New PodCast: Kim Grady updates us on Gourmet Roaming


We welcome back Kim Grady to our PodCast as she updates us on all things Gourmet Roaming, and what has bought her back home, the dangers of hiking, and falling, and seriously hurting yourself, and being carried down a Mountain by some amazing strangers, meeting McDreamy and his gorgeous girlfriend, the kindness of strangers and the path of what’s next ….. it was and is, always a pleasure to Chew the Fat with the effervescently positive Kim Grady.  Follow her adventures @GourmetRoaming and we hope you enjoy this chat.

Click here to enjoy the Chat!

Our Workplace Relations System is Broken ….


This was and is a big call made by one of Australia’s pre-eminent Workplace Relations Specialists – Michael Harmer, Chairman of Harmers Workplace Lawyers.

Never one to sit on the fence on a human rights, equal opportunity, discrimination and workplace relations dispute, Mr Harmer has come out swinging on this one, and some will applaud him, some will not.  Having worked with this kind Man for a number of years, and followed his ever-increasing public profile as he shines the light on his perceived injustices in the workplace and the world, it was, with not so much a surprise, but a salute to him that he took up the cause for NSW people who would be affected by yet another Union, seemingly forced to bully its key stakeholders, inconveniencing its millions of customers across the State, all because two parties were unable to sit around a table and negotiate, in good faith a reasonable outcome for their employees and/or members.  Strikes are not new to our system, but the unfairness of them is and the ability to stop them, although the power is there, seems to bob up and down like some floating wood on the tide.  Gets bashed around by waves, ends up on shore and then sucked out again to bob up and down and generally, have no focus, direction or outcome other than to be pushed around.   But Mr Harmer took action, and his piece leads to a more interesting and thought provoking argument …… is our system broken?

Our Workplace Relations System, Fair Work, bought in under the Gillard Government was hailed as a major success.  In fact, it seemed to me that going through the process of award “modernisation”, this time it was Lawyers rubbing their gleeful hands together, much like the IT crowd at the turn of the millennium – everything will fall apart unless I hold your hand through every single step of the process.  Who would have thought numbers were at the crux of so much, and yet they are.

It always comes down to numbers doesn’t it?    Mr Harmer’s take on the situation and his resolute action, saw this matter move to cause minimal harm to commuters and business.  But, as Mr Harmer puts it …. is our system “old-fashioned and inefficient” if the only option left for waring parties is to result to this cause of action.

Read Mr Harmer’s article here. 

What are your thoughts? Would be great to hear your experiences.

We’re Hiring: HR Business Partner


Kick Start 2018 in style with a brand new role with a diversified, fully engaged and highly evolving company. 

  • Full time or 4 days/week
  • Full autonomy and advising amazing Managers
  • ASAP star|  6 month fixed term contract | Based at Brighton

We need you, an engaged true HR Generalist to mentor, coach,  guide  and 7 Managers on all facets of HR in and around Melbourne.   This role is autonomous, intense, full of potential for growth, adventure and no day will be the same, but you will truly partner with key Managers to run their teams more effectively.  HR truly is respected in the business and this role is newly created, crying out for HR to partner and join the team with these Managers.

Working for an amazing GM of HR, this role is originally a 6 month contract, ASAP start with the successful candidate possessing experience in Aged Care or Health industry.  Based at Brighton, but travel to various sites around Melbourne, Laverton and Mornington Peninsula is required as part of your role.  You will be the go to Human Resources for Managers on these sites, you’ll be responsible for providing advice on all matters of HR from performance management, retention, attraction and employee engagement through to compliance issues.

Are you an experienced HR professional who enjoys getting the job done?  Are you looking to sink your teeth into a new role and hit the ground running. Are you confident and capable, can make decisions on your own, provide advice and offer true HR partnering to your Managers?  We need you ASAP!!

The role is initially as a 6 month fixed term contract as the HR structure gets re-aligned and bedded down.  There is a competitive salary and autonomy to work your magic, but you have the backing and support of a phenomenal HR Team – Australia wide.

Want to make your mark on a business in 2018?  Look no further.  Please send your CV, a copy of your supporting qualifications to me, Helen Butler at

Here we are – 2018!

So, 2018 has arrived, where has the first month gone exactly?

