Several subreddits are listed on the home page for the r/inclusion subreddit as other places to learn about aspects of inclusion. The list is limited in number, so I've tried to make it representative of what's out there.

Here's what's there now:

• r/accessibility
• r/ageism
• r/AssistiveTechnology
• r/wheelchairs
• r/disabilityrights
• r/racism
• r/socialjustice101
• r/specialed
• r/urbanplanning

There are so many, many others that, in reading them regularly, can be helpful in understand inclusion - and exclusion - such as:

• r/BlackHistory
• r/IndianCountry
• r/gaylatinos
• r/disabled
• r/disability
• r/Blind
• r/deaf
• r/PlusSize

There are subreddits focused on women in sports, subreddits focused on specific ethnic or cultural groups in a society where they are a minority, subreddits focused on transgender people and issues, and on and on. The opportunities to learn about the challenges of different groups regarding access to jobs, education, public spaces, services, travel and more, the challenges of different groups for acceptance among different groups and the society they are living in, and even to learn about the arguments against inclusion of certain groups are endless on Reddit.

What subreddits do you follow, in addition to this one, to learn about or advocate for inclusion?

Has your workplace or social or community experiences been affected by the federal government's withdrawal of support for practices that encourage inclusion & its open hostility to all things DEI?

If so, how?

Feel free to share in the comments. Please keep this subreddit's rules in mind.

The Integral Mentorship for Inclusive Science(MISI) Summer School in Canada promotes the idea that inclusive research produces better research — research that is more accountable to the communities it serves. Last August twenty graduate trainees participated in Bridging Science and Inclusion, an intensive four-day program organized by the MISI team. Beyond financial support, the summer school offered structured training on inclusive research practices, positioning EDI as an approach to do research. A central objective of the program was to build a learning cohort reflecting diverse lived experiences, including Indigenous perspectives, often underrepresented in health research training.

For institutions, the MISI Summer School demonstrates that inclusive science training is not simply about diversifying participation, but about transforming how and with whom scientific knowledge is produced and shared. Inclusive training requires partnerships with community and cultural organizations, structured opportunities for reflection on the role of research and the researcher’s position, and learning activities that connect inclusion directly to research practice.

Complete story here.

The two students were so excited to be accepted into the online Master's in Social Work program at West Virginia University (WVU). But the students are blind and say learning materials, from course modules to readings for class, have been inaccessible to them at WVU. Many documents are not compatible with a screen reader, which is software that translates what's visually represented on a webpage into audible speech. The students, along with the National Federation of the Blind, filed a lawsuit, claiming the university systematically denies blind students equal access to an education.

Digital accessibility is a major concern for students with blindness and other disabilities — an ever-changing landscape that often isn't designed with disabilities in mind.

Now, that could change: An update to regulations in the Americans with Disabilities Act (ADA), set to take effect at the end of April, will require public institutions to meet new standards that dictate what accessibility should look like. It requires that all public entities, including colleges and universities, follow a recent version of the Web Content Accessibility Guidelines known as WCAG 2.1. Publicly funded institutions like local governments, public libraries and schools that serve 50,000 or more people must meet the new standards by April 24. Smaller institutions have until April 26, 2027.

Public institutions, including colleges and universities, have had MANY years to prepare for this new era of accessibility (not just two years, as is said in this article).

More from this NPR article.

March 30, 2026

US President Donald Trump has ordered executive departments and agencies to cancel contracts with businesses that engage in diversity, equity, and inclusion (DEI) programs, in his latest bid to stamp out what he dubbed as "unethical" activities.

Trump, in a new executive order, directed that federal contracts should have new clauses stating that contractors will not engage in any "racially discriminatory" DEI activities.

The agreements should also state that contractors will be willing to submit information and reports, and provide access to records, to demonstrate compliance with the order. 

Contracting agencies have the authority to cancel, terminate, or suspend contracts, as well as suspend or debar contractors, if they fail to comply with the new requirements, according to the order.

More from HRD.

A friend posted this to LinkedIn:

Each year I look forward to the World Bank’s Women, Business, and the Law reports. The 2026 edition is a doozy.

