‘Born This Way’ To End With Digital Wrap-Up Series & Finale Special On A&E

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Born this Way cast gathered on stage

A&E’s Emmy-winning docuseries Born This Way is coming to an end, with a fifth and final season.

The network said recently that the series will wrap with a six-part shortform digital series to begin premiering later this year on AEtv.com, and a one-hour linear series finale holiday special, to air in December on A&E.

Born This Way concluded its fourth season in May 2018. The digital series will pick up following last season’s wedding of cast members Cristina and Angel, and will continue the story of Elena, John, Megan, Rachel, Sean, Steven, Cristina and Angel.

In the hourlong series finale special, the cast will reflect on their personal growth across the four seasons of the show and discuss Born This Way’s impact on the way society views people with disabilities, according to A&E. “From finding jobs to navigating relationships and break ups to exerting their own independence, the cast will rejoice in the journey they have been on together and thank fans for all of their support along the way,” A&E said.

It’s not often that you get to make television like Born This Way which has had such a positive impact on the world. The show unquestionably changed how society views people with Down syndrome and how people with Down syndrome see themselves,” said Executive Producer Jonathan Murray. “It has shown that no one should have to live with artificial limits placed upon them and all of us, no matter what challenges we face, want the same things – independence, a chance for meaningful employment and a chance to contribute to our families and communities.”

“Being a part of the amazing and inspiring journey of our cast over the past four seasons has been an honor for myself and everyone at A&E,” said Elaine Frontain Bryant, EVP and Head of Programming, A&E Network. “We have all learned so much from their openness, resilience and spirit, and we will be forever grateful to them for welcoming us and viewers into their lives.”

Continue on to Deadline to read the complete article.

Gucci’s Latest Beauty Campaign Stars a Model With Down Syndrome, and It’s Beautiful

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Ellie Goldstein Down Syndrome model poses in gold sequined blouse smiling

Ellie Goldstein, an 18-year-old model with Down’s syndrome from Ilford in Essex, just got her first modeling gig for Gucci Beauty. In collaboration with the Photo Vogue Festival, Goldstein starred in the new Gucci L’Obscur Mascara campaign alongside four other models, a project that continues to support the company’s overall goals of “supporting emerging talents and promoting the theme of unconventional and non-stereotypical beauty,” according to a release for the campaign.

“I designed L’Obscur mascara for an authentic person who uses makeup to tell their story of freedom, in their way,” said Gucci’s creative director, Alessandro Michele, explaining the concept for the mascara.

As part of Gucci and Vogue Italia’s #theguccibeautyglitch” — an Instagram scouting project that started back in January 2020 — photographer David PD Hyde was selected to shoot Goldstein along with the other models — Jahmal Baptiste, Enam, Kadro Vahersalu, and Ruoyi Yi — all of whom were selected by Hyde and artist Catherine Sevel from over 6,000 photos posted on Instagram.

Continue on to Pop Sugar to read the complete article.

Podcast: Understanding Workplace Accessibility Technology Testing

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A man's finger on keyboard key that says Accessibility

The most recent episode of the Partnership on Employment and Accessible Technology (PEAT)’s Future of Work podcast features Hadi Rangin, Information Technology Accessibility Specialist for Accessible Technology Services (ATS) at the University of Washington, as he discusses the importance of accessibility testing in the technology procurement process.

The Future of Work podcast is developed in partnership with Workology.com as part of the PEAT’s Future of Work series, which works to start conversations around how emerging workplace technology trends are impacting people with disabilities.​

During the interview, Workology’s Jessica Miller-Merrell notes that 2020 is the 30th anniversary of the Americans with Disabilities Act (ADA) and she asks Hadi what emerging workplace trends or technologies he thinks will have the biggest impact on people with disabilities in the next 30 years. Here is what Hadi said:

“I think the technology that we are using for remote work, kind of hybrid work, that would be the theme or the one of the biggest areas that we have a lot of room for improvement. As a person with a disability, I know that some of us cannot secure a position because of the transportation or commute. I think this pandemic situation due to Coronavirus has given us or forced us to try the remote work or kind of hybrid work and see how it works. I’m hearing, I cannot verify the data, but I’m hearing from some companies that they say that the performance of some of the employees has been increased since when they are working remotely. I’m not sure it can be applied to every job. Not if you are a cook. You cannot work remotely. But there are many types of jobs that can be performed remotely or in kind of hybrid format offices, will be different. In a home, probably, we will have in the future a more dedicated home office. There would be some concern, you know, about the accommodation of people with disabilities at work. If I am a person with disabilities and I need some equipment, who is willing to pay for that or who can support me with that or who is, who is responsible for the insurance if something happens while I am working from my home office. Does the work insurance cover that or not? I’m pretty sure, I mean if you go that route, the laws and regulations will change. But I think, as technology that allowing users to work remotely becomes more mature, more flexible. And I think this will be something that we should look forward to.”

