Index

  • A
  • Ableism, overcoming, 75–84
  • Access design, 57
  • Adaptive categorization, 65
  • Adaptive clothing, 41
  • Åhman, Henrik, 58
  • Allen, Edgar, 47
  • American Association of People with Disabilities (AAPD), 157, 161–167
  • American Sign Language (ASL), 99
  • Americans with Disabilities Act (1990)
    • Amendments (2008), 123, 167, 176
    • DEI findings on, 167
    • disability defined by, 89–90
    • disability exclusion and, 33
    • entrepreneurship and, 16
    • on inclusive design, 57
    • on information and communications technology, 176–179
    • passage of, 54
  • “Anybody, Everybody, Somebody, and Nobody” (Haughton), 115
  • APRIL (Association of Programs for Rural Independent Living), 27
  • Aristotle, 96
  • Artificial Intelligence (AI), 134–139, 180–183
  • Assistive technologies
  • Attitudes and stereotypes
    • children's questions and, 101–102, 119–120
    • in corporate culture, 115–123
    • fear and, 54
    • in media, 97–98
    • personal costs of exclusion, 30–36
  • Avoidance and transference, theory of, 117, 119–122
  • B
  • Babies, health of, 79–81
  • Barham‐Brown, Hannah, 7–8
  • Bastian, Ed, 130
  • Benefits of disability inclusion, 3–13
    • overview, 1
    • Universal Design and, 3–6
    • workplace talent and, 6–13
  • Bielen, Rich, 129–130
  • Blanck, Peter, 24, 27–28
  • Blueprint for Disability‐Friendly workplaces of future, 185–201
    • BRGs/ERGs, 191–194
    • business processes, 194–197
    • customers, consumers, and community, 198–201
    • employees and business/employee resource groups, 191–192
    • inclusion and accessibility, 186–190
    • purposeful action and collaboration, 190–191
    • as vision and framework, 185–186
  • Brown, Steve, 99
  • Bureau of Labor Statistics, 8, 21–22
  • Bush, George H. W., 54
  • Business plans, 20–22
  • Business resource groups (BRG), 142, 153, 191–194, 200
  • Business Roundtable, 118–119, 130–132
  • C
  • Caprara, Mike, 196
  • Career development and advancement, 151–152.See also Talent acquisition and retention
  • Casey, Caroline, 10–13, 190
  • Center of Disability (University of New Hampshire), 16, 18
  • Centers for Disease Control and Prevention (CDC), 8, 9, 84, 160–161
  • Cheer Partners, 128
  • Children
  • Civil Rights Act of 1964, Title VII, 149
  • Civil Rights Movement, 52–53
  • Communication, 169–174
    • Disability Culture core values and, 99–103
    • expressing discomfort, 82–84
    • external communications of organizational policies/practices, 169–171
    • internal communications of organizational policies/practices, 171–174
    • micro‐communication events, 112, 120
    • overcoming fear and, 72–73
    • perceptible information, 5, 6
    • of workplace policies, 90
    • See also Information and communications technology (ICT)
  • A Companion to Critical and Cultural Theory (Mollow), 52
  • Compassion, 76
  • Conlin, Matt, 69–70
  • The Corporate Board, 48
  • Corporate culture, 107–132
    • attitudes and stereotypes in, 115–123
    • DEI within, 129–132
    • Disability Culture and, 108–113
    • equity in, 114–115
    • inclusiveness in, 123–129
    • meaningful work and, 113–114
    • strengthening, 107
  • COVID‐19 workplace changes, 157–160, 166–167, 189
  • Customers and consumers, 198–201
  • D
  • Deaf Culture, 99
  • Deaf President Now! protest (Gallaudet University), 53–54
  • DEI. See Disability Equality Index
  • Department of Justice, 90
  • Department of Labor, 8, 21–22, 26, 86
