On May 23, I had the pleasure of sharing my analysis on the ADA with OTLA's New Lawyer Power Hour. Specifically why compliance is not inclusion. During the presentation we had a wonderful exchange on how inclusion requires all of us to reach for and actualize spaces and policies that go beyond compliance. This presentation contained the same themes as Above the ADA, presented on April 28, 2017. This presentation was framed around attorneys as employers and service providers under Title I and III of the ADA.
I find that too often inclusion is sabotaged by the discomforts of dominant cultures. If we are truly interested in being inclusive and intersectional then we must push ourselves beyond our own comfort zone. This presentation focuses on the use of the ADA as a minimum compliance tool to maintain the comforts of the dominant culture. Making compliance an active form of exclusion. For this presentation, I'm joined by two wonderful and thoughtful folks, Carol Rozumalski and Matthew Denney.
Employers must comply with the Americans with Disabilities Act (ADA) when hiring employees, from job descriptions to interviewing to accommodations. But the ADA sets a floor, not a ceiling. This conversation will review core ADA requirements and the multitudes of easy and affordable things employers can do to make hiring both more discerning and more inclusive for people with disabilities.
This event will feature group discussion and hands-on exercises reviewing job postings, policies, other materials. The presenters will also discuss redefining accommodations through Universal Design.
Update: Read the article about this event in OWLS AdvanceSheet, Summary 2017.
Maybe. Many workers face discrimination and hostility at work. It may be a good idea to keep a journal or diary of what has happened to you at work. It can be helpful to write down and save information about what people said and did. Just know that if a law suit is filed in your case this journal must be provided to your employer.
A good journal has:
1) Dated entries: each time you sit down to write you include the date, month, and year.
2) Names: individuals are identified by first and last name.
3) Quotes: if you remember exactly what the person has said you include that statements in "quotes."
4) Details: information about location, time of day, the event itself. Detailed description can be helpful in verifying facts and testimony in court.