The Unheard Voices: A Personal Experience with the NHS (Oxford, John Radcliffe Hospital)

The National Health Service (NHS) is a pillar of support for millions across the UK, promising care, compassion, and dignity for all. However, my personal experience has left me questioning whether this promise is fulfilled, especially for those of us who live with disabilities.

As a person who relies on a wheelchair 99% of the time, I cannot express enough how essential it is for healthcare providers to truly listen to their patients. Yet, during a recent visit to an NHS facility, I found myself dismissed and ignored in ways that left me feeling both frustrated and vulnerable.

I clearly communicated my mobility limitations, yet instead of being offered the assistance I needed, I was told to “walk” to the toilet or commode. It felt like a stark dismissal of my reality—a painful reminder that many people simply do not understand the challenges faced by those with disabilities.

The situation worsened as I struggled with my basic needs. I found myself holding on to my toilet needs for far too long because it often took ages for staff to bring a commode. I overheard nurses expressing their concerns about helping me, worrying they might hurt their backs in the process. Their reluctance to assist me was baffling and left me feeling trapped in a situation that should have been handled with care and urgency. The absence of a collaborative spirit—where colleagues could step in to help—only added to my distress.

Adding to my confusion, I had a surreal and unsettling encounter in the middle of the night. A doctor, who appeared to be of Chinese descent, entered my room and began performing some strange hand movements that resembled a ritual. This bizarre experience left me feeling more anxious and isolated. When I later inquired about this doctor, the hospital staff claimed they had no knowledge of their identity. It was as if I was in a surreal nightmare—tortured not only by my physical discomfort but also by the lack of clarity and support around me.

Ignoring patients’ needs can have profound implications. It erodes trust in the healthcare system and can discourage individuals from seeking help when they need it most. It is vital for the NHS to prioritize active listening and empathy, particularly for those who may not fit the typical mold of “patient.” Each individual deserves to be treated with respect and understanding, especially when they are vulnerable.

To ensure that everyone receives the care they deserve, the NHS must implement training programs that emphasize the importance of recognizing and accommodating diverse patient needs. Healthcare professionals should be encouraged to engage in open conversations with their patients, asking questions and actively listening to their concerns.

My experience is just one example among many where individuals with disabilities are left feeling unheard and unsupported. By fostering a culture of compassion and understanding, we can transform the NHS into a space where everyone feels valued and respected.

In conclusion, as we move forward, let us advocate for a healthcare system that listens, understands, and accommodates all patients—regardless of their circumstances. We owe it to ourselves and to each other to ensure that no one feels ignored or diminished within the very system that is meant to care for us. The time for change is now

This was my experience , so dont you dare challenge it- Thank you.

Navigating the World Through Intersecting Identities: Race, Disability, and Womanhood

 

There’s a constant hum of tension in the background of my life, a subtle but ever-present reminder of how different I am perceived to be. As a Black woman in the UK, I’ve become well acquainted with the sharp edges of racism and sexism. But add disability into the equation, and suddenly the weight of navigating the world feels tenfold. My story is not extraordinary in its uniqueness, but it is deeply personal in the way these identities intersect and shape my everyday experiences.

The Invisible Layers of Identity

Growing up, I was acutely aware of my Blackness in a society where whiteness is the default. I learned early on that my presence in certain spaces could make people uncomfortable—sometimes because of my race, other times because of my gender, and often because of a mixture of both. But it wasn’t until I started dealing with the challenges of living with a disability that I fully grasped how layered and intersectional my experience was.

Being Black and disabled in the UK is a peculiar thing. While race and gender are visible aspects of identity, disability often adds an invisible layer of complexity. On the surface, many people don’t notice, or choose not to acknowledge, the additional challenges I face due to my disability. This invisibility can be isolating in its own right, as there’s an expectation to “get on with things,” to not let your challenges be seen, especially in professional spaces.

The Constant Negotiation of Spaces

I’ve often felt like I’m standing at a crossroads, negotiating which parts of myself to bring forward and which parts to tuck away in different spaces. In some situations, my race comes to the forefront. I’ve been made hyper-aware of the colour of my skin and what it represents to others. I’ve felt the unspoken pressure to perform “Blackness” in a way that others can easily digest—whether it’s by toning down my opinions or carefully navigating workplace dynamics where being assertive risks being labelled as the “angry Black woman.”

