Disability Inclusion In The Workplace: Jared Ciner Of SPIRIT Club On How Businesses Make Accommodations For Customers and Employees Who Have a Disability

An Interview With Eric Pines

Keep pushing — businesses are not built overnight: Understand that a successful career is a marathon, not a sprint. When I started out, I was eager to see immediate results. I quickly realized that sustainable success takes time and persistence. One project stands out where I poured months of effort without seeing tangible results. Eventually, perseverance paid off, leading to a breakthrough that set the stage for long-term growth.

As we all know, over the past several years there has been a great deal of discussion about inclusion and diversity in the workplace. One aspect of inclusion that is not discussed enough, is how businesses can be inclusive of people with disabilities. We know that the Americans With Disabilities Act (ADA) requires businesses to make reasonable accommodations for people with disabilities. What exactly does this look like in practice? What exactly are reasonable accommodations? Aside from what is legally required, what are some best practices that can make a business place feel more welcoming and inclusive of people with disabilities? To address these questions, we are talking to successful business leaders who can share stories and insights from their experience about the “How Businesses Make Accommodations For Customers and Employees Who Are Disabled “.

As a part of this series, we had the pleasure of interviewing Jared Ciner.

In 2013, Jared created SPIRIT Club, a fitness organization designed to both support and employ people of all ability levels. Jared found his calling as in inclusive fitness entrepreneur after volunteering in Ethiopia, leading exercise and sports activities for children at the Fregenet Foundation. His first jobs out of college, one as a support counselor for adults with developmental disabilities and the other as a personal trainer at a gym, inspired him to create SPIRIT Club, a place where people of all abilities could work towards their fitness goals in a comfortable and accommodating setting, together.

Thank you so much for joining us in this interview series! Before we dive in, our readers would love to “get to know you” a bit better. Can you tell us a bit about your ‘backstory’ and how you ended up where you are?

Absolutely. The first experience that led me to the position I am in today was volunteering as a 1:1 counselor for children with autism at a summer camp in Colorado. My aunt recruited me for the position, and it changed my entire perspective on how I could make a positive difference in the lives of others. To me, that opportunity was exciting and fun. As I grew up, I became drawn to interacting with people who had different life experiences from my own.

When I was 20, Rich Male, a close family friend, activist, and non-profit consultant, organized a summer trip for me to volunteer in Ethiopia with his daughter. This experience was similarly transformational. I spent most of my days organizing and playing soccer with the children at a school called the Fregenet Foundation, which also provides clothing and meals. Here, I learned that I could have fun playing the sports I love while also contributing to those around me. Through these coordinated daily activities, children who would typically be left out of such activities had a chance to shine. Despite the language barrier, we were able to use soccer as a tool to foster positivity, sportsmanship, teamwork, and inclusivity. Simple changes, such as creating even teams, inviting all children to play, and requiring passes before shooting, transformed the culture of the activities, which trickled into the entire day.

When I returned home, I knew I wanted to work with people and use physical activity to improve their lives. This led me to my first two jobs: one as a support counselor for adults with developmental disabilities and the other as a personal trainer at a gym. After about a year, I merged these two experiences and created SPIRIT Club, a fitness company designed to be positive, inclusive, and supportive for everyone.

You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?

Ambitious — To make an impact, whether for yourself, others, or both, you need to set lofty goals and believe you can achieve them. After teaching the first SPIRIT Club fitness class to clients where I was working as a support counselor, at the gym where I was working as a trainer, I saw the opportunity to create a business. However, creating a business takes a lot of time and energy. To succeed in making real change in a leadership position, you need to be ambitious about what you believe you can accomplish. The only way to achieve your potential is if you believe you can do it.

Diplomatic — Especially in the early years of taking on a leadership role, there were many frustrating bumps in the road. For SPIRIT Club to get off the ground, I needed to create a bridge between the disability community and the fitness world, two industries that rarely crossed paths. With active employment in both, I introduced my two managers to each other, ultimately creating a weekly fitness class for the clients I served as a support counselor, hosted at the gym where I worked as a personal trainer. Throughout this mission, there was pushback at every corner. Many at the disability service provider did not believe their clients would be able or interested in a fitness class, and many at the gym did not believe integrating those with disabilities was worth the risks of liability or “turning off” their existing members. Rather than exposing my frustration, I succeeded by maintaining a diplomatic approach that allowed me to demonstrate why they were wrong without shutting me out.

Determined — Despite my best efforts to be both ambitious and diplomatic, roadblocks persisted. After about three months of running weekly SPIRIT Club classes, the hosting gym shut the program down without notice or expressed reason. I recruited gym members, gym staff, class participants, and participant supporters to write testimonials explaining why the program was so important, and I sent these to the management headquarters. When they called me for a meeting, I discovered that they wanted all class participants to become members of the gym, and for me to lead it as an employee of theirs. Not wanting to give the program away to an entity that might not respect the values intended for the program and its participants, I left the gym and found a local facility nearby willing to rent me their space without trying to take control. Without determination, I would never have overcome this hurdle.