Listen to the complete interview with Hadi on the PEAT website.

3-time Paralympian Angela Madsen dies while rowing from L.A. to Honolulu

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Angela Madsen sitting in a stadium seat smiling looking to the left

Three-time Paralympian Angela Madsen died earlier this week while attempting a solo row from Los Angeles to Honolulu.

Madsen, 60, was declared dead at 11 p.m. PST on Monday, June 22, when the US Coast Guard discovered her body several hours after she last made contact with anybody, according to a letter posted to RowOfLife.org, a website set up to document the journey, and signed by Madsen’s wife, Debra Madsen, and filmmaker Soraya Simi.

A paraplegic, Angela Madsen was a six-time Guinness World Record holder who was in the midst of attempting her next feat: to become the first paraplegic and oldest woman to row from California to Hawaii alone.

“She told us time and again that if she died trying, that is how she wanted to go,” Madsen and Simi wrote in their letter.

The two wrote that rowing an ocean solo was Madsen’s biggest goal and that she was willing to take that risk because “being at sea made her happier than anything else.”

“Angela was a warrior, as fierce as they come,” they wrote. “A life forged by unbelievable hardship, she overcame it all and championed the exact path she envisioned for herself since she was a little girl.”

A tragic journey

Madsen’s journey was the subject of a documentary film, and she frequently checked in with her wife Debra and the filmmakers via satellite.

Madsen carried all of her own food and used a desalinator to make fresh water. She set a goal of rowing 12 out of every 24 hours for three-four months to complete her journey, the filmmakers wrote on the film’s website.

She departed from Los Angeles and rowed approximately 1,114 nautical miles, which was 1,275 nautical miles from her destination in Honolulu. Madsen had been alone at sea for 60 days.

On Sunday, June 21, Madsen checked in via satellite and said that she was going into the water to fix her bow anchor. After not hearing from Madsen for several hours, a search and rescue operation was initiated. An aircraft was dispatched and a cargo vessel was re-routed to find her. The Coast Guard discovered her body, the letter said.

“A life forged by unbelievable hardship”

Madsen served as a Marine in her 20s when she sustained a back injury and had to undergo corrective back surgery. However, errors in the surgery left her a paraplegic.

But Madsen said would not let her disability hold her back as she took up adaptive sports. She first rowed for the US National Team in 2002 when para-rowing made its debut at the World Rowing Championships in Seville, Spain, according to USRowing.

While with the US National Team, Madsen won four gold medals and one silver medal at the world championships during her career. She would go to the Paralympics three times where she won bronze in both rowing and shot put, the filmmakers said.

Continue on to KTLA News to read the complete article.

TechCheck: A powerful tool to help employers assess their technology accessibility practices

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About to take a leap into an accessible workplace technology effort? While many employers don’t know where to begin, getting started is simple.

It means taking stock of your workplace information technology (IT) so that you can pinpoint how to ensure it’s accessible to all employees—including those with disabilities.

Enter TechCheck, a powerful but simple tool from the Partnership on Employment & Accessible Technology (PEAT) to help employers assess their technology accessibility practices.

Whether you have a formal accessible technology effort or not, TechCheck delivers:

  • A benchmarking accessibility “snapshot” of the current state of your technology;
  • The accessibility goals you want to reach; and
  • Steps you can take to achieve them.

Join the over 100 companies that have used TechCheck to improve the accessibility of their organization.

TechCheck Features:

  • Designed for everybody. Intended for U.S. employers of all types—public or private sector, large or small.
  • Quick and easy. TechCheck takes about 10-15 minutes to complete.
  • Instant feedback. After completing the questions, you’ll receive a readout evaluation of where you stand across several dimensions, from internal accessibility training efforts to IT procurement policies.
  • Free and completely confidential. PEAT does not retain your answers except to create your customized readout.
  • The first step toward a more accessible workplace. TechCheck provides formal documentation that you can use to win support from management to develop your accessible technology efforts further.

techCheck image

To get started on your assessment, visit www.PeatWorks.org/TechCheck

How Emojis are Improving Inclusion

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In fall this year, we can expect an array of new emojis coming to our smart devices, including ones that are more inclusive to differing genders.

The Unicode Consortium announced earlier this year that there would be 62 new emojis coming to smart devices, including 55 emojis that will strive to be more gender inclusive.