This week officially marks a major milestone for me.  I’ve managed to raise my two small boys into little men and they’ve ventured off to School.  School. I made it.  I can sit back and relax for 5-6 hours a day, enjoy my own company, again.  Finally, yet not so finally ….


People said I wouldn’t know myself.  People said I’ll be a mess, a wreck, I’ll have to find things to do for myself now.. well, about a week ago, I started getting a little bit excited.  My brain started to turn back on, my crippling self doubt, self esteem abyss and anxiety started to fade away.  What was this determination not to solve things, to let little things overwhelm me  after I had kids – now I’m determined to try to fix my own problems and not be bought to tears by the craziness of life and having no control over it …… I feel like I’ve turned a corner.  Have you felt like that at all?  Have you sent your little precious wee ones off to School and realised, I can start doing stuff again …

People might say I’ve had it easy …. But in my time since having my first boy, almost 6 years ago, I went from running an amazingly fun and vibrant company which I loved, to relocating to Brisbane when he was just 4 months old, working remotely, having a Husband that was called to work intestate 5 days/week, fell pregnant with my 2nd child, continued to run a business, realised Brisbane was not our solution, had baby #2, somehow survived the blur that is 2 kids under 14 months old, moved to a small regional coastal town with no friends or family to be close to the beach – and still worked and then returned to Melbourne with kids, dogs and husband in tow to re-establish ourselves into the brilliant Melbourne life..  I mean, seriously, who does this crazy stuff, I think someone who is flying by the seat of their pants and can’t sit still!


No body, I mean NO BODY tells you how hard kids are.  How the relentlessness of serving these little beings that require your every ounce of energy, patience, love and care can be so H A R D.  Confession: I loved my kids most when they were asleep.  Oh the joy I felt when I made it through a day and their little peepers closed and their faces looked so angellic.  I forgot about the haze of my parental craze – I had managed to keep them alive, didn’t snap too much, made sure they ate well, didn’t eat dirt or paint, didn’t break a bone and had an adventure at somewhere wonderful …… and the only thing I managed to do for myself was glug wine.  And glug I did.  Who doesn’t?  Who wouldn’t? Self discipline, time for self was replaced by exhaustion.

Don’t get me wrong, that hasn’t gone away, when I have my little Cherubs running around on the weekends I’m really really really hanging for a nap during the day.  Where exactly do they get their energy from?  Work is so much easier than kids.  Who needs a nap when you’re at work, dealing with complex problems that are itching to be solved and you can have a logical, thought provoking, idea inspiring discussion about it rather than dealing with a 2 or 4 year old who don’t understand reason, just screaming.

So here I am, 2018 ready and willing to be able to have a conversation, an adult conversation about life, work, loves, passions, career progression, and not be interrupted by someone constantly, who bellows at you for food, drink, play  ….. to be back in your world, I must say I’m incredibly excited.

So, as the School year kicks into gear, I’m ready.  So ready to get back into work.  So ready to start doing things for me and YOU.  So ready to embrace some of my old life back.  My ability to think, to solve problems on my own, to talk work, career, business goals, life goals, career objectives, change of career, talk about you.  Join me, as 2018 is the year to be invigorated, harnessed, focussed and achieve some amazing things.

Let’s get back together again, I’ve missed you and am here to help you in your journey.

Here’s a little sampler of our new PodCast for 2018 – Chewing the Fat on Flexibility with myself and Leonie Green.  An easy, thought provoking and fun discussion about life, loves, work and trying to do it all, failing and laughing.

Chewing the Fat on Flexibility PodCast

Working from Home & Employee Trust – What’s the Problem?


This is a very interesting read.  One of my constant findings as we delve into the world of finding the balance between our professional and personal lives, is employers distrust their employees.  This article highlights some really interesting points about how business needs to adopt the way different people work.

It’s not about presenteeism, it’s about results, output and delivery of business requirements.  Employees who are known to business seem to have better results in obtaining flexible working arrangements.  But if you’re re-engaging in the workplace, how do you manage your flexible working arrangements as a negotiation tool?

How is your business managing this?  Are your Managers’ equipped to manage staff remotely, flexibly, or in fact, at all?

FlexConnect engages, equips, empowers people and organisations to work flexibly.  Don’t miss this wave of engaging and empowering your people.  FlexConnect – TODAY.

