Boston, MA (December 8, 2017) – The Social Innovation Forum (SIF) has selected Partners for Youth with Disabilities (PYD) to participate in SIF’s 2018 “Social Innovator Accelerator,” a 24-month capacity-building program that helps nonprofit organizations gain visibility, expand their networks, and accelerate their impact.
As a 2018 Social Innovator, PYD will receive access to more than $150,000 of cash and in-kind services, including training, coaching, and consulting, from SIF and its partners. SIF selected PYD from a pool of 155 applicants based on its unique approach to addressing accessibility and opportunities for young people with disabilities.
“We extend a warm welcome to our newest group of Social Innovators,” said SIF Executive Director Susan Musinsky. “Our team, consultants, in-kind partners, and volunteers are excited to work with you over the next 24 months to help you accelerate the important work your organizations are doing in the local community.”
Regina Snowden, Founder and Executive Director of PYD shared: “We are humbled and honored to be selected as a Social Innovation Forum (SIF) Social Innovator 2018. Our focus as a Social Innovator will be on the bright future of PYD’s YEP Career Readiness Program primed to engage more youth. We are gratified for the ways that mentoring, group mentoring, job training and placement are at the fore of empowering young people with disabilities, a population still under-served. Youth and adults with disabilities are vastly under- and unemployed as compared to persons without a disability. Further, the larger percentage of youth in the juvenile justice system are youth with a disability. Through PYD programs young people gain life skills, career skills, and confidence. They access their rights and realize their abilities. We are grateful to SIF for this extraordinary opportunity. And we are very grateful to Liberty Mutual Insurance, our track sponsor, who leads the way for youth with disabilities and mentoring.”
The full list of organizations selected for the 2018 Social Innovator cohort includes ACT Lawrence, Community Boating Center, Fathers’ Uplift, GreenRoots, PAIR (Political Asylum / Immigration Representation Project), Partners for Youth with Disabilities, Strategies for Youth, and The Renew Collaborative.
The Social Innovator Accelerator is generously supported by the Barr Foundation, Blue Cross Blue Shield of Massachusetts, The Boston Foundation, Boston Open Impact, the Devonshire Foundation, Highland Street Foundation, Immigrant and Refugee Funder Collaborative, Liberty Mutual Insurance, the Margaret Stewart Lindsay Foundation, MassMutual Foundation, Schrafft Charitable Trust, and the Stifler Family Foundation.
About the Social Innovator Accelerator
The Social Innovator Accelerator provides small- to mid-sized nonprofit organizations with intensive training over a two-year period, including consulting, coaching, and connections to SIF’s network. On average, nonprofit organizations in the SIF portfolio more than double their revenue within four years after engaging with SIF, growth significantly higher than state and national rates. In the past year, organizations in the SIF portfolio impacted more than 400,000 lives across a spectrum of social issues including early childhood education, environmental sustainability, homelessness, and youth development. For more information, visit www.socialinnovationforum.org.
For thirty-two years, Partners for Youth with Disabilities has empowered youth with disabilities to reach their personal, educational, and career goals through unique mentoring, creative arts, life skills development, and career-readiness programs. We also have provided inclusion training and technical assistance to more than 100 organizations across the country to help them become more inclusive towards people living with disabilities. PYD is a founding member of the National Disability Mentoring Coalition and also co-chairs the Mentoring Task Force of the Global Partnership on Children with Disabilities. We envision an inclusive global society in which youth with disabilities have the access, support, and confidence to achieve their full potential. We believe that youth with disabilities who are educated, mentored, and empowered have a profoundly positive impact on their communities and the world. With the generous support of many individuals, organizations, foundations, businesses and corporations, our important work with this under-served population of youth will continue to thrive and grow. Partners for Youth with Disabilities, Inc. (PYD) is a designated 501 (c)(3) non-profit organization by the Internal Revenue Service. Follow us on Facebook (pydboston), Twitter and Instagram (@PYDBoston).
For those not familiar with it, inspiration porn is a phrase that refers to the way disabled people are frequently used as objects of inspiration for abled people. It was coined by the disabled writer and comedian Stella Young, and once you understand the concept, you can’t help but see it everywhere. Especially on social media.
