Christopher Harrison, J.D., Ph.D.’s Post

How do you tackle disability bias in technology. Start with disability data! New report from Center for Democracy & Technology authored by Ariana Aboulafia, Miranda Bogen and Bonnielin Swenor on the importance of disability data, to impact disability bias in technology. Especially relevant for anyone working on AI right now. "Disability rights and disability justice activists have a long history of fighting against discrimination that impacts disabled people. While technology-facilitated disability discrimination may be newer forms of older injustices, it is not going anywhere. Indeed, as technologies – algorithmic and otherwise – continue to become incorporated into everyday life, and as people with disabilities interact with them more and more, disparate and problematic effects will only increase, both in frequency and in severity." They identify ways data sets may "exclude, inaccurately count, or be non-representative of disabled people." with some really clear recommendations: ⚫Collect disability data where other demographic data is collected. ⚫Be respectful of personal and data privacy when collecting and storing. ⚫Develop new methods of both defining disability and collecting disability data.  ⚫Practitioners should embrace a growth mindset around disability data.  ⚫People with disabilities should be included in the creation, deployment, procurement, and auditing of all technologies.  ⚫Disabled people – particularly disabled leaders and those with technology, disability rights, or disability justice expertise – should be centered in the creation and implementation of technology and AI policies.  ⚫Data should be collected and stored in ways that are accessible to individuals with disabilities. Lots more. Thank you for leading the way, CDT, Ariana Aboulafia, Miranda Bogen and Bonnielin Swenor. Read 👇: Report from CDT: https://lnkd.in/gGracxcE Forbes article by Gus Alexiou: https://lnkd.in/gNkA5Eax #accessibility #AI #disability #DisabilityDataDesert #Bias

How do you tackle disability bias in technology. Start with disability data! New report from Center for Democracy & Technology authored by Ariana Aboulafia, Miranda Bogen and Bonnielin Swenor on the importance of disability data, to impact disability bias in technology. Especially relevant for anyone working on AI right now. "Disability rights and disability justice activists have a long history of fighting against discrimination that impacts disabled people. While technology-facilitated disability discrimination may be newer forms of older injustices, it is not going anywhere. Indeed, as technologies – algorithmic and otherwise – continue to become incorporated into everyday life, and as people with disabilities interact with them more and more, disparate and problematic effects will only increase, both in frequency and in severity." They identify ways data sets may "exclude, inaccurately count, or be non-representative of disabled people." with some really clear recommendations: ⚫Collect disability data where other demographic data is collected. ⚫Be respectful of personal and data privacy when collecting and storing. ⚫Develop new methods of both defining disability and collecting disability data.  ⚫Practitioners should embrace a growth mindset around disability data.  ⚫People with disabilities should be included in the creation, deployment, procurement, and auditing of all technologies.  ⚫Disabled people – particularly disabled leaders and those with technology, disability rights, or disability justice expertise – should be centered in the creation and implementation of technology and AI policies.  ⚫Data should be collected and stored in ways that are accessible to individuals with disabilities. Lots more. Thank you for leading the way, CDT, Ariana Aboulafia, Miranda Bogen and Bonnielin Swenor. Read 👇: Report from CDT: https://lnkd.in/gGracxcE Forbes article by Gus Alexiou: https://lnkd.in/gNkA5Eax #accessibility #AI #disability #DisabilityDataDesert #Bias

How do you tackle disability bias in technology. Start with disability data! New report from Center for Democracy & Technology authored by Ariana Aboulafia, Miranda Bogen and Bonnielin Swenor on the importance of disability data, to impact disability bias in technology. Especially relevant for anyone working on AI right now. "Disability rights and disability justice activists have a long history of fighting against discrimination that impacts disabled people. While technology-facilitated disability discrimination may be newer forms of older injustices, it is not going anywhere. Indeed, as technologies – algorithmic and otherwise – continue to become incorporated into everyday life, and as people with disabilities interact with them more and more, disparate and problematic effects will only increase, both in frequency and in severity." They identify ways data sets may "exclude, inaccurately count, or be non-representative of disabled people." with some really clear recommendations: ⚫Collect disability data where other demographic data is collected. ⚫Be respectful of personal and data privacy when collecting and storing. ⚫Develop new methods of both defining disability and collecting disability data.  ⚫Practitioners should embrace a growth mindset around disability data.  ⚫People with disabilities should be included in the creation, deployment, procurement, and auditing of all technologies.  ⚫Disabled people – particularly disabled leaders and those with technology, disability rights, or disability justice expertise – should be centered in the creation and implementation of technology and AI policies.  ⚫Data should be collected and stored in ways that are accessible to individuals with disabilities. Lots more. Thank you for leading the way, CDT, Ariana Aboulafia, Miranda Bogen and Bonnielin Swenor. Read 👇: Report from CDT: https://lnkd.in/gGracxcE Forbes article by Gus Alexiou: https://lnkd.in/gNkA5Eax #accessibility #AI #disability #DisabilityDataDesert #Bias