Click Here for the full article



Ladies: Put up your hands for Board positions


I’ve been accused of saying the term “crusty ball sack” far too often in our PodCasts on Chewing the Fat on Flexibility much to my dear Leonie Green’s chargrin, but Luke Sayers says it all.

Board’s are suffering due to their innate conservatism and incestuousness. Women add value, they don’t detract. It brings up the whole question of “quotas” and “targets” and the ongoing struggle of women who are battling to get on Boards.

I attended a KickStarter Board Breakfast recently and one of the key takeaway messages was this – Put your hand up and tell people you’re interested! Women, it’s time. Put your hand up. Generalist skills are being more valued than the structured risk, accounting, legal backgrounds. This is a really interesting and I think brave stance by Luke but one that I’m applauding!

Click Here for a great read

New PodCast: The Whole Package

CarPool Karoeke

What do you get when you put a Car Karaoke Queen who is a HR Guru together with a Travel Queen & highly intelligent CPA/IT/Business Transformation Specialist ….. you got it, The Whole Package.  We are delighted to introduce to you Sharna Peters and Deanna Spowart, the newest and brightest combination to hit one of Australia’s well known organisations right between the eye balls, in a totally awesome way.  The Job-Share Dynamos!

Deanna & Sharna are Job Share Partners in their workplace and they talk us through the dicy, amazing, often sizzling world of Job-Share.  The insights, laughs, intelligence, thought and results that these ladies bring to the table will give you goose bumps.  This is a warts and all look at how they’ve manufactured the path of Job-Share within an organisation that absolutely raves about all things flexibility, and they are pioneers in their space.  They very much remind us of our PodCast “My Work Wife” and we hope you enjoy the effervescence of these two, and you learn and glean tips of how much hard work they have put into making their Job-Share work, and work well.

 If you hang around at the end, there’s a little surprise for you, something you might be able to sing along to …. and that’s all we’ll say!

Click here to listen to the PodCast: The Whole Package


A Friendly Reminder: Flexibility should be for everyone



“Let’s make those who don’t want children, have already had children or may not have children for many years feel like their lives outside the office matter, too.”

This is a lovely reminder that Flexibility needs to be adopted by everyone in an organisation …. Join the FlexConnect Team today to equip you in introducing the Flexibility Model for your Organisation, for Everyone!



Guys – Get on Board the Flexibility Train. All Aboard!



There’s only one way the lot of working women is likely to change, according to the director of the Workplace Gender Equality Agency, Libby Lyons, and that’s for men to take more time off.

Come on guys, we know how hard it is to stay at home with the kids, that’s why the majority of you buggers do the full-time work and minimal housework.  This is not a criticism, it’s been the way of our times for a long long long (too much?) time.  But times are a changing, don’t you want to be more involved at home?  Hang out with the kids, do those lovely housey chores you agreed with your partner to do, and let your partner enjoy some professional and personal satisfaction too?

What, you do?  Times are a changing, for women and men.  The dialogue has started, the tide is slowly changing, and we recognise it’s hard for everyone, blokes and ladies, to get the mix right, but we’re talking about it right?  Agreeing to trial some changes, take more responsibility for different things in our life to support our partners’ professional lives, personal achievements and wellbeing as well as contributing significantly to the harmony of home?  Well, I reckon we need to tackle the issue together.

“I firmly believe that the way we are going to get real change in this area is by men embracing flexible work practices for themselves,” Libby Lyon, head of the WGEA says. “Challenging themselves in saying that actually I don’t have to sit at my desk between 8am and 6pm, that there is another way of working that I can be as productive, if not more productive, and as happy, if not happier, in my work by challenging and changing the way that I work.”

FlexConnect works with you, your Managers and your Organisations to equip, engage and empower you all for Flexibility.  Need a hand or just trying to get your head around how Flexibility can work for you –  reach out today.

Terrified of being pregnant? You’re right, you shouldn’t be, but it can be a roller-coaster ride.


This is such a daunting and sad read, you’ll gasp at the outright absurdity of perceptions displayed here, or maybe you won’t, maybe this has happened to you before.  For these women who are just like us, yes, just like you and me, smart, educated, business savvy and highly competent, our system has let them down, our society has let them down.

Regardless of whether you are pregnant or not, starting a family or not, sometimes we can all suffer from a crisis of confidence.  BUT, the reality of being pregnant in the workplace and the stigma that society sticks to pregnant women is not right. 

