The social model of disability and day-to-day life in places like work offer contrasting viewpoints on how those of us with disabilities experience the world. Social Model of Disability: - Developed by disability rights activists in the 1970s and 80s. - Focuses on societal barriers that disable people, not their impairments. - Examples of barriers are physical (inaccessible buildings), attitudinal (preconceptions about ability), and systemic (lack of disability accommodations). - If society addressed these barriers, we with impairments wouldn't be disabled. The social model provides a framework for understanding the root causes of disability, while day-to-day life reflects the situations those of us with disabilities navigate. In a perfect world informed by the social model, workplaces would proactively remove barriers to create a genuinely inclusive environment. This might involve: - Providing accessible work materials - Offering assistive technologies - Implementing flexible work arrangements By addressing these aspects, workplaces can empower disabled people to succeed and contribute their talents. Is your employer/company becoming more accessible? #SundayThoughts #NationalEpilepsyWeek #HiddenDisabilities #DisabilityInclusion #WorkplaceEquality Image Description: Social model of disability. The problem is lack of access in society. No BSL interpreter. Guide dogs not allowed into buildings. No suitable assistance on public transport. Prejudice language. Lack of and poor media presentation. Internal/external negative perceptions. No ramp/lift.
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According to the World Health Organization (WHO), approximately 1.3 billion people experience some form of significant disability. The International Day of Persons with Disabilities promotes the rights and well-being of persons with disabilities in every aspect of society. It also recognises the challenges of people with invisible disabilities, such as neurodivergence and chronic conditions. At The Outcast Collective, we are committed to advancing conversations around disability inclusion. Recently, we conducted a Disability Awareness Session, led by Rutuja Shinde (she/her). With over 600 participants joining us virtually, we discussed: ✅ Breaking stereotypes about disabilities ✅ The importance of using inclusive language ✅ Insights into neurodivergence and its spectrum ✅ Unlearning everyday ableism and unconscious biases Why does this matter? Disability inclusion recognises the unique perspectives and innovative contributions that persons with disabilities bring to the table. Invisible disabilities highlight the need to support those whose challenges may not be immediately apparent. In this post, we have shared some tips to help you build an inclusive workplace. This International Day of Persons with Disabilities, let us reaffirm our dedication to diversity, equity, and inclusion — because a world designed for inclusion benefits everyone. To learn more about our workshops on Disability Inclusion, connect with our team: 📬 lakshmi@theoutcastcollective.com 🌏 https://lnkd.in/evbyQJJy #IDPD2024 #InclusionMatters #DisabilityAwareness #DEI #InclusiveWorkplaces #InternationalDayOfPersonsWithDisabilities #DisabilityRights
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🚀 We're thrilled to share that WheelChariot has been highlighted (for the second year in a row) on the "34 Amazing Things to Celebrate the Anniversary of the ADA" list by Meg O'Connell, PHR and Global Disability Inclusion, LLC! The Americans with Disabilities Act (ADA) is crucial for ensuring access to public spaces, transportation, and employment opportunities for the 61 million Americans with disabilities. As we celebrate the 34th anniversary of the ADA, we encourage everyone to take part in the many ways to recognize and support disability inclusion. We invite you to read the full article at https://lnkd.in/egGsvmvk and explore how you can contribute to making our communities more inclusive. Visit www.WheelChariot.io to learn more about our mission and how we support accessibility in businesses. A big thank you to Meg and Global Disability Inclusion for their continuous support and for highlighting our efforts. #ADA34 #DisabilityInclusion #InclusionMeansEveryone #DisabledAndCapable ID: The screenshot from the Global Disability Inclusion website highlights three activities to promote disability inclusion. The first activity is to review the diversity page on your website, assessing how you talk about people with disabilities, featuring employees with disabilities, and identifying opportunities to improve inclusion and access. The second activity encourages using www.wheelchariot.io to rate a business’s accessibility and help others know about accessibility before visiting. The third activity suggests making a list of all the accessibility features you use in your daily life, such as captioning or curb cuts, and creating a list of tools you wish you had.
