News Archives - AAPD https://www.aapd.com/category/categories/news/ American Association of People with Disabilities Sun, 17 Aug 2025 01:11:21 +0000 en-US hourly 1 https://wordpress.org/?v=6.8.3 https://www.aapd.com/wp-content/uploads/2023/05/cropped-icon-32x32.png News Archives - AAPD https://www.aapd.com/category/categories/news/ 32 32 Disability Community Gathers to Celebrate Release of U.S. Quarter Featuring Activist Stacey Park Milbern https://www.aapd.com/stacey-park-milbern-quarter-event-recap/?utm_source=rss&utm_medium=rss&utm_campaign=stacey-park-milbern-quarter-event-recap Sat, 16 Aug 2025 20:20:21 +0000 https://www.aapd.com/?p=18298 On Wednesday, August 13, disabled people and allies gathered at the National Museum of American History to celebrate the release of a new quarter depicting Stacey Park Milbern, a leader of the disability justice movement. She is the 19th woman honored as part of the American Women Quarters Program, which celebrates the accomplishments and contributions […]

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Stacey Park Milbern's family, program partners, and two traditional Korean fan dancers at the event

Stacey Park Milbern’s family, program partners, and two traditional Korean fan dancers from DI DIM SAE Korean Traditional Art Institute at the event

On Wednesday, August 13, disabled people and allies gathered at the National Museum of American History to celebrate the release of a new quarter depicting Stacey Park Milbern, a leader of the disability justice movement. She is the 19th woman honored as part of the American Women Quarters Program, which celebrates the accomplishments and contributions made by women throughout American history.

The event’s program partners included the United States Mint, National Museum of American History, American Women’s History Museum, Access Smithsonian, Asian Pacific American Center, Disability Cultural Center at Georgetown University, and the American Association of People with Disabilities (AAPD). Many of the partners tabled for the first hour of the event. 

Stacey Park Milbern, whose Korean name was Park Ji-hye, led and strengthened the modern Disability Justice movement. She had congenital muscular dystrophy and died on May 19, 2020, on her 33rd birthday. She was an activist, writer, speaker, and movement organizer who focused on the issues faced by queer and Black, Indigenous, and People of Color (BIPOC) disabled people. 

Milbern founded the Disability Justice Culture Club, “a collective of disabled and/or neurodivergent QTBIPOC rooted in Disability Justice, cultivating joyful resistance and interdependent community in East Oakland, [California].” She centered intersectionality and community in everything she did.

The event spotlighted Milbern’s meaningful work in the disability community. She was involved with many different organizations and organizing groups, including AAPD. Milbern participated in the AAPD Summer Internship Program in 2007, interning for Senator Tom Harkin’s Disability Counsel, Lee Perselay, on the Senate Health, Education, Labor, and Pension (HELP) Committee. 

She later worked as Director of Programs at the Center for Independent Living in Berkeley, California, and as an Impact Producer for the documentary Crip Camp. President Barack Obama appointed Milbern to the President’s Committee for People with Intellectual Disabilities. 

“I came to the event tonight because I’m really passionate about disability history and the way that learning our history can bring us closer together as a community in the present and can teach us tools that we’re going to need for the future,” said Emma O’Neill-Dietel, a graduate student in history at University of Massachusetts Amherst and a 2024 recipient of AAPD’s NBCUniversal Tony Coelho Media Scholarship.

The program began and ended with a traditional Korean fan dance performed by DI DIM SAE Korean Traditional Art Institute to honor Milbern’s Korean heritage. Beth Ziebarth, Director of the Smithsonian’s Office of Visitor Accessibility, then welcomed attendees to the event and introduced Dr. Elizabeth Babcock, Director of the Smithsonian American Women’s History Museum.

“These coins help tell the story of our nation through the remarkable women that helped shape it, and we’re proud to help lift up stories like Stacey’s, stories that haven’t always been included but deserve to be known,” Babcock said. 

Babcock continued, “This quarter that we’re celebrating tonight is a visible and tangible way that you can hold in your hand to honor her life and her work and to bring awareness and attention to the causes that she advocated so strongly for, and to connect us all through community.”