We still have brains, capacity, something to offer.  We are growing a baby, we haven’t lost our minds, our ability to think, to work, to produce results and to contribute to society, our employer, our family and community.

These stories are truly horrifying, heart-breaking even.  If you or anyone you know experiences this type of discrimination, you have rights.  Fair Work Australiaand Inspired People Solutions can help you.

Katerina Schneider, CEO and founder of Ritual

“My husband is an entrepreneur, and we started companies and were fundraising at the same time. He had a totally different experience and went straight into the office the day after the baby was born. I raised money from Upfront Ventures, Troy Carter, FF Angel, Rivet Ventures and others, but it sounds better outwardly than my actual experience. The first VC told me I shouldn’t start my company because his wife stopped working when she gave birth and that I will too. It didn’t feel great, and it was someone I really respected. I went on to raise the $1 million round, but it was really, really hard. Recently, we were a finalist at TechCrunch Disrupt in New York. I had to pump in between sessions, and it took them hours to find me a room. It was cold without a table or anything. I asked for another room, and they put me on top of a broken escalator. My milk got flagged at the airport, and we missed the flight, and I was trying to rehearse over a screaming baby. Compare my experience to that of the 18-year-old who won.” 

Na’ama Moran, CEO and founder of Sourcery

“My investor called me to say he was happy for me but concerned I wouldn’t be able to raise money while pregnant and questioned if I was the one to do it. I was concerned investors would have biases about it, and I brought it up with one of my board members. He said something I cherish: ‘If they’re going to have bias, these are not investors we want to have involved.’ I think the only thing that will make this a nonissue is having more female CEOs. Life and work have to work hand in hand. What should be possible is for us to combine life and work in a way that doesn’t distract—to work from home, bring the child from work, etc. I plan to bring my baby to work and turn the extra room into a nursery. One comment I saw about this on Hacker News said something like, ‘If someone would tell me they’re going to have a new hobby and invest half of their time in that new hobby, I would not invest in them.’ If there’s something we need to eradicate, it’s that. Having a family is not a hobby.”

“One comment I saw about this on Hacker News said something like, ‘If someone would tell me they’re going to have a new hobby and invest half of their time in that new hobby, I would not invest in them.’ If there’s something we need to eradicate, it’s that. Having a family is not a hobby.”

Nirupama Mallavarupu, CEO, CTO and founder of MobileArq

“I got fired from Sun Microsystems while I was on my maternity leave. And later I found out that they fired a lot of women who were on maternity leave, but there was no way to prove this for us. In fact, we could not even communicate with anyone who left the company in those days because this was pre-Facebook and pre-LinkedIn.” 

(Sun Microsystems was acquired in 2010 and therefore unavailable for comment.)

Arry Yu, founder of Giftstarter and MommyFounders

“When I became pregnant in June 2015, we were still in the startup hustle, and I wasn’t trying to get pregnant. I was like, ‘I’m screwed.’ And then I got into the 500 Startups accelerator, and I was like, ‘How can I do this?’ I didn’t want any opportunities from the accelerator to not be offered to me because I was the pregnant lady in the room. I did research, and most of the advice I found online said, ‘Do not under any circumstances tell people you’re pregnant if you’re the CEO and fundraising. It’s a death sentence.’ So I tried to hide it until I couldn’t anymore. I eventually told them, and they asked why I wasn’t happy. I said I was scared that no one would talk to us or fund us if they knew. We did get some investors to join us, but they either knew me or had some history with me. We also got investments from two people I’d never met, but we only Skyped, and they couldn’t see I was pregnant. Investor meetings where I was the only one in the room—and it could be any reason—but we didn’t get interest from them. Then I had Joel, a big bearded, tattooed guy who works on products for us, join me, and those meetings went really well. They obviously didn’t want to ask if I was pregnant, and they probably spent 20 to 30 percent of the time hearing me out, and the rest of the time they were focusing on Joel. We got second and third meetings. They said they’d talk more in the spring. Maybe they wanted to see how we did over the holidays? Or maybe they wanted to see how the pregnant CEO makes it through?” 

