First, let me just say that TikTok is a great platform for people to speak out on what seems like small moments in their lives but are ultimately extremely impactful: few other platforms expect you to produce 60-second vignettes of information with little further context, but TikTok allows and almost requires the person behind the camera to get to the point very quickly.

To summarize the video that does not have captions (not all creators in all countries have access to that feature yet): This person is deaf and was raised in a hearing community. They started a new job, and were surprised and overwhelmed when they walked in on their first day and everyone in the office was wearing clear, see-through masks, meaning they would be able to lip read. Their first reaction was to feel gratitude for what felt like a gesture of kindness and welcome, and that they feel seen as a person.

I want to take what this person almost said and bring it a step further. This creator felt gratitude, felt welcomed, and felt seen, and they felt these things because their workplace had done what could be argued they are legally required to do in order for them to be functional in their job. While clear masks may not be spelled out as an accommodation in the ADA, it definitely became necessary during COVID-19 for the deaf community in order for them to be safe, but also to participate in society. Providing clear masks to what is presumably an office would not be considered undue hardship as it would be only slightly more expensive than providing ordinary masks to the workforce. An office with a mask mandate is most likely providing their employees with masks, so an office with a mask mandate and a deaf employee would then be legally required to provide clear masks to their workforce.

I will reiterate: This person felt gratitude because their employer did what they were legally required to do to accommodate their disability and did it promptly so the accommodation was in place when they started their first day of work.

As a member of the disabled community this tells me that the bar is on the ground. It may even be buried, and we are then overwhelmingly grateful when someone unburies the bar and hands it to us. It may still be covered in dirt and we may have a new worm friend but it’s been so long since some of us have seen the bar that we accept it as-is.

Can we even conceptualize what it would look like if every disabled person was given their accommodations on their first day of work? What would it look like if in an interview we could just hand a list to our potential employer and it wasn’t a factor in the hiring decision but simply part of their resume? What if everyone was required to submit a list of accommodations and workplace preferences as a part of their application, and it was simply accepted as standard and a best practice in hiring? What if these were accepted as necessary and automatic requirements as long as they fell under ADA guidelines and did not cause undue hardship to the employer, and thus every employer automatically provided them?

Let’s take this thought experiment one step further. What comes next? What does disability acceptance look like in a world where each individual’s needs were met to the furthest extent possible?

This may take some creative thinking on our part, but I think it’s possible to imagine. I personally can imagine an office where wheelchairs were equally as common as chairs. I can imagine that one person may be at a treadmill desk (there’s always at least one fitness enthusiast in an office) and another desk may be empty most of the time, as its owner largely worked from home. I can imagine that transcription of recorded virtual meetings would be as automatic as meeting notes, and that it would be an expectation that the office would rotate through who took on that job just like we do note-takers. I can imagine that this office would throw out traditional concepts of what a work day would look like, and what work production would look like, and that each individual would be allowed to work and produce work in a way that best suited their personality, lifestyle, neurodivergences and sleep schedules.

These ideas, though, still linger within the realm of accommodation. Is it possible to get even more outlandish in our conceptualization of disability in the workplace?

I can imagine a workplace where a disabled person has been promoted several times. I can imagine a workplace where when someone schedules a happy hour, they take into consideration locations that would be functional and welcoming for every member of the team, which may mean having drinks at a quiet restaurant instead of a loud, difficult-to-navigate bar. I can imagine that at the desk of the person who works from home, there is a prank hidden in the drawer for that person to find from a coworker who is thinking of them whether they’re physically there or not, and doesn’t care how long it takes them to find it. (Who doesn’t enjoy the long game?) I can imagine a scenario where every team member is appreciated for their social contributions to the team, and that for some people that may mean not eating lunch in the cafeteria, but may look like them tracking everyone’s birthdays and sending out celebratory emails to everyone. I can imagine that people with disabilities are treated like people and are accepted in all contexts of the word and are welcomed not only on the surface of being able to do their work adequately, but are welcomed as a human being joining a collective enterprise.

When the bar for disability accommodation is buried underground, acceptance and equity for disability is buried along with it.