Technological, societal, and environmental shifts are reshaping how many companies engage with people, customers, and communities. This is paving the way for systemic change in how we include underrepresented communities in the employment world.
Over the last several months I’ve been pondering and am now actively pursuing a new professional career in the world of Diversity, Equity, and Inclusion (DEI). This is not a new emerging field within organizations, but over the last several years it is fast becoming an ever more critical area for organizations, corporations, and stakeholders around the world to focus on. More specifically, in light of today’s societal changes we need to strive to incorporate a more diverse and equitable culture for women, people of color, members of the LGBTQ community, and the disability community.
By recognizing the unique challenges faced by leaders with disabilities, organizations can build more comprehensive diversity policies to create an inclusive environment for all employees. Historically, executive level leaders have felt the need to be seen as superhuman in order to survive, a culture that has resulted in displaying one of invincibility and infallibility. This needs to change because once higher level corporate executives realize a disability is not a disadvantage in the corporate culture, the entire corporate structure, from the top down, will make way for real systemic change.
If you’ve ever applied to college you’ll likely remember waiting anxiously by the mailbox for that large envelope, which was filled with hopes and dreams of your acceptance letter into the school of your choice. The small envelope on the other hand, filled with dread and disappointment, meant that you were likely going to have to fall back on your Plan B School.
As the years roll by and you grow up that distant memory of the large envelope stays with you. It certainly stayed with me. Over the last several years after fighting health insurance battle after health insurance battle I quickly came to realize the large envelope in your mailbox was the one filled with despair, rejection, and disappointment. I dread that big envelope in my mailbox that has Blue Cross and Blue Shield labeled in the top right corner.
Over the past several months I’ve been tirelessly working on two major insurance battles, which has taken my every waking moment to push forward on while simultaneously building up my disability advocacy career from every angle I could think of. Every day as I would roll down to the mailbox my throat would get a little bit tight, my blood pressure would start climbing, heart racing, and as I was watching whoever was helping me open the mailbox that day turn the key I waited in eager anticipation for either the small envelope or the large envelope.
he last two battles I’ve been fighting have been for the VitaGlide, an adapted physical exercise rowing machine, and a total hospital electrical bed. Blue Cross and Blue Shield had initially rejected both requests. The total hospital electrical bed was rejected on the grounds that it was not medically necessary and the VitaGlide on the grounds that it was a non-covered benefit. I’ll explain the difference in a moment, but I’ll start out by saying when you are rejected on the basis of something not being medically necessary you have many more avenues to pursue for appeals than you do if you get rejected because an item is a non-covered benefit under your insurance plan.