  • Design
    • access design, 57
    • inclusive design, 57–61
    • Pink on, 187–188
    • Universal Design, 3–6, 58
    • User‐Centered Design (UCD), 59
  • Disability
    • defined, 69, 90
    • personal identity and, 81–82
    • social model of, 68–69
  • “Disability and Work” (Barham‐Brown), 7–8
  • Disability Culture, 93–103
    • author's experience with, 93–96
    • core values of, 99–103
    • corporate culture and, 108–113
    • defined, 99
    • education and, 46
    • emotional intelligence and, 96
    • media stereotypes on, 97–98
  • Disability Equality Index (Disability:IN and AAPD), 157, 161–167
  • Disability‐Friendly behavior, 63–103
    • Disability Culture and, 93–103 (See also Disability Culture)
    • equality and erasing fear, 63, 65–73
    • invisible vs. visible disabilities, 85–91
    • overcoming ableism with common humanity, 75–84
    • what people with disabilities want others to know, 63–64
  • Disability History and Disability Studies, 52, 77
  • Disability:IN, 157, 161–167
  • Disability inclusion, 1–61
  • Disability inclusion pillars
  • Disability Rights Advocates, 82, 178
  • Disability Rights Movement, 51–54
  • Disability Services and Disability Studies in Higher Education (Oslund), 52
  • Disclosure, 86–90, 162
  • Diversity, equity, and inclusion (DEI) movement, 43–55
    • definitions, 48–49
    • DEI within corporate culture, 129–132
    • disability as diversity, 49–50
    • disability equity, 50
    • disability inclusion in workplace, 51
    • Disability Rights Movement, 51–54
    • future of, 55
    • origin of, 43–48
    • other activist movements and, 54
    • overview, 2
    • public perception of DEI, 10
  • Domino's Pizza v. Guillermo Robles (2008), 179–180
  • E
  • Easterseals (National Easter Seal Society), 47, 95
  • Economic issues
    • cost of disability exclusion and, 24, 39–41
    • entrepreneurship and, 22–23
  • Education
    • DEI movement and, 44–48, 52–54
    • disability exclusion and, 32
    • educational attainment by people with disabilities, 24
    • Education of All Handicapped Children's Act (1975), 47
    • information and communications technology (ICT) in, 32–33
    • learning by nondisabled people, 71–72
  • Emotion, analyzing, 135
  • Emotional Intelligence (Goleman), 96
  • Empathy, 76, 187–188
  • Employee Assistance Programs (EAP), 143, 161, 173
  • Employee resource groups (ERG), 142, 153, 191–194, 200
  • Entrepreneurs with disabilities (EWD), 15–42
    • business plans for, 20–22
    • as career choice, 15, 22–29, 27
    • costs of disability exclusion from, 30–41
    • defined, 20
    • labor force participation rates, 16–19
    • policy barriers of, 16, 19–20
    • power of, 1–2
  • Equity
  • Eugenics, 79–80, 137
  • G
  • Gallaudet University, 53–54
  • Galton, Francis, 79–80
  • Generalization, theory of, 117, 118–119
  • Generative interactions, 60–61
  • Gill, Carol, 99
  • Goffman, Erving, 87
  • Goldberg, Emma, 158, 159–160
  • Goleman, Daniel, 96
  • Golem Girl (Lehrer), 44–45
  • Gulliksen, Jan, 58
  • H
  • Haughton, Clay, 115
  • Health insurance
    • disability exclusion and, 31
    • Medicaid, 31, 33, 48
    • Medicare, 47–48
  • Henry Viscardi School (HVS), 45–46
  • Heumann, Judy, 53
  • Hierarchy of needs, 9, 11
  • Houtenville, Andrew, 18
  • Human resources (HR). See Talent acquisition and retention
  • I
  • IBM, 136, 182–183
  • Identity‐first language, 83
  • “I'm not your inspiration” (Young), 78
