David Rice’s Post

Thank you for sharing this information. Very insightful. I believe it should be rewritten to include BOTH #QualitativeData and #QuantitativeData. I am one victim of the opioid data. I had a total knee replacement years ago. During physical therapy and recovery, opioids are commonly prescribed for a specific period of time with heavy restrictions. Some are stupid ones. My sarcastic favorite? If a patient runs out of pain meds on a weekend, physicians are not allowed to prescribe them. That means patients should summon the Pain Fairy (she's the Tooth Fairy's sister) to help them through weekend-occurring excruciating pain. Quantitative data stated that I and likely many others were addicts. Untrue. The dolts who came up with that weekend-pause button for pain? They skewed the data. #accessibility #AccessibilityMatters #DisabilityBias

Tackling disability bias in technology involves inclusive design, unbiased algorithms, education, policy, and continuous improvement. Prioritize involving people with disabilities, adhering to accessibility standards, and testing with diverse users. Ensure data used for AI is representative, audit algorithms for bias, and make AI decisions transparent. Educate employees and the public about disability inclusion, advocate for accessibility laws, and continually assess and improve digital products.

This critical report begins with a solid example of the bias neurodivergent folks face in the neuro-typical career funnel. We have to study AI and ND to innovate in favor of NeuroX: "For example, many jobs use automated employment decision tools as part of their hiring process. These can include resume screeners and video interview tools that use algorithms to analyze things like vocal cadence or eye movements. These tools can unfairly screen disabled applicants from jobs by, for example, flagging the unusual eye movement of a blind or low-vision individual and removing them from the applicant pool as a result. " **Or someone who avoids eye contact**. #neuroxnj

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

Today is the 34th anniversary of the #AmericansWithDisabilitiesAct (ADA). This was a momentous occasion in the history of the #DisabilityRights movement, as the #ADA prohibited discrimination on the basis of #disability. In honor of the #ADA’s anniversary, check out CDT’s new report by Ariana Aboulafia, Miranda Bogen, & Bonnielin Swenor on how under-representative data on disability can lead to #AlgorithmicBias – and how to combat it. The report, “To Reduce Disability Bias in Technology, Start With Disability Data” provides recommendations on how to inclusively design algorithmic systems – which starts with ensuring data sets are inclusive of people with disabilities https://lnkd.in/dM6hNXcc CDT is proud of our work on #DisabilityRights in #TechPolicy, where we focus on combating tech-facilitated disability discrimination and mitigating the risks of technologies for people with disabilities. Read more here: https://lnkd.in/e7yTJtdh.

With around 22% of the UK population reporting to have a disability it is vital that we as policy advisors, change makers and designers listen to the voices of those that are impacted by the environment around them. Accessibility of buildings, public spaces and services remain to be one of the biggest frustrations with lack of adequate accessibility, impacting daily lives of disabled individuals. This can have huge impacts on employment, healthcare and education opportunities. During my journey to work yesterday although it was frustrating I tried to reflect on the viewpoint of a customer with a disability, throwing in train cancellations, complex route changes and multiple broken escalators and lifts. These challenges would have made it almost impossible to get to a destination on time without fluency in transport technology apps and a lot of support from train and building staff members, and if at all depending on the type of disability. Speaking as part of the transport industry we need to do better. My win of the month was the amount of opportunities I have had to share my experiences in creating accessible meetings for colleagues and clients with disabilities. I have spoken to leaders, presented during staff calls and created safety shares to raise awareness of inclusion in planning and during meetings. We also put this into action at a recent meeting asking attendees if they had any accessibility requirements, provided personal emergency evacuation plans where required to a new venue, ensured dietary requirements were captured and met and most significantly we involved manual handling teams to ensure room accessibility so everyone in attendance were able to join in on activities (by moving an entire rig from another building to reduce walking distance during the event). Nothing was too much trouble and all involved could understand the reason and impact of doing this. The biggest bonus is that it benefits everyone creating efficiencies, opportunities and much needed space for innovation and networking. My wonderful I&D support team Suzannah Heard and Zulekha Choudry have also collaborated and created an inclusive language guide soon to be shared as an inclusion moment from our I&D campaign to help colleagues navigate terminology without fear of failure and upset. Well done ladies. Fun fact: I also learnt that the disability pride flag was designed in 2019 by Ann Magill, but wasn’t fully accessible for some disabled people due to the brightness and amount of colours used. This was changed in 2021 to the refreshed version I have shared below. The colours represent the various experiences and needs (mental illness, developmental disability, invisible disabilities, physical disabilities and sensory disabilities) in the disabled community. Hopefully you have learned something reading my reflections and now disability pride month is over … it doesn’t stop here… let’s take some action! #inclusion #accessiblemeetings