How do you tackle disability bias in technology. Start with disability data! New report from Center for Democracy & Technology authored by Ariana Aboulafia, Miranda Bogen and Bonnielin Swenor on the importance of disability data, to impact disability bias in technology. Especially relevant for anyone working on AI right now. "Disability rights and disability justice activists have a long history of fighting against discrimination that impacts disabled people. While technology-facilitated disability discrimination may be newer forms of older injustices, it is not going anywhere. Indeed, as technologies – algorithmic and otherwise – continue to become incorporated into everyday life, and as people with disabilities interact with them more and more, disparate and problematic effects will only increase, both in frequency and in severity." They identify ways data sets may "exclude, inaccurately count, or be non-representative of disabled people." with some really clear recommendations: ⚫Collect disability data where other demographic data is collected. ⚫Be respectful of personal and data privacy when collecting and storing. ⚫Develop new methods of both defining disability and collecting disability data.  ⚫Practitioners should embrace a growth mindset around disability data.  ⚫People with disabilities should be included in the creation, deployment, procurement, and auditing of all technologies.  ⚫Disabled people – particularly disabled leaders and those with technology, disability rights, or disability justice expertise – should be centered in the creation and implementation of technology and AI policies.  ⚫Data should be collected and stored in ways that are accessible to individuals with disabilities. Lots more. Thank you for leading the way, CDT, Ariana Aboulafia, Miranda Bogen and Bonnielin Swenor. Read 👇: Report from CDT: https://lnkd.in/gGracxcE Forbes article by Gus Alexiou: https://lnkd.in/gNkA5Eax #accessibility #AI #disability #DisabilityDataDesert #Bias

“How do I create marketing that is inclusive and representative of Disability?” I get asked this a lot. It can be hard to represent something that is visible for some and non-visible for others. How exactly do we capture the diversity of Disability? How do we create Disability representation in marketing? And how do we make it inclusive? 1. Represent physical Disability, not just wheelchair users. While it's great to represent wheelchair users, we need to remember that there is a whole diverse community of Disabled people out there. 2. Show people using stimming tools/devices in the workplace. Let's normalize and reduce the stigma of using stimming tools/devices in the workplace. 3. Show people utilizing workplace adjustments/accommodations. There are so many adjustments/accommodations to choose from: screen readers, large monitors, elevated desks, ergonomic chairs, adapted keyboards, etc. 4. Show off your sensory rooms/quiet spaces and accessible working spaces. 5. Showcase the diversity of Disability. Disabled people are not just white. 6. Spotlight your Disability groups/networks/employee resource groups. Hold live events and share the work you are doing internally. 7. Share news about your latest Disability policies, partnerships, awards, accreditations, commitments or actions you're taking to create an inclusive equitable workplace. 8. Use actual images of your employees where you can. Stock images are so overdone, and everyone tends to use the same. Be authentic. 9. Attend Disability events, job fairs, charity events, and share with your network. Go beyond corporate responsibility and support local grassroots work. 10. For the love of inclusion, make your content accessible. Add alt text and image descriptions to images. Add captions and audio descriptions to videos. Don't overuse or replace words with emojis. Write in clear, jargon-free language. Use capital letters for each new word in your hashtags. Make accessibility part of your marketing team's process, not an afterthought. These are only some tips to get you started. Be creative, be innovative. And please be accessible. Image Description: The background is filled with outlines of stick people, whilst some are solid colours, representing visible and non-visible Disabilities. A text box with a purple trim reads “If you're only representing Disability at certain times of the year, (Disability Pride Month, IDPWD etc..), then you’re missing the point of representation.” #WednesdayWisdom #DisabilityInclusion #DiversityAndInclusion #Marketing