There can sometimes be push-back and confusion around this term, because it makes it sound like no one can ever be inspired by someone with a disability without it being a problem. That’s certainly not true! Just as it’s okay to be inspired by talented, amazing abled people, it’s fine to appreciate and be inspired by real talent and achievements by disabled people as well. That’s okay and there’s nothing wrong with that.
In my book, you can tell if something is inspiration porn because it fails three basic questions:
1) Voice and choice. Is the disabled person choosing to be portrayed as inspirational?
2) Pity. Is this using pity to create a feel-good moment?
3) Real accomplishment. Would this “achievement” still be celebrated to the same extent if the individual was abled?
To get a feel for it, let’s try a few examples on for size. Would this video trailer for the Rio Paralympics be considered inspiration porn?
Are the disabled people in the video choosing to be portrayed this way? Yes, they’re all adults and they obviously consented to being recorded for the video. Does the video use pity to inspire us to feel good about something? No, there’s no pity involved; the video deliberately pushes back against pity and challenges viewers to realize how talented and amazing people with disabilities are. Would these achievements still be celebrated to the same extent if the individuals were abled? Yes, these are Olympic athletes we’re talking about! Of course they would be!
Quick note: While the video above doesn’t fall into the inspiration porn trap, there are some problems with the phrase “superhuman” being used to reference people with disabilities. You win some, you lose some.
On the flip side, here’s a question: is it okay to tell a person in a wheelchair in the grocery store that they’re an inspiration? Answer the questions: is that person consenting to being portrayed as inspirational? No, it’s being ascribed to them and they’ve had no say in the matter. Is pity involved? Oh yes, definitely–why else would shopping at a grocery store be inspirational if pity wasn’t involved? Would this “accomplishment” (i.e. shopping at a grocery store) be celebrated and seen as inspirational if an able-bodied person did it? No, not even close. So I think the answer is clear: that’s inspiration porn, and it’s definitely not okay to approach that person and tell them they’re inspiring.
And now, let’s consider a holiday-themed case! In the novel A Christmas Carol by Charles Dickens, the character Tiny Tim is portrayed as having a disability; he’s depicted as weak, in poor health, and uses a crutch. His character is part of what inspires Ebenezer Scrooge to change his ways and become a generous man.
Tiny Tim is almost always pointed to as the classic example of inspiration porn. And if you consider the three questions, you can understand why:
1) Is Tiny Tim given any personal voice or choice? And was Tiny Tim’s portrayal the choice of a person with a disability?
Charles Dickens was a tremendous author, and considering the time period he was from, there are some positive aspects to his portrayal of Tiny Tim. There are still very few characters with disabilities in literature, nonetheless (relatively) main characters. Visibility is important, and at a time when most people with disabilities were sent off to asylums and not incorporated into society, it was notable that Tiny Tim was shown as living at home and capable of living a full life in the community.
That said, Tiny Tim was not the creation of an author with a disability and he’s not given any agency as a character. He doesn’t get to decide that he wants to try and inspire Scrooge to be a better person; he’s left completely oblivious to Scrooge and the Spirits peering in on his life.
2) Does A Christmas Carol use pity to create a feel-good moment?
100% absolutely. Tiny Tim’s whole narrative purpose is for the reader (and Scrooge) to feel bad for him. He’s such a pure, wonderful person; he doesn’t deserve to be disabled or die. It’s not fair, and showing us a possible future where Tiny Tim dies just ladles on the pity you feel for him. The Spirits freakin’ weaponized pity here to make Scrooge feel the maximal amount of guilt and shame possible.
3) Would his “achievement” still be celebrated to the same extent if the Tiny Tim was abled?
This begs the question: what exactly was Tiny Tim’s “achievement” that was so inspirational to Scrooge? The nearest I can tell, Tiny Tim’s achievement is that he’s a decent human being that cares about others. He’s depicted as so pure of heart and innocent, his mere presence and demeanor is enough to inspire Scrooge to change his ways. You can almost here Scrooge thinking, “If someone disabled can be so happy and generous in spirit despite their struggles, how can I be such a curmudgeon?”
But wait, you ask: why is this such a big deal? I get that it’s a double standard to celebrate when disabled people do everyday things that aren’t a big deal when others do them, but what harm is being done with bringing a little more inspiration into the world?