As UK Disability History Month comes to an end, here’s a gentle reminder: 80% of Disabilities in the UK are invisible. 83% of Disabilities in the UK are acquired during a person's lifetime. There isn’t one universal look or lived experience that represents Disability. We are all different, diverse, and unique. Greater Disability awareness and education are key to breaking down barriers and building inclusive spaces. Accessibility and Inclusion go hand in hand. You cannot have Universal Inclusion without Universal Accessibility! Here's the truth, You don’t have to be perfect when it comes to understanding or supporting the Disabled community—you just need to start. Whether it’s having conversations, challenging biases, or making adjustments, every step makes a difference. You don't have to be "great" to start. But you do have to start in order to be "great". As we look ahead to 2025, here’s to putting Disability Inclusion and Accessibility at the very top of the agenda for everyone. Let’s make next year the year of action, allyship, and meaningful change. Thank you for being part of this journey. #UKDisabilityHistoryMonth #DisabilityInclusion #Accessibility Image ID: Alt Description: Page 1: Text: This is what most people think disability looks like. Image of a wheelchair user. Page 2: Text: But only 8% of the UK disabled population are wheelchair users. What about the other 92%. Image of wheelchair user Page 3: Text: This is also what disability looks like: Images of black woman, old asian man, white woman with prosthetic arm and black man signing. Page 4: And this: Image of white boy wearing head phones, picture of asian woman in suit, picture of white blind man wearing glasses with a stick and guide dog. Page 5: Text: And this. Image of south american worker, white woman with a mask over her face, white man sitting on the floor with his head resting on his knees and hands. Page 6: Text: Because some disabilities look like this and other look like this. Image of Disabled people. Page 7: Text: 80% of disabilities in the UK are invisible. There is not one universal look or lived experience that represents disability. We are all different, we are all diverse. Image: Pair of hands cupping a white figures representing disability. Page 8: Text: Be open to learning. Be ready to challenge your beliefs around Disability. Become a disability ally and advocate. Help create greater Disability awareness and understanding. Image: Picture of a young girl with down syndrome, she is smiling at the camera and had her hands painted in colourful paint Page 9: Text: Thank you. Image of two hands holding up the word HOPE against a beautiful sunset.

What does Disability look like? Take a few moments to view Cressida Stephenson post below to improve your awareness of the bredth of disability.

