resource groups

Register Now for AFB's 2024 HKAA

April 18th, 2024

Japanese American National Museum

Los Angeles, CA

Register to Attend the HKAA Event

Please join us for AFB's 2024 Helen Keller Achievement Awards! We are excited to celebrate this year's award recipients, filmmaker Shawn Levy and actor Marilee Talkington.

Learn More

Disability Employment Hits Record High

by Shaun Heasley | February 27, 2024

The number of people with disabilities across the nation who are employed is at its highest level since federal officials started keeping track.

The U.S. Department of Labor’s Bureau of Labor Statistics says that 22.5% of people with disabilities had jobs in 2023. That’s an increase of 1.2 percentage points from the year before and is the most since the agency started collecting data on disability employment in 2008.

The findings come from an annual report out this month that’s based on information gathered last year through the Current Population Survey, a monthly survey of some 60,000 households about employment and unemployment in the U.S.

Tamman Inc. and Chax Training and Consulting Announce Merger

PHILADELPHIA, Feb. 22, 2024 /PRNewswire/ -- Tamman Inc., a leading digital accessibility solutions company, is proud to announce its merger with Chax Training and Consulting, a premier provider of document accessibility training. Combining two powerhouses will create a global leader in digital document accessibility services.

As organizations prioritize digital accessibility, the importance of ensuring digital documents are usable for all is more important than ever. The complex field of creating accessible digital assets requires a level of expertise found only in companies like Tamman and Chax.

"Chad and I excelled in document remediation, we found our greatest strength was in training others on how to create more accessible content themselves," said Dax Castro, co-founder of Chax. "However, many of our clients just don't have the time or resources to remediate their documents. Merging with Tamman empowers clients to get training, coaching, and remediation from one resource."

"Tamman is excited to join forces with Chax to expand our digital document accessibility offerings," said Jeff Tamburino, Tamman co-founder and CEO. "This merger allows us to take a giant leap forward in the work that we are doing in providing digital accessibility training, remediation, and quality assurance services to our clients. Allowing us to offer a more complete set of services for accessibility compliance requirements.

The merged companies will operate as one but maintain their individual brands. Tamman continues to focus on accessibility consulting for the web and Chax Accessibility Training will be the home for all digital document training and remediation.

ABOUT CHAX TRAINING AND CONSULTING

Chax Training and Consulting combines the expertise of accessibility professionals, Dax Castro and Chad Chelius. Crossing paths often, they'd chat about accessibility solutions eventually leading to the creation of the CHAX Chat Podcast. Training professionals across the globe to create accessible digital documents changes the world one document at a time. For more information on training and document remediation services, visit: https://www.accessibilityunraveled.com/.

ABOUT TAMMAN

Tamman believes that access to information is a human right. Tamman partners with organizations from funded startups to Fortune 500 companies. Tamman can help you with common-sense assessments, technology solutions, as well as supporting in-house digital accessibility practices through training and coaching. For more information, visit: https://tammaninc.com/.

Contact

Marty Molloy

203.296.3181

mmolloy@tammaninc.com

2024 Women’s History Month Theme: “Women Who Advocate for Equity, Diversity and Inclusion”

by Janet Weinstein

February 22, 2024

This year’s commemoration of Women’s History Month, in March, celebrates “Women Who Advocate for Equity, Diversity and Inclusion (DEI),” a theme that resounds within the blind and visually impaired (BVI) community. DEI initiatives address overcoming some of the challenges individuals with vision loss and other disabilities face to participate fully and thrive in society. Specifically, DEI efforts “are organizational frameworks which seek to promote ’the fair treatment and full participation of all people,’ particularly groups “who ‘have historically been underrepresented or subject to discrimination’ on the basis of identity or disability.” These efforts benefit all involved, since “companies that are diverse, equitable, and inclusive are better able to respond to challenges, win top talent, and meet the needs of different customer bases.” In recent years, many organizations have incorporated DEI into policies and hiring practices. Women’s History Month offers the opportunity to recognize women who have been instrumental in showing the importance of “basic including, equality and fairness” through advocacy and the establishment of innovative programs, practices, and legislation consistent with these goals. To advance this year’s theme, the National Women’s History Alliance has developed a toolkit, with ideas and practical advice for educators, community activists, and families to engage students ages ten through18 in “exploring women’s history” locally and nationally. For additional information, visit the webpage on The 2024 National Women’s History Theme and the link to the NWHA 2024 Women’s History Month Tool Kit. To learn more about DEI, read the Wikipedia piece on Diversity, equity, and inclusion and the McKinsey & Company article on What is diversity, equity, and inclusion?

