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'm so excited to be speaking about an issue that is close to my heart with Oregon NOW (National Organization for Women) on April 9, 2017, at the Annual Meeting.
My presentation will be a focused discussion centered on a marginalized voice on issues of intersectionality within the legal community. What can we learn about the struggles of those individuals tasked with waging legal battles on behalf of others when the warriors themselves are kept at the margins of the community? An examination of the burden of working towards equity while being subject to systems of oppression.
This year I have the privilege of being one of five presenters at the OAAP's The Tenth Annual Women’s Wellness Retreat for Lawyers: Mind-Body Connection for Relaxing at Home and Work. I will focus my discussion on the need for safe spaces, especially for those us warriors who hail from the margins and regularly find ourselves on the battlefield.
Update: Read about this event in OWLS AdvanceSheet on page 24.
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.