But then there are other times where my disability takes centre stage, albeit often invisibly. The thing about living with a disability is that it isn’t always immediately apparent to those around me, which can be both a blessing and a curse. I’ve had to explain myself more times than I can count when I’ve needed accommodations or support. People are quick to judge what they can’t see. If you’re not in a wheelchair or visibly in need of help, you’re expected to be “fine,” to push through whatever challenges you might be facing, no questions asked.

What’s harder still is when these aspects collide. As a Black woman, I already experience skepticism about my capabilities in certain spaces. Add a disability to that, and I feel like I’m constantly trying to prove that I belong, that I can keep up, that I’m not “less than.”

The Isolation of Otherness

One of the hardest parts of this journey has been the isolation that comes with feeling like an outsider, not just in mainstream society, but sometimes even within my own communities. As a Black woman, I’ve experienced solidarity in certain spaces, but there are also moments where my disability becomes a point of separation. People assume I’m fine because I’m strong. There’s a stereotype that Black women are resilient, that we carry everything on our backs without breaking.

But we do break. I break. There are days when the weight of my intersecting identities feels crushing. Days when navigating public spaces, workplaces, and even friendships feels like a battle between what I need and what society expects from me. The expectations are exhausting: be strong, be capable, be “normal.” But my lived reality is far from that, and it’s in those moments of struggle that I realize just how little room society makes for people like me—people who don’t fit into the neat boxes of identity they want to put us in.

The Strength in Vulnerability

Yet, through all of this, I’ve found a quiet strength. There is power in vulnerability, in being able to admit that my journey is hard. I’ve come to realize that my experiences as a Black, disabled woman are valid, even when the world tries to tell me otherwise. I don’t have to be everything for everyone. I don’t have to hide parts of myself to fit in.

It has taken time, but I’ve learned to embrace the intersectionality of my identity. My disability, race, and gender are not burdens, but parts of me that shape the way I see and interact with the world. They’ve made me more empathetic, more resilient, and more aware of the struggles others face. And while I still battle with the societal expectations placed on me, I know that my voice, my experiences, and my story matter.

Navigating the Professional World

In professional settings, the challenges intensify. As a woman of colour, I am often underrepresented and overlooked. Add my disability, and I become even more invisible. I’ve faced countless microaggressions—people underestimating my abilities, assuming I’ve reached where I am due to quotas rather than merit. There have been times when I’ve had to push twice as hard just to get half the recognition.

But it’s not just about being seen; it’s about being heard and valued. I’ve had to work through moments where my ideas were dismissed only to be picked up by others later. I’ve had to navigate colleagues who see my race and gender as indicators of incompetence or fragility. And when I’ve needed adjustments or understanding due to my disability, I’ve felt the silent judgment, as if asking for basic accommodations somehow makes me less capable.

Moving Forward

I share my story because I know I’m not alone. There are so many women out there who are navigating similar intersections of race, gender, and disability. Our stories are varied, but our struggles are connected. The more we share, the more we open up space for others to feel seen, to feel heard, to know that their experiences are valid.

As I continue to move through life, I carry the lessons of my intersecting identities with me. They shape how I approach challenges, how I interact with the world, and how I view myself. I’m learning that it’s okay to take up space, to demand that my needs be met, and to assert my worth. And while society may not always make room for people like me, I’m learning to carve out spaces of my own—spaces where I can be all of who I am without apology.

Coping with Perimenopause: Strategies for Managing Change - My experience

Perimenopause, the transitional period leading up to menopause, brings a range of physical and emotional changes that can be challenging. This stage usually begins in a woman’s 40s but can start earlier or later. The fluctuating hormone levels during perimenopause can lead to symptoms such as hot flashes, irregular periods, mood swings, and sleep disturbances. While each woman’s experience is unique, there are several strategies that can help manage these changes effectively.

