Billion Strong

Empowering people with disabilities and changing the world so that it's more inclusive and accessible is a huge undertaking. We need your help. Please donate today at https://lnkd.in/g4jXV9Tm. #pwd #crowdfunding LaMondre Pough

"Labels aren’t helpful, Stephanie." How many times have we heard this? A colleague, a friend, maybe even a well-meaning stranger on social media, insists on dismissing the very words that anchor our experiences, all in the name of being 'helpful.' The irony? It's often more about their comfort than ours. This post struck a nerve—and not because it’s witty (though, it is). It's because it shines a spotlight on a truth that neurodivergent and disabled individuals know all too well: society loves to sidestep our realities with platitudes that make them feel good while leaving us frustrated. Stephanie, with all her best intentions, is the embodiment of those who think that acknowledging labels adds weight to our struggles. But here's the kicker: ignoring labels doesn't make challenges disappear. It just makes them invisible, harder to address, and easier to dismiss. Its like telling someone who’s blind that the label 'blind' is unhelpful. Or a person who uses a wheelchair that referring to themselves as 'disabled' is unnecessary. What you're really saying is, “Your reality makes me uncomfortable, so let’s pretend it doesn’t exist.” Labels aren’t prisons; they’re pathways. They are bridges between isolation and understanding. They help explain why we might need a quiet room when the world becomes too loud or why a specific chair at the meeting table matters more than you think. Without these labels, we’re left describing life with a list of complex, awkward phrases. "Do you have an ink-filled writing implement which utilizes a rollerball tip?" Sure, we could go through life avoiding the direct term ‘pen,’ but why? A pen is a pen. Autism is autism. Disability is disability. To those who claim that labels confine us, I offer this: the only thing that confines us is society’s fear of confronting our truths. Dismissing the word 'autism' or 'disability' doesn’t erase the sensory overload, the need for accommodations, or the struggles we face. It just erases your responsibility to recognize them. If your gut instinct is to soften reality by removing the words that define it, ask yourself who that really helps. Spoiler alert: it’s not us. We don’t need euphemisms. We don’t need to sugarcoat the labels that empower us to demand better, louder, more inclusive spaces. We need allies who say, “I see you. I hear you. Let’s work together, labels and all.” ID: : A screenshot from a social media post with the caption "Laughs in Neurodivergent". The post humorously illustrates a conversation where a person teases their colleague, Stephanie, who refuses to use the term "autism" because she believes "labels aren't helpful". The conversation consists of the person asking questions using overly complex descriptions, and Stephanie responding with simplified, well-known terms. The person then responds sarcastically with, "Labels aren't helpful, Stephanie." The examples given include "pen," "cup of tea," and "meeting."

If everyone was a little disabled, the world would look a little different, a little softer, a little slower, a little kinder. Ramps would blend into sidewalks, and doors would open without a struggle. Braille would be as common as print, and sign language would flow like poetry in conversations, in classrooms, on screens. If everyone was a little disabled, timelines would flex, meetings would pause, and hustle culture might finally take a seat. No one would call it "special treatment" if we all needed space to breathe, to rest, to gather strength for the next step. People would think before they spoke, seeing words as bridges, not weapons. They’d know that some days are harder, that patience isn’t charity, it’s humanity. Crowded rooms would be quiet sanctuaries, not battles of noise and glare, and stairs would come with options for those whose steps falter, for those who roll, or sway, or lean. If everyone was a little disabled, we’d build a world that fits us all— not out of pity, but out of respect, out of understanding that strength wears many faces, and moves in many ways. Accommodations would be just “the way,” not an afterthought, not an extra ask. We wouldn’t marvel at "resilience" because the world itself would be resilient, with walls that bend and floors that lift to meet us where we are. If everyone was a little disabled, compassion wouldn’t be a policy; it’d be the pulse of every heartbeat. And I wouldn't need to explain why I deserve a space in this world— the world would simply be made for me. Inspired by "If Everyone Was A Little Autistic" By Dr. Natalie Engelbrecht ND RP

Out of My Mind: Breaking Stereotypes Let’s be real—representation is about changing minds. And Out of My Mind, coming soon to Disney+, does exactly that. Based on Sharon M. Draper’s bestselling novel, it follows the story of Melody Brooks, a brilliant sixth-grader with cerebral palsy who’s ready to smash through society’s narrow expectations of what disability looks like. Melody is a character you can’t ignore—she’s smart, sharp, and fiercely determined. And why should we ignore her? Because she communicates differently? Out of My Mind takes this question and flips it on its head. In a world where we’re often judged by how we speak or how we look, this film reminds us that what we say and how we think is what truly matters. With an outstanding cast—Phoebe-Rae Taylor, whose performance is sure to make waves, alongside the always-brilliant Jennifer Aniston—this isn’t just another feel-good story about overcoming obstacles. It’s a story that confronts uncomfortable truths about how society views disability and pushes us to do better. Why should you care? Because the world is richer when everyone has a seat at the table, and narratives like Out of My Mind make that clear. This film forces us to rethink our assumptions, our biases, and yes, even our own ableism. Mark November 22nd on your calendar because this film will challenge the way you think about ability, communication, and inclusion. Watch the trailer here: #DisneyPlus #CerebralPalsy #InclusionMatters #OutOfMyMind #DisabilityRepresentation

