This October, Protiviti is proud to recognize National Disability Employment Awareness Month (NDEAM) 2026. This year’s official NDEAM theme, “Celebrating Value and Talent,” recognizes the skills, contributions and impact of people with disabilities in the workforce. At Protiviti, we are bringing that message to life through our 2026 storytelling theme, The Heart of Inclusion – highlighting the people, experiences and everyday actions that help create a workplace where everyone can contribute, connect and thrive.
The Disability Employee Network (DEN) plays an important role in advancing this year’s theme. DEN supports employees who identify as having a disability, caregivers or serve as allies, while promoting learning, accessibility, inclusion and intersectionality across Protiviti. Through connection, education and advocacy, DEN helps foster greater understanding and a stronger sense of community for all.
Leadership Spotlight: The Heart of Inclusion – Jenna Walter, Learning & Development Specialist
At the heart of inclusion are the people who help make belonging feel real – through how they listen, lead, advocate and create space for others. In honor of NDEAM 2026, we’re sharing the perspective of Jenna Walter, a Disability Employee Network (DEN) leader whose story embodies the care, connection and advocacy that strengthen our workplace. Her reflections offer a closer look at disability inclusion and how community helps employees feel seen, supported and empowered to contribute.
Q: What does “The Heart of Inclusion” mean to you?
To me, the heart of inclusion is taking the time to understand someone beyond what you can immediately see.
Everyone is carrying experiences, challenges, strengths, and stories that aren’t obvious on the surface. When we slow down enough to learn about those experiences and genuinely care about what someone else is navigating, our relationships become stronger and our workplaces become better.
As someone who lives with Sensory Processing Disorder (SPD), this is something I’ve thought about throughout most of my life. I was diagnosed when I was four years old, and throughout my life many things that seemed effortless for others required significantly more energy for me. Learning, socializing, managing overwhelming environments, and processing information were all things I had to navigate differently. For a long time, I viewed those differences as something I should hide; I didn’t talk much about that part of myself. It felt easier to blend in than explain why I experienced the world differently.
Today, I work in Learning & Development, which means I’m regularly facilitating programs, presenting to large groups, and engaging with hundreds of people. There are moments when those environments become overstimulating and I need to step away, reset, or recharge. What has been meaningful about my experience at Protiviti is that I’ve never felt like I have to apologize for that. In fact, I’ve been encouraged to take care of myself and show up in the way that allows me to do my best work.
Alongside the support and accommodations available to employees, one of the most meaningful experiences for me has been the understanding I’ve received from colleagues. It’s colleagues taking the time to learn about me, asking thoughtful questions, and wanting to understand my perspective. Inclusion feels like being known and valued, not despite your differences, but because those experiences make you who you are.
Q: What experiences have shaped the way you think about disability inclusion, accessibility, caregiving or allyship?
What I appreciate most about our ENGs is that they’re designed to celebrate specific experiences and identities while remaining open to everyone. You don’t have to identify with a particular community to learn from it, support it, or be part of the conversation.
That philosophy has completely changed the way I think about allyship.
Some of the most meaningful conversations I’ve had through DEN have been with people who knew very little about disability before joining an event or attending a workshop. They showed up simply because they wanted to understand something outside of their own experience.
I think there is something really powerful about being willing to step into spaces where you’re not the expert. When we spend time with people whose experiences differ from our own, we begin to challenge assumptions we didn’t even realize we had. We discover common ground in unexpected places, and we build connections that wouldn’t have existed otherwise.
Those experiences have taught me that creating a more welcoming workplace isn’t about having all the right answers. It’s about being willing to learn from one another.
Q: How has community helped you feel supported, seen or more connected at work?
Before joining DEN, I spent a lot of energy deciding how much of myself I wanted to share.
I was proud of my work and wanted people to focus on what I could contribute, not on the challenges I faced. Talking openly about my Sensory Processing Disorder felt vulnerable, and I wasn’t always sure how people would respond.
Over time, that changed.
As I became more involved with DEN and connected with colleagues who were willing to listen and learn, I became more comfortable sharing my story. What surprised me most wasn’t people’s reaction to my experience. It was their genuine interest in understanding it.
One of my favorite examples of this was a Sensory Processing Disorder (SPD) awareness workshop I hosted in our Tampa office. I created several interactive stations designed to help colleagues experience some of the sensory challenges that people with SPD may encounter every day.
I wasn’t trying to make everyone an expert on SPD. I simply wanted to create a moment where people could step into a perspective that might be unfamiliar to them.
The response was incredible. Colleagues were engaged, thoughtful, and eager to understand how they could be more supportive teammates. That experience reminded me that most people want to do the right thing. Sometimes they just need an opportunity to learn.
That workshop started conversations that continue today, and it gave me the confidence to share more of my own story. For me, that’s what community has provided: the reassurance that I don’t need to leave part of myself at the door when I come to work.
Q: What is one action colleagues can take to create a more accessible and inclusive workplace?
Slow down and pay attention.
Some of the most meaningful things people have done for me were incredibly small. A colleague noticing that I seemed overwhelmed after a long day of facilitation. Someone checking in after a high-energy event. A teammate remembering something I shared months ago and adjusting without me having to ask.
None of those actions required specialized knowledge or formal training. They simply required people to be present.
We spend so much time focused on what comes next that it’s easy to miss what’s happening right in front of us. Paying attention to others, asking thoughtful questions, and checking in with genuine care can have a tremendous impact.
I often encourage people to strengthen their emotional intelligence. Not because they need to become experts on every experience or disability, but because awareness helps us recognize when someone might need support.
The goal isn’t perfection. The goal is simply to care enough to notice.
Q: What do you hope employees take away from NDEAM 2026?
I hope people walk away with a broader understanding of disability and a deeper appreciation for the incredible talent that exists across our organization.
Too often, conversations about disability focus exclusively on barriers and challenges. While those challenges are real, they’re only part of the story.
Living with a disability often requires people to develop unique strengths. We learn how to adapt. We learn how to navigate obstacles. We learn how to think creatively when traditional approaches don’t work. Those skills shape the perspectives we bring to our teams, our work, and our relationships.
I also hope people leave with the understanding that disability can look very different from person to person. Some disabilities are visible, while others are not. Some people share their experiences openly, while others may choose not to. We rarely know everything someone else is navigating.
Most importantly, I hope NDEAM encourages people to approach one another with a little more openness and a little more curiosity. Every person has a story, and every person has something meaningful to contribute. When we create an environment where people feel comfortable bringing those experiences forward, we all benefit from the perspectives, ideas, and talents that might otherwise remain hidden.
Partnership Spotlight
This work is strengthened by the relationships, resources and accountability that help us keep moving forward. Through partnerships with organizations like Disability:IN, Protiviti continues to advance accessibility and disability inclusion across the workplace. We are proud to have been recognized as a World’s Top Disability Inclusive Business based on our score on the Disability Index – a reflection of our commitment to building a workplace where every person’s value and talent are recognized.
As we celebrate NDEAM 2026, we invite you to reflect on the everyday choices that shape a more accessible and inclusive culture – listening with care, creating space for different experiences and recognizing the contributions all our people bring to our teams and communities. These moments are where The Heart of Inclusion comes to life.
Thank you for joining us in honoring NDEAM and for continuing to build a workplace rooted in accessibility, belonging and shared understanding.
