Rethinking Disability Hiring: Bias, Barriers, and AI — with Myles Wallace of Peak Performers

In this episode of Changing Minds & Changing Lives, host Julie Sowash sits down with Myles Wallace, Disability Inclusion Partner at Peak Performers, to unpack what disability hiring really looks like in 2026. From outdated job descriptions and biased resume screening to interviews that unintentionally exclude neurodivergent and disabled candidates, Myles shares where employers continue to get it wrong—and what meaningful inclusion actually requires.The conversation also dives into the growing role of AI in hiring, exploring both its promise as an accessibility tool and its risks when bias is automated at scale. Drawing on lived experience, employer advising, and years in disability staffing, Myles offers practical insight for organizations that want to move beyond performative inclusion and build hiring processes that work for people.Show NotesIn this episode, we cover: Myles Wallace’s disability and career journey—and how lived experience shapes inclusive hiring What Peak Performers does and how revenue‑funded disability staffing works Why disability unemployment remains stubbornly high despite years of “progress” Where employers unintentionally exclude disabled candidates before interviews even begin How job descriptions, resume gaps, and “job hopping” bias limit access to opportunity Why traditional interviews often disadvantage neurodivergent and disabled professionals Practical, low‑cost interview accommodations employers can implement today The real impact of AI screening tools on candidates with disabilities Where AI can improve access—and where it risks reinforcing discrimination Why human accountability still matters in automated hiring systems What employers must do now to build inclusive, future‑ready hiring processesGuest:Myles Wallace, Disability Inclusion Partner, Peak PerformersHost:Julie SowashLearn more about Peak Performers and available roles at: peakperformers.org