“How do I create marketing that is inclusive and representative of Disability?” I get asked this a lot. It can be hard to represent something that is visible for some and non-visible for others. How exactly do we capture the diversity of Disability? How do we create Disability representation in marketing? And how do we make it inclusive? 1. Represent physical Disability, not just wheelchair users. While it's great to represent wheelchair users, we need to remember that there is a whole diverse community of Disabled people out there. 2. Show people using stimming tools/devices in the workplace. Let's normalize and reduce the stigma of using stimming tools/devices in the workplace. 3. Show people utilizing workplace adjustments/accommodations. There are so many adjustments/accommodations to choose from: screen readers, large monitors, elevated desks, ergonomic chairs, adapted keyboards, etc. 4. Show off your sensory rooms/quiet spaces and accessible working spaces. 5. Showcase the diversity of Disability. Disabled people are not just white. 6. Spotlight your Disability groups/networks/employee resource groups. Hold live events and share the work you are doing internally. 7. Share news about your latest Disability policies, partnerships, awards, accreditations, commitments or actions you're taking to create an inclusive equitable workplace. 8. Use actual images of your employees where you can. Stock images are so overdone, and everyone tends to use the same. Be authentic. 9. Attend Disability events, job fairs, charity events, and share with your network. Go beyond corporate responsibility and support local grassroots work. 10. For the love of inclusion, make your content accessible. Add alt text and image descriptions to images. Add captions and audio descriptions to videos. Don't overuse or replace words with emojis. Write in clear, jargon-free language. Use capital letters for each new word in your hashtags. Make accessibility part of your marketing team's process, not an afterthought. These are only some tips to get you started. Be creative, be innovative. And please be accessible. Image Description: The background is filled with outlines of stick people, whilst some are solid colours, representing visible and non-visible Disabilities. A text box with a purple trim reads “If you're only representing Disability at certain times of the year, (Disability Pride Month, IDPWD etc..), then you’re missing the point of representation.” #WednesdayWisdom #DisabilityInclusion #DiversityAndInclusion #Marketing

“How do I create marketing that is inclusive and representative of Disability?” I get asked this a lot. It can be hard to represent something that is visible for some and non-visible for others. How exactly do we capture the diversity of Disability? How do we create Disability representation in marketing? And how do we make it inclusive? 1. Represent physical Disability, not just wheelchair users. While it's great to represent wheelchair users, we need to remember that there is a whole diverse community of Disabled people out there. 2. Show people using stimming tools/devices in the workplace. Let's normalize and reduce the stigma of using stimming tools/devices in the workplace. 3. Show people utilizing workplace adjustments/accommodations. There are so many adjustments/accommodations to choose from: screen readers, large monitors, elevated desks, ergonomic chairs, adapted keyboards, etc. 4. Show off your sensory rooms/quiet spaces and accessible working spaces. 5. Showcase the diversity of Disability. Disabled people are not just white. 6. Spotlight your Disability groups/networks/employee resource groups. Hold live events and share the work you are doing internally. 7. Share news about your latest Disability policies, partnerships, awards, accreditations, commitments or actions you're taking to create an inclusive equitable workplace. 8. Use actual images of your employees where you can. Stock images are so overdone, and everyone tends to use the same. Be authentic. 9. Attend Disability events, job fairs, charity events, and share with your network. Go beyond corporate responsibility and support local grassroots work. 10. For the love of inclusion, make your content accessible. Add alt text and image descriptions to images. Add captions and audio descriptions to videos. Don't overuse or replace words with emojis. Write in clear, jargon-free language. Use capital letters for each new word in your hashtags. Make accessibility part of your marketing team's process, not an afterthought. These are only some tips to get you started. Be creative, be innovative. And please be accessible. Image Description: The background is filled with outlines of stick people, whilst some are solid colours, representing visible and non-visible Disabilities. A text box with a purple trim reads “If you're only representing Disability at certain times of the year, (Disability Pride Month, IDPWD etc..), then you’re missing the point of representation.” #WednesdayWisdom #DisabilityInclusion #DiversityAndInclusion #Marketing