July Highlights of Blue Star Families’ Campaign for Inclusion DEPLOY Fellows

Disability Pride Month is an acknowledgement of the anniversary of the Americans with Disabilities Act, which was signed into law on July 26th, 1990. This month is all about celebrating the diverse identities, culture, and contributions of people with disabilities, while also recognizing their achievements, experiences, and ongoing struggles. It’s especially important to remember that not all disabilities are “seen” — many live with learning, emotional, psychiatric, neurodiverse, and more “invisible” disabilities that haven’t been diagnosed yet. 

As you read the stories below, ask yourself — how can you learn from these experiences to better support the disability community? What steps can you take to help create a more inclusive world?

Disability Pride Month: Why Accessibility Matters for a More Inclusive World

July is celebrated as Disability Pride Month, a time to honor the history, achievements, and contributions of people with disabilities, while also reflecting on the importance of accessibility. Accessibility, in its many forms — physical, digital, and attitudinal — is more than a legal requirement, it is a fundamental right that enables full participation in society.

Physical accessibility ensures that public spaces and private facilities are navigable by individuals with mobility impairments, through the provision of ramps, elevators, and accessible restrooms. Digital accessibility allows individuals with visual, auditory, cognitive, or motor impairments to engage with digital content and technology, using tools such as screen readers and voice recognition software. Attitudinal accessibility requires a societal shift in perceptions and attitudes, breaking down stereotypes and fostering a culture of inclusion and respect.

The impact of accessibility on the lives of individuals with disabilities cannot be overstated. When spaces and services are accessible, people with disabilities can live more independently, with greater dignity and equal opportunities. For example, accessible workplaces can significantly improve employment rates among people with disabilities, who often face higher unemployment rates compared to their nondisabled counterparts. 

Technology also plays a pivotal role in advancing accessibility, offering innovations that enhance independence and participation. However, when technology is not designed inclusively, it can create new barriers, underscoring the need for inclusive design principles from the outset.

As we celebrate Disability Pride Month, it is crucial to advocate for policies that promote accessibility, support inclusive design, raise awareness about the challenges faced by people with disabilities, and engage communities in decision-making processes. This multifaceted approach ensures that accessibility is not just about compliance but about building a world where everyone can thrive. By committing to these principles, we honor the potential and dignity of every individual, creating a more inclusive and accessible society for all.

The Hidden Struggles: Why Invisible Disabilities Deserve Our Attention During Disability Pride Month

When you think of a person with a disability, what do you imagine? Someone in a wheelchair? Someone with a hearing or visual impairment? 

I used to assume all disabilities were something you could see. However, since beginning my fellowship, I have had the opportunity to have multiple conversations regarding inclusion and equity for all. These conversations allowed me to recognize that not all disabilities are visible, and I interact with people with disabilities daily without even realizing it. Invisible disabilities, such as chronic pain, mental health conditions, learning disabilities, and neurological disorders, affect countless individuals. These conditions often go unnoticed because those affected may not show any outward signs. Yet, the impact of these disabilities on daily life can be profound. For instance, someone with chronic pain might struggle to perform routine tasks. In contrast, someone with a mental health condition may find it challenging to maintain social relationships or handle work-related stress.

It’s important to provide equitable access to everyone, especially our military community. Our service members often face a range of disabilities, both visible and invisible, as a result of their service. Physical injuries are common, but so are conditions like post-traumatic stress disorder (PTSD), traumatic brain injury (TBI), and depression. These invisible wounds can be just as debilitating as physical ones, yet they often go unrecognized and untreated.

Supporting our military community means acknowledging the full spectrum of disabilities they may encounter. It involves providing comprehensive health care, mental health support, and accessible resources to ensure they receive the care and respect they deserve. By doing so, we honor their service and contribute to a society where all individuals, regardless of their abilities, can thrive.

Disability Pride Month is an opportunity to celebrate the diversity and strength of the disability community. It’s a chance to educate ourselves, challenge our preconceptions, and advocate for a more inclusive world. Recognizing the existence of invisible disabilities is crucial for fostering an inclusive environment. It reminds us to be compassionate and considerate, understanding that everyone’s experience is unique and that outward appearances can be deceiving. By raising awareness and promoting understanding, we can help reduce stigma and create a more supportive community for all! 

The Hidden Reality of Lupus: How I Manage an Invisible Disability in a Military Family

When I was 18, I developed a rash on my face that would not go away. The rash progressively got worse until I was eventually diagnosed with discoid lupus. Once I started the medication needed to get it under control, everything went back to normal. The type of lupus I had only impacted my skin, and the likelihood of developing systemic lupus erythematosus (SLE lupus), the kind of lupus that attacks your immune system, was within the 10-15% range. After a year, I completely went off the medication I was on because I was deemed to be in remission. During that time, I chose to start a family; I had a fear that I would be that 10-15% who would eventually develop SLE lupus. My anxiety proved to be correct. At 27, I was no longer in remission; I developed SLE lupus. 