1. Understand Your Body and Symptoms

• Educate Yourself: Learning about perimenopause and its symptoms can help you anticipate and manage changes. Understanding that symptoms are a natural part of the transition can reduce anxiety and empower you to seek appropriate solutions.

• Track Symptoms: Keeping a journal of your symptoms, including their frequency and severity, can help you and your healthcare provider identify patterns and tailor a management plan.

2. Maintain a Healthy Lifestyle

• Balanced Diet: Eating a well-balanced diet rich in fruits, vegetables, whole grains, and lean proteins can help manage weight and improve overall health. Incorporate foods high in calcium and vitamin D to support bone health.

• Regular Exercise: Engage in regular physical activity, such as walking, swimming, or yoga. Exercise can help manage weight, improve mood, and reduce the risk of heart disease. It also aids in improving sleep and reducing stress.

• Stay Hydrated: Drink plenty of water throughout the day to stay hydrated, which can help alleviate some symptoms like hot flashes and dry skin.

3. Manage Stress and Mental Health

• Relaxation Techniques: Practice stress-reduction techniques such as deep breathing exercises, meditation, or progressive muscle relaxation. These can help manage mood swings and anxiety.

• Seek Support: Talking to friends, family, or a support group can provide emotional support and practical advice. Sometimes, just sharing experiences with others going through the same transition can be comforting.

• Professional Help: If mood swings or anxiety become overwhelming, consider speaking with a mental health professional. Therapy or counselling can provide strategies for coping with emotional changes.

4. Improve Sleep Quality

• Establish a Routine: Maintain a regular sleep schedule by going to bed and waking up at the same time each day. Create a relaxing bedtime routine to signal your body that it’s time to wind down.

• Optimize Sleep Environment: Make your sleeping environment as comfortable as possible. Keep the room cool, dark, and quiet. Consider using a white noise machine if external sounds are a problem.

• Limit Stimulants: Reduce caffeine and alcohol intake, especially in the evening, as they can interfere with sleep.

5. Consider Hormone Therapy and Other Medications

• Hormone Replacement Therapy (HRT): For some women, HRT can be effective in managing symptoms such as hot flashes and night sweats. Discuss the benefits and risks with your healthcare provider to determine if it’s a suitable option for you.

• Non-Hormonal Medications: There are also non-hormonal options available for symptom relief, including certain antidepressants and medications that specifically target hot flashes and mood changes.

6. Explore Alternative Therapies

• Herbal Remedies: Some women find relief from symptoms through herbal supplements such as black cohosh or evening primrose oil. Always consult with your healthcare provider before starting any new supplement, as they can interact with other medications.

• Acupuncture and Yoga: These alternative therapies may help manage symptoms and improve overall well-being. Acupuncture can address specific symptoms like hot flashes, while yoga can reduce stress and improve sleep.

7. Focus on Self-Care and Well-being

• Prioritize Self-Care: Take time for activities that bring you joy and relaxation, whether it’s reading, gardening, or spending time with loved ones.

• Set Realistic Goals: Recognize that your energy levels and capabilities may fluctuate. Set achievable goals and be kind to yourself during this transition.

• Celebrate Your Journey: Embrace the changes as a natural part of life and take pride in the wisdom and experience you’ve gained over the years.

I have other conditions and it seems lie my life is over, but I will soldier on.

Understanding the August 2024 Race Riots in the UK: A Perspective for People of Colour and the Rise of Right-Wing Sentiment (My POV)

Introduction

The August 2024 race riots in the UK have not only highlighted deep-seated issues of racism, inequality, and systemic injustice but have also fuelled a rise in right-wing sentiment. For people of colour, these events are a continuation of a long history of struggle against discrimination and marginalisation. Understanding the meaning of these riots involves recognizing the pain, frustration, and demand for change that drive such actions, while also addressing the impacts of misinformation, Islamophobia, proposed changes in policing, and the growing right-wing response. The first thing my taxi driver said to me today was

'The Prime minister is a knob. He is protecting people of colour, immigrants while white British are made to suffer.' He went on to complain about how this country will be run by Sharia law in 30 years time. The whole 30 minute journey was about how prime minister is supporting by giving Moslem communities some money while pensioners are losing their heating grant. That's when I realised as a black disabled woman  I was sitting next to a racist. He had been listening to the misinformation circulating on social media. It was  only after I finished work and l overhead my partner listening to James O'Brien  and heard a caller saying more or less the same nonsense  that I realised there must be a video or videos going around with this disinformation. 