Let’s get real for a second. What do you think disabled people actually want to hear? It’s not, "You're so inspiring!" or "I see you as my equal." Sure, those sound nice, but let's be honest—they often feel more like a pat on the head than a genuine acknowledgment of a person’s value and capability. These lines are thrown out like compliments, but they sidestep the real issues, don’t they? You know what disabled people want to hear? "You're hired!" Not out of pity. Not because you need to hit a diversity quota. But because they’re the best person for the job. Because their talent, skills, and work ethic are undeniable, just like anyone else’s. "Your medical coverage was approved!" Imagine needing approval for something as basic as healthcare. We’re not talking about a fancy new gadget; we're talking about the right to live with dignity. Yet, disabled people have to fight tooth and nail for it—while many non-disabled folks barely have to think about their health coverage. "We’re happy to accommodate you." Why does this still feel like pulling teeth? Accommodations aren't a favor; they're a basic necessity. How hard is it to understand that making environments accessible benefits everyone? We all need different things to thrive—yet disabled people constantly have to advocate just for what should be common sense. "You got the promotion!" Don’t even get me started on the career glass ceiling. Disabled people want to hear that their hard work pays off. That they're seen not as a "nice-to-have" in your diversity snapshot but as a leader, someone worthy of advancement. It’s not about charity—it’s about merit. We need to stop giving disabled people surface-level compliments while failing to address the real barriers they face every day. When the conversation centers around “inspiration,” we’re missing the point. Disability isn’t about being someone else’s feel-good story. It’s about rights, access, and opportunity. Instead of offering empty platitudes, how about we step up and create a world where those feel-good phrases aren’t even necessary—because the actions speak for themselves? A world where disabled people don’t have to prove their worth over and over just to be included in the same conversations. It's not rocket science. It’s basic human decency. Let's stop praising people for surviving a system that's set against them, and start building a world where they can thrive. That's what disabled people actually want to hear. Graphic: Kelly Bron Johnson ID: The image is divided into two sections. The top half is titled "What people think disabled people want to hear," with two bullet points below: "You're so inspiring!" "I see you as my equal." The bottom half of the image is titled "What disabled people actually want to hear," with four bullet points below: "You're hired!" "Your medical coverage was approved!" "We're happy to accommodate you." "You got the promotion!"

8 Ways to Deal with Organizations Who Say Accessibility Is “Too Expensive” to Implement 1.) Start with Empathy, Not Arguments ➔ Understand that when people say something is "too expensive," it's often coming from a place of misunderstanding, not malice. Ask questions. Get them to explain their budget concerns, and listen to them—then explain that accessibility is an investment in people, not just a line item. 2.) Educate on the Curb-Cut Effect ➔ Accessibility benefits everyone. The curb-cut effect, originally designed for wheelchair users, benefits parents with strollers, delivery workers, and cyclists. Inclusive design opens doors for broader use, reaching more customers, employees, and partners. Accessibility is about creating universal solutions. 3.) Present It as a Competitive Advantage ➔ Explain that accessibility isn’t just a nice-to-have. It’s a competitive edge. Inclusive design means you’re reaching an often ignored market—1 billion people globally with disabilities. That’s 1 billion potential customers, employees, and advocates who can take your business to the next level. 4.) Show the Legal Risks ➔ Be direct: failing to implement accessibility opens organizations up to legal challenges. Accessibility is a legal requirement in many parts of the world, and the lawsuits are growing. Explain the cost of a lawsuit vs. the cost of doing things right from the start. 5.) Highlight the Financial Benefits ➔ According to research, accessible businesses see a 28% higher revenue growth and outperform their peers. Profit follows inclusion. Show them the studies—back it up with data. There’s money on the table for those who prioritize accessibility. 6.) Talk About Employee Retention and Morale ➔ Inaccessible environments alienate not only customers but employees. Talented workers leave when they don’t feel supported. When organizations build for everyone, they retain top talent, build loyalty, and create a culture that drives innovation and diversity. 7.) Break it Down into Phases ➔ If cost is truly a barrier, offer them an incremental plan. Not everything has to be done overnight. Help them create a roadmap to tackle accessibility in stages. Break the project into bite-sized pieces, making the implementation feel less daunting. 8.) Tell Human Stories ➔ Numbers are great, but stories are powerful. Share real-life stories of how inaccessibility affects people’s lives. Make it personal. People don’t remember stats—they remember emotions. Show them the human side of their decisions. The bottom line is this: accessibility is not too expensive—it’s too expensive to ignore. Organizations that invest in accessibility are investing in the future. They’re building a business that serves, respects, and includes everyone. And that, my friends, is priceless. How are you going to bring this conversation to your next board meeting? Let’s talk about real change.

