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Transcript of the March 29, 2019 Symposium Address

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Transcript of the March 29, 2019 Symposium Address The ADA Project www.adalawproject.org LEGISLATION CLINIC AND LAW REVIEW KEYNOTE REMARKS This is a verbatim transcript of the March 29, 2019 symposium address. The video of the keynote address is available at: http://bit.ly/Feldblum_keynote. Speaker names are in bold, followed by the minute and second marks in parenthesis to indicate the location at which the remarks begin on the corresponding video. Rafael Sa’adah1 (00:00) This is a student run event. So this event was put together by students. We began the work for this event in the summer of 2018. And critical to the success of this event was the early acceptance of our very first speaker: our keynote speaker, Chai Feldblum. It is our honor to introduce her. She is someone who is a distinguished public servant. A distinguished practitioner and academic, and a lifelong advocate for disability rights. She was recently appointed as partner and director of workplace culture consulting at Morgan Lewis, where she helps companies and organizations create safe, respectful and inclusive workplaces, focusing on preventing and responding to workplace harassment. Previously Ms. Feldblum served as the Commissioner of the Equal Employment Opportunity Commission from 2010 to 2019, two full terms. Prior to her appointment to the EEOC, she was a professor of law at Georgetown University Law Center, where she has taught since 1991 and where she founded the Law Center's Federal Legislation and Administrative Clinic. As legislative counsel at the ACLU from 1988 to 1991, former Commissioner Feldblum played a leading role in helping to draft and negotiate the Americans with Disabilities Act of 1990. And later as a law professor representing the Epilepsy Foundation, she was equally instrumental in drafting and negotiating the ADA Amendments Act of 2008. Former Commissioner Feldblum, as I mentioned, was the very first speaker to commit to this symposium. We are honored and graced by her presence and participation in our event. Without further ado, Chai Feldblum. [*Applause*] Chai Feldblum2 (01:59) Well hello everyone, and you all get a prize for making it this far. [*Laughter*] Amazing. Truly. I look through this agenda and I was just truly awestruck by both the 1 Student and Law Review Symposium Editor, UDC Law. 2 Partner and Director of Workplace Culture Consulting, Morgan, Lewis & Bockius. 1 breadth of the issues that you talked about today, and the incredible depth of knowledge and experience represented by those participating in these panels. Recognized a lot of you and I was thrilled to learn some new names. So, I actually believe that what has happened here today could become one of the most important roadmaps for disability rights going forward because of the combination of the breadth of issues and the experience and knowledge of those who participated. So, what I would encourage you to do as a way of helping to have that happen. If you have a thought tonight, tomorrow, a week from now, of something that really struck you in one of the breakout sessions or other sessions, I recommend you just email that to Marcy. And if Marcy wants it to go somewhere else you can do that. But, like, here's, here’s what I didn't know before. Or here's what surprised me or thinking about this, this is what I think we should try to do next. And say that to all your friends who were potentially at some sessions and not here. That would be an amazing way for all of you to continue what I’m sure has been an amazing day. So, I don't believe that keynote speeches have to be long. [*Laughter*] So especially after such an amazing day. I am hoping to have mine not be. So you'll let me know if I was able to carry that out. So, we stand at an important moment right now. We stand. I think I must add an inflection point. People are energized about doing social justice now in a way that I think we may not have seen before. Obviously, that’s fueled by anger and frustration but whatever. We're at a moment when people are energized about social change. We have to channel that energy now in a way that helps all people who have been left behind, all people who have been treated unfairly, all people who have not been truly included in our society, and that means people with disabilities as well as all other individuals who need to benefit from fairness and inclusion. And we need to make sure that as this energy is challenged, that people with disabilities are right in the middle of the mix. Not an afterthought, not on the sidelines; right in the middle of this social change mix. Now I think we have to be both intentional and strategic as we move forward in order for that to happen. So, I think an excellent example is the panel that just concluded. Right, we are at a moment now when a range of social actors are focusing on the issue of harassment. Right, a range of social actors --employers, employees, unions in the employment setting, foundations, community groups, religious groups, the media. I've talked to a lot of these entities over the last two years. There's a focus on this now. And here's the thing: although the stories of sexual harassment, and many egregious stories have been key in raising the visibility of this issue; shame on us if we don't use this opportunity to make structural changes in our society and in our workplaces to stop harassment on all bases. Obviously based on sex, but also based on race, and religion, and national origin, and ethnicity, and disability, and immigration status, and sexual orientation, and gender identity. Note how I put disability right in the middle of that mix, and I think we should all be doing that. [*Laughter*] Right. It's about taking this moment and transforming it into significant and sustainable change to stop harassment on our bases. 2 Because harassment is often at a core, an underpinning of making people not feel safe. So, as we're trying to make these structural changes, the truth is we want to stop harassment on all these legally protected characteristics but we also want to stop harassment generally. Right. Even if it's not on any particular characteristic, right. The equal opportunity person who bullies, and yells, and screams. That's not good for society, not good in a workplace. Again, when you're trying to make some change now you can set it up so that that type of behavior is not tolerated in the workplace or elsewhere. And the research shows--because I've been now studying this pretty intensively, harassment prevention, for about five years. The research shows that if you go down one level deeper and create cultures in which people treat others with respect, that can be hugely important. As one researcher said: “disrespectful behavior can be a gateway drug to illegal harassment.” Ok. So, stop the disrespectful behavior. I mean, how horrible is it if someone with an intellectual disability is teased or humiliated at work, right? How horrible is it if someone with cerebral palsy is harassed and demeaned, made fun of because of how they talk? I mean, it's not only horrible in terms of them having to go to work. It's horrible in terms of the assault on their dignity. So, if we had a culture in which, in society overall as well as in workplaces, people are expected to treat everyone with respect. You don't tease or belittle or humiliate anyone. Then that can be applied to stop harassment of that kind against people with specific characteristics, disability or otherwise. And one can build these cultures. One can build these cultures. Obviously the first thing is--it requires leadership. Now, how many times have you heard: “it starts at the top.”? Whenever I heard that I'd be like: “Thank you for sharing, and what does that mean?” Well, actually there's a lot of research about how leaders can shape cultures. Requires three things. First, they have to believe in a certain value. Actually have to believe in their gut that harassment based on disability is wrong or that people with disabilities should have a fair chance. They have to actually believe it. Then they have to articulate it. Do not underestimate the power of words. If a leader is having an all staff meeting or in a day camp an all camp counselor meeting or camp meeting about some topic and starts that meeting with “here's the type of culture we are trying to create.” That sends a message. And third, leaders have to act in a way that makes the people listening to them, employees, the camp kids, whatever, believe that the leaders are authentic. Leaders say a lot of things. Leaders have to act in a way that make those listening to them believe they are authentic. And the most important thing leaders can do in terms of their actions is hold people accountable who are acting in a way that undermines those values of safety from not being harassed, respect, and inclusion. Hold people accountable. And that by the way includes three different sets of people. It includes, obviously, someone who is engaged in the behavior that is not tolerated in the workplace; and that's everything from severe harassment to just disrespectful behavior that you want to 3 nip in the bud.
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