June 10, 2020 – Nearly one in four Americans lives with a disability. For some, that means a compromised immune system and greater risk for the coronavirus. PBS host Judy Woodruff talks to Gov. Tom Ridge, Chairman of the National Organization on Disability and Danny Woodburn, an actor and disability rights advocate, who are sounding the alarm that Congress needs to do more to help this population of society’s most vulnerable.

May 28, 2020 | Blog by Charles Catherine, Special Assistant, NOD

Have you ever attributed some of your accomplishments to luck rather than to your own talent? You are not alone. This phenomenon, which is known as “imposter syndrome,” was conceptualized by Suzanne Imes, PhD and Pauline Rose Clance, PhD in the 1970s. It occurs among high achievers who are unable to internalize and accept their success. According to a 2013 study, minority groups, including people with disabilities, are especially susceptible to experiencing impostor syndrome (Journal of Multicultural Counseling and Development).

The impostor phenomenon becomes a vicious cycle. Afraid of being discovered as a fraud, people go through tremendous efforts to do a project perfectly. When they succeed, they begin believing all that anxiety and effort paid off. This constant fear can have a terrible impact on our mental health.

Like the coronavirus, emotions are highly contagious. And negative emotions are the easiest to catch. Fear, uncertainty and worry can spread to our collective psyche.

Thankfully, there are many ways to help us overcome the belief that we don’t measure up to people’s expectations. The COVID-19 crisis opens up a rare window of opportunity to practice some of these coping mechanisms and to change the way we think about success and leadership:

1. Talk to your mentors
2. Recognize your expertise
3. Realize no one is perfect
4. Change your thinking

This crisis challenges our ability to think of suffering not simply as an individual burden, but as a shared experience – an experience that we could then potentially turn into something affirmative. To all of you who are feeling unsettled, realizing that you might suddenly need technical or mental health support, to those who worry about how this might affect your productivity and your ability to keep your job, I welcome you to my world. Even when this pandemic finally ends, let’s remember how we felt during this crisis, when we were truly caring about each other, when we were ready to go shopping for our elderly neighbors, when we had dinner on Zoom with our family, when we felt connected by this common struggle. In this emergency situation, there is no room for pretense, we have a chance to show our true self and lead in a different way.

The pandemic has made the world stand still; it forces us to show another side of our personality to our colleagues and will change tomorrow’s professional environment. It could also help us redefine the qualities that we value in our leaders. When we leave the imposter idea behind, we have a chance to open up to our coworkers, be more vulnerable than we would otherwise be.

I challenge each of you to identify something that you noticed during these unprecedented times that could impact everyone if universally implemented. It could be thinking about accessibility, starting a conversation on mental health, having more flexible accommodation policies, OR rethinking the way we lead. As President Lyndon B. Johnson said: “Yesterday is not ours to recover, but tomorrow is ours to win or lose.”

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Charles Edouard Catherine joined the National Organization on Disability in 2018 as the special assistant to the president, Carol Glazer. With a background in Global Health, he served for several years as the executive director of the Surgeons of Hope Foundation. He successfully led the expansion of the organization from operating a solo program in Nicaragua to several ongoing, congruent programs throughout Latin America. A 2012 graduate of Sciences Po Bordeaux, France, Charles holds a Master’s degrees in International Relations. Charles is also a classical pianist of 25 years, a marathoner, and an elite triathlete.

Blog by Margaret Ling, Project Assistant, Employer Services & Office Manager, NOD

As days morph into a continuous stream of time, I feel the control I once enjoyed over my life has drifted away.

COVID-19, and its uncertainty, hurts my ability to find balance and causes confusion as we all try and adapt to a ‘new normal.’ For people like me who deal with mental health issues, it is particularly hard.

It seems a fitting time to talk about the depression and anxiety many people are feeling right now as May is Mental Health Awareness Month. It is a good opportunity to focus on how to help ourselves and those we love.

I am grateful for my family, my friends, and my mission-driven job. I feel fortunate to be working as unemployment skyrockets to new daily highs. But things are hard right now.