Hilla Ovil-Brenner, founder of Gling Media and Campus TLV for Moms

“I am a serial entrepreneur, now for the third time, and women’s entrepreneurship is my mission. I founded WhiteSmoke, a technology company that is public today, and went out on a journey to raise funds for the company. The only problem was, I was nine-months pregnant, and most investors didn’t really see that as a huge advantage. Some investors just said it out straight. Others asked personal questions. To be honest, I could sort of understand them. They assumed that once I gave birth, I would go on leave, and the company, which was just starting, would be left unmanaged. This was not the case, of course, and I was very adamant. I got the investments I needed and found myself on the way to the delivery room typing out emails to investors. There was no way I was going on leave.”

Ritual founder and CEO Katerina Markov presents onstage during the finals at TechCrunch Disrupt New York. Earlier, she had been pumping breast milk on top of an old elevator. (Photo: Noam Galai/Getty Images for TechCrunch)

Jamie Kantrowitz, investor and co-founder of Women’s Collective Giving

“I used to run a tech accelerator in LA, and then I worked in early stage funds. I saw hundreds of young companies, and during that process, I became a mother. Some people feel like like no matter how talented someone is, that if they were a mother or pregnant, there would be a resistance to funding them the same way there wouldn’t be resistance to funding a younger, less-attached entrepreneur. I don’t remember if I’ve ever taken a pitch from someone who was pregnant, but I certainly have people I’ve invested in who have since had babies. I think that any founder is afraid to tell their investor they’re taking time off to do anything else, no matter how well established the relationship is. And I have definitely experienced female founders having the immediate reaction to tell me, ‘Oh, I’m not taking that much time off,’ or, ‘I’m going to be able to work through it.’ And the lucky thing with me being a mother is that I respond with, ‘You don’t have to say that to me.’ I think there’s an American cultural startup idea that you have to work 24 hours a day 365 days a year, and there are some people that still really prescribe to that. Whether you are having a baby or you’re sick, and in particular yes, with people who I funded who had children, there is always this nervousness when it comes to the conversation.”

Sofya Polyakov, CEO and co-founder of The Noun Project

“Three years into my company, I became pregnant. I kept it to myself for three months, and I was really, really nervous to tell my investors—not because of anything they’ve said, just because women have a fear they’ll be seen as not participating fully after having a baby. For sure I would’ve been even more nervous if we were fundraising. There are laws against discriminating against pregnant women when hiring, but that doesn’t apply to investors. I told our lead investor Craig Shapiro first. He was incredibly supportive and helped me come up with a plan for what to do with taking time off. I shared with him my concern of talking to other investors, and he was encouraging and said, if anyone has a problem, to tell them to talk to him. I sent an email to the rest of the investors and had really positive feedback. I ended up having a pretty difficult pregnancy and had to be on bed rest and in the hospital for a while before my baby was born, and he was born prematurely, so I was away from the office for a lot longer than I anticipated. I took two months off and then went back part time. I feel like women feel they have to provide that explanation or drawn out reason why they can handle it, but it shouldn’t be necessary. It’s very difficult to focus on both, and I don’t think it can be denied that it’s different for fathers. Of course investors expect women to be putting in more work with the baby. Until men can grow boobs, that’s just what happens.”

“They just feel this conflict of, ‘Should I be doing this?’ It’s so frustrating because men just don’t have that.”

Natal Q*

“I have started a few companies. While co-founding one, I became pregnant. I told no one—not the VCs, not my male co-founder, not the colleagues I had recruited. My co-founder was a nice young man with a newborn infant and 2-year-old, and I was undergoing fertility treatments at the time we met. We started the company and were still working from home when I became pregnant. Then the company got office space and at 10 weeks, I had a miscarriage. I hemorrhaged so badly I lost literally 50 percent of my blood and had my life saved in a trauma center. Having not told my co-founder that I was pregnant and almost died from a miscarriage, I found myself unable to explain why I spent the first official month in the office excruciatingly exhausted from severe anemia. I was determined to be a mom, so I got pregnant again. Then two more men with young children joined the company, and they were always tired and cranky because of the late-night demands of parenting. I miscarried again at work and left early that day, still not telling anyone. I didn’t want my priorities questioned because they would not have been for the men. I didn’t want the VCs or my co-founders to close doors for me because of what might or might not happen in the future. I did my job and tried not to bring my emotions to work, but it’s a startup—you’re sitting within three feet of the same five men all day, and my co-founder was getting increasingly angry with me. I did fertility treatments again, and this time, I had the eggs extracted and fertilized, putting my mothership on hold so I could focus on the company. The week before we began a serious design scrub, my CEO fired me with no warning, saying, ‘This wasn’t the way I thought it would be with a co-founder. I feel like we should have more trust.’ Turns out, he’d wanted to be bros with his co-founder. He pretty much proved that day that I had been 100 percent correct to withhold confidences from him.”

