…Companies often overlook the importance of authentic representation. In my consulting work at Innovative Impact LLC, I insist on using genuine images of people with disabilities and ensuring all materials are fully accessible. When organizations use stock photos or superficial diversity messaging, they perpetuate harmful stereotypes rather than modeling true inclusion. To avoid these pitfalls, leaders must commit to systemic change, embrace Intersectionality, invest in both tools and training, and ensure authentic representation at every level…
Creating inclusive workplaces is crucial for any organization that wants to get the most out of its talent. This means creating an environment where everyone feels like they belong, has equal opportunities, is empowered to do their best work, and feels comfortable making requests and contributing ideas. In this series, we asked prominent HR and business leaders about the steps they take to create more inclusive workplaces. As a part of this series, we had the pleasure of interviewing Dr. Kirk Adams.
Dr. Kirk Adams is a visionary leader in disability inclusion whose journey began at the age of five when he lost his sight due to detached retinas. This life-altering experience instilled in him a profound belief in the power of resilience and human potential. With over three decades of experience, Dr. Adams empowers organizations to recognize how outdated beliefs about hiring people with disabilities limit their success and revenue potential. Through his leadership at Innovative Impact LLC Consulting, he helps companies uncover untapped talent, foster innovation, and create environments where every individual feels valued and capable of thriving. His story is a testament to how adversity can spark transformation, proving that inclusion is not just a moral imperative — it’s a catalyst for sustainable growth and meaningful connection.
Thank you so much for your time! I know that you are a very busy person. Before we drive in, our readers would love to “get to know you” a bit better. Can you tell us a bit about your ‘backstory’ and how you got started?
My journey into disability inclusion leadership began unexpectedly at age five. I lost my sight due to detached retinas. It could have been a limitation, but it became the foundation for a lifelong mission to expand opportunities for people with disabilities. At such a young age, suddenly navigating life without vision was daunting — it reshapes how you see yourself and the world around you. For a five-year-old, it can instill a profound sense of vulnerability but also awaken an extraordinary capacity for resilience.
I learned Braille at the Oregon State School for the Blind, spending many childhood hours immersed in Braille books during extended hospital stays. Those early experiences taught me the critical importance of accessibility tools and education in unlocking human potential.
After earning my PhD, I served as President and CEO of the American Foundation for the Blind (AFB), where I led initiatives to transform workplaces and create employment opportunities for people with disabilities. During my tenure, we demonstrated how disability inclusion drives innovation and strengthens organizational performance.
A pivotal moment came when I was President and CEO of the Lighthouse for the Blind Inc., here in Seattle. Working with 250 blind and Deafblind employees, we implemented comprehensive training programs and workplace accommodations that enabled our team to excel in manufacturing aerospace parts for all of the Boeing Commercial aircraft and demanding Department of Defense contracts. This proved that with proper support, people with disabilities can perform at the highest levels across industries.
Today, as Managing Director of Innovative Impact LLC, I help organizations implement disability inclusion strategies that enhance their competitive advantage. Drawing from over three decades of experience, I show companies how embracing disability inclusion isn’t just about social responsibility — it’s about accessing untapped talent, driving innovation, and strengthening the bottom line.
My personal journey has shown me that disability inclusion isn’t about charity or compliance — it’s about recognizing and leveraging the unique perspectives and talents that people with disabilities bring to the workplace. When companies create truly inclusive environments, everyone benefits.
It has been said that our mistakes can be our greatest teachers. Can you share a story about the funniest mistake you made when you were first starting? Can you tell us what lesson you learned from that?
I was confident I had mastered a professional presentation — until I found myself the topic of a young boy’s curiosity on the bus.
Early in my career as a licensed securities broker in downtown Seattle, I specialized in selling tax-free municipal bonds over the phone. Being totally blind, I had developed systems for independent living and professional success, but one memorable day taught me an important lesson about attention to detail.
I had ordered a comfortable pair of black dress shoes from a catalog and liked them so much that I ordered the same style in brown. One evening on my bus ride home, I overheard this young boy ask his father, “Why is that man wearing two different colored shoes?” After a quick confirmation from my wife when I got home, I realized I had indeed spent the entire day meeting with clients while wearing mismatched shoes!
My immediate solution was practical — I added a tactile marking to the brown shoes. But the incident sparked a deeper realization about workplace processes. The next day, I had a conversation with my full-time assistant Anne. Had she noticed? Had clients noticed but been too polite to mention it? We realized we needed clearer protocols around professional presentation.
This experience taught me two valuable lessons. First, attention to detail must be systematically built into business processes. Second, and perhaps more importantly, it highlighted the interdependent nature of successful workplaces. None of us can do everything alone — success comes from clearly defining goals, roles, and processes that leverage each team member’s strengths.