Milbern’s parents and siblings gave remarks on what this honor meant to their family. They shared a few examples of the many ways Milbern devoted herself to disability justice: she advocated for power companies to protect disabled people during power outages, formed an emergency response network during the peak of the COVID-19 pandemic, visited people with disabilities in institutions, and provided support as they transitioned to community living. 

Stacey Park Milbern’s sister Jessica Milbern discussed her sister’s lasting impact.

“The ripples [Stacey] created are still moving through the people she helped, the ideas she challenged, and the lives she changed, as commemorated by celebrations such as this. I believe if we keep those ripples going through our words, actions, and the way we lift each other up, Stacey will always be here, making the world more hopeful and more full of possibility,” she said.

Greg Dawson, Associate Director of the Office of Strategy and Performance at the United States Mint, spoke more about the American Women Quarters program. He discussed the quarter’s design, as imagined by Elana Hagler and sculpted by Craig Campbell.

“The Stacey Park Milbern quarter design depicts Milbern in action, speaking to an audience, one hand resting near her trach and the other stretched out palm-up in a gesture meant to evoke a genuine exchange of ideas and the building of allyship. The design captures Milbern’s authenticity and reminds us that her voice was not just symbolic. It was strategic, thoughtful, and vital in building a more inclusive world,” he said.

Enlarged version of the quarter depicting Stacey Park Milbern

Enlarged version of the quarter depicting Stacey Park Milbern

Program participants then joined Dawson on stage as 2000 quarters were poured into a display featuring a traditional Korean serving table and serving tray that Milbern used as a child. The United Mint has shipped the Milbern quarters to Federal Reserve Banks and coin terminals nationwide, with plans to produce 300 million to 700 million coins in total.

Ziebarth moderated a panel about disability justice featuring Yomi Young, former Executive Director of the Center for Independent Living in Berkeley, California, where Stacey worked, and Michelle Banks, Co-founder and Artistic Director of Visionaries of the Creative Arts (VOCA).

Young talked about all that Milbern taught the world.

“Stacey taught us that we deserve a vibrant and just future, a world built on intersectionality, a world where we see the whole of each person’s identity and how oppression intersects, a world led by the most impacted, because those of us who are closest to the problem carry the wisdom to solve it,” she said. 

“As amazing and wild as this coin is, this coin is not Stacy’s legacy. It is a spark. It’s a question in someone’s hand, in someone’s own purse. It’s a question that somebody will get this coin and say, ‘Who is she?’ And the answer will take them straight to her vision for organizing her liberation dreams,” Young continued.

Attendees described the event as meaningful, hopeful, and exciting. For many, Milbern’s quarter is not the final step in commemorating her life, but a new beginning. 

Mia Ives-Rublee, who leads the Disability Justice Initiative at the Center for American Progress, contributed a recorded video about Milbern’s impact that played during the event. Ives-Rublee told AAPD, “[Wednesday’s event] is just another example of how her ethos continues to echo into the future. She helped pave the way forward for crips like me and other people who live at the intersections of intersections.”

“I am excited that we get to celebrate the joy, community care, and wisdom of Stacey Park Milbern as a community, and hope that the quarter is an invitation to everyone to learn more about her life and disability justice work,” said Dr. Amy Kenny, Director of the Disability Cultural Center at Georgetown University.

Suzanne Richard, Co-founder and Artistic Director of Open Circle Theatre, spoke about the significance of seeing Milbern on a US quarter as a fellow disabled woman. “In a capitalist society, we are no longer charity, we’re part of the currency,” she said.

Maria Town, AAPD President and CEO, discussed what this coin meant to her as Milbern’s friend.

“Witnessing the U.S. Mint release a quarter with Stacey’s likeness on it was yet another reminder of how much I miss her and how much I wish she were still physically here,” Town said. “Stacey envisioned so many different possibilities, but I am not sure that she would have ever envisioned that she would be put on currency, especially as someone who was anti-capitalist. The moment also felt hard as disabled people are having resources stripped away from them now.”

