Life Without Barriers’ Post

Privilege absolutely exists within the disability community and there are absolutely disabled people of privilege. How does privilege show up? - Only inviting white disabled people to speak at conferences, on panels, and at events. - Setting the attendance fee at disability conferences and events extortionately high. - Refusing to take up an intersectional approach to advocacy. - Lack of accessibility to diagnoses for disabled people of colour. - Invalidation and dismissal of the experiences of global majority members. - The lack of representation in pop culture and media of disabled global majority members. - Erasure of the existence of global majority members through the failure to amplify their voices and provide a platform for them to share their stories. - Failure to hold disabled racists accountable and/or excusing racist behaviour or words by members of the disability community. - The partial or full denial that privilege exists within the disabled community. Each of these actions directly hurt disabled people of colour by showing that some disabled people are more equal than others. Disability advocacy should be about the full inclusion of ALL disabled people, including multiply marginalised individuals. #autism #adhd #neurodiversity #education #employment #disability #advocacy #inclusion #dei #intersectionality #communication #stigma #bias #ableism #culture #accommodations #pride #hr #discrimination #systems #accessibility #privilege

Learning alongside human rights defenders at the University of York within CAHR (centre for applied human rights) was the highlight of my MA program - so delighted the Protection International guide is being further amplified in this wonderful article! I’ll link the guide below! #DisabilityRights #DisabilityJustice #HumanRights

#ProFoundPrompts Day 1: Name a disability-inclusive leader who has meaningfully impacted you. July is Disability Pride Month! Follow ProFound and comment to enter our challenge for a chance to win one of three prizes: - Free registration to ProFound's first annual Summit - Free listing on the ProFound Marketplace - Free digital membership to ProFound Leave a comment on any of the daily prompts.💬 - Each comment counts as one entry into the drawing, with a maximum count of one entry per day per person. -Tagging others in your response doubles your entry for the day. At the end of the month, we’ll randomly select three winners from followers who entered! 💡 To locate any of the month's prompts, simply tap the hashtag, #ProFoundPrompts #WeAreProFound #DisabilityPride #Disabled #Leadership #Accessibility ID: Disability Pride Month graphic featuring the disability pride flag. The text reads: #ProFoundPrompts Day 1. Name a disability-inclusive leader who has meaningfully impacted you. Comment on our daily prompts all month for a chance at a prize!

An important message for International Day of People with Disability: How are you amplifying the leadership of people with disability in your workplace and your industry? "...if you can't see us, ask for us." #IDPwD, #DisabilityLeadership

Disabled leaders don't introduce themselves by their disabilities - because it's not what defines our leadership. In fact, I often have no idea what makes many of my fellow leaders disabled, and if they don't share, I don't ask. We simply get on with the task at hand and being a disabled leader. I was reminded of this while listening to Carly Findlay OAM's Growing Up Disabled in Australia, specifically an early chapter by El Gibbs. El gave me invaluable career advice early in my disability and accessibility journey, shaping my approach and focus. Ironically, it wasn't until hearing her story in Carly's book that I realized I had never known El’s disability origin story—and it didn’t matter. What mattered was the wisdom she shared. For disabled people, let this be a reminder: you don’t have to share details of your disability to gain permission to exist, speak or ask for what you need. Bring it up if it's relevant. And to line managers, not-yet-disabled people (and even other disabled individuals), resist the urge to ask about someone’s disability - focus instead on the person, the purpose of the conversation and how you can help them succeed. #Disability #DisabilityLeadership #Accessibility #InclusiveDesign #InternalisedAbelism #MostlyUnlearning Image description: Book cover Growing up Disabled in Australia, edited by Carly Findlay OAM

How are you "Amplifying the leadership of persons with disabilities for an inclusive and sustainable future."  for today's International Day of Disability? In the circles you operate in how is disability leadership represented? Do you see Leaders with a Disability in your organization, in your community, in the media you watch, in the sports clubs you are part of or in how you are represented in local, state or federal parliament? Are there leaders with a disability on boards of the companies whose services you use or products you buy? Amplifying our leadership is not just listening to a speaker today. We are 21.4% of the population and we are usually not at the tables where decisions are being made. How much longer do we have to wait? The biggest difference you can make is to look around and if you don't see us, ask for us. And if you are a senior leader with a disability, talk about it. Share your story and turn around and pull up another leader with a disability behind you. Disability Leadership is powerful, necessary and needed. We all miss out when we don't have it. Twenty Percent Disability Inclusion Advisory Disability Leadership Institute #IDPwD2024

This case, as trumatic and sad as it is for everyone involved, shows that medical evidence cannot be the only gatekeeper or point of access to support and reasonable adjustments. Making inclusive practices part of our day to day roles is key and providing training and resources to everyone in organisations is imperative in achieving this. Diversity and Ability @Atif Choudhury Ellie Thompson Scarlett James Piers Wilkinson Marcia Brissett-Bailey BSc, PG Dip (QCG), MA, IPSEA #InclusiveEducation #HigherEducationLeadership #Universities #HigherEducation #DisabledStudents

Is disability inclusion a part of your DEI strategy or strategic priorities in hiring and employee engagement KPIs? Do you know how many employees in your organization identify as having a disability or how many candidates who have a disability apply to your roles? If the answer to any of these is no, shoot me a line.

Nominations are now open for our fifth annual D-30 Disability Impact List, the global list honoring 30 disabled leaders in the community making a difference! Anyone who identifies as disabled is eligible to be nominated (including chronic illnesses & mental health conditions) and nominators do not need to identify as disabled. To celebrate the spirit of community and interdependence, self-nominations are not accepted. Nominations close on May 20, 2024. Tag who you will be nominating! And then make sure to nominate them at https://lnkd.in/gtix9zj #Diversability #D30DisList #Disability — [Image description: An orange gradient background with navy text that reads “2024 D-30 Disability Impact List; Honoring people with disabilities globally who are making a difference; nominate by May 15 mydiversability.com/d30”. Above the words is a navy gradient diversability symbol with “#D30DisList” arched overtop of it. A navy Diversability logo sits in the bottom right corner.]

#TeachDisabilityHistory group continues to make waves! First they released their awesome video, now several members of the committee are featured in this WGBH article! Learn more and get involved here https://lnkd.in/eFxRTyWp