Throughout my career leading organizations like the American Foundation for the Blind and the Lighthouse for the Blind, I’ve applied these principles to create more effective and inclusive workplaces. What started as a humorous wardrobe malfunction became a lasting lesson in the importance of systematic attention to detail and the power of well-defined collaborative processes.
None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful for who helped get you to where you are? Can you share a story?
One person who profoundly impacted my professional trajectory was George Jacobson, former President and CEO of the Lighthouse for the Blind, Inc. in Seattle. When I joined the Lighthouse in 2000 as their first Development Director, George saw potential in me that would shape the organization’s future.
George’s belief in my potential and his methodical approach to succession planning didn’t just shape my career — they illustrated the transformative power of mentorship and inclusive leadership.
I had recently pivoted from the securities industry to the nonprofit sector, gaining experience at the Seattle Public Library Foundation and earning a master’s degree in Not-For-Profit Leadership from Seattle University. The Lighthouse, a social enterprise employing blind and Deafblind people in several businesses, recruited me to establish their fundraising program.
In 2005, George called me into his office with a proposition that would change my life. He shared his plans to retire in 2007 and asked if I would be interested in preparing to succeed him. As a sighted person who had led the organization for over 20 years, George had a personal commitment to ensuring the next leader would be blind — at a time when only three out of 80+ similar agencies nationwide were led by blind individuals.
What followed was an intensive development program. The organization created a new position — General Manager of Administration — giving me oversight of HR, marketing, communications, board governance, and strategy. Working with an organizational development consultant, we conducted a gap analysis and created targeted development plans. I immersed myself in aerospace manufacturing, federal contracting, and every aspect of operations.
Through a “quarterly and orderly” process, I gradually assumed leadership of all departments. By the time I became President and CEO in 2008, I was thoroughly prepared to lead. During my tenure through 2016, we grew revenue from $27 million to $95 million, increased blind and Deafblind employment from 150 to 250 people, and raised wages by 40%.
George’s vision and the organization’s investment in my development exemplify how intentional mentorship and succession planning can create transformative opportunities. His belief in me, coupled with systematic preparation, didn’t just advance my career — it demonstrated the power of inclusive leadership in action.
Can you please give us your favorite “Life Lesson Quote”? Can you share how that was relevant to you in your life?
“Because of deep love, one is courageous,” by Lao-Tzu. This ancient wisdom resonates deeply with my life’s purpose and work in disability inclusion. Twenty-five years ago, during a leadership exercise identifying core values, I distilled mine down to three: authenticity, community, and love.
Love isn’t just about personal relationships, though my family is closest to my heart. It’s about channeling that emotion into courageous action that serves others. Throughout my career, from leading the American Foundation for the Blind to my current role at Innovative Impact LLC, this principle has guided me. Titles, positions, and degrees are merely tools to manifest love by creating opportunities for people with disabilities to thrive.
When you’re driven by a deep love for humanity, you find the courage to challenge systemic barriers, push for meaningful change, and persist despite obstacles. This quote reminds me that true leadership isn’t about personal achievement — it’s about having the courage to transform that love into a tangible impact on others.
Thinking back on your own career, what would you tell your younger self?
I would tell my younger self to authentically and intentionally practice mindfulness. The Tao Te Ching wisely instructs us to “Live in the present now-moment” — advice that has become increasingly meaningful throughout my career in disability inclusion and social justice.
Through my work with Ssanyu Birigwa, a practitioner of bone healing and narrative medicine at Columbia University, I learned powerful mindfulness practices that have transformed my daily life. These techniques have proven essential in my mission to help companies enhance their performance through disability inclusion.
The work of advancing diversity, equity, inclusion, and accessibility requires intense emotional labor. We cannot waste precious energy dwelling on past mistakes or anxiously anticipating future challenges. Each day brings its own complexities — let those be enough.
To create meaningful change in workplace inclusion, we must stay present and focused. This mindfulness allows us to channel our full energy into breaking down barriers and creating opportunities for people with disabilities to thrive. Looking back, I wish I had embraced this practice of mindful presence earlier in my journey.
Let’s now move to the central part of our interview. What systems do you have to ensure your workplace is as inclusive as possible?
At Innovative Impact LLC Consulting, inclusion isn’t just what we advocate for — it’s fundamental to how we operate. Though we’re a small consultancy working with independent contractors and numerous collaborative partners, we’ve implemented comprehensive systems to ensure authentic inclusion.
