1. How to Include People with Disabilities: Disability Awareness
"More than 1 billion of us live with disabilities. We must remove all barriers that affect the inclusion and participation of persons with disabilities in society, including through changing attitudes that fuel stigma and institutionalize discrimination.”
Secretary-General Ban Ki-moon,
Secretary General of the U.N .
Presented by: Paula Sotnik
Institute for Community Inclusion, School for Global Inclusion and Social Development
University of Massachusetts Boston

2. Valuing Diversity?

3. Session Guidelines
Safe Space for Personal and Professional Exploration and Discussion
Step-Up, Step-Back
Respect Difference of Opinion
Oops… Ouch…
Others?

4. Who are People with Disabilities?
Describe your vision for a world that includes EVERYONE in all aspects of communities?

5. Legal term –  ’disability’
• long-term health, physical or mental ‘impairment ’ that substantially limits one or more major life activity
Full Inclusion
• persons with disabilities are integrated in all aspects of the public life, they are viewed as equal citizens, employees, employers, customers, students, volunteers, contributors and leaders
Disability is a Valued aspect of diversity that is an integral part of society

6. “Disability” as Defined by Section 504 of the Rehabilitation Act & the Americans with Disabilities Act
A physical or mental impairment that substantially limits one or more major life activities
A record of such an impairment
Being regarded as having such an impairment, even when no limitations exist

7. Rationale…..
Laws, policies and practices are not designed to ….make more, or better than, or lower standards, or make special…… but, to EQUAL the playing field!

8. Having a disability – the real facts!
• one billion persons with disabilities face physical, social, economic and attitudinal barriers that exclude participation as equal members of society
• people with disabilities are the world’s poorest, and lack equal access to basic resources, such as education, employment, healthcare, social and legal support systems
• disability has remained invisible in the mainstream development agenda and processes
• lack of awareness and understanding of accessibility and accommodations remain an obstacle to the achievement of progress

9. It makes sense! • persons with disabilities are able to be employees, employers, entrepreneurs, consumers, inventors, musicians and contributors • when excluded, we all lose out on contributions

10. Think….. Stevie Wonder Vincent Van Gogh Ludwig van Beethoven
Frida Kahlo
Stephen Hawking
Helen Keller
John F. Kennedy

11. MINGO!!!!

12. Effective Outreach ~ Sending the Right Message!
"Qualified individuals with disabilities and those from diverse backgrounds are strongly encouraged to apply.”  
“We provide accommodations for individuals with disabilities and conduct all activities in accessible settings."
• Planning a meeting or an event? Always ask….
• Use International symbols in materials, on websites
• Reasonable accommodations enable applicants with disabilities to apply for positions, so let it be known…
• Products and interior decorations include images of people with disabilities (
• Include quotes and/or testimonials from people with disabilities.
• Disability organizations make great partners!

13. Communications TIPs and Disability Etiquette
• Offer reasonable accommodations but don’t ask
• Okay to offer assistance, is sometimes welcomed, sometimes not
Listen attentively when talking with people who have difficulty speaking, wait for them to finish. Never pretend to understand
Give people enough time to understand or, say it another way
Focus attention on the person, not the sign language interpreter or assistant
Do not pet, feed or distract a service dog
Do not lean on a wheelchair, try to communicate at eye level
Identify yourself and others to someone who is blind – let the person know if you enter or exit
A person may make a request or act in a way that seems strange to you - request or behavior may be disability-related.
Different cultures perceive “disability” differently
“See you later, Want to go for a walk” IT’S OK!!!!
It’s OK to make a mistake, apologize and move on!
PLEASE SHARE YOUR GOOD TIPS and IDEAS!

14. The POWER of LANGUAGE is Important!
Person First Language
WHY? Politically Correct?
• emphasizes the person, not the disability
• disability is no longer the primary, defining characteristic
• disability is one aspect of the whole person
• focuses on the person rather than the disability
I am a doctor, mother, wife, daughter and volunteer.

15. ACCESSIBILITY!
Sites, facilities, schools, work environments, services, programs and recreation venues that are easy to approach, enter, operate, participate in, and/or use safely and with dignity by a persons with wide variety of disabilities.

16. ACCESSIBILITY MEANS: • accessible path to the building
ACCESSIBILITY MEANS: • accessible path to the building? • accessible parking? • a primary entrance accessible for everyone? (Ramps – at least 1:12) • accessible common areas? • accessible to move around? • accessible restroom? • accessible meeting, learning and conference spaces • doors either automatic, or able to be opened by pulling with average force? • accessible routes free of protruding objects? • accessible emergency plan?

17. Make Your Virtual Space Accessible!
An accessible website allows people with disabilities to experience, navigate and interact with the website
Five Basic Webpage Accessibility Tips:
Keep pages simple and consistent throughout the website
If using images, keep them to a minimum and describe with "alt" attribute
Use HTML as the default information format
Text color contrasts with page background
Only use clear, commonly used fonts
Information on how to make your website accessible:

18. Reasonable Accommodations “Level the Playing Field”
Adapting the service site or position functions for a qualified person with a disability to perform their position and enjoy equal opportunities
Modifications or adjustments to application process to permit an individual with a disability to be considered for a position (such as providing application forms in alternative formats);
Modifications or adjustments necessary to enable a qualified individual with a disability to perform the essential functions of the position (such as providing sign language interpreters); and
Modifications or adjustments that enable individuals with disabilities to enjoy equal benefits and privileges of service and volunteering (such as removing physical barriers in a cafeteria or lounge).
U.S. Equal Employment Opportunity Commission

19. Universally Designed Accessible
Universally Designed products and environments are to be made usable by all people, to the greatest extent possible, without the need for adaptation or specialized design.
-Center for Universal Design at NC State
Outcome = seamless use of the environment by all people, regardless of diversity or disability - a culture that includes and is welcoming to all everyone!
The next step toward inclusion is something that is universally designed. Universally designed products and environments are to be made usable by all people, to the greatest extent possible, without the need for adaptation or specialized design.
Here is another example of an entrance to a building.