Historical Context

• Legacy of Colonialism: The UK's colonial past has left a legacy of systemic racism affecting people of colour. This historical context is crucial to understanding the structural inequalities that persist today.
• Ongoing Discrimination: Despite legislative progress and increased awareness, people of colour in the UK still face significant discrimination in employment, education, healthcare, and law enforcement. These riots are a manifestation of long-standing frustrations with systemic inequities.

Immediate Triggers

• Stabbing of the Three Girls: The tragic stabbing of three girls has been a significant catalyst for the August 2024 riots. This incident has highlighted the vulnerability and targeted violence that many communities of colour face.
• Police Brutality: Incidents of police violence against people of colour continue to spark outrage. The lack of accountability for such actions has fuelled anger and calls for justice.
• Islamophobia: The rise in Islamophobic rhetoric and actions has also contributed to the unrest. Muslim communities, in particular, have been subjected to increased discrimination and violence, exacerbating tensions.

Impact of Misinformation and Tier 2 Policing

• Misinformation and Misunderstanding: Misinformation about the causes and nature of the riots has spread, leading to misunderstandings and prejudiced viewpoints. Some white individuals, misinformed about the issues at hand, have called for Tier 2 policing, which would increase surveillance and control in predominantly minority communities.
• Assertions of Police Favoritism: There are also claims by some misinformed individuals that the police are favouring black communities and neglecting others. These assertions are often based on misconceptions and can contribute to further division and misunderstanding.

Rise of Right-Wing Sentiment

1. Exploitation of Unrest:

   • Political Capital: Right-wing groups have exploited the riots to gain political capital, framing the unrest as evidence of the need for stricter law enforcement and immigration controls. They use the fear and uncertainty generated by the riots to rally support for their agendas.
   • Misinformation Campaigns: These groups often spread misinformation to inflame tensions, suggesting that the police are biased towards protecting people of colour at the expense of others, thereby sowing division.

2. Anti-Immigrant Sentiment:

   • Scapegoating Immigrants: The right-wing narrative often scapegoats immigrants and communities of colour for social and economic problems, leveraging the riots to argue for more restrictive immigration policies.
   • Islamophobia: The increase in Islamophobic rhetoric is a significant component of this right-wing surge. Right-wing groups capitalize on fears of terrorism and cultural change to justify discriminatory policies and actions.

3. Impact on Policy and Society:

   • Stricter Law Enforcement Policies: The rise in right-wing sentiment may lead to the implementation of stricter law enforcement policies, such as Tier 2 policing, which disproportionately affect communities of colour.
   • Polarization: The political landscape becomes increasingly polarized, with right-wing groups advocating for exclusionary policies and harsher policing, while marginalized communities continue to fight for equality and justice.

Meaning and Implications

1. A Cry for Justice:

   • Demand for Accountability: The riots represent a collective demand for justice and accountability from law enforcement and the justice system. For many, they are a way to draw urgent attention to injustices that have been ignored for too long.
   • Breaking the Silence: The intensity of the riots reflects years of pent-up frustration and the need to make voices heard that have been marginalised and overlooked.

2. Expression of Frustration:

   • Systemic Inequality: The frustration expressed through the riots is deeply rooted in the systemic inequalities that people of colour face daily. It’s a manifestation of anger and despair stemming from persistent oppression.
   • Lack of Progress: Despite numerous initiatives and promises of reform, tangible progress towards racial equality has been slow. The riots signify a push against this stagnation and a call for more immediate and impactful changes.

3. Impact of Islamophobia:

   • Targeted Violence: The rise in Islamophobia has led to targeted violence against Muslim communities, further fuelling the sense of fear and anger. The riots are, in part, a response to this growing hostility.
   • Community Solidarity: The solidarity among different communities of colour, including Muslim communities, during these riots underscores the shared struggles against discrimination and violence.