Look at those three questions one more time. The harm being done is 1) people with disabilities aren’t having their wishes or voices respected, 2) people with disabilities are being viewed as one-dimensional objects of pity (which nobody likes!), and 3) people with disabilities can get so used to having everything they do praised as exceptional, it can make all praise they receive (even for actual accomplishments) feel hollow and fake.
So the next time you’re on Facebook and see a viral video involving a person with a disability making the rounds, think before you automatically click “Share”: is what I’m sharing inspiration porn?
The following blog post was written by Bjarne P. Tellmann from the Association of Corporate Counsel, provided through the National Disability Mentoring Coalition (NDMC).
Our legal department recently launched an innovative mentoring program for college students and recent graduates with disabilities, some of who were interested in pursuing a legal career. The success of this initiative, launched in partnership with the National Federation of the Blind, has revealed how mentoring can be a powerful tool to achieve more diversity.
Diversity is intrinsically desirable from a social justice perspective. But it also makes good business sense. Numerous studies show that diverse teams outperform homogenous ones in many ways. For example, a company’s financial performance improves along with its level of racial, ethnic and gender diversity . Diverse teams are also more innovative and better at solving complex, non-routine problems.
But to achieve such outperformance requires ”cognitive diversity”, which is defined as “the extent to which the group reflects differences in knowledge, including beliefs, preferences and perspectives”. That usually requires seeking diversity beyond race and gender to include educational attainment, national origin, age, sexual orientation, disability, and other characteristics. The deeper the level of diversity across all dimensions, the more likely a group is to be cognitively diverse. A Harvard study of 1.5 million scientific papers, for instance, found that those written by more diverse groups of authors and associated with greater geographical and intellectual diversity had more citations and higher impact factors.
Mentoring can play a vital role in promoting diversity because it is an easy and cost effective way to attract, retain, and motivate diverse talent. It sends a strong signal to marginalized groups that typically lack optimal support networks that they are valued and desirable.
Mentoring programs can be structured in different ways depending on the specific needs of the company and individuals involved. But for the program to be successful, it must be authentic. It must focus on helping mentees develop their knowledge, networks and careers and (to paraphrase Steve Jobs) how to make their dents in the universe.
At Pearson, our legal professionals are supporting disabled young mentees to develop career plans that reflect their true interests and capabilities, without regard to their disabilities or others’ perceptions of what is ‘appropriate’. The model leverages our internal resources and is innovative, inexpensive and replicable.
We decided to focus on disabled professionals because they are highly marginalized both in our profession and within the job market as a whole. Despite being the largest minority in the US, disabled people have by far the largest unemployment rate. Only 0.38 percent of all lawyers in law firms are disabled.
That is shockingly low, leaving precious few disabled lawyers to act as role models for younger disabled professionals, with the result that pathways for success can seem hard to scale. Many get discouraged. A UK study found that, even though the scope and level of career aspirations of disabled and non-disabled 16 year olds are similar, the gap between unemployed disabled and non-disabled people widens as they age. In the US, 60 percent of all 1.4 million disabled college graduates are unemployed. Those who do find work are 16 percent more likely than nondisabled graduates to be underemployed and working in service-related jobs that do not require a college degree.
A culture of low expectations is pervasive when it comes to disabled professionals. As one disabled senior in-house attorney remarked, “many professionals assume I am unemployed or work from home. Astonished to learn that I am an attorney, many proclaim me “an inspiration,” as if the biggest challenge in law school was negoti¬ating hallways in a wheelchair, not mastering the rule against perpetuities.”
Our mentoring experience has convinced me that success can lie in such simple things as being authentic, challenging self-defeating assumptions, providing gentle encouragement and helping disabled mentees to discover and then harness the power of their own narratives.
The results speak for themselves. Although our program is less than one year old, in that time our mentees have been admitted to Harvard Law School and promoted at Apple, have interviewed for and secured sought-after positions, and decided to attend or apply to great graduate programs. On a human level, this feedback from one mentee says it all: “I was able to ask [my mentor] questions of any kind without feeling silly. She brainstormed with me when I needed to solve a problem, and has also celebrated with me when I have had a success. [She] has truly had an impact on my life….”
So little effort can yield so much. If we all chipped in, we would enjoy a more diverse workforce.