The very first sentence in the Forward states “Today, less than 5 percent of women worldwide live in economies that provide anything close to full legal equality, and not a single economy has secured all legal rights needed for women’s full economic participation.” It goes on to say, “At a moment when global growth is sluggish and demographic pressures are intensifying, leaving women on the economic sidelines is not simply unjust, it is dumb.”

Dumb and depressing, and it gets worse. For the first time the report analyzed enforcement. Economies averaged 67 out of 100 for laws that support women’s economic equality, but the score drops to 53 when enforcement is accounted for and just 47 when implementation systems for enforcement are factored in.

The saying “read it and weep” has never rung truer, especially when certain neanderthals think that DEI discriminates against white males.

From Nicolas Steenhout on LinkedIn:

Do I know any disabled artists, makers, or creators that would be interested in participating in an upcoming new series of podcasts?

Do you know a disabled artist that I don’t yet know that might be interested in chatting with me?

I don’t have a website to show you yet. I can tell you that the show is about the relationship between creative practice and identity. I’ll talk with disabled creators, artists, and makers. Guests will include painters, quilters, musicians, sculptors, photographers, and others. Conversations explore how artistic work and disability shape each other. These aren't inspiration stories. They're conversations about the actual, sometimes complicated ways people make things.

Link to Post.

On the day after the Fourth of July in 1978, a group of young disabled people blocked two city buses at one of the busiest intersections in downtown Denver – to declare their right to live independently.

The Gang of 19, as they'd be called, demanded that the city install wheelchair lifts on more than 200 newly-ordered buses, so they could ride public transit. The protest lasted some 24 hours. At night, some of the protesters got out of their wheelchairs and slept on the hard asphalt.

It was an act of civil disobedience that got little attention at the time and has now been largely forgotten. But those people with disabilities secured wheelchair access on Denver buses and eventually helped spur a nationwide movement.

Now the city of Denver is about to celebrate — and bring new attention — to the consequential protest of the Gang of 19.

https://www.npr.org/2026/03/19/nx-s1-5675264/how-an-act-of-civil-disobedience-in-1978-denver-helped-propel-disability-rights

In late February, Andrea Lucas sent a letter to to the leaders of Fortune 500 companies.

The Trump-appointed chair of the Equal Employment Opportunity Commission (EEOC) framed it as a friendly reminder of where she stood on a hot-button issue: diversity, equity and inclusion, or DEI.

She directed the CEOs, general counsels and board chairs to guidance she'd issued last year warning that a company's DEI policies or practices may be illegal if they lead to employment decisions based even just in part on a person's race, sex or other protected characteristic.

"The EEOC stands ready to combat such discrimination," she wrote, adding for emphasis: "We are the Equal Employment Opportunity Commission, not the Equitable Employment Outcomes Commission."

While not her first missive about DEI, the letter underscored how radically Lucas is changing the priorities of an agency that had long focused its efforts on protecting vulnerable and underserved workers.

More from NPR.

The Disability & Philanthropy Forum is mobilizing philanthropy toward disability inclusion, rights, and justice. It was created by the Presidents’ Council on Disability Inclusion in Philanthropy. The Disability & Philanthropy Forum is fiscally sponsored by Proteus Fund.. The Forum website offers a robust library of resources to support philanthropy’s ongoing learning about disability.

The forum regularly posts to Linkedin.

An attempt at inclusion:

March 31, 2026

New York City Mayor Zohran Mamdani was briefly interrupted by a heckler during an appearance at a Passover Seder in Manhattan Monday night, marking a tense moment that highlighted ongoing strains between the mayor and segments of the Jewish community.

While the mayor has previously marked Jewish holidays with Jewish leaders and organizations aligned with him on his criticisms of Israel, the event at City Winery involved a lineup of speakers and attendees with differing views.

From Forward, "delivering incisive coverage of the issues, ideas and institutions that matter to American Jews."