What Is National Cerebral Palsy Awareness Month?

During the month of March, individuals living with cerebral palsy, as well as family members and activists, come together to advocate for the cerebral palsy community.

Cerebral palsy is a permanent disability that impacts a person’s mobility and muscle strength. Unfortunately, some cases of cerebral palsy are caused by preventable birth injuries that stem from medical negligence before, during, or after delivery.

In honor of National Cerebral Palsy Awareness Month this March, Cerebral Palsy Guide wants to share big and small ways people can show their support and become an ally for people with disabilities.

This initiative was started by a cerebral palsy advocacy group in 2006. Supporters, activists, and advocates celebrate by wearing the color green, using the #GoGreen4CP hashtag, and donating to organizations such as the Cerebral Palsy Foundation.

Learn how you can get involved in supporting the cerebral palsy community this month.

U.S. Department of Transportation Issues Notice of Proposed Rulemaking to Expand Protections for Airline Passengers Who Use Wheelchairs

Passengers who use wheelchairs often face accessibility barriers during air travel. In fact, more than 10,000 wheelchairs and other mobility devices are mishandled or damaged every year during air travel. In response to this, the U.S. Department of Transportation (DOT) has issued a Notice of Proposed Rulemaking (NPRM) that would dramatically expand the rights and protections of airline passengers who use wheelchairs.

The NPRM, entitled Ensuring Safe Accommodations for Air Travelers with Disabilities Using Wheelchairs, is designed to strengthen DOT’s rule implementing the Air Carrier Access Act (ACAA). Among other standards, the Department of Transportation is proposing to:

1. Mandate annual, hands-on training for airline staff and contractors who physically assist passengers and who handle passengers’ wheelchairs.
2. Allow passengers to choose the company that will repair or replace their wheelchair if it’s mishandled with the airline covering the costs.
3. Clarify that airlines must provide prompt, safe, and dignified assistance to all passengers with disabilities.

If airlines fall short of any of these standards or mishandle a passenger’s wheelchair, the proposal – if finalized – would make it easier for DOT to hold airlines accountable for failing passengers who use a wheelchair. The proposed rule also clarifies that damaging or delaying the return of a wheelchair is an automatic violation of the ACAA.

Comments on the Notice of Proposed Rulemaking must be received within 60 days of the date it is published in the Federal Register. Comments can be filed on www.regulations.gov, docket number DOT-OST-2022-0144.

Learn More

Accessible Travel, A $58 Billion Market, Gets Its First One-Stop Shop

by Lily Girma, Bloomberg News/TNS | February 27, 2024

Before the COVID-19 pandemic, Americans with disabilities made up an active, rapidly growing segment of the travel industry. In 2018 and 2019, at least 70% of them (28 million people) collectively spent $58.7 billion on trips, according to a 2020 nationwide study conducted by the Harris Poll. The report, commissioned by Open Doors Organization, an accessible-travel advocacy group, shows that such spending has skyrocketed — up 339%, from $17.3 billion, in 2015. Still, more than 70% of travelers with disabilities reported that they encountered major obstacles in dealing with airlines, airports, cruise lines and hotels.

Accessible travel took a hit during the pandemic years, like every other travel segment. And now, with travel spending soaring, a startup focused on accessible vacations aims to better serve the sector.

Last month, hotel-focused booking platform accessibleGO announced a wide-reaching expansion to make it simpler for travelers with disabilities to plan trips. Having helped them find rooms with up to seven special accessibility features in 180 destinations across the U.S. since 2018, the platform is moving to address nearly every facet of a vacation, from flights to airport transfers and car rentals.

Celebrating Women’s History Month

Each March, the Office of Federal Contract Compliance Programs, celebrates Women’s History Month, a national celebration of the achievements and contributions of women to every aspect of American life and culture. The Biden-Harris administration is focused on expanding economic opportunities for women. In support of this priority, OFCCP continues to unleash our power to tackle employment discrimination impacting female workers and job seekers because we know that good jobs change lives.