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I've been deeply engrossed in crafting a comprehensive suite of training programs aimed at heightening awareness about disability rights and fostering safe spaces for individuals with disabilities within businesses. It's truly disconcerting to witness how frequently accessibility gets side-lined, with many failing to grasp its implications extending far beyond physical infrastructure and the general assumptions held about disability which often forgets those with hidden disabilities and mental health conditions. Recently, I stumbled upon a TED Talk entitled 'From the Inside Out: Diversity, Inclusion & Belonging,' which profoundly resonated with me. This illuminating discourse delves into the intricate dynamics of diversity, inclusion, and the cultivation of a sense of belonging from both personal and organizational perspectives. The TED Talk compellingly underscores how our own experiences and personal views shape our conscious and unconscious biases toward others. When delving into the discourse surrounding disability within wider society, it becomes evident how media portrayal and cultural norms significantly influence the lives of disabled individuals. If your business is eager to explore disability rights and understand how your workplace can serve as a pivotal advocate and ally for disability inclusivity, I invite you to reach out. #DisabilityInclusion #AccessibilityAwareness Image Description: A baby polar bear with its face in its hand, giving a disapproving look. The text on the image reads 'When accessibility is an afterthought'. The word 'afterthought' is at the base of the image whereas the first line of text is at the top of the image.
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## Disability Mainstreaming Department: Empowering Persons with Disabilities The Disability Mainstreaming Department at the National Council for Persons with Disabilities (NCPWD) is dedicated to promoting inclusivity and accessibility for individuals with disabilities. The department's primary goal is to ensure that government institutions and private sector entities adopt Universal Design principles and reasonable accommodations to meet the needs and aspirations of persons with disabilities (PWDs). **Key Activities:** * **Training and Sensitization:** The department conducts training and sensitization programs to raise awareness about the rights of PWDs among government officials and employees. * **Policy Integration:** The department works to incorporate disability mainstreaming into all government policies and programs. * **Advocacy and Lobbying:** The department advocates for the reservation of job opportunities for PWDs, aiming for a progressive achievement of 5% representation. **Impact and Achievements:** * **Institutionalization of Disability Mainstreaming:** Many government institutions have established Disability Mainstreaming Committees with PWD representation. * **Development of Action Plans:** Action plans have been developed to guide the implementation of disability-inclusive policies and programs. * **Accessibility Improvements:** Institutions are making efforts to improve physical accessibility through ramps, accessible toilets, and other measures. * **Inclusive Recruitment and Employment:** Institutions are working towards achieving the 5% target for PWD employment in various roles. By fostering a more inclusive society, the Disability Mainstreaming Department is empowering PWDs and ensuring that their rights are protected and upheld.
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🌍 Today, December 3rd, marks International Day of Persons with Disabilities (IDPWD). While this day celebrates the diverse contributions of people with disabilities, it’s also a moment to reflect on the barriers that persist—especially for those with invisible disabilities. 💡 Neuroinclusion and disability inclusion isn’t just about awareness—it’s about actively creating spaces where individuals feel valued, understood, and supported. It’s recognizing that diversity in thought, communication, and problem-solving is a strength, not a challenge to overcome. 🛠 Active allyship starts with action: 1️⃣ Educate Yourself: Learn about neurodivergence/ disability experiences. Move beyond stereotypes and seek to understand lived experiences. 2️⃣ Create Inclusive Workspaces: Advocate for flexible work arrangements, sensory-friendly environments, and clear communication styles. This also means reducing the burden on the individual to ask for accommodations. Make proactive proposals and remember that for an individual with a disability, it can be extremely tiring to constantly advocate for oneself. 3️⃣ Speak Up: Challenge stigma when you see it—whether in meetings, policies, or casual conversations. Offer support proactively. 4️⃣ Ask, Don’t Assume: Inclusion starts with listening. Engage in meaningful dialogue about what support looks like for each individual. Inclusion is more than a checklist—it’s an ongoing commitment to ensuring that everyone, regardless of ability or neurotype, has the opportunity to thrive. To my network: How are you championing neuroinclusion and active allyship in your community or workplace? #IDPWD #Neuroinclusion #ActiveAllyship #InclusionMatters #DiversityAndInclusion #neurodiversity
