As disability rights face renewed challenges and workplace inclusion efforts come under increasing scrutiny, how can organizations continue creating environments where everyone belongs?

In this powerful and candid conversation, Julie Sowash sits down with Dr. Victoria Verlezza, award-winning thought leader, neurodiversity advocate, and creator of the Cognitive Equity Leadership Model. Together, they explore the intersection of disability rights, psychological safety, neuroinclusion, and workplace culture during a time of significant social and political change.

Drawing from her lived experience as an autistic and ADHD professional, Dr. Verlezza challenges organizations to move beyond performative inclusion and build systems that support people without requiring them to mask, disclose, or conform. The conversation tackles everything from the rollback of disability rights protections to the impact of AI in hiring, inclusive leadership practices, accountability in workplace culture, and why disability inclusion must be embedded into every stage of the employee experience.

This episode is an honest discussion about courage, systems change, and the responsibility organizations have to create workplaces where people can thrive as their authentic selves.

Key Takeaways

 * The growing threats to disability rights and community integration
 * Why disability inclusion is bigger than DEI initiatives
 * Building psychological safety and accountability at work
 * The future of neuroinclusive leadership
 * Accessibility, accommodations, and evolving workplace expectations
 * Concerns about AI-driven hiring and unintended bias
 * Practical ways leaders can create more inclusive cultures
 * Finding hope and momentum during challenging times

Resources & Links

 * Cognitive Equity Leadership Model [https://www.cognitiveequityleadership.com/]
 * Plantation Theory by John Graham [https://www.amazon.com/dp/1953307590?ref_=cm_sw_r_ffobk_cp_ud_dp_XHX4BSNNRPSRENKEPQQ1&bestFormat=true]
 * Dr. Victoria Verlezza's LinkedIn [https://www.linkedin.com/in/victoria-verlezza/]
 * VictoriaVerlezza.com [https://victoriaverlezza.com/]
 * NPR - DOJ memo stokes fear among disability advocates of a return to institutionalization [https://www.npr.org/2026/06/20/nx-s1-5865100/doj-memo-trump-disability-civil-rights-institutionalization]
 * Application of the Rehabilitation Act and Americans with Disabilities Act to State Institutionalization of Patients with Severe Mental Illness or Disabilities  [https://www.justice.gov/olc/media/1446701/dl]

Psychological Safety, Disability Rights, and the Future of Work with Dr. Victoria Verlezza

AI is transforming hiring, but is it helping employers find the best talent or creating new barriers for qualified candidates?

In this episode of Disability@Work, host Ashley Sims explores the growing reliance on AI hiring tools and the risks that come with automated screening, sourcing, and candidate ranking. Building on insights shared by Beverly Dines, COO of Foxsy and Founder of Beverlytics Consultancy, the conversation examines Stanford research showing how AI hiring systems can unintentionally reinforce systemic bias and filter out talented candidates before a human ever reviews their application.

While much of the discussion around AI hiring focuses on job seekers, this episode shifts the spotlight to employers and talent acquisition teams facing overwhelming application volumes and increasing pressure to hire efficiently. Ashley discusses practical strategies organizations can use to balance efficiency with equity, including rethinking what it means to be qualified, auditing AI-driven hiring outcomes, creating human pathways into the hiring process, and building stronger talent pipelines through community partnerships.

Learn why AI should be a guide rather than a gatekeeper, how employers can reduce bias in hiring technology, and what it takes to ensure qualified candidates—including people with disabilities and those from nontraditional backgrounds—aren't overlooked by automated systems.

In this episode, we cover:

 * AI hiring bias and its impact on talent acquisition
 * How applicant tracking systems can unintentionally exclude qualified candidates
 * Disability inclusion in AI-powered recruitment
 * Human-centered hiring strategies
 * Building diverse talent pipelines
 * The role of community partnerships in inclusive hiring
 * Creating accountability and transparency in hiring technology

Resources & Links:

 * Changing Minds & Changing Lives: Breaking Out of The AI Hiring Algorithm With Beverly Dines [https://www.changingmindsandlives.org/breaking-out-of-the-ai-hiring-algorithm-with-beverly-dines/]
 * Stanford Study: AI Hiring Tools Can Yield Racial Bias and Systemic Rejection [https://hai.stanford.edu/news/ai-hiring-tools-can-yield-racial-bias-and-systemic-rejection]
 * Disability Solutions: Talent Network [https://www.disabilitytalent.org/partners] and Employer Partnership Programs [https://www.disabilitytalent.org/employers]

