I don’t typically write a post two weeks in a row, but the events of last week compel me to. Last week, the President made deeply disturbing and misleading comments, falsely blaming Diversity, Equity, and Inclusion policies for the tragic plane crash in Washington. This rhetoric is not only factually incorrect but also dangerously reinforces ableist and backward narratives about disability inclusion in the workplace.
To be clear, workplace accommodations under the Americans with Disabilities Act and DEI initiatives are designed to remove barriers, not lower standards. Individuals with disabilities must still meet the qualifications and competencies required for their roles. To suggest that people with disabilities are hired solely because of their disability rather than their skills, experience, and expertise is simply put, wrong. It devalues our contributions and perpetuates harmful biases that have long excluded talented individuals from our workforce.
The persistent myth that disability inclusion compromises safety or performance is not only false but deeply damaging. The implication that hiring individuals with disabilities leads to incompetence or danger is rooted in prejudice, not fact. Studies consistently show that diverse workplaces, including those that embrace disability inclusion, are more innovative, productive, and resilient.
The reality is that disability accommodations and inclusive hiring practices exist to ensure equal access to employment opportunities, not to provide unfair advantages. An air traffic controller with a disability, for instance, would still need to meet all FAA certification requirements. A software engineer who is neurodivergent must still demonstrate technical proficiency. A disabled doctor must still pass their medical board exams. The accommodations they receive do not change the standards they must meet; they simply remove the unnecessary barriers that might otherwise prevent them from demonstrating their capabilities.
This type of misinformation is particularly dangerous because it feeds into broader ablest narratives that frame people with disabilities as liabilities rather than assets. It ignores the fact that countless professionals with disabilities successfully navigate high-stakes, demanding careers every single day. It also erodes trust in DEI initiatives, which are not about lowering the bar but about ensuring that qualified individuals are not unfairly excluded due to outdated biases or systemic barriers.
Unfortunately, this is not the first time the President has used his platform to mock or belittle people with disabilities. During his first campaign for office, he infamously ridiculed a disabled journalist, mimicking his physical movements in a shocking display of disrespect. That moment, much like his recent remarks, reinforced the idea that disabled individuals are unworthy of dignity and respect. Such rhetoric is not only offensive but also dangerous, as it emboldens discrimination and justifies exclusion.
The President’s comments fuel an already hostile climate toward marginalized groups, making it even harder for disabled individuals to be seen and valued. It is not just about the words; it is about how these narratives shape policies, hiring practices, and public perception. When powerful figures like the president of the United States spread misinformation, it emboldens discrimination and justifies exclusion.
This is why we must continue to challenge these misconceptions. Disability inclusion is not a threat; it is a fundamental aspect of a just and equitable society. People with disabilities are not here to meet quotas or serve as tokens; we are here to work, lead, innovate, and contribute like everyone else.
By Michelle Friedman
Michelle Friedman is the board chair of Keshet in Chicago, a member of Disability Lead and has been a disability advocate for 40 years. She has written two children’s books and is a frequent speaker for elementary and high school-age students.

Yes! Well said.