While 94% of DEI companies have a senior executive who is internally known as being a person with a disability or ally, there are less than 10% of senior-level employees were willing to disclose a disability. Consider giving voice to mid-level leaders with disabilities who are eager to talk. In this way, a narrow Self-ID conversation expands and shifts to one about openness at the office and showing disability pride. People will ask about their journey. They can talk about their work and being part of a forward-thinking company. Put another way, instead of asking people to ‘come out’, you are inviting them into the fold.