Even while acknowledging the challenges people with disabilities are facing in this current moment, Town is hopeful about what the coin will do for the disability community.

“I left the event excited, thinking of all of the people who will learn about Stacey and disability justice for the first time as a result of these quarters, and just like she did in life, Stacey will facilitate folks’ connection to community and their embrace of dreams they did not previously think were possible.” 

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450+ Organizations Join AAPD In Letter to Congress re: HHS Restructuring https://www.aapd.com/hhs-restructuring-letter/?utm_source=rss&utm_medium=rss&utm_campaign=hhs-restructuring-letter Sat, 29 Mar 2025 21:30:19 +0000 https://www.aapd.com/?p=17717 On Friday, March 28, AAPD and more than 450 disability, civil rights, aging, mental health, and patient organizations sent a letter to majority, minority, and committee leadership in Congress expressing dismay and significant concern about reported plans to reorganize and close significant departments within the Department of Health and Human Services (HHS). The letter expressed […]

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On Friday, March 28, AAPD and more than 450 disability, civil rights, aging, mental health, and patient organizations sent a letter to majority, minority, and committee leadership in Congress expressing dismay and significant concern about reported plans to reorganize and close significant departments within the Department of Health and Human Services (HHS). The letter expressed our strong opposition to plans to eliminate the Administration for Community Living (ACL) and split its functions across three other agencies, as well as the consolidation of the Office for Civil Rights (OCR) and Substance Abuse and Mental Health Services Agency (SAMHSA). 

What Does the Administration for Community Living (ACL) Do?
The Administration for Community Living (ACL) was created in 2012 to advance the idea that older adults and people of all ages with disabilities should be able to live where they choose, with the people they choose, and with the ability to participate fully in their communities. ACL does this by funding services and supports provided primarily by networks of community-based organizations and by investing in research, education, and innovation.

ACL brings together aging and disability programs from across the federal government to efficiently administer similar programs that promote similar goals. Through its programs, grants, regulations, and policy advocacy, ACL makes community living possible for more disabled people and upholds our civil rights, including those rights defined by the 1999 Olmstead v. L.C. Supreme Court decision.

What Does the Office for Civil Rights Do?
HHS’ Office for Civil Rights (OCR) investigates violations of, and enforces federal civil rights law related to HHS’ work, like civil rights violations made by a healthcare provider or hospital. Federal civil rights protect people from discrimination based on gender, race, disability, nation of origin, and religion.

At HHS, OCR also enforces the Health Insurance Portability and Accountability Act (HIPAA) Privacy, Security, and Breach Notification Rules, and the Patient Safety Act and Rule. HIPAA’s Privacy, Security, and Breach Notification Rules protect your private health information and make sure you know if your private health information was given to any person or organization who doesn’t have your permission to have that information. The Patient Safety Act and Rule created a voluntary reporting system to make complaints if you have a concern about your safety as a patient or the quality of your healthcare.

You do not have to be a lawyer to file a complaint with OCR, which makes it more accessible than lawsuits or other legal processes.

What Does SAMHSA Do?
HHS’ Substance Abuse and Mental Health Services Agency (SAMHSA) promotes mental health, prevents substance misuse, and provides treatments and supports to foster recovery while ensuring access and better health outcomes for all. SAMHSA provides information, resources, and guidance for providers as well as advocates for policies that help make SAMHSA’s vision a reality.

SAMHSA’s mission and vision state that SAMHSA envisions a world where “people with, affected by, or at risk for mental health and substance use conditions receive care, achieve well-being, and thrive.” This is very important because many people with mental health disabilities and/or substance misuse disorders often face stigma in their communities. Stigma makes it harder to receive proper care, and isolates people with these conditions.

 

This timely letter demonstrates strong, broad support for the critical work of ACL, OCR, and SAMHSA. You can learn more and read the full letter by clicking this link.

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For Disabled Workers, a Tight Labor Market Opens New Doors https://www.aapd.com/why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2-2-2/?utm_source=rss&utm_medium=rss&utm_campaign=why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2-2-2 Wed, 04 Jan 2023 22:08:32 +0000 https://www.aapd.com/?p=15038 With Covid prompting more employers to consider remote arrangements, employment has soared among adults with disabilities.