About the Show:

Disability@Work [https://www.disabilityatworkpodcast.com/] is a Disability Solutions podcast. Hosted by Marketing & Communications Director Ashley Sims [https://www.linkedin.com/in/ashley-sims-35a23b99/], each episode offers practical insight for employers, HR and talent leaders, and advocates working to build more inclusive organizations. Learn more at DisabilityTalent.org. [https://www.disabilitytalent.org/]

How Employers Can Escape the AI Hiring Loop and Build More Inclusive Hiring Practices

What happens when thousands of qualified candidates are filtered out by the same AI system?

In this episode of Changing Minds & Changing Lives, Julie Sowash sits down with workforce strategist and advocate Beverly Dines to unpack the growing impact of AI-driven hiring tools—and the real-world consequences for job seekers navigating today’s market.

Grounded in a recent Stanford study on algorithmic bias, this conversation goes beyond the headlines to explore how “algorithmic monocultures” are shaping who gets seen, who gets filtered out, and how opportunity is distributed. Beverly brings a powerful mix of data, lived experience, and tactical guidance, offering both job seekers and employers a clearer path forward.

From the emotional toll of repeated rejection to actionable strategies for bypassing automated systems, this episode centers on one key question: how do we build hiring practices that are both efficient and truly human?

Key Takeaways:

 * The reality of today’s hiring market and why traditional advice no longer applies
 * Insights from the Stanford study on AI hiring tools and systemic bias
 * What “algorithmic monocultures” are—and why they matter
 * How AI screening tools influence hiring decisions across multiple employers
 * The human impact of rejection, ghosting, and automated hiring systems
 * The growing gap between hiring technology and ethical implementation
 * Ways to Get Out of the Algorithm
 * Insights for Employers & Talent Leaders

Resources & Links

 * Stanford Study: AI Hiring Tools Can Yield Racial Bias and Systemic Rejection [https://hai.stanford.edu/news/ai-hiring-tools-can-yield-racial-bias-and-systemic-rejection]
 * Connect with Beverly Dines:
   Website: beverlydines.com [https://beverlydines.com/]
   Social: @beverlydines (Instagram [https://www.instagram.com/beverlydines/?hl=en], LinkedIn [https://www.linkedin.com/in/beverlydines/], TikTok [https://www.tiktok.com/@beverlydines], YouTube [https://www.youtube.com/@BeverlyDines])
   Podcast: How to Give a Damn About Your Workplace [https://podcasts.apple.com/nz/podcast/how-to-give-a-damn-about-your-workplace/id1818865570]
 * Are Emily and Greg More Employable Than Lakisha and Jamal? [https://linkprotect.cudasvc.com/url?a=https%3a%2f%2fwww.aeaweb.org%2farticles%3fid%3d10.1257%2f0002828042002561&c=E,1,xW3HjbI0EJgIJL165zfy2FEa2GnFo-GkPWK2q-YFwSs8ArK98yvKMfKImv48sHC2kjAbo7AN_joKmkn0zbNw9r3SmvD54mFgOn7KWS9UduFbnbJn&typo=1]
 * Whitened Résumés: Race and Self-Presentation in the Labor Market [https://journals.sagepub.com/doi/10.1177/0001839216639577]
 * Gender, Race, and Intersectional Bias in Resume Screening via Language Model Retrieval [https://linkprotect.cudasvc.com/url?a=https%3a%2f%2fojs.aaai.org%2findex.php%2fAIES%2farticle%2fview%2f31748&c=E,1,p8CltsXdIn378vH4ynEjXccnh4wxglj-MGi0cUETB_LO-PeCtlOC2hCqTiMCSNeDuss7lwBjg_baSUux1maq-s9cnR0TdqYUsL3hHmkBhB3C&typo=1]
 * Algorithmic Monocultures in Hiring [https://digitaleconomy.stanford.edu/news/qa-algorithmic-monoculture/]
   

About the Guest:
Beverly Dines is a COO, speaker, creator, and educator, and the #1 voice in tactical career content. She empowers her audience by breaking down the strategic plays insiders use but rarely share. Through her platforms and her podcast, How to Give a Damn About Your Workplace, she turns career strategy into steps you can run today, no fluff, no gatekeeping. Author of Create The Door.

