NDEAM brings disability employment into focus each October, but lasting progress depends on what employers do throughout the year. In this episode of Disability@Work, Ashley Sims looks at the systems shaping disability employment, from AI and accessible hiring to changing federal policy, workforce measurement, accommodations, and community supports.

Plus, Aaron Linson’s Accessibility Minute explores the “disability tax” job seekers can face when inaccessible applications create extra work and barriers.

Key Takeaways

 * How AI and hiring technology can create accessibility barriers
 * Why disability workforce measurement still matters
 * How policies and systems can affect workforce participation
 * Why accessible hiring improves access to disability talent
 * How community partners strengthen disability talent pipelines
 * What the “disability tax” looks like for job seekers
 * Practical ways to make applications more accessible

Beyond NDEAM: Turning Disability Inclusion Into Year-Round Action

What could employers discover by challenging their assumptions about disability talent?

In this episode of Disability@Work, host Ashley Sims speaks with Gene Boes, President and CEO of Northwest Center, about how outdated perceptions of disability can block employers from hiring qualified talent. Gene shares why he encourages employers to “suspend disbelief,” get curious, and approach disability inclusion through the lens of real business challenges, including retention, productivity, quality, and safety. 

The conversation explores the return on inclusion, how data and storytelling can change employer perceptions, and a real-world example of an accommodation developed in an Amazon sortation facility that addressed safety concerns while benefiting the broader workforce. 

The episode also introduces Accessibility Minute, featuring Aaron Linson, with practical guidance on writing more useful alt text for digital content. 

In this episode:

 * Challenging assumptions about hiring people with disabilities
 * Connecting disability inclusion to business outcomes
 * Rethinking accommodations, accessibility, and workplace safety
 * Understanding the “return on inclusion”
 * Using curiosity to create more inclusive workplaces
 * Practical alt text guidance in Accessibility Minute

Mentioned in This Episode

 * Northwest Center [https://www.nwcenter.org/]

Disability Inclusion at Work: Rethinking Disability Hiring with Gene Boes of Northwest Center

Why is hiring people with disabilities still so often framed as an act of goodwill rather than a smart business decision?

This episode explores the harmful legacy of the charity mindset in disability employment and why it still holds organizations back. Drawing inspiration from a recent article by disability advocate Steve Way, host Ashley Sims examines how low expectations, deficit-based thinking, and employer-centered definitions of success can undermine true inclusion. She challenges leaders to stop viewing disability hiring as philanthropy and start treating it as what it really is: access to talent, innovation, and business value.

The conversation also explores an important question for the future of workplace inclusion: Are we measuring disability inclusion based on what employers say they do, or on what disabled employees actually experience?

Key Takeaway

 * Why "giving someone a chance" may be more harmful than helpful
 * How the charity narrative creates low expectations in hiring and advancement
 * What disability employment data tells us about trust and employer credibility
 * The difference between measuring disability inclusion efforts and measuring employee outcomes
 * Why organizations should focus on removing barriers instead of "helping" disabled workers
 * How disability inclusion can evolve from a corporate social responsibility initiative into a workforce strategy

Mentioned in This Episode

 * Steve Way's TIME article, The Contradiction at the Heart of Disability in America [https://time.com/article/2026/07/27/the-contradiction-at-the-heart-of-disability-in-america/]
 * The 2026 Disability at Work Survey Report [https://go.disabilitytalent.org/2026-disability-at-work-survey-report?_gl=1*1xrg09t*_gcl_au*NTA3MTIyNTgzLjE3ODM2MjE2MzQuMTcxMTg4NjgwMi4xNzg1NDQwMTE5LjE3ODU0NDAxODkuMTMzNTI1OTcxMC4xNzg1NDQwMTE5LjE3ODU0NDAxODk.]
 * The Disability Index  [https://portal.disabilityin.org/]

The Charity Trap: Why Disability Hiring Needs a New Narrative

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

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

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

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 Disability@Work, host Ashley Sims breaks down job hugging—a growing workplace trend where employees stay in roles they might otherwise leave because uncertainty feels too risky. This isn’t quiet-quitting or a lack of ambition. It’s a rational response to economic instability, layoffs, AI disruption, DEI rollbacks, and declining psychological safety at work.

Drawing on findings from the 2026 Disability at Work Report, Ashley explores why disabled employees are especially likely to job hug, how fear around disclosure and accommodations shapes career decisions, and why low turnover does not equal engagement. The episode also challenges employers to rethink what job hugging signals about trust, inclusion, and workplace systems.

Whether you’re an employer trying to understand shifting workforce behavior or an employee feeling stuck for practical reasons, this conversation offers critical insight into how safety, trust, and accessibility shape career mobility today.