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For Disabled Workers, a Tight Labor Market Opens New Doors

The strong late-pandemic labor market is giving a lift to a group often left on the margins of the economy: workers with disabilities.

Employers, desperate for workers, are reconsidering job requirements, overhauling hiring processes and working with nonprofit groups to recruit candidates they might once have overlooked. At the same time, companies’ newfound openness to remote work has led to opportunities for people whose disabilities make in-person work — and the taxing daily commute it requires — difficult or impossible.

As a result, the share of disabled adults who are working has soared in the past two years, far surpassing its prepandemic level and outpacing gains among people without disabilities.

Read the full story on nytimes.com

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Disabled employee sues Twitter over Musk’s ban on remote work https://www.aapd.com/why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2-2/?utm_source=rss&utm_medium=rss&utm_campaign=why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2-2 Wed, 04 Jan 2023 22:06:37 +0000 https://www.aapd.com/?p=15034 Nov 17 (Reuters) - Twitter Inc (TWTR.MX) owner Elon Musk's mandate that employees stop working remotely and put in "long hours at high intensity" discriminates against workers with disabilities, a new lawsuit claims.

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Disabled employee sues Twitter over Musk’s ban on remote work

Nov 17 (Reuters) – Twitter Inc (TWTR.MX) owner Elon Musk’s mandate that employees stop working remotely and put in “long hours at high intensity” discriminates against workers with disabilities, a new lawsuit claims.

Read the full story on Reuters.com.

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American Indian or Alaska Native Workers with Disabilities in the Labor Force https://www.aapd.com/why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2/?utm_source=rss&utm_medium=rss&utm_campaign=why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2 Wed, 04 Jan 2023 22:03:11 +0000 https://www.aapd.com/?p=15029 Via U.S. Department of Labor: Researchers in our Office of Disability Employment Policy recently analyzed workforce data on American Indian or Alaska Native representation in various industries and occupations.

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American Indian or Alaska Native Workers with Disabilities in the Labor Force

Researchers in our Office of Disability Employment Policy recently analyzed workforce data on American Indian or Alaska Native representation in various industries and occupations. This is the latest in an ongoing series of data snapshots about different subgroups of disabled people. Previous snapshots explored Hispanic workers with disabilities, Asian Americans and Pacific Islanders with disabilities, Black workers with disabilities and Women with disabilities. 

Read the full report on the U.S. Department of Labor Blog.

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Why Is The Employment Gap For People With Disabilities So Consistently Wide? https://www.aapd.com/why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide/?utm_source=rss&utm_medium=rss&utm_campaign=why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide Wed, 04 Jan 2023 21:49:11 +0000 https://www.aapd.com/?p=15017 Via Forbes: Employment rates for people with disabilities go up and down, but never very much.

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Why Is The Employment Gap For People With Disabilities So Consistently Wide?

This story written by Andrew Pulrang originally appeared on Forbes.com.

Employment rates for people with disabilities go up and down, but never very much. And it seems like the employment gap between disabled and non-disabled people has always been massive, and resists nearly every effort to narrow it.

But it’s not much of a mystery why so comparatively few disabled people have good and stable paid jobs. In fact, the barriers are fairly obvious, at least to disabled people themselves and specialists who study the problem. Still, it may help now and then to review the factors that hinder disabled people in the job market, think more carefully about how these factors interact, and rethink what might be done about them.

As this year’s National Disability Employment Awareness Month ends, there is at least some rare good news. U.S. employment statistics over the last several months show an improvement in employment rates for people with disabilities. Specifically, people with disabilities seem to be entering the job market and getting jobs at a slightly higher rate than non-disabled people.

An October report on disability employment rates from the Kessler Foundation and the University of New Hampshire’s Institute on Disability provides details. The Labor Force Participation Rate — the percentage of working-age people employed — increased 0.4 percent among disabled people between August and September, while it decreased by 0.4 percent for non-disabled people over the same month. Employment-to-Population Ratio — the percentage of the overall population employed — increased 0.3 percent among disabled people between August and September, while remaining flat for non-disabled people.

