Leaving accommodation decisions to individual managers introduces personal bias, fear, and legal ignorance, creating massive risk. The solution is a standardized process where managers immediately escalate any disability-related issue to a trained, centralized HR team.

The belief that simply 'hiring the best person' ensures fairness is flawed because human bias is unavoidable. A true merit-based system requires actively engineering bias out of processes through structured interviews, clear job descriptions, and intentionally sourcing from diverse talent pools.

A common misconception is that accommodating employees means accepting lower output. The correct approach is to maintain the same performance, attendance, and safety standards for everyone, but to provide different tools and methods—the accommodations—to help employees meet those standards.

Companies that for years claimed remote work or flexible schedules were unreasonable for disabled employees instantly implemented those exact policies for everyone during the pandemic. This exposed that the barriers were never about feasibility but about corporate willingness and systemic ableism.

Despite average test scores on a consistent exam dropping by 10 points over 20 years, 60% of all grades at Harvard are now A's, up from 25%. This trend suggests a significant devaluation of academic credentials, where grades no longer accurately reflect student mastery.

AI makes cheating easier, undermining grades as a motivator. More importantly, it enables continuous, nuanced assessment that renders one-off standardized tests obsolete. This forces a necessary shift from a grade-driven to a learning-driven education system.

Most elite universities measure quality by their low acceptance rates. ASU's President Michael Crow flipped this model, defining success by the number of students they include and support, arguing that exclusivity is an outdated, elitist metric that ill-serves a democracy.

There is a significant hypocrisy in elite university admissions. While affirmative action for historically disadvantaged groups is highly controversial, these same institutions give equal or larger admissions breaks to athletes in niche, wealthy sports like fencing and rowing, a practice that receives far less public scrutiny.

The growing number of neurodivergent candidates is not just a trend driven by new diagnoses. It is a positive outcome of an educational system that successfully mainstreamed students, teaching them skills to manage their differences and thrive, creating a valuable new talent pipeline for employers.