Disability Inclusion Network Meeting is Nov. 12

Disability Inclusion Network logo

Senior Microsoft Attorney, Representatives from the Rainbow Alliance and Inclusion Network Will Speak

The Disability Inclusion Network (DIN) is inviting you to attend its monthly membership meeting on Thursday, November 12th, from 9:00-12:00 pm.

November’s meeting we will have guest speakers Jasper Marino and Lou Thompson from the Rainbow Alliance and Inclusion Network (RAIN). They will discuss the work that RAIN has been doing around the use of gender pronouns. Stuart Pixley from Microsoft will speak about Microsoft’s disability Employee Resource Group (ERG).

About Stuart Pixley: Stuart Pixley has been a senior attorney at Microsoft for nearly 12 years where he currently supports the Azure Quantum Computing and Silicon Solutions teams.  Prior to joining Microsoft, he worked for over 10 years for several large law firms in New York City and the Silicon Valley handling intellectual property and technology transactions. Pixley has also been deeply involved in disability diversity in the legal field. He is a former leader and current member of the Washington Attorneys with Disabilities Association, is the former president and founding board member of the National Association of Attorneys with Disabilities, is a former commissioner of the ABA Commission on Disability Rights, has served on the Committee for Diversity for the Washington State Bar Association and is an active member of the Microsoft Legal Affairs’ Disability Diversity Team which he helped inaugurate in 2012.

Born with cerebral palsy, he has significant hearing and vision loss and travels by electric wheelchair.  He believes he owes his success in navigating challenges as a professional to foundational experiences growing up and a belief that diversity and disability community must be leveraged to achieve disability inclusion.

This meeting is 100% Virtual and American Sign Language Interrupters (ASL) and CART (Communication Access Real-time Translation) will be provided. You can attend this meeting by clicking on the  ZOOM link or by calling 253-215-8782 Meeting ID: 823 2880 4191 and Password: 966139

If you have any questions about the meeting you can email DIN@OFM.WA.GOV

 Attached Documents 


Washington State’s Disability Inclusion Network (DIN) business resource group exists to create an environment where individuals with disabilities have equitable access to opportunities and resources through recruitment, hiring, training, development, retention, and promotion so that individuals with disability can fully participate in all aspects of the workplace.

To learn more about DIN please visit our website Disability Inclusion Network or email us at din@ofm.wa.gov Come Like us on Facebook Washington State Disability Network or follow us on LinkedIn Disability Inclusion Network.


Accommodations for Employees with PTSD

This article was originally distributed by the Washington State Disability Inclusion Network (DIN) Business Resource Group.

Disability Inclusion Network

The Disability Inclusion Network would like you to join us in celebrating October as National Disability Employment Awareness Month. Be on the lookout for the rest of the month on ways you can help celebrate.  

Workplace Accommodations for Employees with Posttraumatic Stress Disorder

“Dealing with posttraumatic stress disorder (PTSD) at work can be stressful. Navigating flashbacks, panic attacks, and hypervigilance is difficult in any setting, but managing these symptoms in a workplace can feel impossible. When you’re constantly worrying about judgment from your coworkers and peers, it can be hard to focus on the job at hand.

Being in close proximity with coworkers can be stressful for someone with PTSD for a number of reasons. While other workers might not mind cramming into a small break room or meeting room, many people with PTSD don’t like their personal space to be invaded. The average worker might find loud conversations and background chatter in the office to be a minor annoyance, but those types of distractions could be tough for someone with PTSD to handle.”

What accommodation must an employer provide for PTSD?

Once informed of its employee’s PTSD, the employer must provide a reasonable accommodation. All accommodations are based on the circumstances; there is no one-size-fits-all accommodation. To determine the proper accommodation, the employer must engage in the “interactive process” with the employee. (The Kaufman Law Firm)

Questions to ask:

  • Has the employee with PTSD been consulted regarding possible accommodations?
  • What limitations is the employee with PTSD experiencing, and how do these limitations affect the employee’s job performance?
  • What specific job tasks are problematic as a result of these limitations?
  • What accommodations are available to reduce or eliminate these problems?
  • Do supervisory personnel and employees need training regarding PTSD and workplace accommodations?

 Accommodation Ideas:

Here are some accommodations for PTSD symptoms that are typically very easy to implement:

  1. Flexible scheduling
  2. Noise canceling devices, i.e. headphones
  3. Written instructions and requests
  4. Allowing for phone calls to support persons during the work day
  5. Modifying break schedules
  6. Allowing assistance animals
  7. Modifying workplace lighting
  8. Repositioning desk, cubicle, or office location
  9. Disability awareness training for staff
  10. Organizational tools
  11. Time management training
  12. Allowing music or headsets
  13. Reducing non-essential job functions (i.e. Sunshine Committee, cleaning schedules)
  14. Regularly scheduled supervision/feedback
  15. Consistent shift scheduling
  16. Providing a mentor

 Also check Accommodation Ideas Ask Jan: Post Traumatic Stress Disorder Job Accommodation Suggestions