ReThink Ability Series Finale - This Isn’t the End – It’s the Beginning

It’s the final episode of Rethink Ability, and we’re wrapping the series with reflection, laughter, and a whole lot of heart.

Hosts Marion Anderson, Danny Gluch, and Cacha Dora are joined by Greer Procich and Lia Seth to revisit the mic-drop moments, hard truths, and big feelings from the series. From allyship to HR’s blind spots, from policy pitfalls to psychological safety — we’re talking about what hit hardest, what changed us, and what comes next.

This episode is more than a recap. It’s a call to keep learning, keep listening, and keep showing up.

💬 Topics include:

• The emotional toll of disclosure — and why belief matters
• Why saying “I don’t know” is powerful leadership
• What HR keeps getting wrong about disability support
• Creating proactive, not performative, inclusion
• Why this work is just getting started

🎧 Part of the limited series Rethink Ability, brought to you by The Fearless PX, The Elephant in the Org, Invisible Condition, and The Performance Innovation Collective.

🌐 Learn more and sign up for the October virtual summit: rethink-ability.com

Link to episode show notes

Rethink Ability is a limited seven-part podcast series that explores the often unseen dimensions of disability in the workplace — and what it takes to build environments where everyone can thrive.

Brought to you by The Fearless PX and the team behind The Elephant in the Org, in collaboration with ReThink Ability,  Invisible Condition, and The Performance Innovation Collective, the series centers the lived experiences of disabled employees, HR leaders, and workplace change-makers. Across seven honest, human, and action-driven episodes, we unpack the gap between intention and impact and explore how to bridge it.

This is a call to rethink assumptions, redesign systems, and reshape culture.

If you’re tired of one-size-fits-all policies and hungry for real change, you’re in the right place. 

🐘 Connect with Us:

🚀 Follow The Fearless PX on LinkedIn: The Fearless PX
📩 Got a hot take or a workplace horror story? Email Marion, Cacha, and Danny at elephant@thefearlesspx.com
🎧 Catch every episode of The Elephant in the Org: All Episodes Here

🚀Your Hosts on Linkedin:

🐘Marion Anderson

🐘Danny Gluch

🐘Cacha Dora

💬 Like what you hear?
Subscribe, leave a ★★★★★ review, and help us bring more elephants into the light.

🎙️ About the Show

The Elephant in the Org drops new episodes every two weeks starting April 2024.
Get ready for even more fearless conversations about leadership, psychological safety, and the future of work.

🎵 Music & Production Credits

🎶 Opening and closing theme music by The Toros
🎙️ Produced by The Fearless PX
✂️ Edited by Marion Anderson

⚠️ Disclaimer

The views and opinions expressed in this podcast are those of the hosts and guests, and do not necessarily reflect any affiliated organizations' official policy or position.

Transcript

Episode 7 Transcript 

This Isn’t the End – It’s the Beginning

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Danny Gluch: Welcome back everyone to rethinkability. This is our final podcast of the series. We've made it. Yay.

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Marion: Woo, woo.

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Danny Gluch: You guys should be more excited than that. This is a big journey, and I'm Danny Glutch, and I'm joined by my co-host from the elephant in the org, Marion Anderson.

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Marion: Hello!

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Danny Gluch: And Kashidora.

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Cacha Dora: Hello!

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Danny Gluch: And we also have with us the amazing Greer pro sitch.

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Greer Procich: Good day.

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Danny Gluch: And Leah Satan.

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Lia Seth: Season's greetings.

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Danny Gluch: Amazing what sees its greetings.

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Danny Gluch: It's July.

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Lia Seth: List.

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Marion: Jingle bells. Do you know that one in her back pocket.

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Danny Gluch: Way. I'm I mean happy disability, pride, month, season.

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Greer Procich: I guess that works. Yeah.

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Greer Procich: Tis the season.

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Greer Procich: Yes.

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Danny Gluch: Oh, that was such a wonderful podcast. I hope you you all got to listen to all other 6 episodes, and we just wanted to do a recap and go around and talk about our experiences hopefully. We've been engaging on Linkedin and through emails and and messages with all of you listeners of your favorite moments, and what stuck out to you, and what what hit really hard, and what was really thought provoking.

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Danny Gluch: So now I wanted to talk to my my co-hosts, the organizers of this program, rethinkability of what stood out to you. What was what were moments that you were like? Oh, my goodness that was just like giving life, or

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Danny Gluch: just made me really rethink things, or just a moment that was like so hilarious that you like fell out of your chair.

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Marion: I'm gonna.

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Greer Procich: You know, like Oh, go ahead!

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Marion: Well, I I was just going to call it from the get go! My favorite phrase from the entire thing from Dr. Ange.

