{"id":480897,"date":"2021-10-12T05:43:31","date_gmt":"2021-10-12T12:43:31","guid":{"rendered":"https:\/\/disabilityvisibilityproject.com\/?p=480897"},"modified":"2026-02-12T17:19:11","modified_gmt":"2026-02-13T01:19:11","slug":"20-questions-for-disability-inclusive-employers","status":"publish","type":"post","link":"https:\/\/disabilityvisibilityproject.com\/2021\/10\/12\/20-questions-for-disability-inclusive-employers\/","title":{"rendered":"20 Questions for Disability-Inclusive Employers"},"content":{"rendered":"<h3><b>20 Questions for Disability-Inclusive Employers<\/b><\/h3>\n<h4><\/h4>\n<h4><b>Aubrie Lee<\/b><\/h4>\n<p>&nbsp;<\/p>\n<p><i><span style=\"font-weight: 400;\">We deserve better<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">We deserve the best<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">We deserve to get out of bed<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">We deserve to rest<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">We deserve to work<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">We deserve to retire<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">We deserve to be cared for<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">We deserve everything we desire<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">We deserve everything we desire<\/span><\/i><\/p>\n<p style=\"padding-left: 40px;\">&#8211; <a href=\"https:\/\/vimeo.com\/442152652\"><i><span style=\"font-weight: 400;\">Nomy Lamm<\/span><\/i><\/a><\/p>\n<p>&nbsp;<\/p>\n<audio class=\"wp-audio-shortcode\" id=\"audio-480897-1\" preload=\"none\" style=\"width: 100%;\" controls=\"controls\"><source type=\"audio\/mpeg\" src=\"https:\/\/content.blubrry.com\/disability_visibility\/Aubrie-We_deserve_better-Monday_at_00-09_.m4a?_=1\" \/><a href=\"https:\/\/content.blubrry.com\/disability_visibility\/Aubrie-We_deserve_better-Monday_at_00-09_.m4a\">https:\/\/content.blubrry.com\/disability_visibility\/Aubrie-We_deserve_better-Monday_at_00-09_.m4a<\/a><\/audio>\n<p>&nbsp;<\/p>\n<p>Audio of Aubrie singing Nomy Lamm&#8217;s song <em>We Deserve Everything<\/em><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">One October day many years ago, I was getting lunch at Google, where I work. I noticed that another person kept looking at me. I introduced myself. Her name was Ada. She had seen my feature in an internal newsletter for October being <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/odep\/initiatives\/ndeam\"><span style=\"font-weight: 400;\">National Disability Employment Awareness Month (NDEAM)<\/span><\/a><span style=\"font-weight: 400;\">, and she wanted to meet me. I rolled up to a table as she slowly ambled over in a way that reminded me of how I used to move. She had recently been diagnosed with ALS. Over lunch, we talked about the difficulties of getting help with personal care and about the subtleties of discrimination. \u201cPeople don\u2019t make fun of us anymore,\u201d I said. She smiled and replied, \u201cThey just ignore us.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Over the years, I and other disabled employees at Google have aspired to be the change we wish to see in the world, especially the tech world. I\u2019ve been heartened by how much allies want to do the right thing, even when it means putting in real work, questioning what they thought was true, or recognizing their own privileges. I\u2019ve encouraged people at all levels of the company to improve Disability inclusion, and when they listen and act, I can feel us pulling the future toward us.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">After my community\u2019s activism, Google now has more roles across the company dedicated to making Google\u2019s systems and services Disability-inclusive. We\u2019ve come so far since the days when Google first approved personal care services as an accommodation after a VP was moved by listening to Ada and me at his lunch &amp; learn. It shouldn\u2019t be revolutionary for someone to be able to use the bathroom when they need to, but for us, the personal care program was a critical milestone. Employees with low mobility who came after us said they could not thank us enough for making the program happen.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Most companies are not founded by people who are disabled (let alone who consider themselves Disabled and proud). Therefore, anyone like me who enters these worlds as an employee enters them as an outsider. This is simply the truth. But what doesn\u2019t have to be true is the notion that disabled people must fight for access. The people making decisions about a company\u2019s products, policies, and practices can decide to actually include disabled people, or they can decide to ignore us.