Five Important Ways To Be A Disability Ally. Being a great disability ally involves understanding, advocating, and supporting people with disabilities in ways that are respectful and empowering. Here are some ways to be a great disability ally: 1. Educate Yourself: Learn about different types of disabilities, including both visible and invisible ones. Understanding the challenges and experiences of people with disabilities helps you to be a more informed and empathetic ally. 2. Listen and Ask: Listen to the voices of people with disabilities. When in doubt, ask them how you can support them best. Everyone’s needs and preferences are different, so it’s essential to seek input rather than make assumptions. 3. Promote Accessibility: Advocate for accessibility in public spaces, workplaces, and online environments. This includes ensuring that buildings are wheelchair accessible, websites are designed with accessible features, and events are inclusive for everyone. 4. Challenge Ableism: Speak out against ableism—discrimination against people with disabilities. This includes addressing offensive language, stereotypes, and practices that marginalize individuals with disabilities. 5. Support Disability-Led Initiatives: Amplify and support organizations and initiatives led by people with disabilities. This helps to ensure that their voices are heard and that they are leading the conversation about their own experiences and rights. Being a disability ally is an ongoing commitment to learning, advocating, and supporting the inclusion and rights of people with disabilities in all aspects of life. .................................................................................................................................. My name is Jubilee Okoro, and I am your dedicated Occupational Therapist, passionate disability advocate, and accomplished public speaker. I am available for speaking engagements and collaborative opportunities. To discuss how we can work together, please feel free to send me a message. I look forward to connecting with you. #IamJubileeOkoro #disabilityawareness #disabilityally #occupationaltherapist #OT ID: The photo shows Jubilee Okoro standing confidently with her arms crossed in front of a unique architectural backdrop, featuring large metallic structures and a glass-covered space. She is wearing a black winter coat with a cream-colored scarf around her neck, and her expression is warm and approachable. The environment is an indoor setting, with a pool of water visible behind her. Jubilee is smiling, and the overall vibe of the photo is one of poise and self-assurance

Discrimination within the Disability Community Discrimination among persons with disabilities (PWDs) can manifest in various forms, undermining solidarity and inclusivity. Types of Discrimination 1. Intra-disability discrimination: PWDs stigmatizing others with different or more severe impairments. 2. Hierarchical discrimination: Prioritizing certain disabilities over others (e.g., physical vs. mental). 3. Intersectional discrimination: Overlapping identities (e.g., race, gender, socioeconomic status) exacerbating marginalization. 4. Internalized ableism: PWDs internalizing societal stigma, leading to self-doubt and shame. 5. Lack of representation: Underrepresentation of diverse disability groups in advocacy and leadership. Factors Contributing to Discrimination 1. Societal influence: Absorbing harmful attitudes and stereotypes. 2. Lack of education: Limited understanding of diverse disabilities. 3. Competition for resources: Scarcity of support and funding. 4. Historical divisions: Legacy of separate disability movements (e.g., deaf vs. hard of hearing). 5. Power dynamics: Unequal distribution of influence and privilege. Consequences 1. Fragmented community: Divided advocacy efforts. 2. Reduced solidarity: Weakened collective voice. 3. Increased stigma: Reinforcing harmful stereotypes. 4. Limited progress: Slow advancement of disability rights. 5. Emotional distress: Negative mental health impacts. Strategies for Change 1. Education and awareness: Promoting diverse disability understanding. 2. Inclusive leadership: Representing diverse disability groups. 3. Intersectional approaches: Addressing overlapping identities. 4. Empowerment programs: Building self-esteem and confidence. 5. Coalition building: Fostering collaborations and unity. Organizations Addressing Discrimination 1. National Disability Rights Network (NDRN) 2. Disability Rights Education and Defense Fund (DREDF) 3. International Disability Alliance (IDA) 4. World Disability Confederation (WDC) 5. African Disability Forum (ADF) Resources 1. "Disability and Discrimination" by WHO 2. "Intra-Disability Discrimination" by Disability Studies Quarterly 3. "Intersectionality and Disability" by Routledge Ironically, this is what happens in the disability community especially among the the educated one and those who have power to some extent to make certain decisions. Most 'cluster' in the disability community feel they are marginalized as a result of their kind of disabilities. Most persons with disabilities who claims they are advocating for PWDs and those who holds public offices discriminate against their kind in the bid to gain favor and fame even though they break the trust of the people who look up to them to advocate for inclusivity. My question is if persons with Disabilities discriminate against themselves, how do we achieve the inclusive society we so long for? Happy weekend #Personswithdisabilities #InclusiveSociety