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Marion: If you're not an ally, you're an asshole.

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Greer Procich: That's the best. So true, so true.

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Greer Procich: That's so true.

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Greer Procich: I think my favorite one was from Dr. Akilah Cadet when she said, you can use your spoons to eat ice cream too.

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Marion: Yeah, that was good.

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Greer Procich: I'm still gonna get that tattooed on my body somewhere.

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Marion: That's.

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Lia Seth: So beautiful.

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Lia Seth: I've heard Annie Deemer say this multiple times, but I love the the concept of if you design everything for the most marginalized communities you're including everyone.

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Greer Procich: Yes.

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Lia Seth: It's just it's so simple.

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Greer Procich: Yes, yes.

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Danny Gluch: There are a lot of good moments, and and I hope people can share some of the things that stood out to them in the comments that would be really great engagement and help us fight the algorithm down with the algorithm.

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Greer Procich: Kim Minnick would say, Daddy Algo.

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Danny Gluch: Wow!

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Marion: I love a Kim quote.

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Cacha Dora: Amazing.

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Lia Seth: Yeah, by the time this comes across everybody's feeds, it's going to be a disability employment awareness month, which is October.

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Greer Procich: Woo, woo, woo, woo, woo! Woo! Yes, which is exciting.

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Cacha Dora: 2 different disability, months.

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Greer Procich: Every month, his disability, month.

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Cacha Dora: Well, not for the algorithm, but we can try and fix that with all of our fun conversations.

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Greer Procich: Yes, exactly.

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Marion: Tasha, what was your standout? Moment.

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Cacha Dora: I absolutely love just getting to hear from people who

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Cacha Dora: I have so much to learn from

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Cacha Dora: and like. It's not even like a standout moment. It was just honestly.

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Cacha Dora: I haven't had. I have enough privilege to have not had a lot of these experiences at work and working in the people. Space, hearing what people have experienced and their solutions to things, was incredibly powerful, and like getting to connect with people on Linkedin, seeing the things that they've been saying before the the recordings and after so it's like I can't pinpoint one exact thing, and I'm not trying to cop it out. I swear

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Cacha Dora: but honestly, it's kind of been this entire process because it's been so eye opening and like

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Cacha Dora: man, it's hit the heart in so many ways. It's at the heart in so many ways, and like getting to celebrate people when they're posting about their wins, because I've been able to now connect with them as humans.

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Greer Procich: Yeah.

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Cacha Dora: Has been has been so great, so like one of my favorite moment. If I could pick one, would have to be just getting and having Dr. Angela Young on the pod on this series. Cause I followed them for so long, for like a year on Linkedin and and getting to see them in this process. Obviously their quote, Hello! But like getting to see this whole thing. Having been just like, you know, a liker and a commenter.

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Marion: Yeah.

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Greer Procich: Well. And, Kasha, you're the reason that Dr. Young is part of the steering committee for rethinkability. So not only did they come and give us an awesome episode, but they're actually helping us plan the event, doing some sessions on intersectionality and.

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Marion: Yeah.

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Greer Procich: Phenomenal. It's way.

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Cacha Dora: Thank you.

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Greer Procich: They're just getting started.

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Danny Gluch: What event are you talking about?

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Danny Gluch: More detail.

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Greer Procich: Yes. So in October, October 28, th through 30, th mark your calendars. We're gonna be doing a free live virtual summit.

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Greer Procich: We're going to focus on bringing visibility to disability and accessibility in the workplace. And so, like we were talking about, Dr. Young is a steering committee member. We've got 12 other steering committee members that helped me really put this program together. And you're going to leave with all sorts of different learnings and resources and tools and community and things like that. And so

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Greer Procich: we're working really hard behind the scenes right now to get this launch. But you know, disability pride month, there's gonna be a lot coming from us. So make sure that you follow rethinkability on Linkedin because we're definitely posting a ton. You'll learn more. You'll learn more about the event, so more to come.

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Marion: This is 6.

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Cacha Dora: Exciting.

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Marion: Oh, yeah.

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Greer Procich: It's definitely been a labor of love, but I think kind of to circle this back to what we were just talking about with, like our standout moment is.

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Greer Procich: it stands out to me how many people are showing up for this, and how many people are showing up, not just because it affects them, but because it affects someone in their lives that they love. And so it's just a really really good reminder that disability really is all around us, and it will touch our doorsteps at some point in time.

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Greer Procich: We go in and out of disability. And so we want to create systems that are proactive versus reactive. And so that's really what we're working on right now. And there's going to be a lot of good stuff, good conversations, free stuff, usable stuff to come out of this.

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Marion: I love that. Yeah, love. How

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Marion: I mean. Obviously this whole initiative had the the aim of being fully inclusive. But one of the key demographics that we wanted to get to were people in our own profession.