What are some of the most interesting or exciting projects you are working on now?

SPIRIT Club was recently approved for a Small Business Innovation Research grant through the National Institute of Health (NIH) to create virtual fitness classes for people with chronic brain injuries. This project provides us with funding to design uniquely tailored classes for a brand new population. I had the opportunity to support Robert Kaplan, my father-in-law, in his exercise goals after he had a stroke. He lived with my family for eight months, which allowed us to spend valuable time with him and contribute to his recovery. This experience helped me understand the importance of exercise for people with brain injuries, such as stroke survivors. This is a very exciting new initiative that will hopefully have a tremendously positive impact on many lives.

Fantastic. Let’s now shift to our discussion about inclusion. Can you tell our readers a bit about your experience working with initiatives to promote Diversity and Inclusion? Can you share a story with us?

When I first brought up the idea of a fitness class at Jubilee, the agency where I worked as a support counselor for adults with disabilities, I was introduced to Sam Smith. Sam was a client at Jubilee who loved fitness, had run seven marathons, and had autism. Sam and I instantly hit it off and decided to teach SPIRIT Club classes together. Sam’s personal experience as a person with autism allowed him to offer a unique perspective that made the classes substantially more creative and fun. Sam helped shape SPIRIT Club by proving that people with disabilities could not only participate in fitness activities but could also design and lead them. Because of Sam’s success, SPIRIT Club employs many people with disabilities as trainers, including those with cerebral palsy, TBI, and Down syndrome.

This may be obvious to you, but it will be helpful to spell this out. Can you articulate to our readers a few reasons why it is so important for a business or organization to have an inclusive work culture?

Of course. First, people with disabilities are extremely underrepresented in the workforce. There is a perception that because someone has a disability, they cannot contribute to a business. The opposite is true. Incorporating different perspectives is extremely beneficial for both employees and customers. If someone has a limitation in one area, that is often made up for in another. For example, Dion is a personal trainer at SPIRIT Club who also has cerebral palsy. His CP affects his balance, but his personality, character, and heart are unlike anyone I’ve met. He connects with members and co-workers through his positive energy, which far outweighs any challenges he may face due to his disability.

The Americans With Disabilities Act (ADA) requires businesses to make reasonable accommodations for people with disabilities. For the benefit of our readers, can you help explain what this looks like in practice? What exactly are reasonable accommodations? Can you please share a few examples?

The Americans with Disabilities Act (ADA) requires businesses to make reasonable accommodations for people with disabilities. In practice, this means making adjustments or modifications to a job or work environment that enable a person with a disability to have an equal opportunity to apply for a job, perform job functions, and enjoy the benefits and privileges of employment.

Here are a few examples of reasonable accommodations:

1. Physical Modifications: This includes installing ramps, modifying restrooms to be wheelchair accessible, widening doorways, and ensuring accessible parking spaces.
2. Assistive Technology: Providing specialized equipment or software that helps an employee perform their job, such as screen readers for visually impaired individuals or speech recognition software for those with mobility impairments.
3. Flexible Work Arrangements: Allowing for flexible scheduling, telecommuting options, or modified work hours to accommodate medical appointments or the need for rest periods.
4. Training and Policies: Providing training for all employees on disability awareness and inclusion and ensuring company policies support an inclusive work environment.

These accommodations not only comply with legal requirements but also create a more inclusive and supportive workplace culture, benefiting both employees and the organization.

Aside from what is legally required, what are some best practices that can make a business place feel more welcoming and inclusive of people with disabilities?

Aside from what is legally required, there are several best practices that can make a business feel more welcoming and inclusive of people with disabilities. Businesses should ensure their services or products have the accommodations needed to support people with disabilities. For example, as a fitness provider, SPIRIT Club always offers seated versions of the exercises taught in classes, and we adapt our instructions by providing visual or tactile markers to ensure they are clear and easy to follow.

Another important aspect is the culture and vibe. SPIRIT Club offers etiquette and inclusion training to all employees to ensure everyone is comfortable and capable of making those with disabilities feel at home at our gyms and in our classes.

Can you share a few examples of ideas that were implemented at your workplace to help promote disability inclusion? Can you share with us how the work culture was impacted as a result?

At our workplace, we’ve implemented several initiatives to promote disability inclusion. For instance, this past July during Disability Pride month, our staff had a fantastic idea. We invited all interested team members to create personal videos sharing what Disability Pride means to them. These videos were then featured in our monthly newsletter, reaching our staff, members, and partners.

The impact was remarkable. I heard firsthand from numerous employees about how meaningful it was for them to share their perspectives on Disability Pride. This initiative not only deepened understanding within our company but also significantly lifted overall morale. It underscored our commitment to inclusivity, fostering a more supportive and inclusive work culture where every voice matters.