Show Notes:

In this episode, we cover:

 * What job hugging is—and why it’s not quiet quitting or disengagement
 * Why economic uncertainty, layoffs, and AI disruption are keeping employees in place
 * How DEI rollbacks and political shifts are affecting psychological safety at work
 * Why disabled employees are especially likely to job hug
 * What the 2026 Disability at Work Report reveals about disclosure, accommodations, and trust
 * Why low turnover doesn’t equal engagement
 * What employers can do to make growth and mobility feel safe again

Read the 2026 Disability at Work Report:
https://go.disabilitytalent.org/2026-disability-at-work-survey-report [https://go.disabilitytalent.org/2026-disability-at-work-survey-report?_gl=1*km301f*_gcl_au*MTk1NDQ1ODk4My4xNzc0OTk1MTc2LjIwNTk0OTg0NjUuMTc3NzMwMzc3My4xNzc3MzAzNzcy]

About the Show

Disability@Work 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/]

Job Hugging Isn’t Disengagement: What Fear, AI, and DEI Rollbacks Reveal About Today’s Workforce

Recruiters and hiring managers are drowning in applications, but disabled job seekers are still being overlooked.

In this episode of Disability@Work, host Ashley Sims breaks down the growing problem of AI “slop” in recruiting: mass‑produced resumes, keyword‑stuffed applications, and automated screening tools that prioritize volume over viability. While AI is often seen as a solution to hiring overload, the reality is more complicated, especially for candidates with disabilities.

Ashley explores how automation can unintentionally amplify bias, flatten lived experience, and filter out qualified candidates who do not follow traditional career paths. She also offers a more practical question for employers: Is there a believable path to success? Instead of searching for perfect matches, inclusive hiring requires judgment, context, and human decision‑making.

This episode digs into what helps recruiters move through high‑volume pipelines: why niche job boards and community‑based sourcing matter, where AI can support good hiring decisions, and how employers can refocus on real people instead of resume noise.

Show Notes: 

In this episode, we cover:

 * Why recruiters are seeing an explosion of applications
 * How automated screening tools can unintentionally exclude disabled candidates
 * The difference between “matching criteria” and identifying a believable path to success
 * Why traditional resumes fail to capture disability‑related career context
 * When AI helps—and when it makes hiring worse
 * How niche job boards and targeted sourcing reduce noise and improve outcomes

About the show:

Disability@Work is a Disability Solutions [https://www.disabilitytalent.org/] podcast about inclusion, accessibility, and equity in the workplace. Hosted by Ashley Sims [https://www.linkedin.com/in/ashley-sims-35a23b99/], each episode offers practical insight for employers, HR/TA leaders, and advocates working to build more inclusive organizations. Find out more at DisabilityTalent.org.

Too Many Resumes, Not Enough Humans: AI Slop, Hiring, and Disability Inclusion

Feeling safe at work doesn't always come easy for people with disabilities, and for many disabled workers, that psychological safety is disappearing.

In this episode of Disability@Work, host Ashley Sims explores what psychological safety really means in today’s workplace and why so many employees no longer feel safe disclosing a disability or asking for accommodations. Drawing on early findings from the upcoming 2026 Disability at Work Survey Report, Ashley breaks down what the data reveals about disclosure risk, DEI rollbacks, accommodation breakdowns, and the growing impact of leadership and manager behavior on trust at work.

This episode also examines why disability data tracking still matters, how accommodation processes shape long-term trust, and why manager training is one of the most powerful levers organizations have right now.

For organizations facing uncertainty, DEI rollbacks, or disclosure concerns, the data tells a clear story: subtle system changes are felt immediately by disabled workers, and safety disappears when trust is not actively maintained.

Show Notes:
The Disability at Work Survey Report provides data-driven insight into the real experiences of job seekers and employees with disabilities. Its goal is to help employers better understand the barriers disabled individuals face—and to offer actionable solutions that foster workplaces where people feel understood, supported, and safe. Read the 2025 Report Now [https://go.disabilitytalent.org/2024-disability-at-work-survey-report?_gl=1*1cjut73*_gcl_au*MjExNDQzNDMwMS4xNzcyMjE2ODI2LjEwNjQ1OTMwMzEuMTc3MzE3MzI2My4xNzczMTczMjYy]. The 2026 report is out in April 2026. 

Ashley Sims [https://www.linkedin.com/in/ashley-sims-35a23b99/] is the host of Disability@Work and the Director of Marketing & Communications at Disability Solutions.

Disability Solutions [https://www.disabilitytalent.org/] is a nonprofit organization dedicated to advancing disability inclusion in employment. We partner directly with employers to strengthen inclusive hiring practices, improve accommodation processes, and use disability data responsibly. We also support job seekers with disabilities by providing accessible job opportunities, resources, and community outreach through our global network of more than 19,000 talent partners.

Learn more at disabilitytalent.org

New Workforce Data: The Erosion of Psychological Safety at Work

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 S

Disability@Work · Zencastr

Disability@Work

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.