Annual Meeting Planning

I am starting to hear it daily from candidates we are trying to help. Candidates, especially those with disabilities, are becoming disillusioned. See, the thing is, it is ridiculously short-sighted. I know what companies are thinking at the moment: there are a lot of candidates out of work, big numbers. We have the pick of masses. Just because you have a big number to pick from doesn't mean you can afford to drop your standards and think you can have a slap-dash recruitment process. It will come back to bite you. Do you know why? It's because the tides will turn again. It always does in recruitment. At some point, there will not be as many candidates to hire, and it's these times that people will remember. Candidates talk, and news travels fast. They remember the bad experience way more than the good experience. For candidates with disabilities, these experiences can be even more impactful. An inclusive and accessible recruitment process is not just about fairness; it's about respect and common courtesy. Here are some steps to make the process more inclusive: 1. Accessible Job Descriptions: Ensure job descriptions are available in accessible formats, including screen reader-compatible text and large print versions. 2. Inclusive Communication: Use clear, simple language and provide multiple ways for candidates to reach out or ask questions. 3. Flexible Interview Formats: Offer alternatives such as virtual interviews, written responses, or extended time for assessments. 4. Physical Accessibility: Ensure interview locations are accessible, including ramps, elevators, and accessible restrooms. 5. Assistive Technologies: Provide necessary assistive technologies for candidates during interviews and assessments. 6. Training for Hiring Teams: Educate hiring teams on disability awareness and inclusive practices. 7. Feedback Mechanism: Establish a feedback mechanism where candidates can share their experiences and suggest improvements. So let’s clean up our act and start putting candidate experience first. Prioritizing accessibility and inclusivity can lead to a richer, more diverse workforce and a stronger organizational reputation. A respectful, inclusive process is common courtesy. Cheers ID: "A social media post by Puneet Singh Singhal with the handle @puneetsiinghal. The post reads, 'Excluding talent due to inaccessible hiring practices is short-sighted and costly. #DisabilityPrideMonth'" #DisabilityPrideMonth #SDGs #AXSChat #Accessibility #Equity #Hiring #HR #Leadership #WeAreBillionStrong

😇 Bookmark This: A Free Accessibility Resource Just for Designers If you're a designer working on digital product, —this is one of the best starting points out there. WebAIM's Designers' Accessibility Resource offers a crystal-clear breakdown of inclusive design principles made specifically for designers. No overwhelming jargon. Just clear visuals and best practices that make your work better and more inclusive. 🔹 What’s Covered? ✳️ Text and typography ✳️ Color and contrast ✳️ Layout and structure ✳️ Images and graphics ✳️ Focus and visual indicators ✳️ Controls and touch targets ✳️ Icon accessibility ✳️ Animation and motion ✳️ Forms and error messages ✳️ Responsiveness and flexibility ✳️ Links and clickables ✳️ Readability and plain language This resource pairs perfectly with your design system and should be in every creative team’s toolbox, especially before handoff to dev. 💡 Accessibility is not a “dev task.” It starts with your Figma file, your color palette, your typography. That’s why this resource is so valuable. 🔗 Check it out: https://lnkd.in/gDSeep_B #Accessibility #WebDesign #UXDesign #InclusiveDesign #A11y #DigitalInclusion #DesignSystems #GracefulWebStudio #DesignWithGrace #WCAG #AccessibleDesign #WebAIM

♿💻 Accessibility isn’t just “nice to have” — it’s what makes a website usable for everyone. When we design or build, every detail matters: 🔹Text: readability, contrast, resize without breaking layout 🔹Headings (H1–H6): logical hierarchy, one H1 per page 🔹Alt text: meaningful descriptions for images 🔹Hover & focus states: visible indicators, no “hidden focus” 🔹DOM order: ensure keyboard navigation follows a logical path 🔹ARIA labels: add context where HTML alone isn’t enough To guide us, WCAG uses 3 compliance levels: 🔹 A (Must have) – The basics. Without this, many people simply cannot use your product.
 Examples: keyboard navigation, alt text for images, sufficient text contrast. 🔹 AA (Should have) – The standard most organizations aim for. It balances inclusion with practicality.
 Examples: focus visibility, resizable text, clear headings, captions for live audio. 🔹 AAA (Nice to have) – The gold standard. Harder to achieve everywhere but amazing if you can.
 Examples: sign language interpretation, extended audio descriptions, very high contrast text. #Accessibility #A11y #WCAG #UXDesign #UI #InclusiveDesign #WebDevelopment #ProductDesign

