35 Years Later—and This Topic Still Makes Workplaces Go Quiet

You ever sit in a meeting and feel that quiet tension—like everyone’s avoiding the same topic?

That’s what happens when disability in the workplace is left out of the conversation.

Not because people don’t care.

But because they’re afraid of saying the wrong thing.

They overthink the words. Worry they’ll offend someone.

So instead of leaning in, they stay silent.

But here’s the thing: silence doesn’t feel neutral—it feels like being ignored.

And no one wants to feel like a problem just for showing up as themselves.

In 2025, more companies are pulling back from hard conversations out of fear. But silence doesn’t create safety—it creates distance.

Why July Matters

This month gives us a chance to rethink that silence—and choose something better.

→ Disability Pride Month started with a march in Boston in 1990 and became a nationwide observance in 2015, aligned with the 25th anniversary of the ADA. It’s about presence, identity, and pride—not apology.

→ The Americans with Disabilities Act (ADA) was signed into law on July 26, 1990, by then-President George H. W. Bush. It protects people with disabilities from discrimination at work, in public spaces, and beyond. It’s a civil rights law—but laws don’t build culture. That part is still up to us.

As someone who’s presented on disability and employment to workplace leaders, partnered with HR teams to build low- or no-cost solutions, and supported people with both visible and invisible disabilities throughout the job search, onboarding, and retention journey— I’ve seen what silence costs, on both sides.

Let’s Clear This Up (Myth Check)

Some people hear “Disability Pride” and assume it’s about something else they’ve seen online. So let’s clear that up:

Disability Pride Month is often misunderstood.

It’s not about orientation. It’s about people with disabilities—whether visible, invisible, neurodivergent, chronic, or navigating diverse abilities—being recognized, supported, and celebrated without needing to shrink themselves to feel safe at work.

Disability Pride means not having to ask for permission to be fully seen.

It’s about dignity, not diagnosis. Visibility, not performance.

And like anyone else, people with disabilities are complex, capable, and have every right to belong in all spaces—including leadership, relationships, and decision-making.

If you're a manager, coach, executive, or teammate—this conversation includes you.

What It Means to Show Up

Disability doesn’t always look the way people expect.

It might be PTSD. ADHD. Chronic illness. Or something someone’s masked for years just to keep their job.

And these folks?

They’re in your meetings. They’re applying for jobs. They’re trying to navigate systems that weren’t built with them in mind—and still show up like nothing’s wrong.

“You don’t need new policies. You need to start practicing humanity.”

I’ve worked with professionals who spent years hiding a condition out of fear of being seen as unreliable. I’ve coached job seekers who dropped out of interviews because the platform wasn’t compatible with their assistive tech.

These aren’t one-offs.

They’re happening every day. Quietly.

What You Can Do (Today)

This isn’t about big programs or perfect language.

It’s about creating space where people don’t have to wonder if they’ll be judged for showing up honestly.

Here’s what that looks like:

→ Ask, don’t assume. Try: “Is there anything you need that would help you feel more supported?”

→ Create space for honest conversation. That could be a focus group, an anonymous feedback form, or simply saying: “We’re ready to start listening.”

→ Say it out loud. Whether it’s a team meeting or a company update—acknowledge that your workplace values diverse abilities. It sends a message that people don’t have to hide.

→ Normalize leadership speaking about this. When employees see leaders talk about accessibility and belonging the same way they talk about quarterly goals, it builds trust.

Not everyone is ready to launch an employee resource group (ERG) or affinity group—and that’s okay.

But if you’re not ready to build something yet, you can still start talking about it.

When people see the message in action, not just in mission statements—they feel it.

We’re 35 Years In—and Still Learning

The ADA made discrimination illegal. That matters.

But the law didn’t create understanding. And it didn’t erase bias.

→ Many platforms still block assistive tech.

→ Neurodivergent communication styles are still seen as “unprofessional.”

→ And people still hesitate to disclose a disability out of fear they’ll be seen differently.

That’s not just a policy issue. It’s a culture issue.

So ask yourself:

If someone on your team opened up about a disability today—would they leave that conversation feeling respected or second-guessed?

Want to Bring This Conversation to Your Team?

If you're planning your ERG calendar, looking ahead to National Disability Employment Awareness Month (October), or just trying to create better conversations among your staff—this might be the session you’ve been needing.

I lead honest, practical team trainings that: → Expand awareness—without overwhelming anyone

→ Help managers and staff communicate with more clarity and care

→ Strengthen trust across departments and reduce unspoken tension

→ Create small shifts that lead to better retention and better culture

These aren’t lectures. These are the conversations that unlock trust, loyalty, and clarity—without anyone feeling called out or talked down to.

If you’re building your Q3 or Q4 calendar, and want something that actually moves your people forward—message me.

I’d love to bring this to your team.

Ready to Learn More?

If you're ready to go deeper—whether you're leading a team or just learning privately—these resources are a great place to start:

🔗 What Is Disability Pride Month? – Wikipedia

🔗 Disability Pride Month: History + Meaning – CPWD

🔗 Intro to the ADA – ADA.gov

🔗 Job Accommodation Toolkit – Job Accommodation Network (JAN)

🔗 Inclusive Hiring Resources – Disability:IN

🔗 ADA 35th Anniversary – ADA National Network

You don’t need the perfect script. You just need the courage to start.

Let July be more than a checkbox. Let it be your turning point.

—

April Ogden

Executive Career Coach | Founder, It’s Your Outcome

Helping organizations turn intention into action—through clarity, care, and consistency.

We can’t afford to keep quiet another year.