Digital accessibility forms the cornerstone of our approach. Our websites and all client deliverables strictly adhere to Web Content Accessibility Guidelines (WCAG 2.2). As a blind person using screen reading software myself, I ensure every PowerPoint presentation and PDF we produce is fully accessible. This isn’t just about compliance — it’s about modeling the inclusive practices we champion.
Visual representation matters deeply in our work. We exclusively use authentic images of people with disabilities in our materials, leveraging resources like Disability: IN’s free image library. This helps counter harmful stereotypes and shows disability in its true diversity.
Intersectionality guides our inclusive practices. Through my own family experience — being white with an African American wife and biracial children — I deeply understand that disability intersects with every demographic category. Our approach recognizes that true disability inclusion must embrace all aspects of human diversity.
Based on your experience and success, what are your top five tips for creating more inclusive workplaces? Please share a story or an example for each.
Here are five strategies that have transformed the organizations I’ve led.
1 . Start with Authentic Leadership Commitment
During my tenure as CEO at Lighthouse for the Blind, we grew from 150 to 250 blind and Deafblind employees by making inclusion central to our mission. This wasn’t just a policy — it was demonstrated through investments in adaptive technology, comprehensive training programs, and modifications to manufacturing equipment. Approximately $100,000 in capital investment was required to create each additional, life changing job for a blind individual. When leadership authentically commits resources and attention to inclusion, transformative change follows.
2 . Build Accessibility into Every System
Digital accessibility must be foundational, not an afterthought. At Innovative Impact, we ensure all materials — from websites to presentations — meet WCAG 2.2 guidelines and work seamlessly with screen readers. This systematic approach to accessibility demonstrates respect for diverse needs while enabling full participation.
3 . Invest in Disability-Specific Skills and Tools
At Lighthouse, we saw how providing the right tools — from refreshable Braille displays to adapted manufacturing equipment — enabled employees to excel in sophisticated roles. Companies must invest in both adaptive technologies and training to help employees master them. This investment pays dividends through increased productivity and innovation.
4 . Embrace Intersectionality
True inclusion recognizes that disability intersects with all demographic categories. My own family experience has deepened my understanding that effective inclusion must address multiple dimensions of diversity simultaneously. Workplace initiatives should reflect this complexity.
5 . Create Clear Development Pathways
My own journey from Development Director to CEO at Lighthouse demonstrates the importance of intentional career development. We implemented structured programs to identify high-potential employees and provide targeted training and mentorship. This systematic approach to professional development ensures talented individuals from all backgrounds can advance.
Can you share 3 or 4 of the most common mistakes you have seen businesses make while trying to become more inclusive? What should one keep in mind to avoid that?
The first major mistake is treating accessibility as a compliance checkbox rather than a strategic imperative. At Lighthouse for the Blind, we demonstrated how authentic inclusion drives innovation and performance. When companies merely aim to meet minimum legal requirements, they miss the transformative potential of full inclusion. Instead, organizations should view accessibility as fundamental to business success.
A second critical error is failing to recognize Intersectionality in inclusion efforts. Through my personal and professional experience — with an African American wife and biracial children — I’ve learned that disability intersects with every demographic category. Companies often segment their diversity initiatives, addressing disability, race, gender, and other factors separately. This fragmented approach undermines true inclusion.
The third common mistake is neglecting to invest in proper tools and training. During my time leading manufacturing operations, I saw how providing both adaptive technologies and comprehensive training enabled blind and Deafblind employees to excel in sophisticated roles. Many organizations implement accessibility tools but don’t provide adequate training, limiting their effectiveness.
Finally, companies often overlook the importance of authentic representation. In my consulting work at Innovative Impact LLC, I insist on using genuine images of people with disabilities and ensuring all materials are fully accessible. When organizations use stock photos or superficial diversity messaging, they perpetuate harmful stereotypes rather than modeling true inclusion.
To avoid these pitfalls, leaders must commit to systemic change, embrace Intersectionality, invest in both tools and training, and ensure authentic representation at every level.
How do you measure the effectiveness of your DEI efforts?
When employees feel safe and supported to disclose disabilities, the metrics tell a deeper story — one of trust and belonging.
I measure the impact of disability inclusion efforts through concrete workforce composition changes. Demographics tell us that approximately 15% of working-age adults in the U.S. have a disability, with roughly 70% being non-visible disabilities. Yet when companies report their disability employment statistics, the numbers typically range between 1.5–4.5% — revealing a significant gap between reality and disclosure.
Even federal contractors, who are required to maintain 7% disability representation in their federal contract workforce, often struggle to meet this target. This disparity highlights a critical truth: many employees with disabilities choose not to self-disclose.