Reprinted with permission of the author and the Association of Corporate Counsel as it originally appeared: Tellmann, Bjarne. “Mentoring and Diversity,” ACC Docket volume 35, issue 9 (Nov. 2017): 22-23. Copyright ©2017, the Association of Corporate Counsel. All rights reserved. If you are interested in joining ACC, please go to www.acc.com, call 202.293.4103 x360, or email email@example.com.
Anna-Mariya Kirova joined PYD in October 2017 as the Pre-Employment Coordinator to provide job coaching and support to transition age youth. Anna-Mariya has previously worked at the Walker School and Massachusetts General Hospital where she supported children, adolescents and young adults with mental illness and developmental disabilities. She is excited to be a part of PYD and to serve as a resource for students looking to gain independence and cultivate critical job skills.
As the Pre-Employment Program Coordinator, Anna-Mariya provides soft skills training to transition age youth and helps coordinate internship placements for them with one of our employee partners.
In her spare time Anna-Mariya enjoys cooking, trying new food, being outdoors and painting.
Greg Dees and Anita McGahan are two luminaries in social entrepreneurship and business for whom the award is named. They both took an interest in PYD in various ways. Greg was a former PYD board member. Greg and Anita were professional colleagues while at Harvard Business School.Through this professional relationship Anita came to know PYD, and bring recognition to PYD through her own family engagement in the organization over the past 25 years.
J. Gregory Dees was considered the “father of social entrepreneurship education.” He was instrumental in founding and developing social entrepreneurship as an academic field, through his work at Duke, Stanford, Harvard and beyond. When he began, “social entrepreneurship” was a new and novel term. Now, a Google search reveals more than 65 million hits, and Dees’s seminal piece, “The Meaning of Social Entrepreneurship” is one of the most widely distributed pieces in the field.
Greg Dees, recognized as a leading scholar in social entrepreneurship, took the reins of the Duke Innovation and Entrepreneurship Initiative’s social entrepreneurship pillar in 2013. He was clinical professor at the Fuqua School of Business, where he co-founded the Center for the Advancement of Social Entrepreneurship, and he previously taught at Stanford, Harvard and Yale universities. In 2007, the Aspen Institute and Ashoka recognized his pioneering work with their first Lifetime Achievement Award in social entrepreneurship education.
Greg published extensively, including two books with Jed Emerson and Peter Economy, “Enterprising Nonprofits” and “Strategic Tools for Social Entrepreneurs.” He cofounded the Center for Social Innovation at Stanford’s Graduate School of Business. Previously, at Harvard Business School, he helped launch the Initiative on Social Enterprise, and in 1995 received Harvard’s Apgar Award for Innovation in Teaching. While at Harvard, Greg took leave to work in Appalachia with the Mountain Association for Community Economic Development in Berea, Ky. Following time with McKinsey & Company as a strategy consultant, Greg’s academic career started at the Yale School of Management, where he developed a highly regarded course on new venture creation.
Greg chaired the World Economic Forum’s Global Agenda Councils on social entrepreneurship and on social innovation. He served as President of the Board of Directors of PYD ca. 1990. Also serving on the board of trustees and external Knowledge Advisory Council for the Bridgespan Group and served on advisory boards for numerous organizations, including Volans, REDF, Business Leadership for Tomorrow, the Limmat Foundation and Root Alliance. His research focused on strategies for scaling the impact of social innovations, business models for social entrepreneurs and how societies can better capture the benefits of social entrepreneurship.
Greg completed a doctorate at Johns Hopkins University and master’s degrees from Yale and Johns Hopkins, as well as a bachelor’s degree from the University of Cincinnati. Sadly, our dear friend, colleague and leader passed away on Friday, December 20, 2013.
Anita M. McGahan is Professor and Rotman Chair in Management at the Rotman School of Management at the University of Toronto. She is cross appointed to the Munk School of Global Affairs and the Physiology Department of the Medical School; is Senior Associate at the Institute for Strategy and Competitiveness at Harvard University; is the Chief Economist in the Division of Health and Human Rights at the Massachusetts General Hospital; and is President of the Academy of Management. In 2013, she was elected by the Academy of Management’s 18,000+ membership to the Board of Governors and into the Presidency rotation. In 2014, she joined the MacArthur Foundation Research Network on Opening Governance. During her 2010-2015 appointment as the Director of Toronto’s PhD Program and as the Associate Dean of Research, the School’s PhD and research rankings internationally increased from #11 to #4 and #17 to #4, respectively.