My life is all NYC. This is home and everything I know. Many of the people I love live here. And sadly, a new habit formed in the last few months is to constantly check Facebook. It has become the obituary section for me to learn about friends’ deaths from coronavirus.

Texts are coming in alerting me that someone close is gone. Staring at these device screens, my heart sinks and I shudder to think who in my life will be next? Living through post 9/11 and Hurricane Sandy was brutal. This is truly horrific.

Hearing daily reminders of the pandemic, layered with mortality data and personal losses, induces fear, stress and anxiety. I know I am not a lone sufferer.

I have had a two-decade-long courtship with anxiety and panic attacks. I feel fortunate that I can recognize and have learned to verbalize what I feel internally. Rapid pounding in my chest, shallow breaths, inability to maintain a clear thought or focus, stabbing chest pains, cat naps in place of extended hours of sleep, racing thoughts, weakness, headaches, mind and body numbness and other physical symptoms can be variations within a single day.

I understand the stress, anxiety and panic that overtake my mind and body. It happens even when I try to rationalize with myself that all of this chaos might pass and become a memory in some months. Still, getting through each day means finding ways to cope with the constant unknowns and uncertainties.

What grounds me are my weekly sessions with my therapist, now done over the phone. With each conversation, I’m working to radically accept my thoughts and feelings instead of trying to fight and suppress them. I know they have legitimacy now during a global pandemic.

My struggles with mental health issues have helped me work on NOD’s Campus to Careers program, which helps students with disabilities find internships and jobs. I have seen how prominent mental health issues are for our traditional college-aged students. It forces me to think about what can be done so that generation, and all of us, can heal. Our lifestyle must embody our mental well being to address pain, grief and distress.

We need to start helping ourselves by practicing mindfulness, introspection. We must find ways to be kind to ourselves and those around us. We should push forth, challenge the stigma attached to mental health issues and open a dialogue about it. If we work together, be patient and understand how to label symptoms and feelings, we can come out of this pandemic with a new way to look at mental health challenges.

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Margaret Ling serves as NOD’s Project Assistant for Employer Services and Office Manager. She received her B.B.A from Baruch College, City University of New York in Management. During this time, she was active in advocating for people with disabilities on campus by founding the Difference Makers Club and serving as Vice Chair, for the CUNY Coalition for Students with Disabilities.

Blog by Carol Glazer, President, NOD

When my first son was born, I remember thinking, as parents do, about the promise of what the future would hold for him.

With Jacob though, I discovered that the future can begin as a quivering promise.

Jacob was born with hydrocephalus and would undergo a dozen brain surgeries in his first year — another two dozen over the course of his life. It all took an emotional toll.

Years later I was diagnosed with parental Post Traumatic Stress Disorder, or PTSD, and associated anxiety and depression. Normally we relate PTSD with soldiers who experience combat. But parents, especially mothers, of children with serious health conditions can suffer from the condition.

I have learned a great deal from my experience, about myself and about the toll mental health challenges can take in the workplace. I understand how important it is for organizations to recognize that mental illness is an issue their staff struggles with regularly.

Roughly 1 in 5 U.S. adults – nearly 50 million people – experiences mental illness each year. More than half of Americans will deal with mental illness at some point in their lives.

And that figure was a baseline before COVID 19. A poll in April by the Kaiser Foundation shows that about half of adults feel the pandemic is impacting their mental health. And one in five says it’s already had a major impact.

Our great task is to find ways to help our employees who are struggling with these difficulties and allow them to thrive. When I discuss my experience, I emphasize the importance of empathy. If there is one thing that companies can take away in May from Mental Health Awareness Month, it is that.

It was the empathy among colleagues at work that helped me deal with the anxiety and the stress associated with my diagnosis. To bend an old saying, they helped me realize that while time heals all wounds, it also leaves marks that have to be attended to.

Part of empathy is helping our staff work through their own experiences around mental illness. It has to start with an understanding of the pain of mental illness.