Breaking Out of The AI Hiring Algorithm With Beverly Dines

As organizations respond to shifting federal guidance and growing scrutiny around DEI, many are scaling back their efforts due to uncertainty or fear. But what if the real risk isn’t doing too much, but not doing enough?

In this episode of Disability@Work, host Ashley Sims sits down with Dr. ClauDean Kizart—education leader, author of Beyond Implicit and Explicit Bias, and founder of Lightwork Equitable Solutions—to unpack what’s actually changing, what’s being misunderstood, and where employers may be getting it wrong.

Together, they explore why inclusion should never have been treated as a standalone program, how longstanding civil rights protections continue to shape workplace responsibilities, and what practical, compliant inclusion looks like today. Dr. Kizart also challenges leaders to rethink equity, prioritize lived experience in decision-making, and move beyond performative efforts toward real, sustainable change.

If your organization is navigating uncertainty around DEI, this conversation offers a grounded, actionable path forward— rooted in inclusion without exclusion.

In this episode, we cover:

 * Why many organizations are pulling back on DEI—and what’s driving the confusion
 * What federal guidance actually says (and doesn’t say) about discrimination and workplace practices
 * The critical difference between equality and equity—and why it matters for business outcomes
 * Why treating inclusion as a “program” sets organizations up to fail
 * How the lack of diverse perspectives can create blind spots and business risk 

Resources & Links:

 * Email: dockizart@gmail.com
 * Book: Beyond Implicit and Explicit Bias [https://a.co/d/08sWh2GV]
 * Lightwork Equitable Solutions LLC: https://lightworkeq.com/
 * Dept of Justice - Office of the Attorney General (July 29, 2025): Memorandum for All Federal Agencies - Guidance for Recipients of Federal Funding Regarding Unlawful Discrimination [https://www.justice.gov/ag/media/1409486/dl]

About the Guest:

Dr. ClauDean “Dr. K” Kizart [https://www.linkedin.com/in/dr-claudean-kizart-11937622/] is an author, educator, and founder of LightWork Equitable Solutions. She helps organizations uncover bias and build more equitable, inclusive outcomes. 

About the Show:

Disability@Work [https://www.disabilityatworkpodcast.com/] is a Disability Solutions podcast. Hosted by Marketing & Communications Director, Ashley Sims [https://www.linkedin.com/in/ashley-sims-35a23b99/], each episode offers practical insight for employers, HR and talent leaders, and advocates working to build more inclusive organizations. Learn more at DisabilityTalent.org. [https://www.disabilitytalent.org/]

Understanding DEI Rollbacks and Unlawful Discrimination with Dr. ClauDean Kizart

What if the biggest barrier to opportunity isn’t intent, but the assumptions we never question?

In this episode of Changing Minds & Changing Lives, host Julie Sowash sits down with educator, author, and founder of LightWork Equitable Solutions, Dr. ClauDean “Dr. K” Kizart, to unpack how bias shows up in ways we often don’t recognize—especially anchoring bias, or our tendency to rely on first impressions and incomplete information.

Drawing from her own lived experience and years of research across education systems, Dr. K explores how early beliefs shape lifelong outcomes—from classrooms to careers—and why even well-intentioned people can unknowingly reinforce inequity.

Together, they break down the connection between bias, blind spots, and structural inequality, offering practical strategies leaders, educators, and employers can use to make better, more inclusive decisions.

If you’ve ever wondered why inequities persist, this conversation will change how you think about bias and opportunity.

Key Takeaways: 

 * Why bias isn’t just about intent—it’s about impact
 * The difference between implicit, explicit, and structural bias
 * What anchoring bias is and how it shapes decisions
 * How early assumptions follow people from education into careers
 * The connection between bias, blind spots, and systemic inequities
 * Why “structures are made of people”—and what that means for change
 * How in-group bias and herd mentality influence workplace decisions
 * The hidden dangers of low expectations—especially for disabled talent

Resources & Links

 * Email: dockizart@gmail.com
 * Book: Beyond Implicit and Explicit Bias [https://a.co/d/08sWh2GV]

About the Guest

Dr. ClauDean “Dr. K” Kizart [https://www.linkedin.com/in/dr-claudean-kizart-11937622/] is an author, educator, and the founder of LightWork Equitable Solutions. She is a nationally recognized literacy and equity consultant who has worked with school systems, higher education institutions, and organizations to better understand and address achievement and equity gaps.