McGahan earned both her PhD and AM at Harvard University in two years. She holds an MBA from the Harvard Business School, where she received highest academic honors as a Baker Scholar, and a BA from Northwestern University, where she was elected to Phi Beta Kappa. She also spent several years at both McKinsey & Company and Morgan Stanley & Company, and was previously on the faculties of both Harvard Business School and Boston University.
McGahan’s credits include three books and over 100 articles, case studies, notes and other published material on competitive advantage, industry evolution, and financial performance. Her current research emphasizes entrepreneurship in the public interest and innovative collaboration between public and private organizations. She is also pursuing a long-standing interest in the inception of new industries. Her recent work emphasizes innovation in the governance of technology to improve global health. McGahan has been recognized as a master teacher for her dedication to the success of junior faculty and for her leadership in course development. In 2010, she was awarded the Academy of Management BPS Division’s “Irwin Distinguished Educator Award” and, in 2012, the Academy conferred on McGahan its “Career Distinguished Educator Award” for her championship of reform in the core curriculum of Business Schools. In 2012, she was elected a Fellow of the Strategic Management Society, and in 2015, she was elected a Fellow of the Academy of Management.
Ray Grandoit, recipient of the inaugural Greg Dees & Anita McGahan YEP Award, is a PYD YEP Career Readiness program alumnus, PYD Mentor Match alumnus and has also served as a PYD board member over the years. Popularly known as Ray Grand, he was born and raised in Boston, Massachusetts. Growing up, Ray always had dreams of playing in the NBA and being a CEO of his own company. At the young age of 14, Ray contracted spinal meningitis, which left him in a coma for several weeks, paralyzing from the waist down making him wheelchair bound. This changed his life completely but not his dreams or aspirations. He looked at being paralyzed as a blessing, he was alive and still able to do everything anyone else could, just differently, including playing basketball and being the CEO of his own company.
At age 16, he was chosen by a high school teacher to participate in the National Foundation for Teaching Entrepreneurship (NFTE) class. This NFTE class gave Ray the spark to launch his own entrepreneurial endeavors which he used as an opportunity to start a clothing line, Ray Grand Apparel (www.raygrand.com) and (www.mystyleisgrand.com). The company Ray Grand Apparel is the celebration of overcoming adversity expressed through clothing. Along with being the CEO of Ray Grand Apparel he provided custom orders for organizations, teams and clubs with custom graphic design tee shirts and accessories. Ray is an active member in Mass Mentoring and Partners for Youth with Disabilities, where he was featured in their national mentor month public service announcement with his mentor, Federal Judge Reginald Lindsey.
Unfortunately, in February of 2007, medical complications left him on complete bed rest and in the hospital for 11 months. Shortly after Ray was honored by the Boston Celtics with the “Hero Among Us” award for demonstrating extreme courage, and overcoming a disability and manage to accomplish as much as he did.
In 2008, Ray earned a full scholarship to Oklahoma State University to play wheelchair basketball which gave him an opportunity to pursue a degree in Entrepreneurship. The School of Entrepreneurship and the Riata Center for Entrepreneurship were the catalyst that Ray needed to further progress in his ventures. Ray Grand Apparel was accepted as a student business in the Cowboy idea hatchery, a student business incubator operated by the Riata Center of Entrepreneurship at OSU. Ray progressed well and within a year completed a detailed business plan and expanded his business model to include the B2B segment by providing products and services to established businesses. The resources and mentors available through the school helped Ray device a model that was robust and adaptable so Ray could successfully operate his business remotely.
In February of 2011, medical complications left him on complete bed rest again and in the hospital for several months. During this time, Ray leveraged his entrepreneurial skills and resources to turn his hospital room into an office. Ray over came all the adversity he had been dealing with and returned to OSU and completed his degree in Entrepreneurship. His positive energy and contagious smile has been a positive influence to those around him. Ray believes we all have it in us to be grand and say “I Am GRAND!” and he is the living testimony and reminder to those who aren’t able to see it in themselves that they are GRAND!