Our Corporate Leadership Council member companies are doing amazing things; they are creating work cultures that allow employees to be open about mental illness, giving them permission to share their stories. They understand this allows managers to create more inclusiveness and reap the benefits from diverse talents and perspectives.

With COVID we need to be even more cognizant of employees facing mental health challenges. Because of the economic trials, fears of a life-threatening illness and continuing isolation, people have no lack of stressors.

Most of us lived through 9/11 and know that in the wake of the disaster, we healed ourselves by coming together, joining with our families, our neighbors, our co-workers. We can’t do that with social distancing. Also, 9/11 had a start and an end. What fuels anxiety is that we don’t know when the end of this is pandemic will occur or what it will even look like.

More than ever we need to create work cultures that make it okay to reach out and ask a colleague in distress if they are all right. This is especially important now, when we are not physically together – and in some cases may be permanently teleworking.

We have to create ways for people to feel safe, where they have the confidence that they don’t need to conceal their experiences. Rather they can talk about them, get treatment for them, and even use them to advantage.

I have been able to do that with my wonderful colleagues at the National Organization on Disability. Between knowing I can be honest at work, and watching Jacob grow into a funny, caring, lovable young man, I find strength.

We know that with the pain of mental illness comes resilience; there is a greater ability to cope with adversity, understand vulnerability, and show compassion. All of that drops to the bottom line for a company and helps those of us dealing with mental health challenges become assets to our employers, not liabilities.

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Carol Glazer is President of the National Organization on Disability, the nation’s oldest civil rights organization representing all of America’s 57 million people with disabilities. She is a speaker and subject matter expert on issues regarding the employment of people with disabilities and has addressed audiences at national conferences, corporate forums and higher education institutions, among others. 

Carol holds a Master’s Degree in Public Policy from Harvard’s John F. Kennedy School of Government and in 2012, was awarded an honorary Doctorate of Humane Letters by Allegheny College for her work on behalf of individuals with disabilities. She has two children, one of whom was born with hydrocephalus and has physical and intellectual disabilities.

Blog by Priyanka Ghosh, Director of External Affairs, NOD

Breath has a way of connecting us. It is universal and symbolic of life itself.

If we try, we can take note of the sensations and sounds of the air carried into and out of our lungs.

I have been a practitioner of breath work and meditation for a long time. It has become a way of life. Something that grounds me. And I recognize its importance now more than ever. I see its relevance for me, for those around me, whether I know them or not. Each of us needs to discover that something which centers us, that brings calm into the chaos that we feel around us.

The stress and anxiety that COVID-19 has thrown into this world is unprecedented. Everything has shifted in ways we never anticipated. Things we took for granted just a few months ago are now a privilege. As a result, many are struggling with mental health issues, including loneliness and depression. Nationally, we highlight May as Mental Health Awareness Month. The need to draw attention to mental health issues is greater than ever this year. We must especially learn from one another how to cope with these challenges.

Some focus on exercise, cooking and online creative classes, to name a few. I turn to Art of Living online meditation classes. The work we all do on ourselves, finding out who we are at our core and what makes us calm, is important. It is hard to help others if we are unable to mitigate the stresses in our own lives. Understanding that, will influence how well we get through the coronavirus crisis.

Whatever our coping mechanism, we all need employers to promote a work culture that supports people who are feeling stressed and anxious right now, and assists those who need more help at this time.

At the National Organization on Disability, we understand better than most what mental health challenges people are facing on a regular basis.

Roughly 1 in 5 U.S. adults, nearly 47.6 million people, experience serious mental illness each year. Added to that, more than 50 percent of Americans will manage a mental health condition at some point in their lives. What is worrisome is that those are statistics gathered pre-COVID-19.

A poll just released in April by the Kaiser Foundation shows that about half of adults feel the pandemic is impacting their mental health. Almost one in five says it’s been a major impact.

Employers can no longer ignore these statistics. If mental health and well-being of employees go unchecked, businesses will see increased absenteeism, lost productivity and higher health care costs.