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💜 Happy International Day of Persons with Disabilities Did you know I am a person with a disability? Probably not. That’s because I have a hidden disability—something I am often forced to try to mask, as I attempt to function in environments that aren’t designed to accommodate me. But masking comes at a high cost. It is a daily burden that impacts my health and well-being in ways you might not see. And I know I’m not alone in this. Millions of us navigate (both professionally and personally) a world that wasn’t built with us in mind- taking on extra challenges in an attempt to overcome barriers and discrimination, for what seems to be a never-ending quest to be allowed a participatory seat at the table. So here is what I want you to know: ✔️ My diversity experience is vital ✔️ The skillsets I bring are important ✔️ I deserve to be seen, heard, accommodated and valued. This is not just because I should be allowed to thrive and bring my full potential to the world and workplace, but also because environments that cater to accessibility and accommodations aren’t just about inclusion—they create better, more enabling and empowering spaces for everyone. Disability is part of being human. Persons with disabilities make up 16% of the global population, yet we’re one of the most marginalized groups. According to the WHO, persons with disabilities often: ◾ Die up to 20 years earlier than persons without disabilities. ◾ Face double the risk of developing chronic conditions like depression, diabetes, and obesity. ◾ Bear extra financial burdens for accessing healthcare, leading to catastrophic health expenditures and cycles of poverty. These disparities highlight the urgent need for Universal Health Coverage (UHC) - to progress Health systems that not only prevent financial hardship but also meet the specialized needs of persons with disabilities. Because everyone deserves access to timely, quality healthcare without barriers. Today I had the privilege of addressing Dr Tedros Adhanom Ghebreyesus , Director-General of the World Health Organization, to discuss efforts to mainstream disability inclusion practices across our organization. I am proud to contribute to advancing disability-inclusive practices both within WHO and as part of my broader work in the organization, and with UHC2030 - Taking action for universal health coverage I am confident that together we can build a world that values all individuals for their unique contributions, ensuring no one is left behind. #InternationalDayOfPersonsWithDisabilities #DisabilityInclusion #HealthEquity #UniversalHealthCoverage #DiversityAndInclusion #UHC2030
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Disability Inclusion and Disability Mainstreaming: Disability Inclusion refers to the practices of ensuring persons with disabilities have equal access to all opportunities, resources and can participate in all aspects of life. Disability Mainstreaming refers to integration of disability issues in policues, plans, programmes, budgets etc. #disability #inclusion #disabilityinclusion #mainstreaming #integration #Inclusionmatters
Electrical Technician & Business System Analyst at Kenya Power | Project Manager | Disability Consultant | Virtual Assistant
DISABILITY INCLUSION & MAINSTREAMING What is disability inclusion and disability mainstreaming? Disability Inclusion refers to the practice of ensuring that people with disabilities have equal access to opportunities, resources, and participation in all aspects of society. This involves creating an environment where individuals with disabilities are valued and included in workplaces, communities, and various activities. Disability Mainstreaming, on the other hand, is the process of integrating disability considerations into policies, programs, and practices across all sectors. It ensures that the needs and rights of people with disabilities are taken into account in decision-making processes, rather than being treated as a separate issue. Disability inclusion is not just a moral imperative; it’s a strategic advantage! 1. Diverse Perspectives: Including individuals with disabilities enriches our teams with diverse viewpoints, driving innovation and creativity. 2. Expanded Talent Pool: By embracing inclusivity, organizations tap into a vast pool of talent that is often overlooked, enhancing overall performance. 3. Positive Reputation: Commitment to inclusion strengthens an organization's brand, attracting customers and partners who value social responsibility. 4. Legal Compliance: Ensuring accessibility and inclusion helps organizations meet legal requirements and avoid potential liabilities. However, disability mainstreaming is progressing slowly due to several barriers: 1. Lack of Awareness: Many organizations are still unaware of the benefits and the importance of including people with disabilities. 2. Inaccessible Environments: Physical and digital spaces are often not designed with inclusivity in mind, hindering participation. 3. Cultural Resistance: There can be ingrained stereotypes and biases that prevent organizations from fully embracing disability inclusion. 4. Insufficient Resources: Many organizations struggle with allocating the necessary resources to implement effective inclusion strategies. We can champion for #DisabilityRights to inclusion. By prioritizing disability inclusion, we create a more equitable and innovative future for everyone. Disability:IN Disability Rights Fund National Council for Persons with Disabilities (NCPWD) Ashura Michael Harun M. Hassan, E.B.S #DisabilityInclusion | #DisabilityAwareness | #DisabilityMainstreaming [photo credit]