  • Inclusion
  • Individualized Education Plans (IEP), 32
  • Information and communications technology (ICT), 175–183
    • accessible website and email information, overview, 175–176
    • AI and talent recruitment, 180–183
    • assistive technologies, 8, 102–103, 146–150
    • “business case” rationale for, 183
    • business processes for, 196
    • COVID‐19 workplace changes and, 189
    • Domino's Pizza v. Guillermo Robles (2008), 179–180
    • economic/social benefits of, 41
    • in education, 32–33
    • for hiring, 134–139
    • National Federation of the Blind v. Target Corporation (2006), 177–179
  • Informed consent, 80
  • “Inside out theory,” 41
  • Inspiration, as problem, 66–67, 77–79
  • Institute for Ethical AI (UK), 134, 181
  • Internal Revenue Service, 20
  • Invisible vs. visible disabilities, 85–91
  • J
  • Job Accommodation Network (JAN), 146, 148
  • Jones, Melanie, 27
  • Jordan, I. King, 53–54
  • Journal of Business Ethics, 60
  • K
  • Kessler Institute on Rehabilitation, 16, 19
  • Krishna, Arvind, 182–183
  • Kuznetsova, Y., 87, 88
  • L
  • Labor force participation rates, 16–19
  • Lakeshore Foundation, 44, 50, 195
  • Latreille, Paul, 27
  • Legal issues
    • Americans with Disabilities Act (1990), 16, 33, 54, 57, 89–90, 123, 167, 176–179
    • Individualized Education Plans (IEP), 32
    • of information and communications technology, 177–183
    • Mills v. DC Board of Education (1972), 53
    • PARC v. Pennsylvania (1972), 53
    • reasonable accommodations, 146–150
    • regulatory compliance and, 197
    • Section 503 (Rehabilitation Act, 1973), 86, 112, 151
  • Lehrer, Riva, 44–45
  • Life partners, 35–36
  • Longmore, Paul, 99
  • “Looking for Diversity?” (Vasquez‐Fedrizzi), 128
  • “Looking Past Limits” (Casey), 11–13
  • Low physical effort, 5, 6
  • M
  • Mace, Ron, 5
  • Marsalis, Wynton, 114
  • Martinez, Kathy, 82–84
  • Maslow, Abraham H., 9, 11
  • McFadden, Tatyana, 126
  • Meaning, 188
  • Meaningful work, 113–114
  • Media stereotypes, 97–98
  • Medicaid, 31, 33, 48
  • Medicare, 47–48
  • Mill, John Stuart, 4
  • Mills v. DC Board of Education (1972), 53
  • Modeling behavior, 72
  • Mollow, Anna, 52
  • “Most qualified,” 139–140. See also Talent acquisition
  • “Move” (Toyota), 170–171
  • “Myth of the average,” 137–139
  • N
  • National Center for Disability Entrepreneurship, 15, 203–205. See also The Viscardi Center
  • National Center of Barrier‐Free Design (North Carolina State University), 5
  • National Federation of the Blind v. Target Corporation (2006), 177–179
  • National Trends in Disability Employment (nTIDE), 16–19, 17
  • New York State, education classification in, 46
  • New York Times, 158, 159–160
  • North Carolina State University, 5
  • “Nothing About Us Without Us”/”Nothing Without Us,” 83, 191–192
  • O
  • Olympic and Paralympic Games (2022, China), 170–171
  • O'Neill, John, 19
  • Onwutalobi, Chioma Chizy, 126, 127–128
  • Oslund, Cristy, 52
  • Out‐groups, 65–66
  • P
  • PARC v. Pennsylvania (1972), 53
  • Pepion, Ernie, 108
  • Perceptible information, 5, 6
  • Person‐first language, 83
  • Persson, Hans, 58
  • Pew Research Center, 160
  • Pillars of disability inclusion. See Disability inclusion pillars
  • Pink, Daniel, 61, 187–189
  • Play, 188
  • Policy, as entrepreneurship barrier, 16, 19–20
  • Political costs of exclusion, 37–38
  • Power of disability entrepreneurship. See Entrepreneurs with disabilities (EWD)