This is our signature question that we ask in many of our interviews. What are your “5 Things I Wish Someone Told Me When I First Started My Career”?

1. Keep pushing — businesses are not built overnight: Understand that a successful career is a marathon, not a sprint. When I started out, I was eager to see immediate results. I quickly realized that sustainable success takes time and persistence. One project stands out where I poured months of effort without seeing tangible results. Eventually, perseverance paid off, leading to a breakthrough that set the stage for long-term growth.
2. Don’t sweat the small stuff: In every career, challenges arise daily. It’s crucial to prioritize effectively; otherwise, minor issues can overshadow major ones. I remember multiple instances where when minor operational setbacks consumed my attention, leaving me drained for handling crucial program improvements. Learning to prioritize helped me focus on strategic goals, ensuring that significant initiatives received the attention they deserved.
3. Keep your moral compass: As business experience grows, opportunities to compromise values may arise. Early in my career, I faced a dilemma with a CPA who inflated company expenses for a higher tax return. Despite the short-term gain, I chose integrity over convenience. Rectifying the situation was daunting but reinforced the importance of ethical conduct, fostering trust with clients and preserving the business’ reputation.
4. Focus on what you are best at: as your business grows, there will be temptations to branch into new opportunities and stray from your original vision. While exploring new opportunities is enticing, staying true to our core competencies ensures sustained success. I’ve learned this lesson after taking on initiatives that didn’t align with our strengths. Redirecting focus to our core offerings both revitalized our business strategy, allowing us to put the time and energy into the aspects of the company that matter most.
5. Hire slow, fire fast: Building a cohesive team is critical to organizational success. Early on, I struggled with personnel decisions — hesitating to release underperforming employees and rushing hiring decisions. Over time, I’ve realized the importance of trusting instincts when evaluating team members. Implementing thorough hiring processes and promptly addressing mismatches has developed a strong team that allows SPIRIT Club to thrive.

Can you please give us your favorite “Life Lesson Quote”? Can you share a story about how that was relevant in your own life?

“Our lives no longer belong to us alone; they belong to all those who need us desperately.” — Elie Wiesel

My father taught me the importance of giving. Despite common logic that tells us the more we take the more we have, in reality, the more we give the more we have. I learned this through my experiences in Ethiopia and early in my career as a support counselor. I understood firsthand that fulfillment comes not from what we accumulate for ourselves, but from how we positively impact others’ lives. By giving our time, empathy, and support, we enrich not only the lives of others but also our own. This lesson continues to guide me in both my personal and professional journey.

You are a person of enormous influence. If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. :-)

To me, the most impactful movements are those that inspire love, kindness, and acceptance. In today’s world, where division, anger, and fear often dominate, it’s crucial to cultivate empathy and understanding. When we recognize our common humanity and find shared experiences with others, it becomes easier to foster compassion. Despite our differences, as fellow inhabitants of this planet, we share fundamental similarities. By embracing these commonalities, we open doors to positive connections and meaningful change.

How can our readers further follow your work online?

You can find more at

-www.spiritclub.com,

-https://www.instagram.com/spirit_club_fitness/,

-https://www.facebook.com/SPIRITClubFitness/

This was very inspiring. Thank you so much for the time you spent with this. We wish you continued success and good health!

About the Interviewer: Eric L. Pines is a nationally recognized federal employment lawyer, mediator, and attorney business coach. He represents federal employees and acts as in-house counsel for over fifty thousand federal employees through his work as a federal employee labor union representative. A formal federal employee himself, Mr. Pines began his federal employment law career as in-house counsel for AFGE Local 1923 which is in Social Security Administration’s headquarters and is the largest federal union local in the world. He presently serves as AFGE 1923’s Chief Counsel as well as in-house counsel for all FEMA bargaining unit employees and numerous Department of Defense and Veteran Affairs unions.

While he and his firm specialize in representing federal employees from all federal agencies and in reference to virtually all federal employee matters, his firm has placed special attention on representing Veteran Affairs doctors and nurses hired under the authority of Title. He and his firm have a particular passion in representing disabled federal employees with their requests for medical and religious reasonable accommodations when those accommodations are warranted under the Rehabilitation Act of 1973 (ADA). He also represents them with their requests for Federal Employee Disability Retirement (OPM) when an accommodation would not be possible.

Mr. Pines has also served as a mediator for numerous federal agencies including serving a year as the Library of Congress’ in-house EEO Mediator. He has also served as an expert witness in federal court for federal employee matters. He has also worked as an EEO technical writer drafting hundreds of Final Agency Decisions for the federal sector.

Mr. Pines’ firm is headquartered in Houston, Texas and has offices in Baltimore, Maryland and Atlanta, Georgia. His first passion is his wife and five children. He plays classical and rock guitar and enjoys playing ice hockey, running, and biking. Please visit his websites at www.pinesfederal.com and www.toughinjurylawyers.com. He can also be reached at eric@pinesfederal.com.