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Did you know that October is National Disability Employment Awareness Month? This year marks the 75th year for the event as well as the 30th-anniversary celebration of the Americans with Disabilities Act of 1990. This celebration provides a unique opportunity to educate, discuss, and celebrate the many contributions of American’s with disabilities. The theme for this year’s celebration is Increasing Access and Opportunity, and the Trilogie team is dedicated to looking beyond the standard of ADA compliance and creating opportunities for access to all individuals. At Trilogie we talk a lot about the importance of furniture as a tool to do so much more than provide a surface to write at or a place to sit. We believe that it can actually make a positive impact on positive team culture, employee engagement, workplace wellness, recruiting and retention efforts and it can foster innovation. All of these intangible parts of a business are directly affected by diversity, equity, and inclusion efforts. Our Director of Design, Megan Harris, said that “My favorite thing about space planning and design is having the ability to create an environment that focuses on human interaction. The American's with Disabilities Act is so important because it requires all individuals to have the opportunity to interact and enjoy a space in a similar way, creating a space that every person can thrive in.” We could talk about the importance of designing a space, the compliance aspect, or why you should be a good person, but it means nothing coming from an able-bodied person. This month we are hoping to celebrate designing with intention and inclusion by hearing from local author, Rebekah G. Taussig, Ph.D. Author of Sitting Pretty: The View from My Ordinary Resilient Disabled Body. “When someone’s difference scares you, that’s the precise moment to lean in, shut up, and listen.” Rebekah earned her Ph.D. from the University of Kansas (Rock Chalk!) in Creative Nonfiction and Disability studies, currently living in Kansas City with her family, and teaches high school. I had the pleasure of speaking to Rebekah, an introduction made by Ability KC. When asked about her experiences with design, I was blown away by her response: “Literally everything that's been built -- every signpost and path out in nature, every building and bus in our cities, every doorknob and chair in your house -- was made to accommodate somebody. We stop refining or expanding our accommodations only when we're satisfied that those we want at the party can get there.” Her thoughts on accessibility fall in line with this same thought. "Accommodations for disabled people aren't 'special.' At least, not any more special than the world of accommodations already surrounding us. It's just that, typically, those who already have access haven't had to think about who is still waiting to be included." As an individual that is passionate about marginalized youth, I can only imagine the impact of growing up in a society that isn’t educated about disabilities, isn’t accessible, and the effects that has on an already trivial time in an individuals life. I realized this is a new form of privilege that I possess, and that is what fueled my desire to write this article. We know the best way to overcome biases and understand our privilege is to educate ourselves. In her book, Rebekah shares an experience that I found to be powerful: "I understand that my city isn't actively trying to send me the message that I'm unwanted. The businesses in this area aren't forbidding me from spending money there. My community isn't actively trying to make me move back in with my parents. That can't be said for a lot of groups of people throughout history and even today. Instead, the message I hear the most is something more like, 'We're just not thinking about you at all' -- a sentiment that intends no harm even as it dismisses an entire population." While she remains resilient and positive, as designers, city planners, diversity and inclusion advocates, and citizens we have to do more. According to the Office of Disability Employment, here are some ways you can educate yourself and your teams to create a more inclusive environment: Review your Diversity, Equity, and Inclusion policies Establish an Employee Resource Group Train Supervisors and Educate Employees Publish Articles (Thank you for reading mine!) Publish Awareness on Social Media - Follow Resource Pages Community Involvement Reading Lived Experiences - Include in your Book Club (Buy Rebekah’s Book!) Consult with Trilogie and Our Partners to Create an Inclusive Space This month and all year we celebrate individuals with disabilities in America and their great contribution to society. We are on our way to more inclusive design and spaces for all, and we shouldn’t let our foot off the gas during this revolution happening on our doorstep. We hope this commemorative year provides an opportunity to celebrate our uniqueness while remembering we have more in common as humans than differences. "Access is more than the moment one disabled body bumps into one accommodating object. Access is a way of life, a relationship between you and the world around you; it's a posture, a belief about your role in your community, about the value of your presence." I encourage you to follow Rebekah on Instagram @sitting_pretty where she houses her mini memoirs. If you would like to purchase her book visit her website! https://rebekahtaussig.com/portfolio/sitting-pretty/ Resources: Ideas for Employers and Employees. (n.d.). Retrieved October 28, 2020, from https://www.dol.gov/agencies/odep/initiatives/ndeam/employers TAUSSIG, R. (2021). SITTING PRETTY: The view from my ordinary resilient disabled body. S.l.: HARPERONE.