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Marion: Able or or otherwise, because, again, something that I think we all know and have experienced is that managing

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Marion: ability or disability is not something that comes in the Hr. Toolkit, you know, ready made, and we've all had experiences of just trying to wing it, and it sucks, and it sucks for you as the Hr. Practitioner, because everyone's looking to you for

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Marion: the advice and the guidance, and what the hell to do.

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Marion: and it sucks for the person that needs the support of the service, because unless that practitioner really knows their stuff, which let's face, it is pretty few and far between.

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Greer Procich: Yeah.

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Marion: They're probably going to get a very

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Marion: minimal surface, even performative experience out of it. And I think

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Marion: going back to psychological safety. The one thing that I really wanted to help

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Marion: inspire through this with you guys is is for Hr people to go for them to realize that it's okay to say, I don't know.

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Marion: And it's something that we never really allow ourselves to say, because everyone's looking at us to know. And everyone expects us to hold the ship steady for everyone else. But it's okay to say when you don't know, it's okay to not try and bluff your way through. And it's okay to try and seek out proper answers and proper routes to success rather than just try and make it up as you go along.

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Danny Gluch: Yeah. And I think that was one of the things that really stood out to me is, you know, in in my experience of you know, I know a lot of the theory and a lot of the sort of like academic work, and then I've got my limited, you know. My only perspective is my work.

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Danny Gluch: and having the opportunity to meet so many people and and lean on so many of their experiences that I would never have. And I loved. How diverse every panelist's experience was! It's not like, hey? We all have traumatic brain injuries.

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Marion: It was.

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Danny Gluch: You know, everyone has their own struggles with ability in the workplace, and

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Danny Gluch: and they've had their own process, their own experiences on both sides, either as a practitioner like Oh, you know, one of my people was experiencing this, or I personally experienced that.

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Danny Gluch: And I you know it's funny. I was

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Danny Gluch: with my son the other day, and he did something and said, sorry, and I said, You know we learned from Daniel Tiger. Thank you, Daniel Tiger. The 1st step is, I'm sorry, but then how can I help?

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Danny Gluch: And and I think something that this gave me was what you were talking about, Marion is, it's okay to say I don't know.

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Danny Gluch: But what's that second part? And the second part, I sure hope, isn't Google or Chatgpt.

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Danny Gluch: I hope the second part is

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Danny Gluch: these podcasts or someone you connected with in the, you know, culminating event where it's like, Oh, I connected with this person and that person, and we were in this little breakout group, and I learned this, and I connected with them. And now I can just go ask them. I can.

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Marion: Reach out.

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Danny Gluch: To these people. I know that are now a part of my network or a part of my community. People I consider friends and allies.

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Marion: Hmm.

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Danny Gluch: And I think that's what really stuck out to me is like I have so many answers now.

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Cacha Dora: I mean.

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Danny Gluch: Before, or at least have access to the answers that I

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Danny Gluch: and and I think that was really just like, you know, expanding to my whole world and my.

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Cacha Dora: Yeah.

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Marion: It's the curating of your toolbox you're adding in to your toolbox through all of these other learned experiences, and that's gold, and it costs nothing, you know it costs nothing.

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Lia Seth: It's just time. It's just it cost time, which I think is we're all here willing to give. I think just these conversations have shown that there are so many people who are doing the work already today, and who want to do the work, whether they're advocating for themselves, for other people whether they're trying to build something better.

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Lia Seth: Everyone's out there really, just doing the work. And they want to help other people. And we want to help each other. The best leaders I've ever worked with

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Lia Seth: will always say that their goal is never to be perfect.

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Lia Seth: because it's just not possible. But like you, said Danny. That doesn't mean you're like, well, I can't be perfect. So I'm just going to give up. You're still going to try. You're still gonna say, okay, I'm not going to be perfect. But I'm going to progress. I'm going to learn something. I'm going to push myself into that uncomfortable position where I have to raise my hand and say, I don't know, but I want to learn.

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Lia Seth: and I think hard.

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Cacha Dora: Yeah. And I think that Leah, to your point, and and Marion's as well. Right? We're really only limited by our own personal experiences.

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Cacha Dora: That limitation, though, is, should stop when someone asks a question, and the more you know, when you getting to listen to each of these panels.

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Cacha Dora: people are so open to share. And anyone listening ask the question.

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Cacha Dora: ask the question and be open, and that limitation can end very easily.

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Cacha Dora: You just gotta be open to learning new things, hearing new things, and and believing. When people tell you things.