Emojis of the transgender flag and of non-binary individuals in occupations that were previously only available as women and men will be just some of the new additions we can expect to see.

 

Some of the new gender inclusive emojis to be released later this year
Some of the new gender inclusive emojis to be released later this year

By implementing these emojis, people of differing gender identities will not only be able to express themselves through messages and social media in a smaller, normalized way, but will also attempt to include those of all genders to feel validated in who they are.

While these emojis are set to appear on most devices around September or October, some smart devices could receive the new additions early.

More Than One-Third of LGBTQ+ Adults Identify as Having a Disability

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By Philip Pauli

The LGBTQ+ community and the disability community intersect in significant ways. But identifying the full scope of this community remains a significant challenge due to continuing fears about disclosure and stigmas that remains a painful fact of life in many parts of the United States.

The best available estimates put the total number of LGBTQ+ Americans at around 11 million individuals. Extrapolating from there, RespectAbility estimates that there are roughly 2.3 million women with disabilities in the LGBTQ+ community. That number is joined by approximately 1.4 million men with disabilities in the community.

Both people who identify as LGBTQ+ and people who have invisible disabilities, such as learning disabilities like dyslexia, mental health or ADHD, have to decide whether or not to “come out of the closet.” This is not an easy decision for most people because of the uncertainty of whether or not acceptance will follow. LGBTQ+ youth who come out sometimes are rejected by their families and friends. Some are even kicked out of their homes and forced to live on the streets. According to a University of Chicago report, LGBTQ+ young adults had a 120 percent higher risk of reporting homelessness compared to youth who identified as heterosexual and cisgender.

Our nation’s economy is strongest when it is inclusive of the value that diverse talent brings to the workplace. Yet it is challenging to fully capture thestats for lgbtq and disability scope of opportunities open to LGBTQ+ workers with and without disabilities. Just as people with disabilities fear discrimination and face bias throughout the hiring process, far too many LGBTQ+ Americans have experienced discrimination or bias in the workplace.

“It is vital to fight stigmas and advance opportunities so all people who have faced prejudice can achieve a better future,” said RespectAbility’s President Jennifer Laszlo Mizrahi.

The consequences of stigma, bullying and rejection can literally be life and death. The Trevor Project reports that LGBTQ+ youth are almost five times as likely to have attempted suicide compared to heterosexual youth. Forty percent of transgender adults reported having made a suicide attempt, 92 percent of them before the age of 25. Society needs to fight stigmas and promote acceptance so that LGBTQ+ people know that they are valued and that they matter.

Source: respectability.org

New normal of masks is an ‘added barrier’ for deaf and hard-of-hearing community

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No outfit is complete without a mask these days. Recommended by the Centers for Disease Control and Prevention and sometimes required by businesses, face coverings have become a new social standard in many parts of America. But while masks serve as barriers to the spread of COVID-19, they’ve also become an additional barrier in communicating for those who are deaf and hard of hearing.

“The best word to describe it would be a challenge,” Brenda Schertz, a senior lecturer of American Sign Language at Cornell University, said in an ASL-interpreted phone call with NBC News. With 48 million Americans who are deaf or hard of hearing, according to a 2011 Johns Hopkins University study, the problem affects a significant part of the population on a daily level.

“Going into the grocery story or the bank or really any other public place, we are heavily dependent on facial expression and visual cues on peoples’ faces, and some of us can lip-read … and no longer do we have access to that, because everyone has masks on.”

Schertz described how, recently, she had a new washing machine delivered to her home and had intended for the delivery men to take her old washing machine with them. But there was a “communication breakdown,” she said, and because everyone was wearing masks, she couldn’t understand what they were trying to say. The old washing machine stayed put, and she had to call Lowe’s back to understand what happened.

“It was just something that was no big deal, but I had a huge communication breakdown,” Schertz said.

Similarly, Schertz described how a friend struggled to communicate at a drugstore. Because the clerk was wearing a mask, the friend didn’t understand the simple question of whether she was paying in cash or by credit.

“Just simple little things that, without a mask, we would have figured out very quickly what was needed from us. But with this mask on, we’re guessing or we have to write it down,” Schertz said. “We have no other way if we can’t hear and we can’t see the words being formed on the mouth. It’s a huge challenge … an added barrier, for sure.”

The barriers in everyday communication are often intensified when deaf people seek medical care – a longtime issue that has led to significant health impacts in the community and has become even more complicated in a pandemic.

The disparities in health education and access to care have historically led to “inadequate assessment, limited access to treatment, insufficient follow-up and poorer outcomes,” according to a 2013 article in the American Psychological Association’s Spotlight on Disability Newsletter by Lawrence Pick, a professor at Gallaudet University in Washington, D.C.

