Meeting Disability A Practical Disability Workshop Created by Jeremy Opperman Ensuring a natural and unhesitant integration of Disability into mainstream society

1. Unconscious incompetence Out of sight out of mind Out of sight out of mind Cannot make informed decisions without facts Cannot make informed decisions without facts Forced to make assumptions leads to stereotypic patterns Forced to make assumptions leads to stereotypic patterns leads to costly mistakes and discrimination leads to costly mistakes and discrimination 2. Conscious incompetence Being aware that so little is known and understood inspires curiosity and desire for info. Being aware that so little is known and understood inspires curiosity and desire for info. Creates opportunity to plan and set goals Creates opportunity to plan and set goals Can see the need for Change Can see the need for Change 4. Unconscious Competence Disability becomes so significant that its no longer a big issue, just natural and unhesitant Disability becomes so significant that its no longer a big issue, just natural and unhesitant Become Disability Confident. Become Disability Confident. 3. Conscious Competence Ensure that Disability integration is constantly born in mind Ensure that Disability integration is constantly born in mind Having an access policy to guide and benchmark future development Having an access policy to guide and benchmark future development

Are we Disability Confident?

Legislative Or compliance View Human Rights View Personal Society Business Case Perspective Requiring a perspective View

Does this make Business “cents”?

Organisational Function Facts, Reality Human Rights Case Compliance and Application of the Legislative Case Motivation and Consequences of The Business Case Human Resources- Employment- Retention- Skills Development How many PWDs employed? Are facilities and training accessible? How well are we performing on Employment Equity? Do our existing positions filled demonstrate equitable placement? Are PWDs attracted to WANT to work there? Is the skills development programme recognised as being Disability friendly?

Organisational Function Facts, Reality Human Rights Case Compliance and Application of the Legislative Case Motivation and Consequences of The Business Case Operations - Administration - Policies - Facilities - Procurement - Sales - Image and PR Are our policies and procedures discriminatory? How accessible are our facilities for staff, visitors and students? e our policies etc, compliant with EEA and Equality act’s?? Do our facilities comply with National Building Regs? Are our procedures, e.g.; enrolment, accounts, loan application, website etc, Accessible?Doe s the access of our facilities, attract or deter potential staff, funders, or students?

Organisational Function Facts, Reality Human Rights Case Compliance and Application of the Legislative Case Motivation and Consequences of The Business Case Social Investment- Community Projects- Funding- Bursaries- Scholarships Does our Community, bursaries, funding activities include Disability meaningfully? Are our bursaries equitable and free of discrimination? Are application and registration procedures accessible? Does our existing CSIaimed at Disability show a return on investment? Do we use our bursaries and scholarships to actively increase numbers of students and future PWDs

Organisational Function Facts, Reality Human Rights Case Compliance and Application of the Legislative Case Motivation and Consequences of The Business Case Service Delivery- Teaching- Lecture/lab - Libraries- Sport & - Residential Career PlanningWellne ss Do we teach enough PWDs?Are enough of our faculty staff PWDs?Are we mindful of needs and challenges when providing services to students? Are our facilities for teaching, research, studying, compliant with National Building Regs?Are we vulnerable to threat from the “Equality” Act or EEA? Do we project a world class accessible image that will attract PWDs who may be students, visitors, teachers or staff?

“Companies that fail to embrace Diversity, including disability, as a core business issue, are simply missing the point ”

“What’s doing the disabling around here anyway, Barriers or disabilities?”

Copyright © 2008 Meeting Disability Telephone: Are Barriers always physical?

Copyright © 2008 Meeting Disability Telephone: Common Problems include  Limited or non existent executive participation or understanding  Ad hoc and reactive diversity/equity activity  Narrow focused or silo oriented diverstiy activity  Inappropriate, stereotypic or unlawful practices  Little consistence or resilience in any interventions executed  But the single biggest problem is the lack of a holistic and strategically led approach

Copyright © 2008 Meeting Disability Telephone: EATING ELEPHANTS One piece at a time!

Copyright © 2008 Meeting Disability Telephone: Eating Elephants Taking one bite at a time A four fold approach to systematic Diversity management.  Leadership  Barrier Assessment  Barrier Removal  Maintenance of a Barrier Free Environment

Copyright Meeting Disability Achievable Outcomes Equitable Disability Integration Becoming Disability Confident Provide an accessible and aware environment for employees and customers with Disabilities. An increase in the awareness level of Disability as a designated equity group. Create a higher consciousness towards Disability as a legitimate member of society. Change mindsets towards the employment of persons with disabilities thus opening opportunities for all types of employment. Increased numbers of employees with disabilities. Enhanced skills development and career advancement. Happier, more motivated and ambitious staff with disabilities. Can clearly strategize and plan for legislated targets and goals. Embrace a more representative diversity in the organization.