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From YouTube: ADA30: The Past, Present and Future of the Workplace
Description
This sweeping legislation has transformed the workplace, giving birth to many accessible technologies and inclusive hiring practices. Explore how states have embraced the ADA, become model employers for people with disabilities, and what the next 30 years of employment for people with disabilities look like.
Speakers:
Deputy Assistant Secretary Jennifer Sheehy, U.S. Office of Disability Employment Policy
Lt. Governor Cyrus Habib, Washington State
Representative Garnet Coleman, Texas State House
Emily Dickens, Society for Human Resource Management
Aaron Bangor, AT&T
A
This
is
the
second
of
five
webinars
ncsl
is
hosting
this
week
celebrating
the
30th
anniversary
of
the
americans
with
disabilities
act.
The
three
remaining
webinars
will
be
held
at
the
same
time.
Each
day
they
will
cover
educating
students
with
disabilities,
particularly
during
the
pandemic,
accessible
transportation
and
accessible
state
legislatures.
A
I
also
encourage
you
to
check
out
the
latest
episode
of
ncsl's
podcast
series.
Our
american
states,
where
the
ada's
bill
sponsor
former
u.s
senator
tom
harkin,
tells
the
story
of
how
this
landmark
civil
rights
legislation
made
it
to
the
desk
of
president
george
h.w
bush
in
1990,
article
1
of
the
ada
addresses
employment,
discrimination
and
workplace
accommodations.
A
A
A
B
Hi,
I'm
washington
state,
lieutenant
governor
cyrus
habib
and
I'd
hope
that
we
could
all
be
together
to
celebrate
this
important
milestone
the
30th
anniversary
of
the
americans
with
disabilities
act.
But
since
we're
not
able
to
gather
in
person,
it's
my
honor
to
record
this
video
to
tell
you
how
much
the
ada
means
to
me.
Personally.
B
Those
of
us
with
disabilities
really
came
to
understand
that
we
do
have
full
civil
rights
in
this
country
and,
while
there's
much
more
left
to
do
that
was
such
an
important
step.
It
came
about
a
year
after
I
myself
became
blind,
and
so
I've
been
able
to
experience
over
these
30
years.
The
ways
in
which
the
ada
has
changed
our
culture
even
more
than
it's
changed
our
practices.
B
Now
let
me
give
you
an
example
in
my
own
professional
life
of
where
accommodations
were
needed,
so
one
of
the
jobs
of
the
lieutenant
governor
is
to
serve
as
president
of
the
state
senate
to
preside
over
the
senate,
which
means
calling
on
senators
when
they
want
to
speak,
and
you
know
after
I
was
elected,
we
had
to
figure
out.
How
was
I
going
to
be
able
to
do
that
without
seeing
senators
when
they
would
stand
up
to
be
recognized?
B
Well,
you
know
what
we
worked
with
really
talented
staff
and
technology
experts
to
create
a
system,
that's
first
of
its
kind
in
the
country.
So
the
way
it
works
is
when
a
senator
wants
to
speak.
They
press
a
touch
screen
on
their
desk,
which
sends
their
name
up
to
a
computer
where
I'm
standing
at
the
rostrum
at
the
front
of
the
senate
chamber,
and
then
their
name
is
displayed
in
braille.
B
B
Just
as
I've
been
able
to
do-
and
that's
really
my
north
star
when
it
comes
to
disability
rights
and
disability
access
and
the
ada,
was
a
critical
step
in
that
direction.
Now
we
know
we
have
a
lot
more
work
left
to
do.
I
tend
to
identify
three
core
areas
of
improvement
when
it
comes
to
people
with
disabilities
in
our
workforce.
B
The
second
area,
where
we
have
a
lot
more
improvement
to
do,
is
in
the
area
of
transportation,
because
we
know
that
getting
to
and
from
work
can
often
be
a
real
challenge
for
people
with
disabilities,
and
so
we
need
to
further
invest
in
transit,
as
well
as
specialty
transit
solutions
to
make
sure
that
that's
not
a
barrier.