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DISABILITY INCLUSION & MAINSTREAMING What is disability inclusion and disability mainstreaming? Disability Inclusion refers to the practice of ensuring that people with disabilities have equal access to opportunities, resources, and participation in all aspects of society. This involves creating an environment where individuals with disabilities are valued and included in workplaces, communities, and various activities. Disability Mainstreaming, on the other hand, is the process of integrating disability considerations into policies, programs, and practices across all sectors. It ensures that the needs and rights of people with disabilities are taken into account in decision-making processes, rather than being treated as a separate issue. Disability inclusion is not just a moral imperative; it’s a strategic advantage! 1. Diverse Perspectives: Including individuals with disabilities enriches our teams with diverse viewpoints, driving innovation and creativity. 2. Expanded Talent Pool: By embracing inclusivity, organizations tap into a vast pool of talent that is often overlooked, enhancing overall performance. 3. Positive Reputation: Commitment to inclusion strengthens an organization's brand, attracting customers and partners who value social responsibility. 4. Legal Compliance: Ensuring accessibility and inclusion helps organizations meet legal requirements and avoid potential liabilities. However, disability mainstreaming is progressing slowly due to several barriers: 1. Lack of Awareness: Many organizations are still unaware of the benefits and the importance of including people with disabilities. 2. Inaccessible Environments: Physical and digital spaces are often not designed with inclusivity in mind, hindering participation. 3. Cultural Resistance: There can be ingrained stereotypes and biases that prevent organizations from fully embracing disability inclusion. 4. Insufficient Resources: Many organizations struggle with allocating the necessary resources to implement effective inclusion strategies. We can champion for #DisabilityRights to inclusion. By prioritizing disability inclusion, we create a more equitable and innovative future for everyone. Disability:IN Disability Rights Fund National Council for Persons with Disabilities (NCPWD) Ashura Michael Harun M. Hassan, E.B.S #DisabilityInclusion | #DisabilityAwareness | #DisabilityMainstreaming [photo credit]
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October 2024 - NATIONAL DISABILITY AWARENESS MONTH Office Of Inclusion and Civil Rights, NOAA is proud to celebrate National Disability Awareness Month, a time to recognize the contributions and achievements of people with disabilities in our nation and our organization. This observance, evolving from the "National Employ the Physically Handicapped Week" in 1945 to a month-long recognition in 1988, reflects our ongoing commitment to diversity and inclusion. Key milestones like the Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA) in 1990 have been instrumental in promoting equal opportunities. We want to recognize senior executive members in the federal government with targeted disabilities who continue to lead by example: · Claudia Gordon: First deaf African American female attorney; former White House advisor · Day Al-Mohamed: Former DOL advisor; current White House Disability Policy Director · Judith Heumann: Former State Department advisor and Assistant Secretary of Education · Dr. Henry Claypool: Former HHS Director; Commerce Department policy expert; wheelchair user These leaders, among many others, have paved the way for greater representation and inclusion in government, science, and public service, demonstrating that disability is not a barrier to excellence and leadership at the highest levels. Accessibility remains a critical focus in our efforts to create an inclusive workplace. We are committed to implementing the recent Executive Order 14035 on Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce. This order emphasizes the importance of accessibility in federal agencies, including improving the recruitment, hiring, retention, and promotion of people with disabilities. At NOAA: National Oceanic & Atmospheric Administration, we are dedicated to ensuring that our physical and digital environments are accessible to all, fostering a truly inclusive workplace where everyone can contribute their full potential. We have an Employee Resource Group for Individuals with Disabilities named ADAPT (Accommodating Disabilities and People Together) that focuses on empowering our individuals with disabilities (IWDs), visible and/or hidden, and in creating efforts to increase the recruitment, retention and promotion of IWDs. We invite all employees to join us in celebrating National Disability Awareness Month through learning, engagement, and advocacy. Together, we can create a more inclusive and accessible world for everyone. #oicrnoaa #noaa #eeo #deia #diversity #inclusionmatters #disabilityawarenessmonth
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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
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Aspiring Disability Specialist & Lecturer | Bachelor of Social Sciences Graduate | Immersed in Disability Studies
7moThe big elephant we have to deal with currently in the world 🥹🙌🏾🔥 Thank you for sharing this with the world