Start with one thing. One person. One idea. Inclusion can feel overwhelming, but real change almost always starts small—and you never know where it will lead.

February is Jewish Disability Awareness Month, a time dedicated to recognizing the experiences, strengths, and contributions of people with disabilities within the Jewish community. This month invites us to move beyond awareness toward meaningful acceptance and true inclusion.

Matan stands at the forefront of this work, empowering Jewish community leaders and educators through training, coaching, and consultation to create purposeful, enriching, and inclusive opportunities for people with disabilities and their families. Meredith Polsky, Executive Director of Matan, spoke with Na’aleh about the importance of inclusion and leadership and how she remains focused on building a Jewish community where everyone belongs.

How did you begin working in inclusion and creating inclusive spaces in the Jewish community?
I often say Matan began with one child. Right after college, I worked at the Jewish overnight camp where I grew up. One camper didn’t quite fit in, he had social-emotional and learning challenges. I spent a lot of time with him and loved him, but after six days, the camp sent him home. Later, I learned he had also been pushed out of his Jewish day school. That’s when I realized this was happening across the Jewish community, and I decided to try to change it.

I hadn’t planned to go into special education or inclusion work, but it became my passion. I enrolled in a dual graduate program in clinical social work and special education, and from grad school onward, I was imagining what would become Matan.

What did the early days of Matan look like?
Initially, Matan focused on Jewish education for children with disabilities, operating as a direct-service organization. We created programs in synagogues, JCCs, and day schools for kids who had never had access to Jewish community. Families told us it was the first time their child had a friend or could imagine a bar or bat mitzvah.

Over time, we realized we were reaching only a small number of people. Organizations were outsourcing inclusion to us, saying, “We’re inclusive, we have Matan,” without embedding it into their culture. That’s when we shifted to training and consultation, equipping those on the front lines of Jewish life so we could create ripple effects that reach far more people.

How has Matan evolved since its inception?
One of the most significant shifts has been expanding our focus beyond children. Children with disabilities grow up, and adults with disabilities were telling us they no longer had a place in Jewish life. That gap kept surfacing in our work.

We expanded our mission to focus on disability inclusion across the lifespan and across all aspects of Jewish life, not just education. We also rebranded to reflect that evolution and continue to adapt based on what communities truly need.

What are the roadblocks to embedding inclusion into organizational culture?
A major roadblock is the belief that inclusion costs a lot of money, rather than a leadership mindset. Many of the most impactful inclusive practices require intention, not significant financial investment.

Another challenge is fear. Leaders worry about making mistakes or not getting it right, which can lead to avoidance of inclusive practices instead of just taking one small step at a time.

Finally, inclusion is frequently siloed. Assigning it to one expert or department prevents it from becoming embedded in the organization’s culture.

Sustainable inclusion requires shared ownership, leaders, staff, and lay partners all understanding its importance and seeing it as part of their responsibility.

What would an ideal approach to disability inclusion look like in the broader Jewish Community?

1. Inclusion is fully integrated into strategic plans, it’s part of how we operate, not an add-on.
2. There is a dedicated budget line for accessibility, giving organizations a tangible foundation to build upon.
3. Grant-making organizations set aside a portion of funding specifically to support inclusive practices.
4. Basic inclusion standards are required by funders, ensuring organizations meet minimum accessibility expectations to receive support.
5. All staff and lay leaders receive foundational training in disability inclusion, so everyone understands its importance and knows how to implement inclusive practices.

What leadership lessons have shaped your journey?
One of the most important lessons has been knowing what I don’t know. Matan has always relied on strong mentors, partners, and advisors, especially people with disabilities themselves to help guide the work of the organization. I don’t have lived experience of disability, and those voices are crucial to my work.

How would you describe your own leadership style

I approach leadership with humility and a collaborative mindset, fostering a respectful and enthusiastic work environment. I focus on recognizing each person’s strengths and needs, ensuring everyone’s contributions are valued and heard.

What’s one takeaway you hope people remember?
Start with one thing. One person. One idea. Inclusion can feel overwhelming, but real change almost always starts small—and you never know where it will lead.