I've
even
heard
from
constituents
that
getting
to
a
job
interview
itself
can
be
prohibitive.
B
So
we
know
that
if
we
mean
it
about
disability
employment,
we
have
to
address
the
transportation
needs
of
all
americans
and
then
finally,
the
issue
of
technology.
I
told
you
my
own
story
about
presiding
over
the
state
senate.
That's
a
story
about
adaptive,
assistive
technology,
and
these
technologies
are
vital
to
allow
all
of
us
to
be
able
to
live
our
full
potential
and
work
in
the
jobs
to
which
again
to
which
we
aspire.
B
Now,
we've
taken
a
major
step
here
in
washington
state
by
taking
advantage
of
a
federal
law.
We've
created
the
able
savings
plan
program
here
in
washington
state
that
allows
washingtonians
with
disabilities
to
save
pre-tax
dollars
that
they
can
use
for
assistive
technology
without
jeopardizing
their
federal
or
state
benefits.
So,
there's
more
that
we
can
do,
we
have
taken
some
bold
steps
since
the
ada.
B
I
particularly
want
to
mention
the
importance
of
the
21st
century
communications.
Video
accessibility
act
the
cvaa,
which
recognizes
that,
while
brick
and
mortar
buildings
may
have
been
made
accessible
by
statute
in
so
many
instances,
our
digital
world
has
not
yet
become
fully
accessible
and,
as
this
coronavirus
period
has
shown
us
with
zoom
calls
taking
over
in-person
meetings
and
recordings
like
this
taking
over
from
in-person
gatherings.
B
B
Nevertheless,
it
is
a
monumental
piece
of
civil
rights
legislation
and
we
should
take
that
as
an
inspiration
now
three
decades
later
at
the
federal
level
at
the
state
level
and
at
the
local
level
to
do
big
and
bold
things
to
expand
opportunities
for
all
of
us
living
in
this
great
country.
So
with
that,
I
just
want
to
say
a
word
of
congratulations
to
all
of
us
in
this
country
who
either
work
to
pass
the
ada
or
who
have
benefited
from
it,
who
have
worked
to
make
sure
that
it
is
enforced.
B
A
Next,
I
want
to
introduce
you
to
jennifer
sheehy
jennifer
is
the
deputy
assistant
secretary
at
the
office
of
disability,
employment
policy
or
odep
for
short,
which
is
an
office
within
the
u.s
department
of
labor,
jennifer
and
odep
have
been
great
partners
with
ncsl
on
our
disability,
employment
policy
work
and
we
are
honored
to
have
her
join
us
today.
Jennifer,
as
always,
it's
great
to
see
you
and
welcome.
C
Hi
josh,
it's
really
great
to
see
you
too,
it's
it's
odd
in
this
virtual
environment,
but
I
have
to
give
you
guys
credit
you're,
doing
an
amazing
series
this
week
to
recognize
the
americans
with
disabilities
act
and
you've
managed
to
take
the
in-person
presentations
and
and
the
work
with
your
members
and
flawlessly
move
into
the
virtual
environment.
So
congratulations.
C
C
But
before
I
do
that,
I'm
going
to
talk
a
little
bit
about
july
and
the
significance
of
ada
for
me
and
for
our
work
now
that
I
work
with
the
office
of
disability,
employment
policy.
So
back
in
19,
it
was
actually
1992
when
the
ada
became
effective
for
the
company.
I
work
for
I
worked
for
sheridan
hotels
back
then,
and
and
sheridan
was
actually
about
to
become
part
of
the
marriott
family
of
hotels.
C
C
C
That
spent
a
lot
of
time
and
money
in
marketing,
and
I
was
really
enjoying
my
summer.
I
ended
up
having
a
spinal
cord
injury
in
the
swimming
pool
and
going
from
someone
who
was
able-bodied
to
someone
with
a
spinal
cord
injury
who
used
a
wheelchair
and
had
limited
ability
with
my
hands
to
do
what
I
used
to
do
so
I
thought
you
know.