4. Solidarity and Unity:

   • Collective Action: The riots highlight solidarity among people of colour and their allies. They are a powerful expression of unity in the face of shared struggles and injustices.
   • Building Community: Through these protests, communities of colour come together, reinforcing their bonds, sharing experiences, and strengthening their collective resolve to demand change.

5. Catalyst for Change:

   • Policy Reforms: Historically, riots have often acted as catalysts for significant policy reforms and social change. They push issues to the forefront of public discourse, compelling leaders and policymakers to take action.
   • Increased Awareness: The visibility of the riots raises awareness among the wider public about the realities of racism and inequality, fostering greater understanding and support for racial justice.

Challenges and Criticisms

• Negative Perceptions: Riots can lead to negative perceptions and backlash against people of colour, portraying them as violent or lawless. It is essential to address these perceptions by focusing on the underlying issues driving the unrest.
• Risk of Escalation: The potential for violence and destruction during riots can lead to further harm and division. Efforts must be made to channel the energy of protests into constructive dialogue and actionable change.
• Counterproductive Proposals: Proposals like Tier 2 policing, which focus on increased surveillance and control, may exacerbate tensions rather than solve the underlying issues.
• Misinformed Assertions: Claims that the police are favouring black communities can distract from the real issues and create further divisions. It’s important to address these misconceptions and promote a more accurate understanding of the situation.
• Right-Wing Exploitation: The rise in right-wing sentiment and its exploitation of the riots pose significant challenges. These groups use the unrest to justify exclusionary and discriminatory policies, increasing the marginalization of communities of colour.

Moving Forward

• Dialogue and Understanding: Open, honest dialogue about race, privilege, and inequality is essential. Listening to the experiences of people of colour and acknowledging their pain is a critical step towards healing and progress.
• Policy and Structural Changes: Real change requires addressing the root causes of inequality through comprehensive policy reforms. This includes reforming policing practices, improving access to education and employment, and ensuring equal protection under the law.
• Community Empowerment: Empowering communities of colour through support, resources, and opportunities is vital. Building strong, resilient communities can help to overcome the systemic barriers that perpetuate inequality.
• Addressing Misinformation: Educating the public to counteract misinformation is crucial. Ensuring that accurate information is disseminated can help to prevent further misunderstandings and divisions.
• Combating Right-Wing Narratives: It is essential to actively counter right-wing narratives that exploit unrest. Promoting inclusive and equitable policies can help to reduce the influence of these groups and foster a more just society.

Conclusion

The August 2024 race riots in the UK are a powerful expression of the pain, frustration, and demand for justice felt by people of colour. They highlight the urgent need for systemic change and the importance of addressing deep-rooted inequalities. By understanding the meaning behind these events and working towards a more inclusive and equitable society, we can honour the struggles of those affected and build a better future for all. It is crucial to counter misinformation, address Islamophobia, reject counterproductive measures  and combat the rise of right-wing sentiment in favour of more constructive and inclusive solutions.

Why Accessibility and Disability Inclusion is Everyone’s Business in the UK Workplace: A Personal Perspective

 'The problem with disability people is you want it all. You should accept the few things that have been done to support you. The more you ask  for more, the more the  employees are likely to stop employing you' this is what my taxi driver said on my way to work. I couldn't believe my ears.  I told him  that if we don't point out when there are issues with accessibility, the less likely are we to have or see change.

Navigating the UK workplace as a wheelchair user with an invisible illness has provided me with a unique insight into the importance of accessibility and disability inclusion. These principles are not just about ticking boxes for compliance; they are about creating environments where everyone can contribute and thrive. My journey has shown me that ensuring people with disabilities are included and accommodated benefits individuals and enriches the entire workplace.

Barriers I’ve Faced and Overcome

Despite the progress made in recent years, there are still significant barriers that people with disabilities face in the workplace. Here are some that I’ve encountered and how they’ve shaped my perspective:

1. Physical Barriers:

   • Inaccessible Workspaces: Early in my career, I struggled with offices that lacked ramps and accessible restrooms. These barriers were not just inconvenient; they were exclusionary, making me feel like an outsider.
   • Ergonomic Challenges: In one job, my workstation was not suited to my needs, causing physical discomfort and reducing my productivity. Adjustments had to be made for me to work comfortably.