Her work focuses on uncovering the deeper layers of bias that influence how we teach, lead, and make decisions. Through her research and professional development, she helps leaders move beyond intention to examine impact—equipping them with practical strategies to recognize bias and create more equitable outcomes. LinkedIn: linkedin.com/in/dr-claudean-kizart-11937622

About the Host

Julie Sowash [https://www.linkedin.com/in/juliesowash/] is a strategic advisor, disability inclusion leader, and co‑founder of Disability Solutions. She is the CEO of Catch 22 Group [https://www.catch22consulting.com/] and is the Job Board Doctor [https://www.jobboarddoctor.com/]. LinkedIn: https://www.linkedin.com/in/juliesowash/

Understanding Bias with Dr. ClauDean Kizart

At graduation ceremonies across the U.S., students are pushing back on artificial intelligence. From boos aimed at pro-AI speeches to growing skepticism about job prospects, Gen Z is sending a clear message: the future of work feels uncertain.

In this episode of Disability@Work, host Ashley Sims explores how AI is reshaping entry-level jobs, why recent graduates are questioning the hype, and what this means for the next generation of talent.

Drawing on recent 2026 workforce data, Ashley unpacks the growing disconnect between rising employer expectations for AI skills and the lack of preparation many graduates feel. She also dives into a critical question: what happens when the “first rung” of the career ladder starts to disappear?

From “cognitive debt” to the tension between efficiency and expertise, this episode challenges both job seekers and employers to rethink how early-career growth happens in an AI-driven world.

Whether you’re a recent grad, employer, or advocate for inclusive hiring, this conversation will help you navigate the future of work—without losing the human skills that matter most.

In this episode, we cover:

 * Why Gen Z is pushing back on AI in the workplace
 * The shrinking role of traditional entry-level jobs
 * AI skills vs. real-world readiness
 * Why human skills (judgment, creativity, communication) are rising in value
 * What employers must do to redesign early career pathways

About the Show:

Disability@Work [https://www.disabilityatworkpodcast.com/] is a Disability Solutions podcast. Hosted by Marketing & Communications Director, Ashley Sims [https://www.linkedin.com/in/ashley-sims-35a23b99/], each episode offers practical insight for employers, HR and talent leaders, and advocates working to build more inclusive organizations. Learn more at DisabilityTalent.org. [https://www.disabilitytalent.org/]

Sources:

 * NPR, Advice for 2026 commencement speakers: Don't bring up AI [https://www.npr.org/2026/05/20/nx-s1-5822419/ai-colleges-commencement-booing], 2026
 * CNBC,  Entry-Level Jobs Calling for AI Skills Nearly Doubled [https://www.cnbc.com/2026/04/29/entry-level-jobs-calling-for-ai-skills-nearly-doubled-from-a-year-ago-report.html], 2026
 * ZipRecruiter, Graduate Job Market Report [https://ziprecruiter-investors.com/news/news-details/2026/ZipRecruiter-Finds-Grad-Job-Market-Improving-Despite-Fears-That-AI-Is-Eliminating-Jobs/default.aspx], 2026
 * Forbes, College Graduates Face Tight Job Market [https://www.forbes.com/sites/michaeltnietzel/2026/04/28/college-graduates-face-tight-job-market-and-many-blame-ai-finds-survey/], 2026
 * MIT Technology Review, Crisis in Entry-Level Work [https://www.technologyreview.com/2026/05/26/1137865/its-time-to-address-the-looming-crisis-in-entry-level-work/], 2026
 * National Association of Colleges and Employers (NACE), Job Outlook [https://naceweb.org/research/reports/job-outlook/2026/], 2026

Gen Z, AI & The Future of Entry Level Work

Chronic illness affects millions of people worldwide, yet support systems remain fragmented, difficult to navigate, and often inaccessible. For many, the journey is not just medical but also deeply isolating.

In this episode of Changing Minds & Changing Lives, Julie Sowash [https://www.linkedin.com/in/juliesowash/] sits down with Cyndii Sinex [https://www.linkedin.com/in/cyndii/], public health practitioner and founder of the upcoming Chronic Illness Hotline [https://chronicillnesshotline.org/], to explore how lived experience can drive meaningful change.

After more than a decade navigating misdiagnosis, medical error, and systemic barriers, Cyndii is transforming her experience into a first-of-its-kind solution: a free, text-based, peer-support hotline designed for people living with chronic illness, pain, injury, and neurodivergence.