First
of
all
I
was
my
my
world
was
kind
of
upended
and
I
really
wondered
what
my
future
was
going
to
be
like
in
employment,
and
I
realized.
C
Now
the
we're
celebrating
the
30th
anniversary
of
the
ada
this
year
and
a
lot
has
changed.
What
was
for
many
many
of
us
about
physical
accessibility
back
in
1990.
Now
is
so
much
more.
It's
really
about
accessibility,
programs
and
services
for
all
disabilities,
and
that
includes
sensory
disabilities
and
it
includes
physical
disabilities.
It
includes
intellectual
disabilities
and
it
includes
mental
health
conditions
too.
We're
going
to
talk
about
some
of
that
today.
C
C
C
So
again,
emily
dickens
is
the
chief
of
staff
and
head
of
government
affairs
at
sherm,
which
I'm
again
pleased
to
say,
is
one
of
odets
long-standing
alliance
partners
and
we're
just
thrilled
to
have
emily
with
us.
So
I'm
going
to
start
with
you
emily
over
the
years.
We've
done
a
lot
with
your
fantastic
organization,
around
the
issue
of
disability,
employment
and
with
you
and
your
members
offering
invaluable
insight
to
us
from
the
employer
perspective
for
those
that
aren't
as
familiar
with
the
society
for
human
resource
management.
D
D
We
are
a
72
year
old
organization
that
represents
those
members
of
the
hr
profession
who
could
be
an
actually
hr,
professional
or
someone
to
whom
hr
reports
when
we
call
hr
accountables
many
of
our
members
work
in
various
facets
of
the
organization
as
generalists
or
they
could
be
in
the
talent
recruiters
or
they
could
be
the
company
org
person.
So
anyone
who
works
along
that
spectrum
of
human
resources
because
is
likely
to
be
a
member
of
chern.
D
We
talk
about
the
fact
that
our
members
really
help
us
support
112
million
people
who
are
in
the
workforce
if
we
think
about
it,
big
picture
because
they're
serving
them
through
their
organizations-
and
I
always
say
I've
had
great
experiences
with
hr.
It
was
either
someone
was
going
to
tell
me
I
was
getting
a
promotion,
getting
more
money
or
getting
access
to
some
professional
development,
and
I
try
to
remind
people
that
hr
makes
a
difference
in
lives
every
day,
so
I'm
so
excited
to
be
representing
sherm
here
and
ncsl.
D
As
a
former
lobbyist
in
a
state
system.
I
spent
a
lot
of
time
in
the
state
legislature
in
north
carolina,
and
so
I
love
when
my
worlds
get
to
collide
as
they
have
this
afternoon.
So
I'll
tell
you,
issues
related
to
access
for
people
with
disabilities
have
been
on
our
radar,
for
it
seems
like
forever,
and
one
of
the
things
you
might
be
aware
of
is
when
our
new
administration
came
in
our
ceo,
johnny
c
taylor
arrived
two
and
a
half
years
ago.
D
Up
until
about
four
months
ago,
we
had
more
jobs
available
than
people
trained
to
do
those
jobs,
and
our
assertion
was
yes,
we
did
need
to
reskill
talent,
but
that
we
had
talent
in
these
untapped
talent
pools
which
included
people
like
the
formerly
incarcerated.
It
included.
People
like
older
workers
and,
yes,
it
included
people
who
are
living
with
disabilities,
and
we
wanted
to
really
talk
about
in
our
members,
get
them
trained
and
skilled
so
that
they
could
easily
hire
people
with
disabilities
to
do
the
jobs.
D
D
Do
you
have
everything
available
to
make
that
person
comfortable,
so
they
feel
like
they
are
truly
part
of
the
organization,
as
we
think
about
covet
19
and
all
the
changes
and
all
the
things
we've
had
to
adapt
to
many
people
with
disabilities
who
may
not
have
been
in
the
workforce
because
of
transportation
issues
or
other
issues
that
didn't
make
it
easy
for
them
to
make
it
to
the
office
now
have
tons
of
opportunity
in
a
more
remote
workplace.