Nikki Ricks, founder of The Village

“When I first had my baby, I needed a place to work. I was researching coworking places and saw that there were a ton but none with child care. I started hosting pop-up coworking with child care but realized it was inconsistent and tough to launch my own. So I changed it to a model connecting existing daycares to existing coworking spaces nearby. This industry is so tough, and we’re at this really tough standpoint for women. If they want to have a startup, do freelance or do something less traditional than a nine-to-five with benefits, it’s tough to navigate, and there’s not a lot of support. Outside of the coworking, I work with a lot of early businesses, many owned by moms. Motherhood always comes up. They just feel this conflict of, ‘Should I be doing this?’ It’s so frustrating because men just don’t have that. And I think they are getting more aware of those types of issues, but in general, no one is asking the man who is taking care of his kids, but women get that all the time. I do feel like we’re coming into this age of having a lot of opportunities for ourselves, but I think women definitely get squeezed out when they take three months of maternity leave. But women just need to own it and do whatever they want, and I think they feel torn.”

Weleet co-founders Erin and Jennifer Gore with their baby Nash on Memorial Day.(Photo: courtesy)

Jessica Thiessen, “starting a family: will return to regularly scheduled programming circa 2017,” reads her LinkedIn

“I got pregnant while in the middle of a job change, and exhausted by the unproductive job hunt and daunted by the reality of bringing a baby into the world, my husband and I just automatically made a plan to be able to weather the time on a single income because the mere stigma of being unhireable seemed insurmountable. We felt it wouldn’t be possible to find a good job in my field within a realistic time frame, where I could actually contribute enough to build my career before the baby came. I struggled with intense nausea every day throughout the first trimester, which felt like a physical reiteration of this concern. By the time I hit the second trimester, I was frustrated and anxious to try and find work but then felt it was too late. We are now five weeks from our due date and have talked about just embracing the circumstances and having me stay home with the baby while we try to make him a sibling. It seems to make so much more sense to just go for it all at once than to try and go back to work only to have to stall the career again for a second baby. I can imagine finding part-time work that will allow me some flexibility to be home, but I find myself really battling the disappointment that my executive career just feels at odds with my idea of being a good mom.”

Erin Gore, co-founder of Weleet

“We launched when I was seven-months pregnant. We weren’t going to compromise our family timeline, but it was like now we have one salary and a baby. You’re not just playing with your own life. The other piece that Jen [Gore] was alluding to was that, as a person carrying the baby, in the startup world and corporate New York, there was a very different set of expectations on me. I think there was definitely the suspicion I wouldn’t be as focused on my work. All soft terms, nothing specifically said, but I felt it quite heavily.”

Jennifer Gore, co-founder of Weleet

“I feel like I got the easier end of the stick because I was obviously not the one pregnant. I tend to identify as his Baba because I identify differently on the gender spectrum, and I tend to get a different type of treatment, but I am obviously treated just like a woman. So I see things from both ends sometimes, so I felt, for me, it was almost beneficial to have a spouse who was pregnant, especially with a lot of investors who have children. I could go in and say, ‘I have a child, and I’m building this business,’ but I wasn’t carrying. I will say now that Erin has gone back to work from maternity leave, our arrangement is that I take care of Nash during the day, and I feel more of those challenges. I had an investor meeting scheduled, and I said, ‘Oh by the way, I’ll have Nash with me,’ and it’d be like, ‘Oh, my schedule changed.’ No one comes out and said it’s because of the 6 month old.”

Names marked * have been changed.  All interviews have been edited and condensed.

The strange thing was on googling a pic for the cover of this post, I entered the words: pregnant woman working – all of first page of pics (bar 5) came back with women sitting at desks on their computer or phone.  Not one had her walking around, lecturing, doing manual work (there were some kick ass Mummas-to-be doing some amazing workouts) but none that I found empowering.  The one I put up, well that’s controversial and I’m not sure how I feel with the use of the word handicapped, but it makes a point right …… our perceptions still need changing.  Change now.  Change now.