It’s hard to wrap one’s mind around the fact that there are currently five generations in today’s workforce. Five! If you think about how much has changed in the modern workplace over the past 55 years, you can see how it presents a unique challenge for employers to manage their people effectively, and to offer a physical workspace that supports the needs of their team members, at any age. Utilizing adaptive design to create a modern work environment that supports a multigenerational workforce is easier than you might think. But first, it’s essential to understand a little about the general work style of each generation: Traditionalists – Born before 1946 Two percent of the workforce This generation has witnessed and been part of some wild technology advances. Raised mainly on radio, with television gaining mainstream popularity as they grew up, they now live in a world where nearly everyone has a computer in their pocket. Their communication style is very personal — think of the handwritten notes with personal touches. Baby Boomers – Born 1946-1964 25 percent of the workforce Boomers are known for company loyalty, working long hours, and being part of a workplace hierarchy where age and length of employment meant advancement, workplace seniority and that “corner office.” Their preferred communication style is direct, such as face-to-face meetings and phone calls. Generation X – Born between 1965-1980 33 percent of the workforce Gen Xer’s are a self-sufficient generation that started a trend of prioritizing work-life balance, diversity and moving on from jobs if they aren’t getting what they need from their employer. They are no stranger to the personal communication style, but also embrace the efficiency of email. Generation Y (Millennials) – Born in 1981-2000 35 percent of the workforce Millennials put high importance on unique, fun work life and flexibility. They are quick to communicate via mainly digital channels such as instant messaging, text and email. Generation Z – Born 2001-2020 Five percent of the workforce As a whole, this generation is highly progressive and has been raised on technology and the internet. Their communication style is much more immediate and open than previous generations, with many taking to social media to share their views. They value work-life balance, innovation and new technologies. It’s easy to see the differences in how each generation has used physical workspace. Traditionalists, Boomers, and some Gen Xer’s are accustomed to the older 8 am-5 pm, “need to be in the office” (or Dilbert cube) model, while Millennials and Gen Y are used to a more fluid environment with spaces for downtime and flexible schedules. As an employer, how do you provide a satisfying physical workspace experience for any age? It comes down to one fundamental concept: flexibility for all. Flexible Office Space Different generations have different focus styles solely based on their life and work experience. Millennials and Gen Y have grown up bombarded with information overload, both digital and physical distractions, and they are used to it. However, for Traditionalists, Boomers and some Gen Xer’s, those kinds of distractions can be mind-melting. They are used to being able to get up and close the office door for privacy and distraction-free work time. The key is to offer a variety of spaces where anyone can sit and focus on their work. Examples of this are offices, quiet rooms and a section of workstations designated as focus zones. The goal is to have a place where deep work can quickly occur. On the flip side, there is still the need across all generations for collaboration and face-to-face time. Think touchdown areas, meeting rooms and inviting breakrooms. You still need space for more formal meetings, but the comfortable casual spaces with a “coffee house” feel will continue to grow in popularity. Flexible Technology Technology advances have allowed many the position of being able to get work done from almost anywhere. For the younger generations, this is a no-brainer, but for some of the older generations, it’s such a different way of working that there can be a learning curve. Embrace the flexibility of both the software and hardware that allow your team members to work remotely, but be sure to offer training on how to best utilize and deal with that technology to mitigate friction when your employees go to use it. Remember: friction = disengagement! Flexible Location With the incorporation of flexible technology, the move to a remote working option is becoming more and more prevalent. Many times this is the most challenging concept in terms of bridging the generational gap. It’s important to establish best practices that will allow individual remote work but still allow for personal interaction between team members and leaders. If you have staff that can work from home when desired but has access to the physical office, then schedule regular in-office meetings so that everyone can collaborate as a group and benefit from the physical interaction with their colleagues. If you have some remote-only employees that don’t have access to your physical building, then schedule regular video conference meetings so you can simulate an in-person meeting. As humans, we are a social bunch, and we thrive on personal interaction. When in doubt, I always say, ask your people. They will tell you what they need. As written for Thinking Bigger Business.