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Greer Procich: Huge. That's such a big part. Kasha is believing people, I mean. I think if

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Greer Procich: if anybody walks away with anything from these sessions, I think it should just be. Believe someone when they tell you right, like the amount of effort and energy and

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Greer Procich: confidence it takes to tell somebody that you live with a disability that Hi, I'm career. And I'm disabled like that's really hard to do. And so just meeting people where they're at and being able to give them a safe space, if that's what you can take away from this, and that's all you can offer. Right? You don't have a lot of control. You don't have a lot of decision making power. Create a safe space for your team members for your peers. That's such a big thing on its own.

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Danny Gluch: Yeah. And I think that a lot of people who are listening to this and engaging with rethinkability are wanting to do that, and probably naturally do that.

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Danny Gluch: and I hope that they get the message to their peers in the Hr. Space and their friends who are navigating this or their, you know, friends of friends who are navigating this, that it's okay to

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Danny Gluch: to do that, to to have that

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Danny Gluch: emotion towards people of just openness and just just warmth and care. And

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Danny Gluch: one thing that gets talked about in in a few sort of like disclosure areas is, why would someone make this up?

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Danny Gluch: And I think some you know, some of the stick in the muds, and the Hr. You know, practitioners. We all know them who are like. No, I need. You know the doctor's proof. And I'm even going to question that doctor. And why would they write this note? It's like guys. Why would they go through this process of you know, getting up the courage to say, Hey, I'm disabled. This is my experience. These are my needs like that's not an easy thing to do? Are they really going to go through all that process because they really just

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Danny Gluch: who want to wear sneakers or get a special chair or wear their like, use, their wheelchair around the office like.

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Marion: But that.

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Danny Gluch: Sorry, no.

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Marion: That comes back to a fundamental flaw in in the org and in the culture is that psychological safety doesn't exist

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Marion: right? Because it's it's not mutually exclusive to to the situation. It's it's like

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Marion: you have to have psychological safety and trust is your foundation. And those people who I mean. I like to think that they are few and far between those old school practitioners, but you know those who are projecting that

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Marion: are probably working in organizations. That kind of perpetuate that sort of culture, and let's face it. That ain't somewhere you want to work right.

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Greer Procich: I think, to get kind of back to what we were talking about with Marion. I think, though as Hr practitioners, too, you know we have to teach. We have to treat individuals like individuals.

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Greer Procich: And a big thing that I see a lot. And I actually just had a conversation about this, literally on Thursday was, don't make a policy because of one person.

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Greer Procich: and so, like one person is gonna maybe take advantage of it, or one person could possibly use the

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Greer Procich: the policy wrong or whatever that is. But that doesn't mean you shouldn't offer it. That just means you need to manage that person's expectations. Give them feedback right like. Put these systems in place to support people and then believe them when they use it. And if they're taking advantage of it, deal with that person on an individual basis. Maybe they don't know how to use it. Maybe they don't understand the policy. Maybe it's not

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Greer Procich: clear. So instead of going straight to punishment or straight to eliminating a benefit or an accommodation, or not believing somebody

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Greer Procich: start from a place of trust and understand what they need, and go with some education.

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Danny Gluch: I think that goes perfectly into the reactionary

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Danny Gluch: aspect of of a lot of organizations and and teams work that way. They're very reactionary and.

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Greer Procich: Yeah.

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Danny Gluch: 1 1 thing I hope is that

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Danny Gluch: of all of these conversations, if if you listen to to everyone's experience and wisdom.

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Danny Gluch: that you have at least the tools or a starting point to figure out what proactive strategic

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Danny Gluch: ability access looks like in your organization. And and I honestly think that

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Danny Gluch: we've accomplished that, and that makes me really, really proud. I'm proud of all of you, and I'm so thankful to all of our listeners because none of this happens without listeners. This is just 5 of us in a Zoom Meeting. If it weren't for you all. So thank you all so much for for coming and listening and engaging, and we're looking forward to seeing you, when again Greer.

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Greer Procich: October 28.th Through 30th you can go visit, rethink, dash, ability.com to sign up and stay in the know more updates follow us on Linkedin. You'll hear a lot from us. See a lot more from specifically the 5 of us as well.

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Danny Gluch: Absolutely. And we're really looking forward to connecting with you all. You can find all of our links in the show notes for Linkedin, as well as all the guests from all the different panels. Please listen to all the podcasts. There's none that are better than the others. They're all really amazing and give them. I've listened to like all of them twice at this point, and I'm excited to listen to them again, because I keep learning, and it's really fantastic.

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Danny Gluch: Thank you all for listening and being part of our journey here at rethinkability, be sure to like and subscribe to the elephant in the ord podcast feed because, we will have more episodes coming out in the fall. After we take our summer break. And after all of these podcasts are out. We're looking forward to connecting with you all. Thank you all so much. Have a great day.