So
we're
excited
about
that.
D
As
I've
been
watching
our
linkedin
threads
for
the
last
couple
of
weeks,
it's
been
so
nice
to
see
people
post
their
certificate
and
saying
that
they're
using
this
period,
where
people
are
working
remotely
to
learn
more
and
to
do
professional
development
and
that
has
included
things
like
learning
how
to
recruit,
train
and
include
more
people
with
disabilities
in
their
workplace.
So
there
we
are
with
sherman
what
we're
doing
is
just
a
little
bit
of
what
we're
doing.
C
Well,
you
say
that's
a
little
bit
about
what
you're
doing
that's
a
lot.
So
thank
you
so
much.
I
mean
it's
just
really
remarkable
how
you
support
your
members,
interests
and
goals,
and
diversity
and
disability,
inclusion
and-
and
there
are
real
bottom
line
benefits
for
companies
to
incorporating
those
inclusive
practices.
C
An
accenture
report
came
out
last
year
that
really
showed
that
people,
some
of
the
companies
that
have
been
ranked
as
successful
in
disability
inclusion,
are
also
some
of
the
top
performers
financially.
So
I
think
that
is
just
an
endorsement
that
it
makes
business
sense
to
include
people
with
disabilities.
C
D
Wow,
so
we
think
about
the
fact
that
we
now
have
more
people
who
can
enter
the
workplace
and
don't
actually
have
to
enter
the
workplace,
and
we
think
about.
We
have
more
people
who
understand
how
to
use
technology
differently
and
to
participate
wholeheartedly
with
their
colleagues
by
using
technology.
D
D
D
But
really
we
understand
that
people
we're
more
kinder
and
thoughtful
about
how
people
have
to
acclimate
to
change
because
of
what
just
happened,
and
so
someone
who
may
learn
differently
can
still
be
productive
and
an
asset
to
a
company
now,
and
we
all
see
that,
because
some
of
us
flourish
in
this
web
of
talking
to
people
online
in
meetings,
others
prefer
just
to
do
it
on
the
phone
and
others
prefer
just
to
send
an
email.
And
so
we
figured
out
how
to
be
more
comfortable.
Everyone
else's
preference.
D
C
Wow,
that's
that's
great!
So
what
you
just
talked
about
is
really
a
good
justification
for
what
we
call
universal
design
and
it's
basically
making
the
workplace
productive
for
everyone,
and
so
everyone
needs
some
kind
of
adaptation
right
now.
So
it's
not
unusual
for
people
with
disabilities.
It
doesn't
it's
not
like
a
separate
thing
that
they're
requiring
as
well
a
lot
of
people
are
trying
to
figure
out
how
to
work
in
the
virtual
environment
and
telework
is
universal.
C
D
Not
just
work
because
even
to
come
in
the
office
now
we're
making
accommodations
so
that
the
offices
are
cleaner.
Sean
went
back
to
work
on
june
1st,
so
we're
in
the
office
we've
been
in
the
office
for
a
little
while
now
all
the
additional
accommodations
that
our
administrative
services
team
had
to
make
for
our
safety
right,
and
so
the
addition
of
a
comp
of
additional
comp
accommodations
for
someone
who
may
have
a
disability
is
a
non-starter
they're
doing
all
these
other
things
anyway,
and
it's
just
become
part
of
the
normal
cadence
of
working.
D
C
I
love
that.
That's
that's
a
great
way
to
to
talk
about
one
of
our
resources
that
I
hope
can
be
helpful
to
your
members
too,
and
it's
our
partnership
on
employment
and
accessible
technology
or
peat
and
the
website
is
p
p
e,
a
t
works,
dot,
org
and
pete.
We
work
with
developers
and
technology
companies
to
make
sure
that
accessibility
is
built
in
to
the
front
end
of
technology
development,
and
that
means
whatever
you're
using
right
now
can
be
accessible
from
the
opening
the
box.
