Rachel Blick, MA , Matthew Franklin, BA, David Ellsworth, MPH, Susan Havercamp, PhD, Barbara Kornblau, JD, OTR/L, FAOTA, The Ohio State University Nisonger Center, UCEDD, Florida A&M University

a Media Study (2013-2015) and Overview David M. Perry, PhD Lawrence Carter-Long March 2016

Ableism (/ˈeɪbəlɪzəm/; also known as ablism, disablism (British English), anapirophobia, anapirism, and disability discrimination) is discrimination and social prejudice against people with disabilities or who are perceived to be disabled. Ableism characterizes people as defined by their disabilities and inferior to the non-disabled.[1] On this basis, people are assigned or denied certain perceived abilities, skills, or character orientations.

The Icarus Project (2002-2020) was a network of peer-support groups and media projects with the stated aim of changing the social stigmas regarding mental health.[1]

In 2011–12, about 3 in 10 state and federal prisoners and 4 in 10 local jail inmates reported having at least one disability.

A powerful five-point guide to undoing and unlearning ableism in our organizations, the social justice space, and the nonprofit and philanthropy sectors.

“I want to create a world that is reflective of all of us,” the disability activist said.

COVID-19 continues to spread, and the colleges and universities that are opting for remote learning are doing a terrible job of implementing it.

A year after many campuses transitioned to remote instruction, blind students continue to encounter barriers that undermine their learning.

Nearly every element of our workday is designed for neurotypical employees, leaving out millions of talented people. It’s time to rethink how we work.

"My work of challenging my students' internalized ableism has allowed me to gradually accept my own disability."

Language has long been used to dehumanize or marginalize people with disabilities. Ableist language shows up in different ways: as metaphors, jokes, or euphemisms. While ableism exists beyond the words we use, in structures and policies, our vocabularies can help us how we think and behave with people around us. We spoke to four disability rights activists to know why our words matter, how they influence our biases, thoughts, and behaviors and what we can do to check them.

As any disabled person will tell you, ableism, or something like it absolutely exists. Having a word to talk about it is essential to understanding it and fighting it.

Empowering young people with disabilities to reach their full potential.

NCCJ, the National Conference for Community and Justice has been helping humans human better together since 1927.

Neurodiversity is a relatively new concept to some workplaces. Establishing a neurodiverse workplace can be challenging, but it also comes with benefits.

Stop Ableism advocates that people with physical disabilities should receive the same respect and consideration that able-bodied people receive.

Thoughts on disability justice, neurodiversity, intersectional activism from Lydia Brown, queer, autistic, east asian activist, writer, public speaker

As buzzwords like social justice, equity, and inclusion permeate our conversations, it’s essential for advocates of progress to remember another ‘ism.’

Thoughts on disability justice, neurodiversity, intersectional activism from Lydia Brown, queer, autistic, east asian activist, writer, public speaker

The global exclusion of persons with disabilities comes at significant economic, political, and societal costs. Decades’ worth of data substantiates this claim, yet progress has remained elusive. Now, due to the disruptions of a global health crisis and recession, it is likely that the situation for persons with disabilities will worsen. But this does not … Continue reading "The high cost of exclusion and what we need to do about it"

Preface: I wrote this post partly to try and capture/demonstrate/introduce/explain a concept that I haven't found an existing explanation on that would match my mental model. And partly to clear up m…

This blog post has been contributed by Portulans Senior Fellow Shane Kanady and Research Assistant Augusta Rentenbach, additionally co-authored by John Kelly, Isabel Hodge, Ronald Kasule and Petra Iuliana. COVID-19 has affected us all. The changes in our daily lives will surely lead to long-term effects for many, if not all, aspects of society. As … Continue reading "How COVID-19 is Affecting Persons with Disabilities Worldwide: Finding Opportunity in Adversity"

Individual differences is a natural encounter at the work place, nevertheless, the job must still be done but when one is working with the o...

The number of people with autism entering the workforce in the next 10 years and beyond is on the rise, with the growth cutting across racial, ethnic, and geographic lines. Currently, the unemployment rate among people with autism remains high, with some estimates coming in at over 80%. The heightened profile of disability, equity, and inclusion functions in major employers is already leading companies to think about forms of diversity beyond race and gender. Since the early 2010s, a network of major employers has developed targeted employment initiatives and protocols to better integrate this workforce into their companies. But the number of companies involved in neurodiversity hiring initiatives is modest today, as is the number of participating workers. What can we learn from the companies that have integrated these programs successfully, and how can companies without the resources for dedicated programs make real progress in bringing neurodivergent employees into their organizations?

Though many library staffers receive physical first aid and CPR training, mental health first aid training happens far less often. However, it can defuse tense situations, provide needed resources, and help patrons through crises.