This conversation is both eye-opening and hopeful—offering a powerful reminder that support doesn’t have to be complicated to be life-changing.

Key Takeaways

 * Why so many chronic illness sufferers fall through the cracks of the medical system
 * The emotional toll of chronic illness—including isolation, loss, and uncertainty
 * How peer support can fill critical gaps in care
 * What it takes to build a scalable, accessible support network
 * The long-term vision: using real data to influence healthcare policy and systemic change

Resources & Links

 * Chronic Illness Hotline [https://chronicillnesshotline.org/] - https://chronicillnesshotline.org/
 * Support the Mission [https://chronicillnesshotline.org/donate/] - https://chronicillnesshotline.org/donate/

About the Guest

Cyndii Sinex, MPH [https://www.linkedin.com/in/cyndii/], is a public health practitioner, trained health educator, and patient advocate. After years of navigating a misdiagnosis and complex healthcare barriers, she founded the Chronic Illness Hotline—an initiative designed to provide accessible, peer-based emotional support for individuals living with chronic illness and related conditions.  
Follow her on LinkedIn: https://www.linkedin.com/in/cyndii/ | https://www.linkedin.com/company/chronic-illness-hotline/

About the Host

Julie Sowash [https://www.linkedin.com/in/juliesowash/] is a strategic advisor, disability inclusion leader, and co‑founder of Disability Solutions. She is the CEO of Catch 22 Group [https://www.catch22consulting.com/] and is the Job Board Doctor [https://www.jobboarddoctor.com/].
Follow Her on LinkedIn: https://www.linkedin.com/in/juliesowash/



Closing the Gaps in Chronic Illness Support with Cyndii Sinex

What does authentic leadership actually look like, and why does it matter more than ever for disability inclusion at work?

In this episode of Changing Minds & Changing Lives, host Julie Sowash is joined by Megan Fuciarelli, Founder & Chief Empowerment Officer of US2 Consulting, to unpack one of the biggest workplace challenges in 2026: the growing gap between what employers say and what employees experience.

Drawing on recent disability employment data and real-world examples—from federal accommodation policy rollbacks to employer lawsuits and shifting DEI commitments—this conversation explores why trust is breaking down in the workplace and what leaders can do to rebuild it.

Show Notes:

Key Takeaways

 * Why only a small percentage of disabled professionals trust employer commitment
 * How DEI rollbacks and “quiet retreats” impact psychological safety
 * What authentic leadership really looks like in practice
 * How to have difficult conversations about disability, identity, and inclusion
 * Why curiosity is the key to better leadership
 * The role of accountability, data tracking, and transparency in rebuilding trust

This episode is a must-listen for HR leaders, recruiters, executives, and anyone committed to building more inclusive, equitable workplaces.

Resources & Links

 * Learn more about US2 Consulting: https://www.us2consulting.com
 * Connect with Megan Fuciarelli [https://www.linkedin.com/in/meganfuciarelli/]on LinkedIn
 * Explore more episodes: https://www.changingmindsandlives.org/

About the Guest

Megan Fuciarelli is the Founder and Chief Empowerment Officer of US2 Consulting [https://us2consulting.com/], a former school superintendent-turned-leadership consultant, and the creator of the “Authenticity Amplifier” framework. She works with organizations to build trust through ethical, values-driven leadership, focusing on authenticity, inclusive leadership, difficult conversations, and workplace culture. Megan also brings lived experience as a professional with a disability, which informs her perspective and approach to creating more inclusive and empowering workplaces.

About the Host

Julie Sowash [https://www.linkedin.com/in/juliesowash/] is a strategic advisor, disability inclusion leader, and co‑founder of Disability Solutions. She is the CEO of Catch 22 Group [https://www.catch22consulting.com/] and is the Job Board Doctor [https://www.jobboarddoctor.com/].



Leading with Authenticity: Megan Fuciarelli on Trust, Disability Inclusion, and Workplace Culture

Why are top employees with disabilities leaving organizations to grow their careers?

In this episode of Disability @ Work, host Ashley Sims explores a critical workforce trend: professionals with disabilities are 4x more likely to reach senior roles by switching companies than through internal promotions.

The problem isn’t a lack of talent—it’s a lack of opportunity.

Ashley breaks down the mentorship vs. sponsorship gap, how workplace bias limits advancement, and why organizations are unintentionally becoming “training grounds” for competitors. She also highlights the real cost of inaction: replacing high-performing talent is far more expensive than investing in accessibility and advancement.

