Are Awareness Months Like DEAM Truly Serving Their Purpose?
Disability Employment Awareness Month (DEAM) has a clear mission: to highlight and promote the skills and talents of individuals with disabilities in the workforce. But are these awareness months actually making a difference—or are they simply opportunities for service providers to advance their own agendas? Here’s the question I’ve been grappling with: Are these months genuinely amplifying the voices and achievements of the people they claim to support, or are they using service users as promotional tools for the organizations themselves? Let’s break this down:
1. Storytelling vs. Marketing: Are we telling the stories of individuals to inspire genuine change in hiring practices, or are we showcasing “success stories” primarily to spotlight service providers?
2. Impact vs. Intent: Is the focus on sustainable employment and long-term support for individuals with disabilities, or is it more about the metrics, funding, and awareness campaigns that happen during these months?
3. True Advocacy vs. Tokenism: Are organizations and employers committing to year-round inclusive practices, or does the push for “awareness” stop as soon as the month ends? I’m not against awareness months—in fact, they can be powerful platforms for dialogue and change. But I do wonder if we’re missing the mark by prioritizing visibility over tangible outcomes. I’d love to hear your thoughts! Is DEAM (or similar awareness campaigns) truly serving its purpose, or does it need a deeper shift in focus? What changes could make these months more impactful for the very people they aim to support?
Let’s have an honest conversation.