<\/span><\/p>\n<blockquote class=\"twitter-tweet\" data-width=\"550\" data-dnt=\"true\">\n<p lang=\"en\" dir=\"ltr\">The Disability Alliance is an employee resource group for people who care about Disability inclusion. Recently members of the DA made their spirit of community &amp; progress visible with a Google logo reflecting diverse aspects of Disability &amp; accessibility\u2192 <a href=\"https:\/\/t.co\/hAT9lYTxI4\">https:\/\/t.co\/hAT9lYTxI4<\/a> <a href=\"https:\/\/t.co\/SV3lob37Le\">pic.twitter.com\/SV3lob37Le<\/a><\/p>\n<p>&mdash; Life at Google (@lifeatgoogle) <a href=\"https:\/\/twitter.com\/lifeatgoogle\/status\/1445085300850446339?ref_src=twsrc%5Etfw\">October 4, 2021<\/a><\/p><\/blockquote>\n<p><script async src=\"https:\/\/platform.twitter.com\/widgets.js\" charset=\"utf-8\"><\/script><\/p>\n<p><span style=\"font-weight: 400;\">For Disability Employment Awareness Month, I invite every employer, especially large corporations, to be transparent with their employees about their answers to these questions:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Accessibility: Have you made your physical and virtual workplaces accessible before a disabled hire even arrives?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Accommodations: How easily can a disabled employee get arrangements to make their work easier, or even possible? Can they choose the provider that works best for them? Are you approaching accommodations from a compliance perspective (I say that compliance is complacence), or are you appreciating them as investments in your people? Are you treating disabled employees as patients or as talent? What ways have you improved your accommodation request process so that it is not onerous or punitive to disabled employees?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Culture: Can disabled employees access all perks and team social events as easily as abled employees can?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Representation: How many disabled people do you have in leadership roles? How many of them are also people of color?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Career: Are disabled employees getting promoted at the same rate as abled employees?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retention: How many disabled people are leaving your company, and why?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Belonging: How do your teams prevent microaggressions towards disabled employees? How do you address them when they happen? How do you address ableism in the workplace?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Partnerships: Are you building Disability inclusion into your contracts with other organizations, especially vendors whose employees work with yours?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Diversity: Is \u201cdisability\u201d named on every one of your diversity lists, and not at the end as an afterthought? (Try alphabetical order.) Are you focusing on intersectionality of marginalized groups, especially Disability and race?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Data: Are you treating the laws that were meant to protect our privacy and civil rights as a barrier to collecting data on our inclusion? If so, how do you plan to overcome that barrier?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Responsibility: When a disabled employee asks for something you haven\u2019t done before, is your first response to take action towards change, or is it to say why you can\u2019t do it? Too often, when we ask to change the status quo, we are met with the \u201cstatus no\u201d.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ratings: External indices aside, how would your own disabled employees score your company\u2019s Disability inclusion? Is your score improving over time?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Accountability: Whose compensation is on the line if your company isn\u2019t Disability-inclusive?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Planning: If you can\u2019t fix everything now, what timeline will you commit to?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mission: Do you keep disabled people in the margins by saying that Disability inclusion is important because the <\/span><a href=\"https:\/\/www.policylink.org\/resources-tools\/curb-cut-effect\"><span style=\"font-weight: 400;\">curb cut effect<\/span><\/a><span style=\"font-weight: 400;\"> helps people who are not disabled, and that \u201canyone might become disabled at any time\u201d? Or are you aware that the point of Disability inclusion is to include people who are currently disabled?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Messaging: When you tell stories featuring Disability, are you defaulting to telling those stories through an \u201cabled gaze\u201d (positioning abled people as the storyteller and primary audience), or are you leading with disabled people as your primary audience?