In Fiscal Year 2023, OFCCP recovered more than $8 million for 5899 women who experienced workplace discrimination. As we continue to build out the economy from the middle out and the bottom up, OFCCP is committed to tackling employment policies and practices that create barriers to opportunity and perpetuate inequality. No one should be excluded from the full promise of economic opportunity and prosperity. In celebrating Women’s History Month, we invite you to join us in achieving equal employment opportunity for female workers and job seekers by reviewing and utilizing our best practices and resources that support women in the workplace:

• Know Your Rights-Sex Discrimination Pamphlet: OFCCP provides frequently asked questions for workers on their rights and how to identify sex discrimination in the workplace.
• Parental Leave FAQ’s: OFCCP provides resources on workers parental leave policy and what rights they have in requesting leave.
• Best Practices for Ensuring Equal Opportunity in Promotions
• Pay Transparency FAQ’s; OFCCP provides frequently asked questions for workers on their rights to discuss compensation.

Starbucks Transforming Stores To Improve Disability Access

by Shaun Heasley | February 21, 2024

Starbucks is making big changes to ensure that its stores are more inclusive and accessible to employees and customers with disabilities in a move that’s intended to serve as a model for other retailers.

The company unveiled new accessibility guidelines this month detailing a design framework to help “expand independence, choice and ease for all people across physical and digital spaces.”

The standards, which will apply to all newly built and renovated company-operated stores in the U.S., include optimized acoustics and lighting, power-operated doors and a visual status board to notify customers when their order is being prepared and when it’s ready. Under the plan, Starbucks will also provide more accessible equipment for employees, improve the flow of its stores to ensure barrier-free pathways and lower counters to provide wheelchair access, among other improvements.

Meeting Mental Health Needs Across Generations

February 28, 2024 | Joseph Romsey

Five distinct generations share today’s workplace, each with different expectations and preferences for mental health support. Older employees from the Silent Generation, Baby Boomers and Generation X typically had fewer demands for mental health support when they entered the workforce. Millennials may be more vocal, while Generation Z lacks experience in asking for mental health-related help.



Research from the think tank Resolution Foundation in the U.K. found younger workers there are more likely to call in sick, often due to mental health lapses that they may not communicate to their employers. More than a third of people ages 18-24 have a “common mental disorder” such as depression or anxiety. Young people are now more likely to be absent from work because of illness than people who are 20 years older, according to the research.

Perhaps due to that higher level of absenteeism, more than a third of young workers are labeling themselves unproductive, though researchers say the true cause of this low productivity may be a breakdown in communications between young workers and their older managers.

“No matter the workplace generation, we all want to be heard and supported,” said Morra Aarons-Mele, author of The Anxious Achiever (Harvard Business Review Press, 2023) and a workplace mental health expert. “We all have to find common ground and ways to communicate with each other around our workplace mental health challenges.”



Why Generational Differences Matter

“A one-size-fits-all approach to supporting mental health cannot accommodate all generations, because everyone is different,” said Sue Haywood, president of HR consultancy HR BluePrints. “Some generations are just starting out in their careers and might be stressed about buying a house. Others might be dealing with new families or considering retirement and dealing with chronic health problems. Some are sandwiched between caring for children and aging parents.” 

[SHRM resources: Mental Health]

While many workers are under stress, the particular stressors and supports required to alleviate them can be different depending on a person’s age and work experience. “As Gen Z accelerates into the workplace, they don’t typically have the experience to respond appropriately when negative things happen at work,” said Mark DeFee, a workplace wellness consultant. “If your company loses a major account, younger employees may believe the sky is falling. Older employees have seen it all before and can say, ‘This is just part of the normal business cycle.’ ”

[SHRM Foundation resources: A Field Guide for Mental Health in Your Workplace: From Evaluation to Action]

Being aware of the need to support employees’ mental health isn’t enough, because that awareness may not translate into action. A 2023 Mind Share Partners study found that “while Gen Z is more aware of mental health issues, they don’t always raise concerns with their managers, as Millennials more often do,” said Bernie Wong, knowledge lead and principal at the workplace mental health consultancy. 

“Millennials have spent more time in the workforce, so may be more comfortable navigating those potentially risky conversations,” Wong added, “while Gen Z, despite their awareness, has trouble navigating whether they should talk about mental health at work, especially across generations.”

10 Tips to Support Mental Health in Multigenerational Workplaces

(From article above)



We asked workplace mental health experts for tips on supporting the needs of different generations. Some tips are better suited to particular generations, while others may work for everyone.

1. Prioritize investments in work culture over individual therapy and self-care. Conventional approaches to supporting workplace mental health focus on individual benefits and resources. “But every group of employees we surveyed preferred a healthy, sustainable culture of work as the most helpful support for mental health,” Wong said, “while treatment and self-care resources were preferred last in our survey. There’s clearly a mismatch between what employees want versus what employers are offering.” 