Battling all these long-existing barriers is what led Anne McIntosh to create the Safe’N’Clear Communicator mask, the first medical mask approved by the Food and Drug Administration with a clear window over the mouth to facilitate better communication — something she said would improve patient care for everyone, not just those who are deaf or hard of hearing.

Continue on to NBC News to read the complete article.

From Inclusion to COVID, Meet the These Hollywood Stars Doing the Most for the LGBTQ+ Community

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Wilson Cruz with a group of Star Trek fans

From allies to active members of the LGBTQ+ community, meet some celebrities who have currently been working to further the rights and safety of LGBTQ+ people.

Cathy Rena

Longtime LGBTQ+ PR icon Cathy Rena has always found herself on the forefront of the United States’ LGBTQ+ history.  From Ellen DeGeneres’ coming out story to Michael Shephard’s beating in the 1980s to the creation of Pride events, Rena has worked with journalists and LGBTQ organizations for decades to properly portray and advocate for the community in its most difficult times.

Now, amid the COVID-19 pandemic, Rena is working diligently to advocate for the community’s needs and specific struggles during this time. Not only is she an integral member in creating the first-ever virtual global pride, but she also has been working to make the public aware of the inequality of resources that has been given to the LGBTQ+ community.

Omar Shariff Jr.

Omar Shariff Jr., actor and grandson of Omar Shariff, has been one of the most vocal voices for LGBTQ+ people in a time of uncertainty. Already being an active member in the community, formerly serving as a GLAAD spokesperson and an ambassador for the Elizabeth Taylor AIDS Foundation, Shariff has taken his activism to paper in an article that informs the public of how COVID-19 has directly affected the LGBTQ+ community through healthcare discrimination, the need to isolate with unsupportive family members, and the inability to donate blood, to name a few.

Shariff hopes speaking out about these issues will result in a more unified community and a decrease in homophobia by the time the pandemic has ended.

Wilson Cruz

Actor Wilson Cruz, pictured with fans, from the hit TV show My So-Called Life, is moving from in front of the camera to behind it, serving as one of the producers of the new docu-series, Visible: Out on Television. The Apple TV Plus series is set to show how the LGBTQ+ community has been represented in media and how it was used as a platform for activism in the 1970s.

Being one of the first actors to be openly gay in the entertainment world, Cruz hopes to use his influence to encourage others in the community to feel comfortable and proud of who they are.

Natalie Wood

Starring actress of Miracle on 34th Street and West Side Story Natalie Wood was best known for her successful acting career before her tragic death in 1981. Despite her passing nearly 40 years ago, Wood’s support for LGBTQ+ people has become a popular topic in the last few weeks due to her newest documentary, Natalie Wood: What Remains Behind. Actress Natasha Gregson Wagner, Natalie Wood’s eldest daughter, narrated and produced the HBO released documentary that closely accounts for Woods’ life outside of the public eye.

Being no stranger to standing up for herself as a woman in Hollywood, Woods was also quite accepting of the LGBTQ+ community, despite society’s view of LGBTQ+ people during the time. Wagner recalls being practically raised by gay men as her mother was friends with many men who identified as gay. Two men in particular, Matt Crowley, a playwright, and Howard Jeffrey, a producer and choreographer, were some of Woods’ closest friends who identified as gay. The two men, though not romantically involved with each other, lived in Woods’ guest home and were made Wagner’s godfathers.

“She would have been in the forefront,” Wagner says of her mother, “She would be waving the rainbow flag with the best of them.”

The Cast of “Queer as Folk”

The 2000’s British TV show, Queer as Folk came back together earlier this month to raise money for CenterLink, the parent company of over 200 LGBTQ centers. Money raised for the organization came from both donations and an auction of some of the show’s memorabilia. The event streamed live on YouTube on May 1 and is still available in its four-hour entirety for viewers to watch. The event was hosted by Scott Lowell but also included other cast members, such as Gale Harold, Randy Harrison, Sharon Gless, Michelle Clunie, Robert Gant, Peter Paige, and many more.

To date, the Queer as Folk cast is still hosting donations to be given to CenterLink. Should you want to donate, the link is provided here.

Creating VR Workplace Training Programs for People with Disabilities

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Two men sitting at conference table, one man in a wheelchair

The Partnership on Employment and Accessible Technology (PEAT)’s latest Future of Work podcast episode features Assistive Technology Specialists Chris Baumgart and Meagan Little of Imagine!Colorado as they discuss how they have worked with employers to create successful virtual reality (VR) workplace training programs for people with disabilities.