When someone looks at me, they can't see how exhausted I am. Even my family will forget that I have lupus because of how I manage it. I love to be busy. I work full time. I volunteer, am an active parent, am present in my relationship with my husband, am in graduate school, and have an active social life. Upon first look, you would not see someone who has a disability, just someone who appears to have a sensitive or overly red face. I make sure I get a whole night's sleep, and for my lunch hour, I prioritize a 40-minute nap to ensure I have the energy to finish my day. I found the best routine for me, but many are not as lucky as I am. My lupus is well managed because I have been diagnosed for so long, and even when in remission, I was monitored once a year by a specialist. I have regularly said I am lucky. Despite the unique challenges of being in a military family, I have always had my needs met because of EFMP. Being EFMP-coded did not impede my partner's career. We were still able to move overseas. We have lived in amazing locations, but frequent relocations do impact care. Being in a military family means that frequent relocations are part of life, which can make the life of someone who has a well-managed illness difficult. I can only imagine how challenging it is if a diagnosis is active and difficult to treat, whether because of the wait time to see a new specialist or because the specialist wants to try something different.

Disabilities are not always visible to the naked eye, and we can all do better than to assume someone is not being dramatic if they say they are tired. There is a theory known as the spoon theory that I have used to explain what it is like living with lupus. The spoon theory is used to explain lupus and other disabilities, be they visible or invisible. I remind myself of the spoon theory when military life gets hard. It reminds me to give myself grace in a stressful time, and I hope other military families who have someone with a disability, be it visible or invisible, give themselves grace, too, because we are all only human. 

Protecting Military Families: A Spotlight on Military Consumer Month

July is Military Consumer Month, an important time to raise awareness about the financial risks faced by military families. Over the years, I've witnessed several military families fall victim to scams, identity theft, and violations of military-specific federal protections. A key element of consumer protection is equipping families with the knowledge to understand the protections available to them and how to avoid potential threats.

In response, the Federal Trade Commission recently launched militaryconsumer.gov, a website designed to help military families recognize potential consumer threats, as well as resources to help them prepare financially for the various stages of military life. Additionally, organizations like the Consumer Financial Protection Bureau (CFPB) play a vital role in protecting military-connected consumers. They accept and investigate consumer complaints, including violations of laws such as the Servicemembers Civil Relief Act (SCRA) and the Military Lending Act (MLA). The SCRA provides various protections, including reduced interest rates on pre-service debts and protection from eviction. The MLA, on the other hand, limits the interest rates on many loans to a maximum of 36% and includes specific provisions to ensure fair lending practices. Several of my clients unknowingly paid higher interest rates due to a lack of knowledge about their protections or due to a lack of oversight of their accounts. It's imperative to consistently review account statements, especially on accounts with variable interest rates, to ensure that your rates are within allowable limits. Some lenders even go a step further and offer military families temporarily reduced interest rates (beyond those required by law) during deployments and ordered relocations.

We at Blue Star Families are also doing our part to advocate for better policies and protections for the military community. This month, I had the opportunity to accompany Maddison Rafferty, our Government Affairs Manager, for a series of meetings on the Hill to address our concerns with Congressional staff. Our goal is to ensure that military families have the financial security they deserve, and our ongoing advocacy efforts are crucial to achieving this mission.

Celebrating Disability Pride Month: Why Invisible Disabilities Deserve Our Attention and Action

Did you know that July is Disability Pride Month? This discovery led me to some eye-opening research. According to the World Health Organization, in 2023, 1.3 billion people, about 16% of the world’s population, had a significant disability. This statistic underscores the importance of recognizing and addressing disability issues globally.

Reflecting on my past year with the Campaign for Inclusion and my re-entry into the workforce after nearly a decade, I’ve observed significant positive changes overall regarding accessibility and disability recognition in the workforce. Many workplaces are making commendable efforts to create more accessible and equitable environments for employees with disabilities. Although the Americans with Disabilities Act (ADA) was passed in 1990, its protection has not always been felt, especially by those with invisible disabilities.

Organizations that acknowledge and accommodate the specialized needs of employees not only boost morale but also foster empathy and help de-stigmatize disabilities, particularly those that are unseen or not revealed, which often include mental or intellectual disabilities. Also, encouraging all employees to continue education on fostering a welcoming environment for all makes everyone feel valued and helps to prevent ableism which is its own form of discrimination. 

In last month’s newsletter, I shared some of my experiences with mental health challenges. I continue to grapple with self-stigmatization, which makes me hesitant to disclose these struggles at work. Mental health diagnoses are considered invisible disabilities, alongside conditions like ADHD, autism, cancer, and reproductive diseases. These disabilities are “invisible” because they are not apparent to others, yet they may require workplace accommodations. Remote work has increased significantly, especially after the COVID-19 pandemic, which may positively impact physical accessibility, but I would argue that lack of physical connection can increase some of the difficulties of those with intellectual disabilities.

While individuals with visible disabilities, such as those using wheelchairs, may face discrimination and ableism, their need for accessibility accommodations is often more readily understood. In contrast, those with invisible disabilities may encounter skepticism and misconceptions when requesting accommodations, as they might appear “fine” externally. This can lead to greater stigma surrounding mental health disabilities and can trigger feelings that one’s disability is not worthy of accommodating.

Understanding and addressing the needs of all employees, including those with invisible disabilities, is crucial for creating inclusive and supportive work environments. Continued training is a great way to ensure that all employees are versed in what disabilities are, are not, and what is and is not acceptable in maintaining a physically and mentally safe work environment for all. We should also be proactive as individuals in creating conversations and getting to know each other because empathy also builds understanding and acceptance.