  • Pretorius, Oscar, 125–126
  • Privacy
    • informed consent, 80
    • overcoming fear and, 68, 69–71
    • requesting, 91
  • Procurement policies, 136
  • Pro‐social behaviors, 75
  • Q
  • Qualification standards, 150–151
  • S
  • Safety principle, 187
  • Schein, P., 87–88
  • Schur, Lisa, 28
  • Section 503 (Rehabilitation Act, 1973), 86, 112, 151
  • Shaheen, Gary, 41
  • Simple and intuitive use, 5
  • Size and space for approach and use, 6
  • Smith, Will, 98
  • Social model of disability, 68–69
  • Social Security, 16, 19–20
  • Society, costs of exclusion to, 36–37
  • Society of Human Resource Management, 107
  • Spread phenomenon, theory of, 116–117
  • “Statement of Purpose of a Corporation” (Business Roundtable), 118–119, 130–132
  • Statistics
    • DEI findings on workplace improvement needs, 161–167
    • GNP and cost of disability exclusion, 39
    • of overall population with disability, 8
    • people with disabilities in labor force, 24, 25, 160–161
    • 65 and older population with disability, 84
    • workplace accommodation costs, 40
  • Stereotypes. See Attitudes and stereotypes
  • Story, 187–188
  • Strengths and weaknesses, universality of, 67–68
  • “Successful HR Leaders Must Join the Accessibility Conversation” (Forrester Consulting), 154–156
  • Suppliers
    • blueprint for Disability‐Friendly workplaces, 196, 200
    • communicating policies to, 165
    • corporate culture and, 107, 131, 132
    • enterprise‐wide access and, 163
    • entrepreneurship and, 1–2
  • Sympathy, 76
  • Symphony, 187–189
  • T
  • Talent acquisition and retention, 133–143, 145–156
    • business processes for, 194–197
    • career development and advancement, 151–152
    • “most qualified” for, 139–140
    • qualification standards, 150–151
    • reasonable accommodations, 146–150
    • recruitment and hiring, overview, 133
    • recruitment sources for, 140–143
    • retention and promotion, 145, 153–154, 166
    • “Successful HR Leaders Must Join the Accessibility Conversation” (Forrester Consulting), 154–156
    • technology for hiring, 134–139, 180–183
  • Target, 177–179
  • Technology. See Information and communications technology (ICT)
  • Territorial behavior, theory of, 117, 122–123
  • Title VII, Civil Rights Act of 1964, 149
  • Tolerance for error, 5, 6
  • Tommy Hilfiger, 41
  • Toyota, 170–171
  • TWA v. Hardison (1977), 149
  • “A Two‐Year, 50‐Million‐Person Experiment” (New York Times), 158, 159–160
  • U
  • “Understanding and Developing Organizational Culture” (Society of Human Resource Management), 107
  • United Nations Convention on the Rights of Persons with Disabilities, 186
  • Universal Design, 3–4, 58
  • University of New Hampshire, 16, 18
  • US Air Force, 138
  • User‐Centered Design (UCD), 59
  • Utilitarianism, 4
  • W
  • West Virginia University, 148
  • A Whole New Mind (Pink), 187–188
  • Women with disabilities, respecting boundaries of, 88–89
  • Work, meaningful, 113–114
  • Work‐life balance, 160
  • Workplace accommodation. See Talent acquisition and retention
  • Workplace discrimination, 157–167
    • COVID‐19 workplace changes and, 157–160, 166–167
    • Disability Equality Index (DEI) data on, 157, 161–167
    • disclosure in workplace, 86–90, 162
    • self‐employment as reaction to, 28–29
  • World Institute on Disability, 53
  • Wright, Beatrice, 115
  • Y
  • Yngling, Alexander Arvei, 58
  • Young, Stella, 78
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