"Executive dysfunctions" come in all shapes and sizes -- and they can be caused by many different conditions like attention-deficient hyperactivity disorder (ADHD) and autism. But you don't have to be born with executive function deficits to have them. Many people develop problems with executive functions due to things like brain injuries, strokes, lupus, multiple sclerosis and other chronic health conditions.
Once upon a time, the only support animals being used by the disabled were "seeing eye dogs." Today, however, support animals are used to assist everyone from diabetics and those with seizure disorders to people suffering from mental and emotional conditions like anxiety or post-traumatic stress disorder (PTSD).
When you have a chronic condition that makes it difficult for you to work, you have every reason to ask your employer to make reasonable accommodations, so you can continue working.
There is a lot of controversy surrounding the use of service animals by some disabled people. Part of the problem is because so many nondisabled individuals try to pass off their pets as service animals or emotional support dogs. They make life harder for the truly disabled folks who need their service dogs to lead normal lives.
If you've ever had a genuine migraine, there's little chance you'll confuse it with an ordinary tension headache. Migraines can be utterly debilitating -- and an estimated 4 million adults in the United States suffer from a chronic form that affects them 15 days or more out of every month.
Pregnancy can be an exciting time. However, that excitement can be diminished significantly if your employer uses your pregnancy as an excuse to discriminate, make your life miserable and force you out of your job.
A California Court of Appeals' decision regarding a wrongful termination claim and disability discrimination has a warning for employers: Be cautious when you apply a termination policy to a newly disabled employee. You'd better be certain that you've done everything necessary to make reasonable accommodations for the disability and that you're not making an error in the application of your policy. If you do make an error, you -- not the employee -- will bear the financial consequences.
Some people just seem to have it all together. They can easily plan a project at work from start to finish, are organized, efficient and self-directed.
There are plenty of people with an autism spectrum disorder (ASD) who can function fairly well in the workplace -- although some need reasonable accommodations to better manage their neurodivergent condition at work.
When you have a disability -- whether visible or not -- you become consciously aware of just how much "ableism" there is around you.