At its core, inaccessibility is exclusion. Lets explore shall we? Inaccessibility = unnecessary barriers that prevents employees from fully participating due to a lack of: - inclusive design - attitudes - policies Let’s break down how it shows up: - Physical spaces without ramps, elevators, or accessible entrances. - Digital platforms that aren’t screen reader friendly. - Communication without captions or ASL interpretation. - Education that doesn’t account for diverse learning needs. - Employment where accommodations are denied. - Mindsets that treat accessibility as an afterthought rather than a critical opportunity to innovate. Who this effects: - 1 in 4 adults in the U.S. have a disability - 61% of people with disabilities say they face barriers in digital spaces. - 54% of working-age adults with disabilities report that their workplaces are not accessible. - Over 1 billion people worldwide live with a disability, yet many companies still fail to prioritize accessibility. - 90% of people with disabilities report that inclusive design is essential in digital and physical environments. The good news? Inaccessibility can be fixed with: - intention - advocacy - collaboration - commitment - action In that inaccessibility can be transformed into access, inclusion, opportunity and innovation. Accessibility education matters now more than ever. ♻️ Spread the word! Image description: Alycia, dressed in all black, sits in her wheelchair, looking down at an inaccessible step. A quote reads: "At its core, inaccessibility is exclusion." #Accessibility #Disability #Workplace #Advocacy #Inclusion #Ableism

Many companies say they want to hire disabled people. But what happens after we're hired? Accessibility isn’t just ramps, accessible bathrooms, and screen readers. It’s workplace culture. Everyday expectations. Ask yourself: • Are project timelines so tight that a few sick days derail everything? • Do employees have to jump into last-minute meetings all day? • Are cameras required for every Zoom call? • Are employees expected to “think on their feet” instead of having time to reflect? • Do flexible schedules exist? • Are remote roles available? • Is PTO generous enough to realistically support employees' health needs? These things aren’t perks. For many people with disabilities, they’re the difference between staying employed and burning out—or destroying their health. There’s a reason people with disabilities are more likely to be self-employed. Not because we’re more entrepreneurial by nature. But because sometimes, creating our own work environment is the only way we can find one that works. I know this firsthand. If organizations truly want to include disabled professionals, the conversation shouldn’t stop at hiring. We also need to ask: “Are our workplaces designed for people to stay?” Accessibility isn’t just about getting people through the door. It’s about making sure people can thrive once they’re inside. What workplace practices have helped you—or your employees—actually stay and succeed? #DisabilityInclusion #InclusiveWorkplaces