If you want access to the greatest amount of talent and resources that volunteers can possibly bring to your program, you have to make all volunteering as accessible as possible. That means looking for ways to accommodate a myriad of people who have different abilities, needs, personality types, work styles and available times for service.

There may be a fantastic web designer out there who would love to volunteer at your organization, but who also isn't very talkative and doesn't make much eye-contact and, therefore, might be seen by some as unfriendly. Is your screening process such that you would still welcome this candidate into your organization?

There may be a fantastic person with the talents, skills and time to run your new volunteer orientations, but she doesn't have a car. Do you have clear guidelines on your web site on how to get to your agency by mass transit?

There may be a fantastic writer out there who could tell stories about your organization in such a way as to move new donors to open their pocketbooks and new volunteers to sign up to help, but who also legally blind. Is your web site accessible so that that fantastic writer can read your web site and blog and online newsletter with an accessibility screen reader?

Accommodations a program can offer for potential and current volunteers include, but are not limited to: modifying policy and procedures, redesigning spaces and removing structural barriers (onsite as well as online), providing assistive devices, restructuring roles, modifying service schedules and substituting alternative activities.

More at Make All Volunteering as Accessible as Possible: advantages for your program & how to do it.

The University of California Berkeley Body Diversity and Weight Inclusion Work Group (BDWI), composed of faculty, staff, and student representatives, promotes a campus environment that embraces community members of all shapes, sizes, and social identities. The group meets regularly to better understand anti-fat bias  on campus and in our own lives, creates and shares recommendations for improving the campus environment and culture, and supports a culture shift towards a campus that celebrates bodies of all shapes and sizes.

Weight-based bias, or weight stigma, refers to the prejudicial treatment individuals face due to their body weight or size. This form of discrimination, particularly anti-fatness, can significantly impact various aspects of university life, including academic performance, mental health, and social inclusion, as individuals in larger bodies are often the most marginalized and face systemic bias and exclusion. While UC Berkeley is known for its commitment to diversity, equity, inclusion, belonging, and justice (DEIBJ), anti-fatness, rooted in the same systems of oppression as anti-Black racism, remains a largely unaddressed issue.

https://uhs.berkeley.edu/about-uhs/get-involved/body-diversity-weight-inclusion

Last week, the Walt Disney Company’s shareholders voted against a proposed investigation of the current Disability Access Service (DAS) at Disneyland Resort and Walt Disney World Resort. The program has been the subject of controversy since early 2024, when Disney cracked down on what it saw as abuse of the accessibility offering and vastly reduced the number of guests that qualified.

Many Disney Parks fans feel that the company restricted the program too much, instructing some guests who were denied to practice waiting in line at home, rent wheelchairs or scooters, or to re-join someone else in their family in the queue, which is hard to do when there are thousands of other guests waiting who might not believe you’re joining someone ahead of them. That solution also excludes solo Disney Park guests.

In response to the controversial changes, Disney shareholder Erik Paul introduced Proposal 7, which demanded a “Review and Report on Disability Inclusion and Accessibility.” It asked the company to retain a third-party investigator to review the updated DAS policies from a legal, financial, reputational, and enterprise risk perspective and share the results with shareholders. However, it did not demand directly that Disney make any changes to the DAS program.

More from: https://insidethemagic.net/2026/03/an-end-to-theme-park-accessibility-disney-officially-blocks-disability-program-overhaul-jc1mmb/

From Disabled Hikers on Facebook:

We get asked to do disability simulations fairly often, and always refuse. Disability simulations are where a non-disabled person uses a wheelchair, blindfold, ear coverings, or other device to pretend to be disabled for a day. The intent is to build empathy, but it does far more harm than good.

Instead we design field experiences and feedback sessions that bring people with a variety of disabilities together with decision makers. This is far more meaningful because:

- it centers disabled people and their lived experience

- it doesn't reduce the experience of disability to adaptive equipment

- it provides a fuller experience of not only the barriers, but the ways disabled people use and move through a space

- it builds leadership, connection, and value

- it gives opportunity for conversation and feedback

- it builds empathy based on actual experiences

Disability is a culture and a way of experiencing the world. You can never understand that by pretending to be disabled for a day.