The Future of Work podcast is developed in partnership with Workology.com as part of the PEAT’s Future of Work series, which works to start conversations around how emerging workplace technology trends are impacting people with disabilities.​

During the interview, Workology’s Jessica Miller-Merrell notes that 2020 is the 30th anniversary of the Americans with Disabilities Act (ADA) and she asks both Chris and Meagan what emerging workplace trends or technologies they think will have the biggest impact on people with disabilities in the next 30 years. Here is what Chris said:

“One thing that I will say that I think that we’re seeing is already becoming a trend with a lot of potential is machine learning and augmented reality or smart glasses. But what we’re seeing now is with machine learning, we can actually, essentially use the tools around us to teach in real time. So in a virtual reality headset, you’ve got this immersive experience, and that’s great. One of the things that is still challenging is seeing how much of that still translates into the real world. If I’m in an environment where I have these virtual bottles that I have to package into a virtual mix pack and put on a virtual conveyor belt, and that doesn’t translate a hundred percent into the real world where I’ve got real bottles to package into actual mixed packs and put onto an actual conveyor belt. With machine learning and smart glasses, what we’re looking hopefully to see is that the glasses could then indicate and essentially do the same kind of highlighting as an augment to the reality that the virtual reality headset would provide in the virtual space. So you’re wearing glasses in the real world and it’s actually highlighting an actual object in front of you. And that’s kind of what we’re seeing that’s going to trend. At least I hope so. I think it’s going to be a really valuable trend if it does.”

Listen to the complete interview with Chris and Meagan on the PEAT website.

Autism Awareness Advocate Areva Martin On Her Work-Life Balance Journey

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Areva Martin

Driven career professionals often struggle to figure out a work life balance that doesn’t leave them riddled with guilt. Unfortunately, for parents of kids with disabilities the increased demands can make them feel like caring for their special needs child(ren) means they must automatically reduce or even eliminate their career goals. Indeed, they often feel the pressure to automatically blunt the trajectory of their career in an attempt to demonstrate full commitment to their household’s unique needs and challenges. For those who view attentive parenting of a special needs child and aggressive pursuit of a fulfilling and ambitious career as a binary choice, they need look no further than the compelling example of disability rights advocate and award winning attorney/legal commentator Areva Martin to shatter that myth.

When her son Marty was diagnosed with autism at the age of two, Areva found herself struggling to navigate the complex labyrinth of relevant services which eventually led her to develop the Special Needs Network, Inc. to not just serve her needs, but primarily to provide a network of support for families affected by developmental disabilities.

As a disability rights advocate, she has mentored and befriended many parents of special needs children and can actively relate to the unique work life balance challenges that the experience brings, and her message is both clear and determined – “Parenting a special needs child doesn’t mean you have to sacrifice your career.” Indeed, she doesn’t just say it, she’s done it. Graciously, Areva spoke with me recently to share a few nuggets of advice for other parents struggling to manage the sometimes overwhelming demands of both work and home.

Know the Law

Parents of children with special needs are often left to maneuver a laundry list of requirements in order to sufficiently support their children. From navigating school admissions and identifying appropriate therapies to securing necessary testing and establishing an Individualized Education Program (IEP), the demands on a parent’s time and financial resources can be significant to say the least. Identifying sources of support is a critical step in relieving the very real drain on financial and other limited resources. Areva advises parents to learn their rights early so they avoid wasting precious time and money on services that may be available to them at little or no cost. The Individuals with Disabilities Education Act (IDEA) is a federal law that applies to public schools in every state throughout the country. The law makes available a free appropriate public education to eligible children with disabilities including autism and a range of developmental, emotional and learning disabilities, and it ensures special education and related services to those children from age 2 to 21. Beyond federal laws, Areva recommends that parents make time to talk to other parents, administrators and officials to familiarize themselves early on with any applicable state, local, even district level regulations or policies that might provide support or create barriers for their particular situation. Indeed, knowledge is power and taking the time to equip yourself with the knowledge early on is key.

While it may be tempting for parents of special needs children to “suffer in silence” rather than share concerns, issues or problems, Areva warns against that urge and instead encourages parents to be open with friends and colleagues.

Continue on to Forbes to read the complete article.

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Upcoming Events

  1. 2020 Disability:IN Conference
    July 13, 2020 - July 16, 2020
  2. 2020 American Society for Health Care Human Resources Association Event
    August 22, 2020 - August 25, 2020

Upcoming Events

  1. 2020 Disability:IN Conference
    July 13, 2020 - July 16, 2020
  2. 2020 American Society for Health Care Human Resources Association Event
    August 22, 2020 - August 25, 2020