Ariel Simms’ Post

In Aspen Leadership Group’s ongoing work to promote Diversity, Equity, and Inclusion (DEI), we recently spent time reflecting internally on the topic of accessibility. Our time spent was helpful in identifying and acknowledging how we can grow and learn on this important topic.   As part of our learning, members of our team identified many existing resources from around the philanthropic and advocacy communities to begin or advance our shared understanding of accessibility, disability, and ableism. Below is an initial list of resources to help advance DEI conversations that we found helpful:   - 𝗔𝗰𝗰𝗲𝘀𝘀𝗶𝗯𝗹𝗲 𝗙𝘂𝗻𝗱𝗿𝗮𝗶𝘀𝗶𝗻𝗴 𝗧𝗼𝗼𝗹𝗸𝗶𝘁 𝗚𝘂𝗶𝗱𝗲: 𝗔 𝗴𝘂𝗶𝗱𝗲 𝘁𝗼 𝗯𝗲𝗰𝗼𝗺𝗶𝗻𝗴 𝗮𝗻 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗳𝘂𝗻𝗱𝗿𝗮𝗶𝘀𝗲𝗿 (Liz Chornenki and Alison Hughes; AFP Global): https://rb.gy/3y6cj1 - 𝗗𝗶𝘀𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝗻 𝗣𝗵𝗶𝗹𝗮𝗻𝘁𝗵𝗿𝗼𝗽𝘆 & 𝗡𝗼𝗻𝗽𝗿𝗼𝗳𝗶𝘁𝘀: 𝗔 𝘀𝘁𝘂𝗱𝘆 𝗼𝗻 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗮𝗻𝗱 𝗲𝘅𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗼𝗳 𝘁𝗵𝗲 𝟭-𝗶𝗻-𝟱 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗵𝗼 𝗹𝗶𝘃𝗲 𝘄𝗶𝘁𝗵 𝗮 𝗱𝗶𝘀𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗱𝗼 𝘁𝗼 𝗺𝗮𝗸𝗲 𝘁𝗵𝗶𝗻𝗴𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 (RespectAbility): https://rb.gy/5hxc6r - 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗔𝘀𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗼𝗻 𝗗𝗶𝘀𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻: https://rb.gy/vrllnp - 𝗥𝗲𝘀𝗽𝗲𝗰𝘁𝗳𝘂𝗹 𝗗𝗶𝘀𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲: 𝗛𝗲𝗿𝗲’𝘀 𝗪𝗵𝗮𝘁’𝘀 𝗨𝗽! (National Youth Leadership Network and Kids as Self Advocates): https://rb.gy/z1p8nn - 𝗔𝗗𝗔 𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀: 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀: https://rb.gy/mpe3mp - 𝗭𝗼𝗼𝗺 𝗔𝗰𝗰𝗲𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗙𝗲𝗮𝘁𝘂𝗿𝗲𝘀: https://rb.gy/9glan2   Please keep the conversation going by sharing resources that you and your colleagues have found to be valuable in addressing issues of accessibility as it relates to your DEI work.

Child Advocates is not afraid to have the critical conversations about racism. Our CEO and our Chief of Community, Equity, and Inclusion share their insight on the Community Connection show on Radio One's AM 1310 'The Light": 🔷"We've gone backwards. After the George Floyd murder, people were heard and seen more loudly and more open to having the conversations about racism. But I think there has been a shift. It seems it's not even okay to talk about race equity work anymore. We're losing roles in DEI. It seems like we are going in a different direction." - Phyllis Armstrong/ Child Advocates CEO 🔷"The intention of racism is to keep all of us divided so that we can't come together collectively to create healthier communities...Some people are not understanding that the impact of racism is on everyone, just in much different ways." - Jill English/Chief of Community, Equity, and Inclusion Child Advocates leaders also discuss who pays the price due to racism: our children. Children are the reason we launched a race equity program nearly 15 years ago for anyone in the community. We want to build a better future for every child. Today, our "Interrupting Racism for Children" workshops have reached thousands of people as we grow and learn together. Hear this important conversation on interrupting racism at 46 minutes into the show: https://ow.ly/zpNh50S8C6u #racialequity #inclusion #diversity #DEI #children #childadvocacy #justice #equity #wellbeing #childwelfare #nonprofit

Come and learn about Inclusion in the workplace, for everyone, and meet Philip, from RespectAbility, disability-led nonprofit that works to create systemic change in how society views and values people with disabilities, and that advances policies and practices that empower people with disabilities to have a better future. A MUST SEE. https://lnkd.in/dHmAdkXK

Patrick will be a speaker at upcoming event: Charting the Way Forward on Saturday, February 24, 2024, link to more information about event: http://bit.ly/49R4bGx Quote from Patrick Cokley : “It is imperative that the disability and traditional diversity communities learn to work together as they both share the core values of inclusion.” Image Description for Quote Image: [Top Left: QR code with text beside it saying "Scan QR Code to left for Event Details." Top right: Charting the Way Forward Logo has white background: Top line King's Dream in blue text. Underneath is a bright orange outline surrounding two lines of black text. Topline word Disability Bottom line JUSTICE (ALL CAPS) Center: Text “It is imperative that the disability and traditional diversity communities learn to work together as they both share the core values of inclusion.” Below the quote: Circular photo of Patrick, he is smiling wearing a gray suit with a white collar shirt and a blue tie. In the background are words inscribed on a stone wall. To the right of Patrick’s photo: Text "Speaker, Patrick Cokley, Senior Program Officer, Equity & Social Justice Partnerships at Robert Wood Johnson Foundation"] Jourdan Saunders, MS, CCC-SLP #DisabilityAwareness #DisabilityPride #DisabilityJustice #Broadcasting #VideoProduction #Media #Representation #AfricanAmerican #Disability #Disabilities #Intersectionality #Diversity #Equity #DEI #Accessibility #NYCEvents #DCEvents #VirtualEvents #OnlineEvents #Inclusion #BlackDisability #InclusiveImpactBranding #TheResourceKey #SafmanConsulting #BlackHistoryMonth #Community #InclusionMatters #DiversityandInclusion #AccessibilityForAll #Blind #Braille #Lowvision #LargePrint #Magnification #screenreaders #WCAG #leadership #networking #brailleliteracy #sustainability #communityengagement #philanthropy #tangiblebenefits #nonprofitmanagement #grantmaking #foundations