C
So
it
doesn't
need
an
add-on
or
something,
and
employers
can
actually
go
to
the
website
and
just
check
to
see
if
their
websites
are
accessible
or
what
it
might
take
to
be
accessible
so
that
their
employees
who
have
different
disabilities
can
use
it.
It's
also
good
for
customers
with
disabilities
to
make
sure
they
can
use
it.
So
I'll
just
put
a
plug
in
for
repeat
there
and
now
before
I
move
on
to
representative
coleman,
so
that
we
can
talk
with
him.
C
And
I
am
going
to
read
it
so
there's
a
poll
question
the
audience
will
answer
the
question
and
the
results
will
come
in
real
time
so
compared
to
the
2019
average,
whose
labor
force
participation
rate
for
working
age.
People
in
the
the
question
is
compared
to
the
2019
average
of
labor
force
participation.
C
C
C
D
C
C
C
What
that
means
is
that
people
with
disabilities
are
still
in
the
labor
course
or
looking
for
work
and
because
of
cobit
more
are
looking
for
work,
but
they
are
looking.
They
want
to
work,
and
I
want
to
make
sure
that
this
talented
workforce,
that's
out.
There
is
ready
and
willing,
and
so
I
think
that's
a
really
good
sign
all
right.
We
are
going
to
continue
with
our
wonderful
interview
here
and
now
we
have
the
pleasure
of
talking
with
representative
barnett
coleman
and
representative
pullman,
hello,
hello.
C
So
I
understand-
and
I
really
appreciate
that
you've
been
out
front
on
this
issue,
particularly
educating
how
the
definition
of
disability
itself
is,
has
to
be
inclusive
in
order
for
us
to
truly
deliver
on
the
promise
of
the
ada.
So,
as
you
know,
the
ada
doesn't
contain
a
list
of
conditions
that
constitute
disabilities.
C
Instead,
it
includes
a
general
definition
that
people
mismeet
and
this
general
definition
includes
specific
words,
physical
or
mental
impairment.
Since
you've
served
on
the
texas
house
select
committee
for
mental
health
and
received
awards
for
your
efforts,
congratulations
to
increase
awareness
and
decrease
stigma
associated
with
mental
health
conditions.
Can
you
share
with
us
a
little
bit
about
what
you
see
as
the
challenges
for
workers
with
mental
health
conditions
and
what
they
face
in
the
workplace?
Please.
E
I
was
proud
of
him
as
well,
so
yeah
people
who
have
mental
health
conditions
are
misunderstood
and
it's
very
difficult
if
someone
starts
to
say
well,
the
only
reason
there
was
a
a
mass
shooting
was
because
that
person
had
a
mental
illness,
so
that
creates
fear
of
people
with
mental
illness.
I
I
think,
even
though
we
were
you
know,
I
told
everybody
I
had
bipolar
in
1995,
so
it
was
unusual,
but
I
I
feel
like
we're
making
progress
in
terms
of
people,
understanding,
individuals
with
mental
illness.
E
So
I
think
there
are
challenges
with
people
who
it
has
nothing
to
do
with
their
mobility.
It
has
to
do
with
their
ability
to
to
actually
function
because
of
depression
and
things
of
that
nature.
So
I
hope
people
continue
to
understand
that
with
good
treatment
and
that
in
good
medicine
that
people
80
percent
of
people
with
mental
illnesses
do
very
very
well.
C
E
Well,
so
I
I
am
lucky
because
I
work
for
myself
and
therefore
it's
easier,
because
if
I
do
have
a
problem,
I
just
reschedule
a
meeting
or
tell
them
I'm
sorry.
I
missed
the
meeting
or
whatever
the
case
may
be.
My
primary
work
is
as
a
legislator
and
the
same
would
apply
there.
I
work
for
myself,
my
name's
on
the
door.
E
It
is
difficult
when
so
I
have
diabetes
and
so
there's
comorbid
conditions.
I
don't
think
people
realize
that
glucose
and
cortisol
and
in
all
of
these
things,
are
comorbid
and
create
challenges,
and
so
my
flight
or
flight
stays
on
and
it
affects
my
blood
sugar,
which
also
affects
my
ability
to
act.