Beyond the financial side, a more human element is in play here. Employees need to know there is flexibility and understanding within their work culture to not just survive but thrive through this pandemic.

Corporate America must create a place where employees know it is okay to share their stories and struggles with their leaders, managers and colleagues. They should be able to share how they truly feel without fear of judgement or repercussions.

Creating that kind of culture takes effort. The tone is set by top leadership, generating an environment where empathy is embedded. This leads to everyone being considerate of one another.

If this crisis has taught us one thing it is that we are all connected. We are in this together and we will get through this together. Every one of us has the capacity for resilience. This is a trait that people with disabilities use every single day to navigate a world that was not built for them. This is also something that businesses need in abundance right now.

Meditation builds that resilience for me. Irrespective of what is happening in the outside world, one can find inner calm and discover the ability to move ahead. It also brings peace and hope. Peace that casts out anxiety. Hope that we continue to support one another, not just now but always.

The months ahead will be challenging ones. Let’s all look for ways to find calmness and strength in our lives and a tranquility that allows everyone to become their own beam of light. If we all discover ways to do this, we can find a peace that will last well beyond a pandemic.

To experience breath work and the joys of inner peace here is one of my favorite videos:

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As the director of external affairs, Priyanka Ghosh leads strategic communications and marketing initiatives that engage, mobilize and advance the mission and brand for the organization.

A seasoned communications specialist, she brings years of global experience of working with the United Nations (UN) and most recently, EngenderHealth. Priyanka holds a bachelor’s degree in English literature and went on to specialize in development communication. She also pursued a degree in entrepreneurship with a focus on marketing.

80+ Corporations Support Covid-19 Response & 5-Point Action Agenda

Diversity Champion Organizations Collaborate to Address Social & Economic Impacts on Vulnerable Communities

NEW YORK, April 30, 2020 – Ascend launched a consortium with ALPFA, Catalyst, The Conference Board, Management Leadership for Tomorrow (MLT), National Association of Black Accountants (NABA), National Congress of American Indians, National Organization on Disability (NOD), Out & Equal, Tanenbaum and 80+ Supporting Companies to address the adverse impacts of the COVID-19 outbreak.

Today, we collectively call for our members, partners and associates to affirm the 5-Point Action Agenda:

• Promote Inclusion: Advocate for a diverse and inclusive workplace and society
• Raise Awareness: Highlight the unique impacts of COVID-19 on vulnerable groups
• Denounce Bias: Encourage individuals to report virus-linked discriminatory acts against Pan-Asians and other targeted groups and communities in the workplace and in public
• Support Communities: Contribute time, knowledge and / or other resources to aid frontline workers, COVID-19 victims and families
• Give Donations: Provide funds and / or other resources to support vulnerable populations of people and impacted businesses

Our ten organizations advocate for members of underserved communities that are particularly vulnerable to public health crises and economic downturns. Together, we pledge to combat stigma, biases associating Pan-Asians with the novel coronavirus, and all forms of discrimination based on age, color, disability, ethnicity, gender, gender identity, national origin, race, religion, sexual orientation and veteran status.

Each of our organizations has delivered COVID-19 programming including educational webinars and Executive Town Halls, ERG support programs, engaged in fundraising efforts to support front line workers and procuring PPEs, and published resource guides to assist diverse groups. Additionally, we are working with key CEO driven coalitions such as CEO Action for Diversity & Inclusion to advance awareness and education of virus-linked bias at the highest levels of the business community.