How can we become better allies at work? We asked disabled people what non-disabled people could do to be a good ally. If you’re not sure where to start, here are some suggestions. 1. Listen to disabled people. First and foremost, listen to disabled people. Avoid assumptions, and never finish someone else's sentences. 2. Remember that not all impairments and conditions are visible. And some change. You may not be able to see them, but they’re still there. 3. Think about your language. Don’t use ableist words like ‘lame’, and call these out when you hear them. 4: Be more inclusive. Champion accessibility and inclusion. 5. Educate yourself. Read and learn about the advantages you experience as a non-disabled person and how to champion disabled people’s rights. 📹 Video description: Rhiannon, a brunette white woman wearing red glasses, speaks to the camera. She explains tips on how to be a better ally for disabled people.

How can we become better allies at work? We asked disabled people what non-disabled people could do to be a good ally. If you’re not sure where to start, here are some suggestions. 1. Listen to disabled people. First and foremost, listen to disabled people. Avoid assumptions, and never finish someone else's sentences. 2. Remember that not all impairments and conditions are visible. And some change. You may not be able to see them, but they’re still there. 3. Think about your language. Don’t use ableist words like ‘lame’, and call these out when you hear them. 4: Be more inclusive. Champion accessibility and inclusion. 5. Educate yourself. Read and learn about the advantages you experience as a non-disabled person and how to champion disabled people’s rights. 📹 Video description: Rhiannon, a brunette white woman wearing red glasses, speaks to the camera. She explains tips on how to be a better ally for disabled people.

Jonathan Mosen, a brilliant advocate and leader who is blind, recently shared a powerful blog about a troubling trend: blind organizations not hiring blind leaders. But this issue extends far beyond the blind community. Too many disability organizations fail to hire the very people they represent. If we can’t include ourselves in our own spaces, what message are we sending? What does it say to other employers? That even within our own movements, we don’t see the value in lived experience? We must change this narrative. We must become visible, become leaders, and insist on being part of the decision-making process. Here’s what we can start doing today: ➤ Stop supporting organizations that don’t support us. ➤ Challenge disability groups that fail to employ disabled leaders. ➤ Amplify the voices of disabled people who are already leading. ➤ Share resources and connections to make talent discoverable. We must do better. Not just for ourselves, but for the next generation of leaders. Because every time a disabled leader is overlooked, a message is sent: That our perspectives aren’t needed, that our talents don’t matter. But they do matter. More than ever. Let’s build spaces where disabled people lead. Where our voices are heard, respected, and valued. Blog link in comments. P.S. How will you support more disabled leaders in your community?

This! Nearly 1 in 5 Australians live with a disability, it’s time we rethink leadership and representation. For too long, decision-makers have been detached from the very experiences they aim to address. It’s clear: to drive meaningful change, we must elevate those who understand these challenges first-hand! Hiring individuals with disabilities into leadership roles, especially within disability organisations, is not just a moral imperative—it's a strategic advantage. Their lived experiences bring invaluable perspectives that enhance empathy, innovation, and effectiveness in addressing mental health and other disability-related issues. Consider mental health organisations. Those with personal experiences of mental health challenges often offer insights that go beyond theoretical understanding. They can shape policies and programs that truly resonate with and support those they aim to help. Similarly, integrating lived experience into leadership teams in educational settings ensures that students with disabilities see their realities reflected in decision-making processes. This representation fosters more inclusive environments and promotes policies that genuinely address student needs. So, how else will we make meaningful change? By making space for voices that have been historically marginalised. It’s not just about diversity; it’s about bringing the best of the best to the table—those who have navigated and understood the complexities of living with a disability. Your next great leader might be someone who has navigated challenges you haven’t experienced. It’s time we recognise that their contributions will be among the most impactful. #DisabilityAwareness #LivedExperience #DisabilityAdvocate #Leadership #DiverseLeadership

I couldn’t agree more with this powerful message: organizations that represent us need to hire us. It’s alarming how often disability organizations, including those for the blind, overlook disabled leaders for decision-making roles. If we’re not part of our own movements, what does that broadcast to the wider world? We must take a stand and shift this narrative. Disabled people belong in leadership, and it’s more than time for us to be seen, heard, and respected. This is about more than representation; it’s about building a future where disabled people are in positions of influence. Our lived experiences matter, and it’s high time the world is held accountable for not supporting the “nothing about us without us” mentality that has limited and harmed our community for too long. #Disability #Advocacy #Disabled #Leaders #NothingAboutUsWithoutUs

Why does it matter that most churches don’t welcome people with disabilities in leadership? If a church excludes people with disabilities, is it really a church? Rev. Dr. Andrew Draper, coauthor of Disabling Leadership (InterVarsity Press), talks with me about: * Ways in which churches exclude and marginalize people with disabilities * Why it’s essential to centralize people with disabilities in church life and leadership * How disability inclusion benefits the whole congregation * Reimagining church employment practices to create opportunities for people with disabilities * Why churches are tempted to pursue efficiency and productivity, and the invitation to a different way * How to minister in the midst of humanness Listen in here: https://lnkd.in/gsPWVUWQ