2. Technological Barriers:

   • Lack of Assistive Technology: In several roles, there was a lack of necessary assistive technology, which limited my ability to perform tasks efficiently. I had to advocate strongly to get the tools I needed to succeed.
   • Inaccessible Digital Content: Navigating company intranets and software that were not designed with accessibility in mind often left me feeling excluded from essential information and workflows.

3. Attitudinal Barriers:

   • Prejudice and Stereotyping: I’ve faced misconceptions about my capabilities, where colleagues and managers underestimated my potential because of my disability. These prejudices were not just hurtful but also hindered my career progression.
   • Lack of Awareness: I’ve encountered a general lack of awareness about disability issues, leading to unintentional exclusion and insensitivity. Educating my peers became a necessary part of my daily routine.

4. Organizational Barriers:

• Inflexible Work Policies: Rigid working hours and a lack of flexible working arrangements posed significant challenges. I needed more adaptable schedules to manage my health effectively.
• Inadequate Support Systems: There were times when the support systems in place were insufficient, making it difficult to perform at my best without additional help.

5. The Importance of Accessibility and Inclusion

   Upholding Equality and Human Rights

   • Legal Framework: The UK’s Equality Act 2010 mandates that employers must make reasonable adjustments. This legal framework is vital, but true inclusion goes beyond compliance; it’s about valuing every individual's contribution.
   • Human Rights: Ensuring accessibility and inclusion in the workplace is about more than legalities; it’s about respecting and upholding the basic human rights of every employee, including myself.

   Enhancing Workplace Culture and Community

   • Inclusive Culture: By creating accessible workplaces, we build a culture where diversity is celebrated. I’ve seen firsthand how this leads to a more positive and dynamic work environment for everyone.
   • Community Engagement: Inclusive practices extend beyond the workplace, fostering better relationships with customers and the community. Businesses that prioritize accessibility often enjoy enhanced reputation and loyalty.

   Economic Advantages

   • Broadening Talent Pool: Accessible workplaces attract a diverse range of talents. My unique perspective and problem-solving skills have often brought innovative solutions to the table.
   • Boosting Productivity: When I feel supported and valued, my productivity and morale soar. This is true for many others with disabilities, leading to a more engaged and effective workforce.
   • Financial Benefits: Businesses that cater to the needs of disabled people can access a larger market. The estimated 14.1 million disabled people in the UK represent a significant customer base.

   Legal and Ethical Responsibilities

   • Compliance with the Equality Act: Ensuring compliance with the Equality Act 2010 is non-negotiable. For me, it’s reassuring to know that the law supports my right to reasonable adjustments.
   • Ethical Considerations: Beyond legal obligations, fostering an accessible and inclusive workplace is an ethical imperative. It shows a commitment to social responsibility and fair treatment.

   Technological and Design Innovation

   • Inclusive Design: Incorporating universal design principles has led to workplace innovations that benefit everyone. For instance, ergonomic office furniture and accessible software have made a big difference in my productivity.
   • Advancing Assistive Technology: The need for accessibility drives technological advancements, resulting in tools that enhance productivity and inclusivity for all employees.

   Improving Quality of Life

   • Independence at Work: Accessible workplaces enable me and others with disabilities to work independently and contribute our best efforts. This boosts job satisfaction and overall quality of life.
   • Mental and Physical Well-being: Inclusive practices reduce stress and promote better mental health. Knowing I have the necessary support allows me to focus more on my work and less on overcoming barriers.

   Addressing an Aging Workforce

   • Aging Population: As the UK’s population ages, more employees will experience disabilities. Ensuring workplaces are accessible will be crucial to accommodate the needs of older workers.
   • Retaining Experience: Inclusive workplaces can retain experienced employees who may develop disabilities later in life, preserving valuable skills and knowledge.

   Conclusion

   Accessibility and disability inclusion in the UK workplace are essential for creating an environment where all employees can thrive. By addressing the barriers faced by disabled people like myself, we ensure that everyone has the opportunity to contribute their talents and skills. These practices uphold the principles of equality and human rights, enhance workplace culture, drive economic benefits, and foster innovation. As the UK continues to evolve, embracing accessibility and inclusion is crucial for building a fair, dynamic, and prosperous society. By making accessibility everyone's business, we ensure a more inclusive and equitable future for all.