Through my work at Innovative Impact, I’ve found that the most direct indicator of DEI success through the disability inclusion lens is the percentage of employees who identify as having a disability. The substantial gap between demographic realities and company reporting suggests there are many employees living with undisclosed disabilities.
This is why encouraging self-disclosure becomes such a powerful lever for accelerating disability inclusion. When companies create truly inclusive environments where employees feel safe and supported in disclosing their disabilities, it not only provides more accurate metrics but also fosters a culture of authentic inclusion that benefits everyone.
Are there other organizations you admire for their approach to DEI? Can you please explain why?
Several organizations stand out for their strategic approach to disability inclusion. Microsoft exemplifies how to integrate disability inclusion across an enterprise, intentionally hiring hundreds of blind employees throughout various departments. This company-wide approach demonstrates that people with disabilities can excel in any role, not just those focused on accessibility. It sends a powerful message that inclusion isn’t limited to specialized positions.
Walgreens revolutionized inclusive workplace design through their Anderson, South Carolina distribution center. By intentionally creating an environment that welcomes people with developmental disabilities, they’ve proven that thoughtful design and inclusive practices can transform entire operations.
Among my consulting clients, CleanLogic demonstrates remarkable commitment. Under Isaac Shapiro’s leadership, they employ over 30 blind individuals in their Philadelphia warehouse operations and plan to add 90 more positions as they manufacture onshore from China. Their dedication extends beyond employment — they include Braille labeling on all packaging and established The Inspiration Foundation to support disability employment initiatives.
Direct Interactions, led by Matt Storey and Jonas Nicholson, has built an impressive home-based contact center business where 30% of employees have disabilities. Their aggressive growth plans prioritize increasing both the total workforce and disability representation.
Novacoast, under Paul Anderson’s leadership, is transforming the cybersecurity industry through their Apex Program, strategically creating pathways for blind professionals while shifting industry perspectives on disability inclusion.
What distinguishes these organizations is their view of disability inclusion as a strategic business imperative rather than a charitable initiative. They demonstrate how intentional inclusion drives innovation, expands talent pools, and creates sustainable competitive advantages.
What do you do to address Proximity Bias? How do you ensure remote workers are treated the same as onsite workers and have equal access to opportunities?
When proximity bias is dismantled, workplaces empower everyone — remote or onsite — to contribute their best.
Proximity bias presents both challenges and opportunities in disability inclusion efforts. When advising clients on supercharging their bottom line through disability inclusion, I emphasize several key practices:
First, clear communication protocols should be established that level the playing field. Virtual meetings should be fully accessible with captioning, audio description, and screen reader compatibility. This ensures all team members, whether remote or onsite, can participate equally in discussions and decision-making.
Second, structured performance evaluation systems should be implemented based on measurable outcomes rather than physical presence. That shifts focus from “face time” to actual contributions, benefiting both remote workers and those with disabilities who may require flexible work arrangements.
Third, intentional mentorship and professional development programs that operate virtually should be created. Remote employees, including those with disabilities, should have equal access to growth opportunities through digital platforms and accessible learning management systems.
Fourth, document and standardize advancement criteria. When promotion decisions are based on transparent, objective metrics rather than informal relationships, it reduces bias against remote workers and ensures fair consideration for all employees.
Finally, leverage technology thoughtfully. Virtual collaboration tools, when chosen with accessibility in mind, can create inclusive spaces where remote and onsite workers interact seamlessly. This is particularly important for employees with disabilities who may rely on specific adaptive technologies.
We are very blessed to have some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world whom you would love to have a private lunch with, and why? He or she might just see this.
I would love to have lunch with Kimberlé Crenshaw, a pioneering legal scholar and civil rights advocate who developed the concept of Intersectionality. She offers profound insights into how different forms of discrimination and disadvantage can overlap and interact.
A private lunch with her would be fascinating because she combines rigorous academic thinking with real-world advocacy. She could share her firsthand experiences in shaping critical race theory, her work on police reform and racial justice, and her perspectives on building more equitable institutions. Her ability to break down complex social issues while connecting them to everyday experiences would make for an engaging and enlightening conversation.
Beyond her academic contributions, she’s an engaging public speaker who brings warmth and accessibility to complex topics. She founded the African American Policy Forum and continues to be an influential voice in current social justice movements. Having lunch with her would offer me a unique opportunity to learn from someone who has both shaped theoretical frameworks and actively worked to create positive change in society.
How can our readers further follow your work?
Linkedin: linkedin.com/in/kirkadamsphd
www.innovativeimpact.consulting
Thank you so much for sharing these important insights. We wish you continued success and good health!
Dr. Kirk Adams Of Innovative Impact On How To Create More Inclusive Workplaces was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.