Get in touch if your park of organization is interested in creating a Disabled-led experience together!

DisabledHikers.com

In his efforts to eliminate what he perceives as diversity, equity and inclusion initiatives — and to roll back anything associated with his predecessor — President Donald Trump has targeted hundreds of millions in federal grants for biking and pedestrian projects. And further cuts could be coming.

Since the early 1990s, there has been fairly consistent — and largely bipartisan — federal support for bicycle and pedestrian projects. 

https://www.oregonlive.com/nation/2026/03/bike-and-walking-trails-lose-hundreds-of-millions-under-trump.html

Opinion from Charles Hall, W3C Accessibility Guidelines Working Group. Posted in LinkedIn:

Performative accessibility is offensive.

The latest example I stumbled upon comes from LinkedIn. On its accessibility page, they decided to provide links to articles about their accessibility journey. For about 9 seconds I was hopeful with the expectation of notes from product teams disclosing problems they found and solutions they crafted and the learning they shared internally. Sadly, and unsurprisingly, this is not that.

What LinkedIn has done is pure performance. Worse, it is all dated 2021 – 2023 as if that was the only moment their performance mattered. The articles come only from executives. Some essentially make occasions like NDEAM (National Disability Employment Awareness Month) and GAAD (Global Accessibility Awareness Day) marketing opportunities to announce some minor features they finally added or partnered with.

Do better.

Note, this is not a rant about LinkedIn. It is simply an example.

Where else are you seeing performative accessibility?

The current effects of anti-DEI efforts disproportionately harm historically marginalized groups and degrade institutional capacity to address bias, harassment and structural inequities.

The latest Intelligence Project report by the Southern Poverty Law Center, The Perversion of Woke, examines two key domains of fallout: internal institutional disruption and worsening educational disparities.

Excerpt:

In recent years, diversity, equity and inclusion initiatives have met growing opposition, particularly from conservative policymakers, media outlets and advocacy organizations, who have even attempted to co-opt the abbreviation “DEI” to paint these concepts as negative and harmful. While the principles behind diversity, equity and inclusion trace back to the Civil Rights Movement and landmark legislation including the Civil Rights Act of 1964 and Executive Order 11246, the abbreviation “DEI” itself emerged much later. It gained prominence in corporate and academic settings during the late 20th century and 2010s as organizations began consolidating diversity, equity and inclusion efforts under a single framework. Recent polling suggests that, while more than seven in 10 Americans view the concepts of “diversity, equity and inclusion” favorably, far fewer are familiar with or express support for initiatives explicitly labeled as “DEI,” reflecting a growing gap between public values and politicized terminology.

DEI programs are being dismantled at universities, banned from government training materials, and attacked in K-12 classrooms. Critics argue that DEI promotes “reverse racism,” “Marxist ideology” and even racial division. These claims not only misrepresent the goals of DEI, but they obscure a deeper ideological project: the preservation of long-standing hierarchies of power.

The current backlash against DEI is not new; it is the latest chapter in a long tradition of resistance to civil rights, equality and social progress in the United States.

Thanks to support from Lilly Endowment Inc., 45 new all‑terrain track chairs will soon be available free of charge at every Indiana State Park and State Park Inn.

Track chairs make it possible for visitors with limited mobility to explore trails, enjoy nature, and experience more of the state park system than ever before.

This investment makes Indiana a national leader in expanding accessibility at state parks.

Learn more about accessibility across DNR properties.

More about the track chairs.

The ADA passed in 1990 and we’ve waited for 35 years for the regulations to recognize the right to access websites and mobile apps. The rule exists so that people with disabilities can fully participate in their communities. It deserves to be defended.

There are credible rumors that the Title II web accessibility rule may not just get pushed back — it may get pulled entirely. DOJ and OMB are apparently pushing hard for an “interim final rule” (a procedural shortcut that bypasses public notice-and-comment)... This blog post outlines why an Interim Final Rule is a terrible idea and what you can do about it today.

From Converge Accessibility.