Honestly , the barriers I face at the intersections of race, gender and disability are huge. I really  hope things will improve .

Embracing a New Chapter: Navigating Disability, Work, and Life

Introduction

Life's unexpected twists can change everything in an instant. When a disability begins suddenly, it reshapes not just daily routines but one's entire approach to work and personal life. My experience over the past year has been a journey of adaptation, resilience, and self-discovery. This new chapter has been both challenging and enlightening, pushing me to redefine my boundaries and embrace a different way of living and working.

The Onset of Disability: A Shock to the System

The transition from an active, able-bodied life to navigating a disability was abrupt and disorienting. One day, I was moving through life without significant barriers; the next, I was faced with a host of new physical and emotional challenges. The initial shock was profound—there was the struggle to come to terms with the change, to understand its implications, and to manage the fear and uncertainty that accompanied it.

Adjusting to a New Reality: The Personal Impact

Adapting to a disability has meant more than just learning how to handle physical limitations. It’s involved grappling with a wide range of emotions—grief for what was lost, frustration at new constraints, and hope for what can still be achieved. I’ve had to reassess my self-image, my goals, and my approach to daily activities. This period of adjustment has also been about building resilience, finding new ways to engage with life, and discovering strengths I didn’t know I had.

Navigating the Workplace: New Challenges and Adaptations

The impact on my professional life has been significant. The shift from being fully capable to needing accommodations has presented its own set of challenges. At first, there was the practical aspect of figuring out how to modify my workspace and workflow to accommodate my new needs. Assistive technologies and ergonomic adjustments have become crucial, helping me to perform tasks effectively and comfortably.

But the changes were not only physical. There was also a need to communicate openly with my employer and colleagues about my situation. This required a delicate balance—advocating for necessary accommodations while also demonstrating my continued commitment and competence. Thankfully, my workplace has been understanding and supportive, but this isn’t always the case for everyone. Navigating this dynamic has involved continuous dialogue and adjustments.

Building New Skills and Finding Support

Over the past year, I’ve had to develop new skills and strategies to cope with my disability and continue being effective in my role. This has included learning about new tools and technologies, finding new ways to manage my time and energy, and seeking out support networks. Connecting with others who have faced similar challenges has been invaluable, offering insights and encouragement that have helped me through tough times.

Balancing Work and Personal Life: A New Perspective

Balancing work and personal life has taken on a new dimension. With the added challenges of managing a disability, self-care has become even more important. I’ve had to prioritize activities that support my physical and mental well-being, which means finding joy in different ways and recognizing the importance of rest and relaxation.

Pursuing hobbies, spending time with loved ones, and engaging in activities that bring fulfilment have all become essential parts of my life. These elements provide balance and help to counteract the stress and strain that can come from navigating a disability.

Looking Forward: Embracing Possibilities

As I reflect on the past year, I am filled with a sense of cautious optimism. The journey has been difficult, but it has also been transformative. I have learned to adapt, to persevere, and to find new ways to engage with the world. My focus now is on building a future that embraces my new reality, continuing to advocate for myself and others, and finding ways to contribute meaningfully both at work and in my personal life.

Conclusion

The past year has been a period of significant adjustment and growth. Navigating a disability that emerged suddenly has reshaped my life in profound ways. Through this journey, I have learned the importance of resilience, the value of support, and the strength that comes from adapting to new challenges. While the road has been rocky, it has also been filled with moments of discovery and hope. My experience is a testament to the fact that even in the face of unexpected change, it is possible to find new paths forward and to build a fulfilling and meaningful life.

Sexism in the workplace and yes it exists

A boss with an attitude problem can hamper your career and poison your whole existence. Here are ten signs your boss might be such.

Bosses are just people, and will all have their own stresses and shortcomings. But it’s not what the boss does once in six months – it’s what they do every day that counts.