John O’Neill, PhD, director of the Center for Employment and Disability Research at Kessler Foundation, suggests that this may be a substantial trend, citing disability employment rate improvements extending over a year, “at levels consistently above the historic highs of 2008.”

But positive news like this for disability employment is always relative. Employment rates for people with disabilities have never been credibly close to those of non-disabled people, at least as long as reliable statistics have been tracked. And despite clear signs of recent progress, the employment gap for people with disabilities is still very wide.

The Disability Statistics Compendium Annual Report for 2021 from the Institute on Disability at the University of New Hampshire includes comparative employment rates going back to 2008. While employment rates for people with disabilities do rise, fall, and rise again over time, the percentage of disabled people employed has always been only around 30-40 percent, compared to more like 70 percent for non-disabled people — marking an historically consistent employment gap of around 40 percent.

Improvements have always been fairly marginal — valuable and encouraging, but not enough to change the overall picture. Disabled people’s employment rates going up and down seem to relate more to general economic conditions than to any change or initiatives hoping to improve disability employment.

So why is this gap so wide? Why is it still so difficult for individuals with disabilities to find paying work, and for disabled people in general to participate more in the job market? There is no single or simple answer. Instead, it is likely to be a combination of factors. None of them are particularly mysterious or hidden. And some of them might be easy to change, given enough priority and political will.

Disabilities themselves

Non-disabled people tend to view the negative effects of disabilities as much worse than they really are. And disabled people still struggle to be seen as capable and valuable employees. On the other hand, most disabilities really do make at least some things harder to do. Even under ideal conditions of accessibility and social acceptance, most disabilities require specific kinds of planning, equipment, and physical and emotional endurance that non-disabled people simply don’t need to worry about. And these resources aren’t always readily available.

Plus, while some disabilities are relatively stable, and can be made nearly irrelevant in the workplace with the right accommodations, others fluctuate or are progressive. Adaptations that work today may not be enough tomorrow, a month from now, or in two years. And chronic illnesses like diabetes, Crohn’s Disease, and Long Covid can sometimes be harder to adapt to than deafness, blindness, or paraplegia.

Physical accessibility and standard accommodations often aren’t enough. So one thing many disabled people need in order to be able to work sustainably is flexible jobs that can more easily accommodate fluctuating disabilities and medical conditions. This can include work from home opportunities, varied work schedules, more generous, creative time off provisions, and a wider variety of seasonal and part-time jobs.

Bureaucracy and poorly designed support systems

Sometimes, the problem isn’t about the work, or disabilities themselves, but outside factors that hold disabled people back from reaching their full potential. The most familiar example is the limits on monthly earning and saving to maintain eligibility for benefits like Social Security, Medicaid, and Medicare. Millions of disabled people exist in a vast gray area between total financial self-sufficiency and complete reliance on benefits. They can work and get a job, but it won’t pay enough to meet their higher expenses, or provide health insurance adequate to meet their disability-related needs. If they earn too much from a job, or save too much at any given time, they risk losing benefits they need to live and function. And these earning and saving thresholds haven’t been substantially updated in decades. It’s a poverty trap.

One solution is to transform government income and health care benefits so they support disabled people working, rather than being viewed as strictly a substitute for work. Working for pay while still being eligible for benefits should be much more common and easier to sustain. That could encourage more people with disabilities who want to work and excel to put their full effort into it, confident that they will be financially safe to take the kinds of risks so often necessary for success and prosperity.

Access barriers and discrimination

Of course, accessibility and mobility are two even more obvious, straightforward barriers to employment. They can’t reliably get from home to work and back because of poor or inaccessible transportation. They can’t get into the workplace or maneuver around it because of steps and narrow pathways. They can’t access the tools, techniques, and technology of specific jobs and professions. Or maybe they just can’t get into the restroom. Accessibility standards have improved access quite a lot over the last 50 or so years. But physical design and layout is still an everyday problem for people with any kind of mobility disability.