AI Is Becoming the New Gatekeeper of Disability Exclusion Everyone is celebrating AI’s productivity: automation, acceleration, optimization. But something critical is being missed. For millions of people with disabilities, AI is no longer just a tool. It is rapidly becoming a decision-maker. And in 2026 and beyond, that shift changes everything. AI is now embedded across hiring systems, education platforms, transport networks, healthcare triage, and public services. It is no longer optional. It is infrastructure. Which means: If it is not accessible, exclusion is no longer occasional; it becomes systemic. We are already seeing the signals: • Interfaces not navigable with assistive technologies • Speech systems failing non-standard speech patterns • Hiring algorithms filtering out qualified disabled candidates • Automated captions distorting meaning or erasing context • Image recognition misinterpreting disability-related cues • Autonomous mobility systems ignore diverse users • Behavior-scoring tools penalizing neurodivergent individuals These are not isolated issues. They are early indicators of a structural shift. For decades, accessibility has focused on the built environment, ramps, signage, and physical access. But the next disability divide will not be visible. It will be algorithmic. Invisible barriers embedded in data, models, and decision logic, scaling instantly, globally, and silently. This moment is urgent. Once AI systems deploy at scale, retrofitting inclusion becomes exponentially harder, and the harm multiplies. Accessibility can no longer be an afterthought. It must be a foundational requirement in AI design, procurement, governance, and regulation. This is not just a technical issue. It is a human rights issue. An economic issue. A societal stability issue. And above all, it is a leadership issue. We do not need more AI. We need inclusive AI. Designed with people with disabilities. Tested by people with disabilities. Governed with accountability to people with disabilities and their DPOs. Because the future is already being coded. The question is simple: Will AI expand inclusion, or automate exclusion at scale? If disabled people are not designing AI, AI will automate discrimination at scale. Inclusive AI is not just ethical, it is a driver of innovation, unlocking talent, insight, and better solutions for everyone. To leaders, innovators, #DPOs, #NGOs, and allies across LinkedIn: Make “Nothing About Us Without Us” the standard for AI. How is your organization building inclusive AI today? #WeAreBillionStrong #DisabilityInclusion #AIForGood #InclusiveDesign #DigitalInclusion #FutureOfWork #EthicalAI #NothingWithoutUs Debra Ruh Steve Tyler

Inclusive Design in Intimate Tech: What “For Every Body” Really Means View My Portfolio. Inclusive sexual wellness isn’t a slogan—it’s a measurable standard across ergonomics, materials, and guidance. Design requirements you can measure • Fit range: Offer 3–5 size/shape variants or modular sleeves; target ≥90% hand-size reachability (thumb–index span) in usability tests. • Force & comfort: Keep sustained contact pressures under ~20–30 kPa; enable low-start intensities with 10–15% ramp steps. • Noise & discretion: Aim <45 dB at 30 cm for “quiet use.” • Grip & control: Achieve ≤5% slip rate in wet-hand tests; one-handed operation for all core actions. • Menopause & sensitivity: Provide “warm-up” modes (lower amplitude/longer pulses) and pair with pH-friendly lubricants/moisturizers. • Neurodiversity & sensory needs: Offer low-latency tactile cues, a “simple mode” UI, and clear on-device icons (no app required). • Accessibility: High-contrast labeling, tactile bumps on buttons, and magnetized or drop-in charging. Operational playbook Recruit diverse testers (age, anatomy, mobility, neurotype). Run scenario-based tasks (reach, grip, cleaning, storage). Track outcomes: completion time, error rate, perceived effort, comfort (Likert), and return reasons. Ship guidance, not just hardware: 4–12 week use paths, contraindications, and care tips. At V For Vibes, we curate and develop products against these inclusivity KPIs—prioritizing ergonomics, body-safe materials, and clear education so more people achieve safe, comfortable results. #SexTech #SexualWellness #InclusiveDesign #HumanFactors #Accessibility #UXResearch #Ergonomics #ProductDesign #WomenInTech #Neurodiversity #MenopauseCare #PrivacyByDesign #DTC #VForVibes

Over the past 5 years, I’ve been invited by more than 50 companies to give talks on how businesses should approach accessibility and inclusion for people with disabilities. ♿💼 My presentation focuses on three main areas that companies need to address: 1. Organizational Inclusion: Ensuring that people with disabilities have real job opportunities within the company and that they can develop their skills to the fullest, just like any other individual. 💪 2. Inclusive Communication: How to make both internal and external communication inclusive, using channels that allow effective communication and ensuring the message resonates with those of us who have disabilities. 🗣️📢 3. Inclusive Products and Services: Perhaps the most important aspect for creating an accessible world. How can companies design their products and services universally, so that anyone can use them effectively and independently? 🌍✨ For many leaders, it can feel overwhelming to figure out how to address this at a company level. What I aim to communicate is to use this structure: define the ideal long-term scenario, understand the current state, and build from there. 🔍🚀 Additionally, it’s worth considering a few quick wins to break inertia and start taking those first steps: - Find champions within the organization who want to lead this initiative. Ideally, these champions should be people with disabilities or those connected through family ties ("nothing about us, without us"). 🌟♿ - Adopt a mindset of continuous improvement, recognizing gaps and constantly implementing small improvements. 🔄✅ - Encourage universal design principles for all types of processes! 💡🌍 #Accessibility #UniversalDesign #InclusiveBusiness #DisabilityInclusion Wheel the World