So
we
have
these
comorbid
conditions
that
create
issues
last
session
I
was
on
a
scooter,
so
I
understand
what
it's
like
to
not
be
able
to
be
mobile
too.
E
E
C
That's
a
blackberry.
I've
been
worried
about
a
blackberry
in
a
while,
so
I
really
appreciate
your
being
honest
and
you're
a
successful
person,
so
professionally
you've
obviously
figured
out
how
it
works,
and
I
think
that
does
show
go
to
resilience
of
people
with
different
disabilities,
including,
of
course,
mental
health
conditions.
C
They
do
confidential,
one-on-one
consultations
on
specific
accommodations,
including
mental
health
conditions,
and
they
have
they've
done
more
than
1
million
consultations.
Now
they've
been
around
for
a
while.
They
have
amazing
resources,
both
in
documents
and
talking
with
their
their
consultants,
either
by
phone
or
by
email,
whatever
you're
comfortable
with
to
talk
through
a
specific
job
and
the
different
accommodations
that
might
work
for
that
person
in
that
particular
job.
C
Both
the
employee
or
the
supervisor
can
call
and
get
information
about
accommodations
to
try
and
that
could
be
flexible
scheduling
that
could
be
moving
at
desk
somewhere,
where
it
doesn't
cause
stress,
or
you
know,
maybe
working
around
a
doctor
or
a
therapist
appointments
or
something.
We
also
have
a
mental
health
toolkit
for
employers.
C
So
they
know
some
of
the
successful
strategies.
Other
employers
have
used
to
help.
Employees
who
experience
mental
health
conditions,
help
them
be
successful,
and
we
know
I
think
it's
about
one
out
of
four
workers
will
experience
a
mental
health
crisis
or
condition
at
some
point
in
their
working
life.
F
E
Yes,
I
think
it's
very
important
that
employers
recognize
that
because
people
respond
to
crises
differently
and
when
we
had
mass
shootings
and
other
things
happening
here.
People
responded
to
that
differently
and
the
issue
of
trauma
and
mental
mental
health
is
extremely
important
for
us
all
to
understand.
C
F
Full
inclusion
in
the
workforce
is
one
of
the
most
important
ways
to
do
that.
Now,
as
we
celebrate
the
30th
anniversary
of
the
ada,
I
can't
help
but
note
that
the
very
first
chapter
of
the
law
addresses
employment.
It's
vitally
important
that
workplaces
are
fully
supportive
of
the
needs
of
people
with
disabilities.
F
Moreover,
the
speed
of
technological
change
almost
guarantees
that
alternative
solutions
will
be
obsolete
by
the
time.
They're
built
accessibility
must
be
built
in
from
the
beginning.
As
a
starting
point.
Consider
this
alexander,
graham
bell's,
mother
and
wife,
were
both
deaf
as
a
result
of
his
research
on
how
to
transmit
speech
in
a
visual
way.
He
invented
the
telephone,
but
it
wasn't
until
the
invention
of
the
tty
in
the
1960s
some
90
years
later
and
by
a
deaf
inventor,
I
might
add,
did
the
telephone
become
usable
by
the
deaf
community?
F
F
First,
where
we
work
has
been
changing
and
this
year
has
been
a
master
class
in
increasing
work
outside
the
traditional
office.
Of
course,
the
foundation
for
this
is
broadband
internet.
Whether
wired
or
mobile,
5g
wireless
networks,
almost
everywhere
and
fiber
optic
connections
at
home,
will
be
expanding
rapidly
over
the
next
few
years.
F
This
will
allow
the
same
high
bandwidth
near
instantaneous.
Connections
that
have
supported
productivity
in
the
traditional
office.
Setting
along
with
connectivity,
are
virtual
collaboration
tools
like
zoom
microsoft
teams
and
similar
solutions
that
work
on
a
55-inch
screen
at
home
or
a
5-inch
screen,
while
we're
mobile.
