About Me

​My journey in accessibility began in late 2018, when I was asked to lead an Accessibility program. I knew absolutely nothing about accessibility—nothing. The moment I got off the phone, I turned to Google. I read articles, watched YouTube videos, and consumed TED talks. I saw how individuals with disabilities innovated to overcome challenges and create tools that made their lives easier.

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One story that profoundly impacted me was about a French woman with movement in just one area of her cheek. With her husband's help, she created a keyboard she could control with that small movement. Using it, she managed her family’s schedules, groceries, appointments, and more. While her resilience amazed me, the story also highlighted a sobering reality: she had to build the device herself because no such solution existed. Disabilities are as unique as the people who live with them, and no single solution fits all. Companies often fail to recognize this, seeing people with disabilities as a monolith rather than as individuals with distinct abilities, strengths, and needs.

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I now identify as a person with a disability, though it’s a recent part of my identity. It feels strange—almost like imposter syndrome—but it has deepened my understanding of this space. From the moment I Googled "accessibility," I knew its importance. It became my passion. What started as a mission to ensure digital assets were accessible grew into a broader understanding of the need for an inclusive world. Everywhere I go now, I see opportunities to make things better, more accessible, and more inclusive.

But this journey hasn’t been without frustration. Basic changes that should be simple—like ensuring wheelchairs aren’t damaged during air travel—require enormous effort, often government intervention. The priority often seems to be profits over people. Still, my passion to drive change keeps me going.

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Building an Inclusive Team

Back in 2018, our accessibility team was small—just four people. Half of them had disabilities. Their lived experiences taught me more than any book or training could. Listening to their stories opened my eyes to perspectives I hadn’t considered. As a woman in tech, I understood the importance of having a voice at the table. From the start, I was clear: our accessibility team would be inclusive, representing a spectrum of disabilities and experiences.

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To achieve this, we focused on three foundational steps:

1. Crafting inclusive job descriptions.

2. Assembling diverse hiring panels.

3. Working with professional vendors to source inclusive candidates.

 

From there, everything else happened organically. When our first team member with a disability joined, we uncovered challenges in the onboarding process. Licenses for assistive technologies, devices, and accommodations were only procured post-hire, causing significant delays. To address this, we partnered with IT and other teams to streamline the process:

• Pre-purchasing commonly used assistive technology licenses.

• Keeping assistive technology updated.

• Building training programs for help desk staff to support colleagues with disabilities effectively.

• Integrating reasonable accommodation processes into the help desk.

 

These changes significantly improved onboarding, aligning it with the experience of colleagues without disabilities.

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Creating Lasting Impact

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Our partnership with IT went beyond onboarding. Together, we:

• Baked assistive technology costs into standard device costs, spreading the expense across the enterprise.

• Allowed managers and colleagues to easily request assistive devices from internal app stores.

• Established quarterly check-ins to keep assistive technologies updated.

• Mandated accessibility training for all IT employees.

 

These collaborative efforts laid the foundation for further innovations, such as making enterprise training platforms and courses fully accessible. We streamlined processes to ensure colleagues with disabilities could complete mandatory training seamlessly, without unnecessary delays or back-and-forth.

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Making Accessibility Integral Across the Organization

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We expanded our focus to in-house and third-party applications, tools, and services:

1. We became part of project initiation processes to ensure accessibility was accounted for from the start.

2. For third-party vendors, we required accessibility conformance reports (e.g., VPATs) and worked on remediation plans for inaccessible products.

3. With procurement, we added accessibility clauses to new and renewing contracts, trained teams to identify accessibility needs, and ensured vendor accountability.

 

Beyond Compliance: Driving Culture and Community

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Accessibility became part of our culture, touching every corner of the organization:

• Talent Acquisition: We ensured our career site, application processes, and hiring practices were inclusive.

• Legal & Compliance: We integrated accessibility risks into compliance platforms, making it easier to track and manage remediation plans.

• Internal Communications: Partnering with corporate communications, we highlighted accessibility achievements, shared impactful stories, and elevated the voices of colleagues with disabilities.

• Marketing: Collaborating on inclusive campaigns and products, we ensured our branding and messaging resonated with all audiences.

• Community Engagement: We built strong relationships with organizations like the American Council for the Blind and National Federation for the Blind, learning from their insights and amplifying their voices.

• Supplier Diversity: Partnering with supplier diversity programs, we worked to include Disability-Owned Business Enterprises (DOBEs).

 

Accessibility became more than a function—it became a movement. By hiring people with disabilities, we not only brought diverse perspectives to the table but also uncovered opportunities to drive systemic change. Accessibility is about breaking down barriers, creating opportunities, and empowering individuals to thrive. It’s a journey I’m proud to be on, and one that continues to inspire me every day.