It is time to Connect the Dots…

Connect the blocks so we can connect the dots…

How do you build “win-win” relationships?

By creating a welcoming and an accessible world.

LEGO is taking charge and capitalizing on the untapped $1.8 B market by “implementing staff training and taking additional steps to make [park] visits easier for people with autism and other disabilities” (Heasley, 2023). There will also be ratings posted outside each park ride letting individuals know what to expect (bright lights, loud noises, etc).

Quiet rooms along with shutting off certain rides throughout the day will be some of the many accommodations along with wheelchair accessibility, free admission for assistance to disabled persons has been an important part of their company’s commitment.

LEGO friends of diverse characters who have visible and non-visible disabilities, multiple skin tones, and come from different cultures and backgrounds along with neurodiversity are available to consumers.

LEADERS, it doesn’t stop here.

Are you curious to know how a company benefits with providing accessibility?

Access will not only improve for the overall user experience and will enhance the company’s culture to lead with increased productivity and satisfaction.

According to an Accenture Report, “companies that embraced best practices for employing and supporting people with disabilities achieved 28 percent higher revenue, double the net income and 30 percent higher economic profit margins over a four-year period” (, 2022).

The Lego Play Well Study 2022 discovered “over 97% of parents felt it was vital that no topic is off-limits and play should include mental health, physical disabilities, and ethnicity” (

Join LEGO to dismantle the stereotypes and barriers that stand in our way to create a sense of belonging. I celebrate the toy-maker’s decision to create more inclusive playgrounds that leave bullying behind.

TODAY we welcome the colorful blocks of diversity, equity, inclusion + accessibility for ALL.

Lift Access!

Did you send an invite to EVERYONE?

The events industry is one of the fastest growing sectors in the world, and yet many event planners and organizers are overlooking an important segment of their potential customer base – the disability market of 1.8 billion people.

Better yet, an untapped market with trillions in purchasing power. Not millions, trillions. $13 trillion to date and growing daily.

Are you READY or NOT to increase your event’s reach, multiply your profits, and build a reputation that your event satisfies all attendees?

FACT, 96% of DEI programs DON’T include disability. 

However, employee resource groups (ERG’s) are being implemented to provide resources and drive change within organizations as 1 in every 4 adults has a disability. 

“Will there be live captions on today’s powerpoint?” 

Organizations across the globe are working toward increasing their bottom line through their successes, but something is still missing. 

Where is the empathy? Bigger question, “Where is the + A?” The accessibility. 

“Is there a minimum of 14 point sans serif font?” 

SHRM elevates the importance of companies going beyond checking the boxes of: blind resume reviews, using diverse candidate sourcing methods, and expanding their outreach efforts to underrepresented groups, but rather, sustainable changes must come about.   

There is no “one size fits all” when it comes to accessibility. Some are visible and some are invisible.

“Did I share the self-descriptions of physical characteristics of the scene over zoom?”

Is my website physically and cognitively accessible to those with disabilities?

It is time all companies and events encompass everything from dietary, hearing, vision, allergies, mobility, and so much more.  

“Is there room in the event budget for assistive listening devices or on-site interpretive services?”

“Is the flooring safe, are there accessible toilets and proper parking?” “How about emergency planning?” 

Lift Access!

It is time we put an end to exclusion and inaccessible events that happen every day. Recent national news shared a story highlighting Denver Councilman, Chris Hinds, who was forced to physically hoist himself on to the stage as it was not wheelchair accessible at a debate, “Oh, I didn’t know you were in a wheelchair,” stated the individual who greeted him. 

After signing an application stating that they were basic ADA compliant, Cleo Parker Robinson Dance, the host of the event, stated that “There were no requests for additional or enhanced accommodation.” 

Accessibility should not be an afterthought.

We remember the good, the bad, the ugly. 

Does accessibility stand out to you at events?

We Are More Alike Than Different

Let’s Tear Down Your Walls….

Imagine: I can freely express my thoughts, feelings, challenges, and experiences about my disability without judgment or exclusion. I can feel comfortable with and supported by those around me.

Reality: My world is inaccessible and unwelcoming and I am shut down by others.

Well, believe it or not, you’re not alone.

Feelings of isolation, frustration, alienation, and loss of hope is reality for many people with disabilities.

So, are you always in a safe space?

A safe space leads to individuals feeling comfortable sharing their stories, fears, and concerns as well as sharing their perspectives, ideas, and solutions.

Together, we can break through these barriers and create the everlasting safe space.

We must recognize disability, whether it be physical or invisible. It is not just a medical condition or set of symptoms. Disability is a wide range of individualized experiences unique to each person.

We must open our minds and hearts toward diverse opinions and viewpoints in order to create a sense of belonging for everyone.