F
F
F
This
can
be
further
advanced
by
widespread
use
of
international
accessibility
standards
like
the
web
content,
accessibility,
guidelines,
entrepreneurship
and
self-employment
are
great
work
arrangements
for
people
with
disabilities
too,
as
new
platforms
increasingly
manage
these
business
transactions,
it's
imperative
that
they
adopt
standards-based
accessibility,
solutions
for
both
parties
in
the
transaction
and
third,
our
tools
for
doing
the
work
are
changing
the
internet
of
things
or
iot
for
short
means
that
checking
a
water
meter
how
full
a
dumpster
is
or
which
truck
it.
Packages
on
is
as
much
about
the
data
as
the
physical
object.
F
So
are
we
prepared
to
make
this
future
accessible
like
with
the
promise
of
the
ada
I'd,
say,
we've
come
a
long
way,
but
we
have
much
further
to
go
while
I
think
there's
broad
agreement
that
an
accessible
workplace
is
just
and
is
a
just
and
productive
workplace.
I
also
think
that
often
there's
an
underlying
assumption
that
creating
it
is
someone
else's
job.
F
It's
not
enough
for
the
employee
to
know
the
technology
that
they
need.
The
employer
must
already
have
built
a
supportive
environment
for
those
solutions.
It's
not
enough
for
us
to
have
accessibility
standards.
Inventors
of
new
technologies
must
use
them,
and
it's
not
enough
for
us
to
pass
one
landmark:
disability
law
at
20,
labor
force
participation
as
of
last
year.
Are
we
truly
realizing
the
vision
of
the
ada
in
2020
starting
today?
What
are
we
each
going
to
do
to
make
sure
the
situation
is
better
in
2025,
2030
and
beyond?
F
So
I'll
close
with
this
thought
as
strange
as
this
sounds
after
talking
about
the
benefits
of
technology,
ultimately
they're
just
tools,
rather,
the
future
of
the
workplace
will
be
defined
by
people
specifically
those
who
can
bring
a
fresh
perspective,
look
at
how
things
have
worked
before
and
figure
out
a
better
way
by
necessity
and
experience.
This
describes
people
with
disabilities
to
a
t,
because
that
is
our
everyday
experience
in
a
global
marketplace,
with
rapidly
changing
technology
and
other
challenges
like
pandemics
thrown
in
for
good
measure,
we
need
problem
solvers.
F
A
C
Great
and
wow,
I'm
so
honored
to
have
been
part
of
this
discussion
today
and
thank
you
josh
for
including
us
and
and
letting
us
do
this
today.
I
love
the
celebration
of
the
ada
and
I
hope
everybody
will
visit
our
our
websites
that
I
shared
and
and
work
with,
the
your
states
and
the
employers
to
really
highlight
and
take
advantage
of
the
benefits
people
with
disabilities
can
bring.
Thank
you.
D
So
I'll
have
to
say
we're
celebrating
30
years,
but
we
need
to
now
be
looking
forward
and
for
my
hr
professionals
or
those
who
know
an
hr
professional
online,
I'm
going
to
say
that
we
know
only
13
of
hr
professionals
report
that
their
organizations
have
disability
inclusion
initiatives.
That's
not
enough!
D
So
my
challenge
to
you
is
that,
as
we
look
forward
to
the
next
30
years
that
we
all
work
together
to
make
an
environment
that's
inclusive
for
all,
including
those
with
disabilities
and
that
put
our
biases
aside
and
hire
the
right
person
for
the
right
role,
no
matter
what
else
is
going
on
with
them
get
the
right
person
for
the
right
role.
Thank
you.
D
E
A
A
Please
tune
into
our
third
ada
30
webinar
tomorrow
at
1
pm
eastern
time
on
educating
students
with
disabilities,
including
some
critical
challenges
that
kobe
19
and
remote
learning
are
presenting
to
policy
makers,
educators
and
parents
on
behalf
of
ncsl.
I
thank
everyone
for
joining
us
today
for
this
important
topic
and
this
important
celebration
have
a
great
afternoon.