Have women with disabilities registered on the feminist psychological agenda? Although disability studies and medical anthropology scholars have been discussing the intersections between disability and feminism for the last several years, this trend has been slow to follow within psychology. However, the lack of discussion of leadership roles of women with disabilities cuts across disciplines. Why has academia been slow on the uptake on attempting to foster and maintain disabled women leaders? Several explanations may be in place. People with disabilities represent the largest non-majority group in the country with women constituting 53% of this group. Accordingly, we know that approximately 9.6% of people with disabilities attain college degrees. Thus, the presence of women with disabilities in academic environments is typically low and those women who are involved tend to be active solely within disability-related domains.

We are aiming for rich discussion on disability, women, and leadership. Our goals are to forge collaborations with other groups to assist with igniting enduring relationships with other feminist groups. Participation from a broad group of women with feminist perspectives is desired so that cross-fertilization of ideas and groups can occur. We want to be recognized and heard, and need partnerships with others in order for this to occur.

Core Questions:

• How do we identify early career women with disabilities to mentor for future leadership positions?
• What is the impact of disability identity on the pursuit of leadership opportunities for women with disabilities?
• How do women with disabilities avoid the trap of being perceived as a potential leader only within limited arenas (i.e., rehabilitation, disability advocacy)?
• What strategies for removing barriers to leadership for women with disabilities?
• What disability accommodations can be provided so that limitation and flexibility of tasks are possible without limiting leadership duties or losing leadership?

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