How Do We Create This Safe Space? Empathy!

Last Tuesday morning, I had the honor of being a keynote speaker at The Cherry Creek Rotary International breakfast in Denver, Colorado, empowering business leaders by sharing proactive strategies necessary to foster social change around Diversity, Equity, Inclusion + Accessibility.

Breaking down the barriers of discrimination, lack-of-access to services/accommodations, and lack of media representation is essential as more people come into contact with disability.

That morning, we all witnessed the power and importance that empathy had on leaders. They all put themselves in others’ shoes which created open and honest communication; leaders went deep into their own feelings and perspectives. We saw empathy unfold. This immediately created more awareness and understanding towards others.

Some leaders quickly expressed how their businesses are not doing enough around accessibility in their DEI initiatives. Stories were shared about employees fearing asking for a temporary leave, assistance, or mental health support as they are constantly afraid of judgment. “I wish I worked for a company with a culture without one feeling hesitant to have open and real conversations…I wish my employer understood circumstances at home may impact my mental health in the workforce.” By having a safe environment with ease, we will be able to have authentic conversations.

“This Tuesday morning you are my Morrie,” said a gentleman, as his energy lit up the room.

Everyone needs to feel respected and valued. When your people are having their best days, your success is my success which translates to your bottom line.

Reality: Experiences lead to relationships.

“Do you trust me?”

Let’s have a real conversation.
Now, I trust you.”

We All Deserve a Seat

The time is now to make a reservation.
With Mr. Access, Miss Inclusion, and Mrs. Diversity.

Hello, we need to make a reservation…

It’s really crowded and noisy here. “Can we please get a table in the corner where it is quieter, not in the dark, but where there is some light? It would be helpful since I depend on lip reading.”

“Do you have braille menus?” “Unfortunately, your website isn’t accessible, I can’t see what I’m going to order ahead of time.”

“Do you deliver? I heard that there is no handicapped parking on the streets where you are.”

“Can you lower your mask so we can read your lips? We are both deaf.” The waiter replies “That it is cool.”


These are just a few examples of real-life requests and situations that many people find themselves in on a daily basis.

One of the most basic goals of any hotel or restaurant is to provide a comfortable and enjoyable experience for every guest.

Unfortunately, many guests who need accommodations find restaurant accessibility lacking: menu selection, acoustical issues, staff’s lack of awareness of diversity, digital accessibility, counter service access, handicapped parking, restroom accessibility…the list goes on…

This brings unnecessary frustration or embarrassment to the experience of
disabled customers, their companions, and friends.

Oh, by the way, they have $13 trillion in purchasing power. Loyalty matters, like access matters.

It’s time to start having conversations and building awareness + empathy around these struggles.

Everyone deserves a seat at the table. Accessibility is Hospitality.


Time to Open the Door

The saying goes “When one door closes, another one opens.” But, for people living with a disability, often times that second door is kept closed.   

For many individuals with disabilities, the job market can be a challenging and sometimes even daunting place. Even though people with disabilities make up 15% of the world’s population, they are often overlooked and underrepresented in the workforce. 

This community remains largely side-lined by businesses, with only 4% of the 90% of companies that claim to prioritize diversity and inclusion considering disability in their initiatives, according to a report from the Return on Disability Group.

Disability empathy must be spread to HR teams so they are more comfortable building employee trust to knock down the bias of the employees. 

We Don’t Want Your Pity.

When I entered the workforce after college, I had my own fears of disclosing my invisible disability in the workplace.

Should I tell them about my hearing loss in the interview? Will it help me or hurt me?

I don’t want to be harassed, passed over for opportunities or never be hired for another role once someone learns of my disability. Today, this is still a concern for many to disclose their disability. Are you ready to change that 
narrative? Can we all just be? Let’s start by having an authentic conversation.

I will never forget those who didn’t define me by my hearing disability; leaders need to lead with empathy. If only more companies could create an environment that opens conversations to being disability inclusive, we wouldn’t be so worried to disclose our disability.

Just imagine someone coming onto your team increasing your bottom line and enhancing your culture’s performance.  Now you don’t have to Imagine, it is possible when you lead with this mindset.  

Now, I am paying the opportunity forward to a smart and driven college intern, Brett, who just joined the Ready or Not! Media team. Collectively, we are having empathetic conversations to have a disability inclusive workforce. 

I asked Brett, “What does the word Opportunity mean to you?”

Brett: Opportunity to me means that I am being seen, heard and have been looked at not only for my abilities, but for my capabilities. I am fully engaged, invested, grateful, excited, and determined to show that a physical disability should never be a barrier to achieving one’s goals and aspirations. 

Does this sound like someone deserves an opportunity?

“YES!” I thought so.

We ARE READY to work, and show the world what we CAN do.