Summary
The February 2026 Issue of The Latest: Nuanced Leadership, Accessible Pathways, and the Next Generation.
Welcome to the February issue of The Latest! Where we’re focused on what it takes to be a leader in disability spaces.
The Nuance of Disabled Leadership
“You were hired because of your disability, not for your leadership skills and capacities.”
Variations on this statement are everywhere.
It’s a not-so-subtle form of ableism — the assumption that someone with a disability can only be a leader if they are “given a pass” on what it takes to land that coveted role.
On the flip side:
“You can’t lead a disability-centered organization unless you have a (specific kind of) disability identity.”
Sometimes people prioritize identity over the necessary skill sets or capacities to lead an organization.
In short, it’s complex and nuanced.
What DOES it take to be a strong, effective leader in disability spaces?
Here’s what I have come to believe:
- There are unique aspects of disabled leadership — the experiences of navigating the world as a disabled person add valuable perspectives that serves the mission of the organization and its audience.
- Disabled spaces deserve the highest quality champions — excellence should not be compromised when it comes to leadership. Lowering expectations sets both the individual and the organization up for failure and reinforces stereotypes.
- Lack of qualified candidates is a systems problem — If we are not mentoring disabled professionals to build the skills and experiences they need to be effective leaders, the pipeline will always seem thin. It is our responsibility to prepare the next generation for success.
An accessible ecosystem — whether a school or a workplace or a community — creates space for multiple pathways to talent development. Access barriers are everywhere, but so are opportunities to break them down.
This is at the core of the work I do in support of disabled people both in schools and in the workplace.
Drawing on 30 years of experience, I partner with organizations to:
- Develop comprehensive strategic plans
- Create transformative professional learning opportunities
- Design mentorship models that focus on assets, not deficits
- Change mindsets through organization-wide workshops and events
If you are ready to explore ways to intentionally build spaces for disabled people to thrive in their professional journeys, let’s have a conversation.