Congratulations, Eng. Nabil Eid, on releasing your groundbreaking book, ( Inclusive Libraries for All: Designing Accessible Spaces in the Smart City!). This work is a powerful contribution to the global movement for digital accessibility and inclusivity, reflecting #BillionStrong's core mission to empower people with disabilities worldwide. Your insights on the intersection of technology, universal design, and inclusive spaces underscore the critical need to rethink and reimagine public spaces like libraries so everyone can access knowledge and community resources. We’re excited to see how this book will inspire leaders, educators, and advocates to advance accessibility and equity in libraries and beyond.  Thank you, Nabil, for your unwavering dedication to building a world that leaves no one behind! #WeAreBillionStrong

I just spent 3 years analyzing more than 30 organizations and their accessibility initiatives. Here are 3 trends I noticed: 1. Accessibility Statements = Lots of Promises, Little Action Many organizations have beautifully written accessibility statements, pledging inclusion and access for all. But when you dig deeper? Very few are walking the talk. It’s easy to pledge on paper, but what matters is the execution—action speaks louder than words. Takeaway: Don’t just craft statements—craft change. It’s time to move from promises to real, measurable outcomes. 2. Token Efforts = Great PR, Minimal Impact I’ve seen so many companies invest in token accessibility efforts—building one ramp or adding alt-text to a couple of images, just to check a box. It’s usually enough to get some positive press, but the actual impact on the disabled community? Minimal. Performative inclusion doesn’t solve the deeper issues of inaccessibility and ableism in society or within workplaces. Takeaway: Inclusion isn’t a one-off. Real accessibility requires continuous effort, investment, and a willingness to evolve. It’s not just about looking good; it’s about making a lasting difference. 3. Accessible Design = More Engagement and Satisfaction Organizations that prioritize truly accessible design—both digitally and physically—see better engagement not only from the disabled community but from everyone. Accessible design benefits everyone. It creates a user-friendly environment where people feel seen, heard, and valued, leading to increased loyalty and satisfaction. Takeaway: Make accessibility your competitive advantage. It’s not just about compliance; it’s about making everyone feel included and valued. The bottom line: If you’re serious about disability inclusion, don’t wait for the world to push you. Lead by example and start making changes now that actually impact lives. What are you doing to ensure your initiatives are more than just words?

If you want to become a world-class leader in Disability Inclusion and Accessibility, there are key mistakes you absolutely need to avoid. Over the years, I've learned these lessons the hard way. Here are 7 mistakes I’ve made that I would 100% avoid now: 1. Being indecisive Inclusion is not an afterthought. When you hesitate or wait for "the right time," you lose valuable moments for real change. The right time is always now. Making decisions quickly and intentionally is crucial when advocating for accessibility—it shows commitment. 2. Being unreliable If you make a promise to the disability community, follow through. Trust is everything. Whether it’s delivering accessible products, implementing feedback, or simply showing up—if you can’t be counted on, your entire message loses credibility. Consistency builds trust. 3. Not continuously learning Accessibility is constantly evolving. Don’t fall into the trap of thinking you’ve learned it all. The needs of people with disabilities vary, and so do the tools and solutions available to meet those needs. Stay curious, stay humble, and keep learning. 4. Not creating clarity A vague approach to inclusion does more harm than good. Be crystal clear about your accessibility goals and communicate them effectively. If your team doesn’t know what accessibility looks like or why it matters, how can they deliver? 5. Not adapting to change Accessibility isn’t static—it changes with technology, societal understanding, and individual needs. Being rigid can cripple your efforts. Be flexible, be adaptive. Progress requires you to embrace change rather than fear it. 6. Avoiding conflict Real inclusion means having hard conversations. Don’t avoid addressing the barriers, prejudices, or ableism in your organization. Confront the uncomfortable truths. Only by acknowledging these challenges can you make meaningful progress. 7. Not focusing on results Intentions matter, but impact is what counts. Stop celebrating token gestures and start measuring actual change. Are your spaces accessible? Are your hiring practices inclusive? Is your content available to everyone? Results speak louder than words. These mistakes taught me that, and now, I make sure to act on what I’ve learned.

Accessibility Strategy for Organizations Just Starting: ➤ Begin with 3 simple accessibility actions each week. ➤ Ensure 1 of them involves feedback from people with disabilities—whether it's testing a product, evaluating a service, or reviewing communications. ➤ Engage with people from the disability community every day—whether online or within your team—listen, learn, and ask for honest feedback. Once you start building momentum: ➤ Scale up to 5-7 actions weekly. ➤ Make 3 or more of them proactive accessibility improvements—like adding captions, improving site navigation, or hosting accessible events. ➤ Keep community engagement and accessibility-related discussions ongoing, just like you’d maintain customer relations or team communication. That’s really all you need to start building an inclusive culture. Remember: Don’t overcomplicate it. Accessibility is a commitment. It’s about making sure everyone can engage fully—your customers, your employees, and your stakeholders. Keep it simple, keep it human, keep it accessible.