Kimberly Frey Consulting

Before I became a life coach, business consultant, and special education advocate, I was a classroom teacher. Specifically, I was a special education teacher who taught for over 20 years. While I was also dual-licensed in English for grades 6-12 and spent six years teaching high school, the majority of my teaching career was spent working with students with disabilities. I loved my students and being their teacher, and for the most part, they loved me (except when they were complaining that my expectations were too high or I gave them too much work). What I didn’t love? Having to consistently fight for my students with disabilities to be valued in the same way as their non-disabled peers and for them to be included in their school activities, field trips, and overall culture and climate.

Fast forward to the present, and I am now working with adults and in business spaces. Yet, the same fight is still there. Disabled adults are one of the most marginalized groups in the business world. Even in organizations that have diversity, equity, inclusivity, and belonging programs (DEIB), disability inclusivity is not a real part of the conversation. If it is included, it is often as an afterthought or after outside pressures. While special education services in public schools are not perfect, they have definitely progressed in the last 20+ years that I was in education. How has the business world not also done the same?

Case in point – Global Disability LLC recently conducted a study that showed that 80% of the participants shared that their companies were doing nothing for Disability Pride Month or to recognize the anniversary of the passing of the Americans with Disabilities Act (ADA). People with disabilities comprise not only the largest minority group in the United States but also in the entire world…. ¹²yet the month to celebrate them, include them, and make them feel like they belong isn’t even being acknowledged by the majority of the business community.

The good news is that it’s not too late! We are only halfway through July, so there is plenty of time to be purposeful about acknowledging the importance of this month and letting employees with disabilities know that they are seen and valued. If your company or team has more than five employees, then statistics show that you have at least one disabled person in the group – even if they haven’t disclosed their disability status to you yet. Take the crucial first step to letting your employees with disabilities know that your workplace is one where they can be accepted and included.

If you are a business or team leader who is unsure about how to incorporate Disability Pride Month or what to do to recognize it, let’s talk! I still have openings in July for consultations, workshops, and presentations. Plus, I am offering 10% off my services this month! Reach out today and let’s make Disability Pride Month as much a part of your company culture as Black History Month, Women’s History Month, Asian American/Pacific Islander Month, Pride Month, and all of the other recognition months that have become so standard in corporate America. Be the change. You Can Do It. I Can Help.