Those cultural investments, Wong added, “could focus on having conversations around autonomy, flexibility, self-determination, and protecting people against unsustainable workloads and toxic work cultures.”

2. Make sure preferences from different generations are heard. Having your 59-year-old CFO decide what mental health benefits meet the needs of all your employees isn’t an inclusive process. 

“When selecting mental health benefits, organizations should be listening to all employee generations, whether that listening happens via surveys, focus groups, advisory committees, or whatever,” DeFee said. “Maybe even bring these generational voices into your [request for proposal] process for benefits.”

3. Managers and leaders should model authentic vulnerability. That could mean admitting that, “Yeah, this week was really tough for me,” or listening with empathy to what people are saying.

 “The traditional ‘command-and-control’ leadership doesn’t work for younger generations,” said Scott De Long, founder of leadership development advisory firm Lead2Goals. “Leaders must model humility, empathy and vulnerability. Humility in recognizing that we can learn important things from everyone, including the Gen Z employee who just started. Empathy helps us understand what others might be going through. Vulnerability is the most attractive trait a leader can have. It can be as simple as offering an idea and then humbly asking, ‘What do you think?’ ”

4. Don’t reinforce a combative narrative about generations. Too often, when people talk about generations and workplace mental health, they take on an “us-versus-them” tone. “We need to create a collective sense of belonging that respects everyone’s strengths,” Wong said.

Midcareer employees, for example, may be more open to telling their personal stories about mental health and can serve as coaches for older generations who may have hesitations. More experienced employees, on the other hand, can provide mentorship to younger employees on how to navigate challenging workplace dynamics. 

5. Give your managers the skills to have multigenerational conversations. “Managers are almost never trained to facilitate and navigate difficult conversations across generations,” Aarons-Mele said. “Resourcing managers with the skills and time to have these conversations is really, really important.”

6. Facilitate peer-to-peer support. Peer support groups are very effective when they’re supported and taken seriously, Aarons-Mele said. “Mentoring also helps, as does creating a workplace culture where people feel they can approach each other to discuss their mental health concerns.”

Those discussions can help create a more supportive work culture.

“When feelings are acknowledged and validated, it signals to people that they're in a safe and supportive environment for mental health conversations,” Wong said. 

7. Consider different support channels. Comfort with technology is another big difference across generations. “Younger generations may be perfectly comfortable getting mental health support via text message or apps,” Aarons-Mele said, “while older generations might be less comfortable texting their emotions, fears and mental health concerns to a stranger and would prefer face-to-face interaction.” 

8. Communicate the impact of mental health on engagement and physical health. The research connecting poor mental health to diminished employee engagement and physical health is worthy of discussion. “Poor mental health is linked to heart disease, to gastrointestinal issues, and to shortened lifespans,” Haywood said. “People’s productivity and engagement suffer too, and all of that negatively impacts the organization.”

9. Educate all generations in the workplace about available resources. Let people know how they can access mental health support. “For example, most employers already have employment assistance programs (EAPs) that are confidential and do counseling, help with elder care or child care, offer financial counseling, and provide other types of support,” Haywood explained. “I've seen usage rates of EAPs that are below 5 percent. Why not have your EAP provider come in and do educational sessions with your employees?”

10. Opt for proactive mental health approaches. “Your organization could spend less money now on prevention and education versus spending a lot more money downstream on employee turnover, sick leave and medical benefits,” Haywood said. “Younger employees in particular are now saying ‘Hey, if you're not going to proactively invest in and care about my mental health, I'll go someplace else.’ ”

Joseph Romsey is a freelance writer in Boston.

AAPD Policy Download

NEWS FROM ODEP

Accommodating Employees with Low Vision:

JAN Resources

Millions of Americans have a vision impairment, ranging from low vision to total blindness. For people of working age, job accommodations may be the key to finding and retaining employment. This month, for Low Vision Awareness Month, the ODEP-funded Job Accommodation Network (JAN) is focusing its newsletter on resources for employers who wish to accommodate employees with low vision. From accessing a computer to working in a kitchen or reading a control board, JAN’s resources offer key guidance on situations in which employees may need support. 

• Read the JAN Newsletter

Thank You to Our Sponsor Partners!

Disability:IN DC Metro is Committed to Inclusive Hiring.

Contact us to post an vacancy in our newsletter.

