Why DEI Efforts Must Embrace Accessibility 

Imagine a future where every workplace genuinely embraces diversity, equity…and inclusion—where we all have the opportunity to contribute, grow, and feel like we belong. In this future, economic opportunities are within reach for us all, and our jobs give us purpose and connection.

My own journey has taught me that an inclusive future begins with making workplaces accessible for everyone, especially people with disabilities. 

Today, one in four adults in the United States have a disability and too many face barriers to steady employment, limiting their financial security and access to healthcare, housing, and more. And everyone at some point in their lives is likely to experience temporary or permanent disability from birth, illness, injury, or simply aging. I’ve made my life’s work tearing down these barriers so that we all have a fair and just opportunity to thrive.

What My Blindness Taught Me

When I was a college student, I learned that I had retinitis pigmentosa, a genetic disorder destined to steal my vision slowly, eventually robbing me of all sight. The diagnosis was devastating and for a long time, I hid it. I imagined the doors of opportunity closing on me as my peers went on to build careers and gain solid financial footing.

Then, a unique opportunity changed everything. A former colleague served on the board of a company that was launching a cell phone tower operation in Africa and recommended that I lead its development. After persuading a leery leadership team that I could handle it despite my vision loss, I jumped into the challenge. Three years and $25 million in sales later, the results spoke for themselves. I returned to the United States emboldened and entered an MBA program at George Washington University. A dean at the school encouraged me to stop hiding my disability—a response to the ableism and discrimination that is embedded in our society. I realized that by embracing and being open about my disability, I could help reshape norms and support inclusion.

But even with a degree, my struggles didn’t end. Roadblocks to finding a new job seemed to be everywhere. Struggling to read, I tried to fill out online employment applications but was kicked off web pages because I couldn’t complete forms in the allocated time. Having the right skills wasn’t enough. Workplaces didn’t make an effort to accommodate or include people like me. I was missing out, but so were they.

A chance encounter with a man who had the same condition as mine led me in a new direction. When he introduced me to accessibility features on my phone, I had an “ah-ha” moment. For the first time, I grasped the transformative value of the right tools, and my career soon took off. Eventually, I landed a position creating technology-based jobs for blind and low-vision workers, and soon afterward co-founded Ablr, a company that is committed to unleashing the potential of people with disabilities.

The barriers I faced were not just about my vision. They are deeply embedded, longstanding structural barriers that prevent people like me from thriving and it will take intentional action to dismantle them. At Ablr, we are doing that work and helping build a world in which everyone, including people with disabilities, has equal access to digital information.

Our equity-focused approach involves helping organizations understand the value of a diverse, inclusive workforce and preparing people with disabilities for meaningful jobs that lead to financial independence.

The National Organization on Disability estimates that excluding people with disabilities from the workplace results in an economic loss of $490 billion. When leaders, managers, and coworkers realize that, and see the potential payoff of expanding access to talent and broadening their customer base, mindsets begin to shift.

Walking the Walk with RWJF

A few years ago, I was fortunate enough to connect with RWJF.  A colleague who had heard me talk about the value of an inclusive digital presence was familiar with RWJF’s commitment to accessibility. He made introductions which have evolved into a strong partnership. I’ve shared my own story with the RWJF team and together we have been drilling into the nuts and bolts of digital accessibility.

At Ablr we insist on having end users involved in testing digital tools. That’s really our secret sauce. People with disabilities know whether something is truly accessible, so respecting our insights and wisdom is essential to shaping solutions. Too often, the disability community is left out of conversations about equity. “Nothing about us without us” became our clarion call because we know effective solutions require our engagement. That’s why we value RWJF’s unwavering message that we are integral to its diversity, equity, and inclusion strategy.

People with disabilities are paid 66 cents for every dollar paid to those without them. Too often, the culprit is unconscious bias leading employers to say, essentially, “well, they should be grateful to have a job at all.” People with disabilities are also more likely than their peers to work part time due to the complex income requirements for Medicaid eligibility, which often hold us back. Factor in low rates of college education and resume gaps associated with the challenge of finding work, and it’s not hard to see the damage done by ableism. Discriminatory attitudes and policies that suggest people with disabilities are somehow less deserving penalize everyone.

Workplace Benefits of Digital Access

The good news is that we can support people with disabilities through intentional strategies. We have seen how organizational awareness evolves. Often, employers come to us because they are concerned with their legal risks or under pressure to comply with the Americans for Disabilities Act. We’ll dig into their application processes, workflow, social media campaigns, and other systems and discuss what it takes to create a truly accessible digital presence.

Over time, these organizations shift from engaging because they feel they have to, to engaging because they want to.  They realize that making their workplaces and digital platforms accessible opens doors to new talent, innovation and growth.

We’re proud to be part of a movement that supports people with disabilities in contributing fully to their workplaces and communities. One example that stands out for me is New Disabled South’s Plain Language Policy Dashboard. It’s translating complex legislation into language that everyone can understand. Like us, New Disabled South recognizes the game-changing power of making information accessible to people with disabilities. Let’s continue working together to make inclusion and health equity a reality for all.

About the Author

John Samuel, co-founder and CEO of Ablr, manages a dedicated team that prioritizes helping organizations enhance inclusivity by ensuring digital content is accessible to individuals of all abilities. His personal experience as a person who is blind, facing numerous barriers in education, career, and everyday life due to accessibility challenges, fuels his passion for this work.