To date, over 80 companies from cross sectors have joined to support the Action Agenda including:

Adobe, AlixPartners, American Airlines, American Express, AT&T, Aviation Capital Group, Bank of America, Bayer, BBVA, BDO USA LLP, BNY Mellon, Boeing, Capgemini, Capital One, The Carlyle Group, Cisco, The Coca Cola Company, CohnReznick, Cox Enterprises, Deloitte, The Depository Trust & Clearing Corporation (DTCC), Deutsche Bank USA Corp, DLA Piper, DSM, E4H Environments for Health Architecture, East West Bank, Equilar, Expedia Group, Experian, EY, Facebook, Goldman Sachs & Co., Google, The Guardian Life Insurance Company of America, Hewlett Packard Enterprise, IBM, Intel Interpublic Group, JP Morgan Chase, KPMG, Legg Mason, Loblaw Companies Ltd., Lockheed Martin Corporation, L’Oréal, Lululemon, Manulife & John Hancock, Marriott, MassMutual, McCormick & Company, Medtronic, Mercedes-Benz, Merck, MetLife, Micro Focus, Misumi USA, Morgan Stanley, NBA, Novartis, Panasonic, PepsiCo, Pfizer, PIMCO, Procter & Gamble, Protiviti, Prudential Financial, PSE&G, PwC, RBC, Sanofi, Scotiabank, Sodexo, Sun Life, Synchrony, TPG, Uber, UBS, Under Armour, U.S. Bank, U.S. Steel, Walmart and WNBA.

“We applaud the companies collaborating with us to drive actions that safeguard protections for diverse groups and underrepresented employee segments,” said Anna Mok, President, Ascend, “This commitment reinforces the importance of our 5-Point Action Agenda. We call on additional companies and organizations to join this consortium and help us accelerate progress together.”

Learn More + Get Involved

• Ascend Consortium’s Action Response to the Covid-19 Panedemic
• Join the Action
• Use the #AscendTogether hashtag to show your support on social media

April 3, 2020 | By Carol Glazer, President, National Organization on Disability

These days instead of coffee breaks at work — I take milk and cookie breaks.

That’s the preference of Jacob, my 27-year-old son who has physical and intellectual disabilities. When someone asks him how he likes having me working from home, he tends to grin and say, “I like it when my mom becomes a milk and cookies mom.”

Because of COVID-19, we are truly immersed in a forced experiment of telework: working from home by using electronic devices and Internet communications.

According to the Telework Research Institute, enabling employees to work from home half time, can save an employer $10,000 a year; and an employee $3,000 annually. It would also enable tens of thousands of people with disabilities to enter the workforce.

At the National Organization on Disability, we decided when the first warning signs began appearing in the news that we would all work remotely. While it’s brought some discomfort, especially to younger staff who live in small apartments, overall the quality of our communications and teamwork has dramatically improved.

This is something that people with disabilities have known for some time: with the proper work accommodations at home, employees can be successful. In some respects there is frustration as they see employees getting the kinds of tools and equipment they have said for years would allow them to be valuable assets to businesses.

We want to break down the barriers that separate the abilities and aspirations of the 57 million Americans with disabilities from the avenues of opportunity, achievement and fulfillment that come from productive employment.

Before the current economic slowdown, the employment-to-population ratio for working-age people with disabilities was historically high, yet it was only at 31 percent, against 75 percent for working-age people without disabilities. The gap is certain to get worse in the coming months since people with disabilities are the last hired and the first fired.

Not everyone has a job that they can pack up and take home with them, I feel fortunate I can telework with my dear colleagues.

We are learning lessons as a society because of this experience. I hope that one we continue to focus on is creating more avenues for people to work at home. I think about my own staff, some of whom have long commutes, take care of children or elderly parents. I also think about the brick and mortar cost of our office. We now are considering a work plan that makes telework a regular feature.

Because we have been forced to shift our workforce out of the office, I think companies will see the advantages for Americans working remotely, including people with disabilities, who thrive if simply given the opportunity.

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Carol Glazer is President of the National Organization on Disability, the nation’s oldest civil rights organization representing all of America’s 57 million people with disabilities. She is a speaker and subject matter expert on issues regarding the employment of people with disabilities and has addressed audiences at national conferences, corporate forums and higher education institutions, among others. 

Carol holds a Master’s Degree in Public Policy from Harvard’s John F. Kennedy School of Government and in 2012, was awarded an honorary Doctorate of Humane Letters by Allegheny College for her work on behalf of individuals with disabilities. She has two children, one of whom was born with hydrocephalus and has physical and intellectual disabilities.