AFB is seeking a Senior Digital Accessibility Engineer to work in its Technology and Workforce Programs group. This is a full-time, remote position with a strong preference given to applicants residing in VA, MD, DC, WV, NY, PA, or FL. The position description to share with potential applicants is attached in MS Word format and also located on the afb.org Job Listings page. 

Apply Now for the Bootcamp



The application deadline is April 5

Candidate interviews will occur between April 8-26.

In today’s tech-driven world, the impact of our creations extends far beyond visuals and lines of code. Accessibility is not just a feature; it’s a fundamental right.

AFB’s Digital Accessibility Bootcamp is a 3-month summer experience offering computer science students the opportunity to learn how to design and build digital solutions that break down barriers, ensuring that everyone, regardless of ability, can fully engage with the digital landscape. Participants will receive hands-on learning and mentorship from industry experts, gaining valuable skills in inclusive design and development practices that will give them a competitive edge in the rapidly growing field of accessibility. 

Benefits

• Flexibility: Fully remote experience to participate from anywhere.
• Incentives: $800 Midpoint Milestone award and $1,200 Scholarship award upon successful completion of the bootcamp. 
• Tech Toolkit: A personal welcome kit, including an iPad for hands-on learning with iOS screen readers, access to Udemy for additional personal development, and an exclusive program t-shirt. 

Commitments

• Dedicate approximately 20-25 hours per week (Monday-Friday) from June 3 to August 30. 
• Access to a reliable internet connection and a computer for a seamless remote learning experience.

Eligibility

AFB’s Digital Accessibility Bootcamp participants are selected through an application and interview process. To be eligible to apply, applicants must:

• Be enrolled in college full time, or other higher education program 
• Be studying computer science, or a related field 
• Have a minimum 3.0 GPA and a recommendation from a professor or instructor.

Apply Now! 

Applications for the Summer 2024 Digital Accessibility Bootcamp are now open!

Apply Today

The application requires applicants to answer a series of questions, submit a writing sample, and provide a letter of recommendation from a professor or instructor.

There’s Still Time to Apply to Our Summer Program!

We are still accepting applications for our Summer 2024 Internship Program. We have extended the final application deadline to March 11, 2024 at 11:59 PM. Visit our website to learn about requirements and read our applicant FAQs.

Complete your application today! Not a candidate but know of someone who could be? Forward them our application link.

Apply Now

Have more application questions? We are here to help!

Register for our March 5th Q&A Drop-In Hours to learn more about the application process and ask our staff questions about the Summer 2024 Program.

Register Here

NILG 2024 National Conference

NILG Conference Registration

We are proud to welcome both government agency keynotes and powerhouse industry experts to our main stage as they share insights and expertise sure to shape your strategies for years to come. From administration priorities and a changing regulatory landscape to life experiences of one of America’s most inspiring business and HR leaders, you’re sure to leave the conference with actionable items and new ideas to refresh your internal initiatives and continue your efforts to transform for tomorrow in your own organization. 

Save the Date for the 2024 AFBLC

Mark your calendars! We are excited to announce that the 2024 American Foundation for the Blind Leadership Conference will be held at the Hyatt Regency in Minneapolis, Minnesota, from September 23rd - 25th, 2024. Learn more about the AFB Leadership Conference.

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Founded in 2006

Twice honored as Disability:IN Affiliate of the Year

 Led by The Hon. Katherine McCary

Founding Chair of Disability:IN National and

CEO, Executive Director of Disability:IN DC Metro

Disability:IN DC Metro (DC Metro) is an employer-led membership-based business association that creates business to business connections, dialogue, and learning within our geographic region of Washington, DC, Virginia, and Maryland, an area known as the National Capital Region. Our offerings, however, are not limited to geographic location. All DC Metro corporate member employees enjoy member benefits regardless of their physical geography. You don't have to live in the National Capital Region to engage and enjoy DC Metro's Professional Development Courses and topical Hybrid Programming!

What is the Value of Affiliate Membership?

Going Above and Beyond the Disability:IN Global Conference

Disability:IN DC Metro is an affiliate of Disability: IN, serving the National Capital Region. Affiliate membership is separate from Disability:IN National membership. So why does a global organization need to be engaged at the affiliate level? Here's why:

 Disability:IN DC Metro (DC Metro) is an employer-led membership-based business association that creates business to business connections, dialogue, and learning within our geographic region of Washington, DC, Virginia, and Maryland, an area known as the National Capital Region. Our offerings, however, are not limited to geographic location. All DC Metro corporate member employees enjoy member benefits regardless of their physical geography. 

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.”

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