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Nothing about us without us: Do you ask abled allies or family members of a disabled person for input about Disability inclusion, or are you aware that they are not the voice of disabled people, just as non-trans parents of trans children are not the voice of trans people, and men are not the voice of women?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Nothing about us without us: When you have Disability and accessibility leadership roles, are they filled by people who are not only disabled, but also advocate for cross-Disability access and are engaged in Disability community and culture?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Nothing about us without us: When you make a product or launch a campaign related to disability, are you bringing the idea to your own disabled employees first for collaboration and critique? Are you granting them actual decision-making power over the project?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Nothing without us at all: Can people with any kinds of disabilities assume that they can easily access any one of your products and programs? Is everything you do related to people also inclusive of Disabled people?<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Fundamentally, how are you helping us freely work, retire, and achieve everything we desire?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">My Disabled comrades and I work towards a future in which we don\u2019t have to pay the triple tax of physical inaccessibility, social exclusion, and advocacy labor. But sometimes the present is too much to bear. My heart broke when a Disabled comrade of color said as they left, \u201cI did my best, Aubrie. I just can\u2019t take it anymore.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In my time at Google, I\u2019ve lost the ability to stand up from my chair. I\u2019ve lost muscles in my hands that I used for typing emails instead of making my art. I\u2019ve lost muscles in my mouth that I used for holding meetings instead of saving the strength to eat favorite foods. But when I reflect on the progress we have all made, I dare to believe my efforts are making a difference.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">My Disabled elders and ancestors paved the way for me to go where they had never been allowed. Now that I\u2019m here, I feel responsible for paving the furthest reaches of that path for the disabled people who will follow me. I\u2019ve been touched by the notes of thanks I\u2019ve received from new disabled employees. It\u2019s why I am still here and I am still hopeful. As I tell my disabled comrades, I\u2019m sad we have to be the ones making change\u2014and at the same time, I\u2019m glad we get to be the ones making change.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While most companies are focused on giving extra conveniences to abled people who can already get in a car or text their friends or read a food label, I want companies to use their power to make a 10x improvement in the lives of the more than 1 billion disabled people who have few or no options for accessing society and achieving autonomy. I have given Google my time, my self, my very muscles. And to make 1 billion lives 10 times better, I\u2019ll keep giving more.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">Dedicated to Ada Majorek<\/span><\/i><\/p>\n<p>&nbsp;<\/p>\n<h4><b>ABOUT<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h4>\n<figure id=\"attachment_480896\" aria-describedby=\"caption-attachment-480896\" style=\"width: 1024px\" class=\"wp-caption aligncenter\"><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" data-attachment-id=\"480896\" data-permalink=\"https:\/\/disabilityvisibilityproject.com\/2021\/10\/12\/20-questions-for-disability-inclusive-employers\/img_1242_2\/\" data-orig-file=\"https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?fit=3024%2C2014&amp;ssl=1\" data-orig-size=\"3024,2014\" data-comments-opened=\"1\" data-image-meta=\"{&quot;aperture&quot;:&quot;0&quot;,&quot;credit&quot;:&quot;&quot;,&quot;camera&quot;:&quot;&quot;,&quot;caption&quot;:&quot;&quot;,&quot;created_timestamp&quot;:&quot;0&quot;,&quot;copyright&quot;:&quot;&quot;,&quot;focal_length&quot;:&quot;0&quot;,&quot;iso&quot;:&quot;0&quot;,&quot;shutter_speed&quot;:&quot;0&quot;,&quot;title&quot;:&quot;&quot;,&quot;orientation&quot;:&quot;0&quot;}\" data-image-title=\"IMG_1242_2\" data-image-description=\"\" data-image-caption=\"&lt;p&gt;Aubrie on a film set in front of a green screen and with a boom mic pointed at her. She wears a teal blouse, white lace skirt, and black glasses. She rides a power wheelchair. &lt;\/p&gt;\n\" data-large-file=\"https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?fit=1024%2C682&amp;ssl=1\" class=\"wp-image-480896 size-large\" src=\"https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?resize=1024%2C682&#038;ssl=1\" alt=\"Aubrie on a film set in front of a green screen and with a boom mic pointed at her. She wears a teal blouse, white lace skirt, and black glasses. She rides a power wheelchair.