If you’re a recruiter, HR leader, or executive looking to retain and develop inclusive leadership pipelines, this episode offers practical insights you can act on now.

Show Notes

In this episode, we cover:  
- Why employees with disabilities leave companies to advance their careers
- The growing gap between inclusion and leadership opportunity
- How sponsorship vs. mentorship drives promotions  
- What organizations should do to support high-potential employees

About the Show: Disability@Work [https://www.disabilityatworkpodcast.com/] is a Disability Solutions podcast. Hosted by Marketing & Communications Director, Ashley Sims [https://www.linkedin.com/in/ashley-sims-35a23b99/], each episode offers practical insight for employers, HR and talent leaders, and advocates working to build more inclusive organizations. Learn more at DisabilityTalent.org. [https://www.disabilitytalent.org/]

Sources:
- JAN, Cost and Benefits of Accommodations, [https://askjan.org/topics/costs.cfm] 2025
- SHRM, The Myth of Replaceability: Preparing for the Loss of Key Employees, [https://www.shrm.org/executive-network/insights/myth-replaceability-preparing-loss-key-employees] 2025
- NFP, Inaugural Executive Benefits Trends Study [https://www.nfp.com/media/lphjo0na/nfp-exec-ben-report-2022-2023.pdf], 2023

Why Employees with Disabilities Leave for Leadership Roles: The Sponsorship Gap

In this episode of Changing Minds & Changing Lives, host Julie Sowash sits down with Myles Wallace, Disability Inclusion Partner at Peak Performers, to unpack what disability hiring really looks like in 2026. From outdated job descriptions and biased resume screening to interviews that unintentionally exclude neurodivergent and disabled candidates, Myles shares where employers continue to get it wrong—and what meaningful inclusion actually requires.

The conversation also dives into the growing role of AI in hiring, exploring both its promise as an accessibility tool and its risks when bias is automated at scale. Drawing on lived experience, employer advising, and years in disability staffing, Myles offers practical insight for organizations that want to move beyond performative inclusion and build hiring processes that work for people.

Show Notes

In this episode, we cover:

 * Myles Wallace’s disability and career journey—and how lived experience shapes inclusive hiring
 * What Peak Performers does and how revenue‑funded disability staffing works
 * Why disability unemployment remains stubbornly high despite years of “progress”
 * Where employers unintentionally exclude disabled candidates before interviews even begin
 * How job descriptions, resume gaps, and “job hopping” bias limit access to opportunity
 * Why traditional interviews often disadvantage neurodivergent and disabled professionals
 * Practical, low‑cost interview accommodations employers can implement today
 * The real impact of AI screening tools on candidates with disabilities
 * Where AI can improve access—and where it risks reinforcing discrimination
 * Why human accountability still matters in automated hiring systems
 * What employers must do now to build inclusive, future‑ready hiring processes

Guest:
Myles Wallace [https://www.linkedin.com/in/myleswallace/], Disability Inclusion Partner, Peak Performers [https://www.linkedin.com/company/peak-performers-staffing-agency/]

Host:
Julie Sowash [https://www.linkedin.com/in/juliesowash/]

Learn more about Peak Performers and available roles at: peakperformers.org

Rethinking Disability Hiring: Bias, Barriers, and AI — with Myles Wallace of Peak Performers

Julie Sowash of Disability Solutions talks with clients, friends, influencers, and advocates from the disability community to discuss the complexities, difficulties, and successes of disability employment. 

In this honest and very human podcast, we analyze and dissect workplace trends, government policies, biases, and more, shedding light on disability inclusion and the people who are changing minds and changing lives. 

Changing Minds & Changing Lives Podcast

Disability@Work is a podcast focused on disability inclusion, accessibility, and equity in the workplace. Hosted by disability inclusion strategist and Director of Marketing & Communications, Ashley Sims, the show explores the cultural, social, and systemic factors that shape access, opportunity, and employment for people with disabilities.

Each episode features thoughtful conversations and practical insights for employers, HR leaders, advocates, and allies working to build more inclusive organizations. Topics include disability in the workplace, inclusive hiring, accessibility, disability culture, ableism, policy, and the lived experiences of disabled people.

Whether you’re advancing DEI initiatives, designing accessible workplaces, or learning how to better support disabled talent, Disability@Work offers clear, actionable perspectives to help create environments where everyone can participate and thrive.

Julie Sowash

Shows