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Navigating DEI’s Shifting Landscape: Disability the Overlooked Cornerstone of Inclusion


Published: Tuesday January 14, 2025
wooden cutouts of men and women on both sides of a person with a disability in a wheelchair all connected laying in the palms of open hands

In the evolving world of diversity, equity, and inclusion (DEI), organizations have made strides in addressing gender, race, and cultural diversity. Yet, disability—a dimension of diversity that crosses all boundaries—remains persistently overlooked. As we face shifting priorities in DEI efforts, it’s critical to recognize that disability is not just another category of diversity but the cornerstone of inclusion itself. This truth demands urgent attention, especially in light of recent changes within the corporate and political landscape.

Disability: The Common Thread in DEI

Disability intersects with every facet of identity—gender, race, culture, and beyond—creating a shared human experience that transcends traditional divides. Alycia Anderson, founder and CEO of The Alycia Anderson Company, LLC, has spent over four years advocating for disability inclusion as a central pillar of DEI. Yet, in countless discovery calls and pitch meetings with DEI professionals, she finds herself repeatedly explaining how disability fits into the broader conversation.

“Disability is the common ground that unites us,” Anderson emphasizes. “It’s the one dimension of diversity that anyone can experience at any point in their lives, and it has the power to foster empathy and understanding across all identities.”

alycia holding sign that says heart of inclusion

Despite its unifying potential, disability remains an afterthought in many DEI initiatives. Until recently, only 4% of DEI programs included disability, a figure that has grown to just 10%—leaving 90% of organizations without meaningful efforts to address disability inclusion. This glaring omission reflects a persistent undervaluation of disability as a key aspect of diversity.

The Corporate Response: Progress or Rebranding?

The current corporate climate further complicates the picture. Companies like Meta have made headlines for scaling back DEI programs, with Meta refocusing its DEI efforts to “Accessibility and Engagement.” While the inclusion of “accessibility” suggests a focus on disability, Anderson raises important questions: “What does this rebranding really mean? Will ‘accessibility’ maintain its traditional focus on disability, or will it be diluted to encompass broader, less specific goals?”

This shift comes at a time when disability inclusion has seen incremental progress, but the fear remains that such rebranding could sideline disability-specific efforts. Anderson believes that true accessibility must elevate disability inclusion as a core priority rather than using it as a vague or symbolic term.

Political Headwinds and the Future of DEI

Adding to the uncertainty is the political climate, with a new administration that campaigned on anti-DEI rhetoric poised to take office. This political shift raises concerns for leaders in the disability advocacy space, who have long fought to have their voices heard.

Where do we go from here?

~ Alycia Anderson

“Many of us are asking, ‘Where do we go from here?'” Anderson reflects. “We’ve made significant progress, but the backlash against DEI threatens to undo years of work. Disability advocates must be prepared to defend the progress we’ve made and continue pushing for systemic change.”

A Call to Action: Centering Disability in DEI

The challenges are significant, but so are the opportunities. By centering disability in DEI efforts, organizations can build truly inclusive cultures that benefit everyone. Anderson’s work demonstrates how storytelling, education, and actionable strategies can transform workplaces and communities.

“When we embrace disability as a cornerstone of DEI, we unlock the potential to create environments where everyone can thrive,” Anderson asserts. “This isn’t just about checking a box—it’s about fundamentally reshaping how we think about inclusion.”

As DEI continues to evolve, the question is no longer whether disability should be included but how organizations will lead the way in making it central to their efforts. By recognizing disability as the overlooked cornerstone of inclusion, we can navigate the shifting landscape of DEI with a renewed commitment to equity and accessibility for all.


Contributed by: Marty Anderson a staff member of The Alycia Anderson Company