\" width=\"1024\" height=\"682\" srcset=\"https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?resize=1024%2C682&amp;ssl=1 1024w, https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?resize=300%2C200&amp;ssl=1 300w, https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?resize=768%2C511&amp;ssl=1 768w, https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?resize=1536%2C1023&amp;ssl=1 1536w, https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?resize=2048%2C1364&amp;ssl=1 2048w, https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?resize=1800%2C1199&amp;ssl=1 1800w, https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?w=2720&amp;ssl=1 2720w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption id=\"caption-attachment-480896\" class=\"wp-caption-text\">Aubrie on a film set in front of a green screen and with a boom mic pointed at her. She wears a teal blouse, white lace skirt, and black glasses. She rides a power wheelchair.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\"><strong>Aubrie Lee<\/strong> is a brand manager at Google and the President of Google&#8217;s Disability Alliance employee resource group. She is the honoree of the 15th annual ADCOLOR Change Agent award for enhancing corporate culture and creating a more inclusive environment. She is also an artist with an engineering degree from Stanford University, where she co-founded Stanford&#8217;s Disability student group. Her work has been featured in Yahoo News and Rooted in Rights. Two of her passions are 3D modeling, so that she can illustrate anything she can imagine, and fashion modeling, to challenge how society treats Disability and beauty as opposites. Follow her on <\/span><a href=\"https:\/\/www.instagram.com\/aubrieality\/\"><span style=\"font-weight: 400;\">Instagram (@aubrieality)<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/twitter.com\/aubrie_lee\"><span style=\"font-weight: 400;\">Twitter (@Aubrie_Lee)<\/span><\/a><span style=\"font-weight: 400;\"> and learn more about her at <\/span><a href=\"https:\/\/aubrielee.com\/\"><span style=\"font-weight: 400;\">aubrielee.com<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: center;\"><b>Support Disability Media and Culture<\/b><\/p>\n<p style=\"text-align: center;\"><a href=\"https:\/\/disabilityvisibilityproject.com\/donate\/\"><b>DONATE<\/b><\/a><b>\u00a0to the Disability Visibility Project\u00ae<\/b><\/p>\n","protected":false},"excerpt":{"rendered":"<p>20 Questions for Disability-Inclusive Employers Aubrie Lee &nbsp; We deserve better We deserve the best We deserve to get out of bed We deserve to rest We deserve to work &hellip; <a href=\"https:\/\/disabilityvisibilityproject.com\/2021\/10\/12\/20-questions-for-disability-inclusive-employers\/\" class=\"read-more\">Continue Reading <span class=\"screen-reader-text\">20 Questions for Disability-Inclusive Employers<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":480896,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"_wpas_customize_per_network":false,"jetpack_post_was_ever_published":false},"categories":[6701202],"tags":[159346,3471,173786,5967,587153081,587152519,113093,58191,7915,81,147862,587152483,318,99897,131],"class_list":["post-480897","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-guest-blog-posts","tag-ableism","tag-accessibility","tag-accommodations","tag-advocacy","tag-dei","tag-disability-advocacy","tag-discrimination","tag-employers","tag-employment","tag-google","tag-inclusion","tag-stem","tag-tech","tag-tech-industry","tag-work","post-has-thumbnail"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/disabilityvisibilityproject.com\/wp-content\/uploads\/2021\/10\/IMG_1242_2.jpg?fit=3024%2C2014&ssl=1","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p4H7t1-216p","jetpack_likes_enabled":true,"amp_enabled":true,"_links":{"self":[{"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/posts\/480897","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/comments?post=480897"}],"version-history":[{"count":0,"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/posts\/480897\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/media\/480896"}],"wp:attachment":[{"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/media?parent=480897"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/categories?post=480897"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/disabilityvisibilityproject.com\/wp-json\/wp\/v2\/tags?post=480897"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}