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SPEAKER: Women with disabilities
in academic careers.

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SHERYL BURGSTAHLER: I'm Sheryl
Burgstahler, PI and director

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of Access Advance,
a project hosted

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by the University
of Washington where

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we are working to
increase the participation

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and advancement of women with
disabilities in academic STEM

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careers.

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CECILIA ARAGON: My
name is Cecilia Aragon.

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I'm a faculty member
at the University

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of Washington in Seattle.

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And I am a Latina and the
first Latina full professor

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in the College of Engineering.

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My disability occurred after I
had already been a professor.

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SHIRI AZENKOT: My
name is Shiri Azenkot,

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and I'm an associate
professor at Cornell Tech.

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Having a disability has
given me a unique perspective

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on problem solving.

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I've had to learn
how to communicate

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my needs to other people in a
way that is not intimidating.

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I have a visual impairment.

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It would really help me if
you could do the following.

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ELAINE SHORT: My
name is Elaine Short.

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I'm an assistant professor
at Tufts University

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in the Computer
Science Department.

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I have a rare form of muscular
dystrophy, an adult onset

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form of muscular
dystrophy, which means

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I have a mobility impairment.

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For me right now,
the big challenges

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are around travel and
also just generally sort

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of physical
inaccessibility of spaces.

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Do the automatic door openers
work on all the buildings?

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Really being strategic
around what travel I do,

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where I travel to, and
how I do travel so that I

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am involved in my community.

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One of the best places to
network is at grant meetings,

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because it's all faculty
and it's often much easier

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to get to DC for a
grant meeting than it

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is to travel internationally
for a conference.

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SHERYL:
How can departments

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get started in welcoming
women with disabilities?

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SHIRI : Step number one
is just education and awareness

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and realizing that
there might be

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faculty who have disabilities,
who have specific needs.

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CECILIA: The
department chair

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has to make a special effort to
make assistant professors feel

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welcome, especially if they
have an invisible disability.

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They often end up putting
in hours of extra work

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just to be able to create
the illusion that they

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are fully-abled.

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If the disability services
office is funded centrally

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and there is no cost
to the department,

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then the department
chair thinks,

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oh, I want my staff to be
as productive as possible

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and there's no cost to me.

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SHERYL: Explore
practices that can make faculty

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careers more equitable for
women with disabilities

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at uw.edu/doit/programs/advance.

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SPEAKER: Access advance is
funded by the National Science

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Foundation, grant numbers
HRD-2017017 and HRD-2017054.

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Any questions, findings, and
conclusions or recommendations

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expressed in this material
are those of the author

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and do not necessarily
reflect the views

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of the federal government.

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Copyright 2022.

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Permission is granted
to copy these materials

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for educational
non-commercial purposes

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provided the source
is acknowledged.

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