A management style is often a reflection of someone’s view of the world, of themselves, and of things such as gender roles. When you have a boss whose attitude is at its core sexist, your life can become a misery.
A happy and fulfilled and well-balanced boss is unlikely to be a sexist tyrant at work. But a bitter one with an axe to grind against women will carry this into the workplace, sometimes so subtly that it is difficult to pinpoint.
These days there is a far greater awareness of the consequences of sexual harassment in the workplace than even a decade ago. That doesn’t mean it never happens, but a sexual predator in the workplace is less likely to get away with it now than in the past. Women are also more aware of their rights.
But there are the bosses (both men and women) with personality disorders, who see the workplace as a terrain to wield terror, and give free expression to their whims. And they think the women (and sometimes also the men who work under them) deserve it.
On paper, men and women doing the same job are supposed to be paid the same, but in practice this does not always happen.

 Here are  some 10 things sexist bosses are likely to do.

Make overt reference to gender in the interview.

Comments such as “You know I am not allowed to ask about your plans for the future”, which can usually be interpreted as follows: “Are you going to have a baby anytime soon, and go off on maternity leave?” The more unsubtle ones will comment directly on your appearance, age and usually disguised in the form of a compliment. Believe me; I experienced this once upon a time.

Assume women are looking for stop-gap employment.

Sexist bosses will assume the women are not the main breadwinners, and are unlikely to stay long in the job, let alone make a career of it. The underlying assumption is that there is some man who will be looking after them now and in the future. Really?

Fail to really consider women for promotion.

This is the main one but sadly both female and managers are culprits. They might be on the list, but they seldom seem to get the job. It is easy to spot companies where this happens – just look at their management structures, and how the genders are represented. On paper, men and women doing the same job are supposed to be paid the same, but in practice this does not always happen. Job titles can also disguise the reality of someone’s level of responsibility.

Assume the women will do the catering and the social organising.
Unless it is part of your job description, you do not have to organise catering at staff functions, or clean up afterwards, or make things such as birthday parties or farewell parties happen if you don’t want. A sexist boss won’t even ask – he will just assume the women will do it. And he probably won’t thank them either.

Exclude women from certain workplace conversations.

Like some men, some women won’t be interested in discussing politics, sport or management strategies, but automatically excluding all women from conversations on these topics is very sexist. It is seldom done overtly, but often there is a subtle vibe of “Keep away – men talking” sent out. Sometimes this exclusion extends to other social activities organised after working hours, like going to the bar or the golf course - or, even worse, the strip club.

A sexist boss subtly creates the vibe that the real decision-making is men’s work.

Assume appearance is everything.

Most men have cottoned onto the fact that overt comments on appearance are a no-no, but even on going compliments can sometimes be creepy. Underlying all of this is the assumption that women’s appearance is somehow more important than men’s is. If you aren’t sure whether you are overreacting, ask yourself whether the boss would have made a similar comment to George in Sales about his new jacket.

Fail to take input from women seriously in meetings.
A sexist boss would pretend to listen, but would seldom take any of these suggestions seriously, let alone implement them. Until one of the men makes the suggestion, that is. A sexist boss subtly creates the vibe that the real decision-making is men’s work. ‘’Well done George for saying that’’, Really, when Mary had made the point initially!

Assume a lack of knowledge on technical matters.
Whether it is on issues relating to IT, or mechanics, knowledge or ignorance cannot be assumed based on gender. But a sexist boss will do just that without establishing people’s prior knowledge on certain things.

Complain when women take family responsibility leave.
This usually comes from a boss who would not in a million years dream of taking a day off work to take a sick child to the doctor, but expects his wife to miss a day from her job in similar circumstances. Life happens – when working with people, sick children and dying relatives will be part of the equation. One cannot blame women for being in the position of carrying the brunt of the responsibility for these family issues.

Imply that a grievance is somehow hormone related.

If a woman finally snaps at work, a sexist boss will assume she is premenstrual or menopausal – her grievance cannot surely be real. Granted, sometimes hormones can affect both men and women, but even so, justifiable grievances can never be dismissed just for that reason.

I know what you are thinking right now, sometimes both men and women bosses do undermine the well- being of their employees but these things happen on daily basis in organisations.