At the same time, despite the right to individual adaptations being a core provision of the Americans with Disabilities Act, it still seems far too easy for employers to refuse them. Or, maybe even more common, disabled applicants and workers themselves instinctively feel a passive pressure to avoid even asking for accommodations, for fear of being seen as too “high maintenance.”

Finally, there are still too many ways for employers to simply screen out disabled job seekers, weed out disabled employees in indirect ways, or underpay them and overlook their potential for advancement. Both conscious and unconscious discrimination on the basis of disability still happens. Fully qualified disabled people are still denied jobs and career opportunities just because they are disabled.

Maybe what disabled people need is some new ways to make the Americans with Disabilities Act a more immediate and credible force for accessibility, accommodation, and non-discrimination. There also should be a more focused effort by employers themselves to reduce the informal stigma against workers self-identifying their disabilities and seeking accommodations. Disability rights protections don’t do much good if, deep down, disabled people don’t believe they will work for them — and opt instead to hide, and muddle through without accommodations.

Other overlapping, intersecting factors

Disabled people are also hindered by forces and situations that aren’t unique to disability — like substandard education, poor training, lack of past work experience, life struggles and barriers outside of work, and the compounding effects of other overlapping disadvantages and privileges around race, gender, sexual orientation, immigration status, and social class.

Employers, disability professionals, and disabled people themselves need to recognize that while people with all kinds of disabilities have much in common, they face a wide range of different barriers when it comes to employment. The reasons for such high and persistent unemployment among people with disabilities aren’t simple. No single great reform or social change is likely to be revolutionary enough to “move the needle” by itself.

On the other hand, we know the pressure points fairly well. Addressing any of them can help.

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NCD urges HCBS strengthening, calls for ‘Community Living Bias’ in view of COVID-19 death toll https://www.aapd.com/why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2-2-2-2/?utm_source=rss&utm_medium=rss&utm_campaign=why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2-2-2-2 Wed, 16 Nov 2022 00:05:00 +0000 https://www.aapd.com/?p=15072 The National Council on Disability releases a report examining weaknesses in the home- and community-based services (HCBS) ecosystem, taking stock of the preventable disproportionate death toll in congregate settings during the COVID-19 pandemic.

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NCD urges HCBS strengthening, calls for ‘Community Living Bias’ in view of COVID-19 death toll

The strong late-pandemic labor market is giving a lift to a group often left on the margins of the economy: workers with disabilities. Employers, desperate for workers, are reconsidering job requirements, overhauling hiring processes and working with nonprofit groups to recruit candidates they might once have overlooked. At the same time, companies’ newfound openness to remote work has led to opportunities for people whose disabilities make in-person work — and the taxing daily commute it requires — difficult or impossible. As a result, the share of disabled adults who are working has soared in the past two years, far surpassing its prepandemic level and outpacing gains among people without disabilities. Read the full story on nytimes.com

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Americans with disabilities need an updated long-term care plan, say advocates https://www.aapd.com/why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2-2-2-3/?utm_source=rss&utm_medium=rss&utm_campaign=why-is-the-employment-gap-for-people-with-disabilities-so-consistently-wide-2-2-2-3 Wed, 09 Nov 2022 00:12:42 +0000 https://www.aapd.com/?p=15090 Via NPR - Americans with disabilities need an updated long-term care plan, say advocates

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Americans with disabilities need an updated long-term care plan, say advocates

Thinking about the future makes Courtney Johnson nervous.

The 25-year-old blogger and college student has autism and several chronic illnesses, and with the support of her grandparents and friends, who help her access a complex network of social services, she lives relatively independently in Johnson City, Tenn.

“If something happens to them, I’m not certain what would happen to me, especially because I have difficulty with navigating things that require more red tape,” she says.

Johnson says she hasn’t made plans that would ensure she receives the same level of support in the future. She especially worries about being taken advantage of or being physically harmed if her family and friends can’t help her — experiences she’s had in the past.

“I like being able to know what to expect, and thinking about the future is a bit terrifying to me,” she says.

Johnson’s situation isn’t unique.

Read the full story on npr.com

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