Accessibility isn’t optional—it’s essential. It’s not just about checking a box; it’s about creating inclusive experiences that work for everyone. Here’s how designers can advocate for accessibility without it feeling like an afterthought: 1️⃣ Build accessibility into the design process Accessibility isn’t a last-minute QA step—it’s a design choice. Start integrating it early with tools like: ↳ Stark: Check contrast ratios directly in Figma. ↳ Axe: Test designs for screen readers and other assistive technologies. When accessibility is part of your process, you can avoid costly fixes later by building more inclusive products from the start. 2️⃣ Show the business case Accessibility isn’t just the right thing to do—it’s also good for business. Here’s how: ↳ Better usability: Designs that are accessible for some are often easier to use for all. ↳ Legal compliance: Avoid lawsuits and ensure your designs meet standards like WCAG. ↳ Broader audience reach: Accessible designs open your product to millions of users who might otherwise be excluded. 3️⃣ Educate stakeholders Not everyone understands the impact of inaccessible design. Help make the issue tangible by: ↳ Sharing examples of real-world accessibility challenges (e.g., unreadable text or confusing navigation). ↳ Explaining how inaccessible designs exclude people—and how inclusive design benefits everyone. 4️⃣ Lead by example As designers, we set the tone. Advocate for accessibility by incorporating best practices into your work: ↳ Add alt text for images and icons. ↳ Design with keyboard navigation in mind. ↳ Use clear hierarchies to guide users, especially those relying on assistive devices. Don’t stop at theory. Test your designs with real users, including those who rely on assistive technologies. (The best insights come from real feedback.) Accessibility isn’t an afterthought—it’s a commitment to inclusion, usability, and good design. What’s your favorite way to advocate for accessibility? Share below! 👇 #accessibility #inclusion #uxdesign #leadership #innovation #designstrategy #uxui #designtools ---------------- 👋 Hi, I'm Dane—I share daily design tools & tips. ❤️ If you found this helpful, consider liking it. 🔄 Want to help others? Consider reposting. ➕ For more like this, consider following me.

I’ve lived with multiple disabilities and chronic illnesses my entire life. What I didn’t fully realize until recently is how often people like me are left out of the research that shapes our care. A recent study from the Waisman Center highlights a persistent problem: individuals with disabilities continue to be excluded — intentionally and unintentionally — from health research. Read more: https://lnkd.in/gjABab4k This isn’t niche. According to the CDC, 1 in 4 U.S. adults has a disability. And 76% of U.S. adults live with at least one chronic illness, many of which can be disabling. Yet those of with disabilities are routinely excluded through restrictive eligibility criteria, inaccessible sites, rigid protocols, and assumptions about complexity. Those exclusions shape the evidence base itself. For me, that’s personal. I’ve navigated care where: - Treatments weren’t tested for how my body responds - Guidelines didn’t reflect my lived experience - Trial outcomes didn’t measure what matters in daily life Exclusion from research isn’t just about participation — it determines who gets counted in the science driving policy and standards of care. Too often, accessibility is treated as an afterthought. Formal accessibility audits of clinical sites and study operations should be standard practice — not a special request. That includes reviewing physical access, transportation barriers, digital platforms, communication formats, consent processes, and study workflows before participants ever encounter them. Inclusion requires operational change. We need: - Study designs that anticipate and accommodate disability - Accessible consent and materials - Inclusive recruitment pathways - Disabled people involved as advisors and co-researchers - Proactive accessibility audits Health research that excludes disabled people is limited research. And limited research leads to limited care. Disability is not an exception. It is part of the population. #HealthEquity #DisabilityInclusion #InclusiveResearch #ClinicalResearch #ChronicIllness #PublicHealth