20. Different Environments and the Need for Reasonable Accommodations
Fully Inclusive
Universally Designed
Accessible
Legal Responsibilities
Our ULTIMATE Goal
Seamless and Intentional
Being Accessible and Inclusive in everything we do, from start to finish!
Reasonable
Accommodations
Even a fully inclusive environment may not completely eliminate the need for reasonable accommodations, however. Continuing the example of the AmeriCorps event, the environment and culture may be inclusive, but the event may necessitate an ASL interpreter to be present as an accommodation. But the more inclusive an environment, product, or tool is with each of these steps, the less there is need for adaptation or accommodation.
Reasonable accommodations refer to the technology, services, and changes in policy, procedures, and the environment that enables individuals with disabilities to perform essential functions to equally participate in events and programs.
Accommodations are limited only by creativity.
Accommodations will vary depending on the individual need, the disability, and/or the type of program.
To put us on the path of a fully inclusive environment where reasonable accommodations are reduced or eliminated, the next section will cover the seven principles of universal design.

21. Seven Goals of Universal Design
Body fit - accommodating a wide a range of body sizes and abilities
Comfort - keeping demands within desirable limits of body function and perception
Awareness - insuring that critical information for use is easily perceived
Understanding - making methods of operation and use intuitive, clear and unambiguous
Social integration - treating all groups with dignity and respect
Personalization - incorporating opportunities for choice and the expression of individual preferences
Appropriateness - respecting and reinforcing cultural values and the social and environmental context of any design project.
Dr. Edward Steinfeld of the IDEA Center

22. What Does Universal Design Look Like?
• Curb cuts
• Closed-captioned television
• Accessible restrooms
• Adjustable desks
Lever door handles
Auditory crosswalks, elevators
Motion sensor door openers
International symbols
Universal design is the design of products and environments to be usable by all people, to the greatest extent possible, without the need for adaptation or specialized design.
Universal design is unobtrusive, even invisible. Examples include: curb cuts in sidewalks, used by people using wheelchairs, but also parents pushing strollers, bicycles, and travelers with rolling luggage; closed-captioned television, initially developed for people who are deaf or hard of hearing but can also be found in gyms, sports bars, and for watching T.V. at home, restrooms that are accessible to people with and without disabilities, using international symbols such as symbols for accessible and male and female restrooms instead of text, adjustable desks to accommodate users’ needs, and lever door handles to make opening doors easier.
What other examples of universal design you can think of?

23. Scent free space benefits EVERYONE!

24. Photo, Text and Braille Office Signs

25. Perceptible Information
IKEA Assembly Instructions

26. Reasons for not Disclosing
Culture of program environment
“gossipy”
Excessively competitive
Racially insensitive
Fear of potential reactions
Refusal of other service members to share equipment or bathroom
Not relevant or there is a stigma associated with disability
Need to disclose to other people outside of service program first

27. Impact for not Disclosing
Social isolation
Did not get close to people for fear of personal questions
Feel compelled to misrepresent
Told other service members she had a different diagnosis
Explained medical appointments by saying she was part of nutrition study
Unable to request accommodations
Reported less support than people who did disclose
Stress of keeping the secret

28. Things to Remember about Disclosure
It’s up to the individual to disclose a disability
The amount of information provided about a disability is up to the individual
If an individual discloses a disability, that information must be maintained confidentially and cannot be disclosed to others
All medical and/or disability-related information is kept in locked files separate from personnel records, with limited access allowed by only select personnel
HR personnel and supervisors are trained/informed in the confidentiality of medical, disability and accommodation-related information

29. Managing Documentation
Disability and Medical Information (from selection to service completion) must be kept in files separate from personnel files and treated as a confidential medical record (e.g., relating to request for or provision of reasonable accommodation). Note: Medical information stored electronically must be similarly protected (e.g., by storing it in a separate database).
U.S. Equal Employment Opportunity Commission

30. Disclosure and Managing Confidential Information
There are certain exceptions to confidentiality. Otherwise confidential medical information may be disclosed in the following circumstances:
to supervisors and managers where they need it in order to provide a reasonable accommodation or to meet an individuals service restrictions;
to first aid and safety personnel if an individual would need emergency treatment or require some other assistance in an emergency (such as help during an evacuation) because of a medical condition;
With written or recorded permission!
U.S. Equal Employment Opportunity Commission

31. Mental Health isn’t a concern for me…
Mental health affects almost every family in America. Mental health challenges do not discriminate – it can affect anyone.
In a year approximately 25% of adults are diagnosable for one or more disorders (approx. 50% over a lifetime).
While mental health service users are widespread, a small % (about 6 percent, or 1 in 17) have significant mental health-related disabilities.

32. Users of mental health services are more prone to violence and unpredictability
In reality, the vast majority of people who have mental health needs are no more violent than anyone else. You probably know someone with a mental health-related need and don't even realize it.

33. Mental healthcare needs are usually brought on by a weakness of character
Mental illness is a product of the interaction of biological, psychological, and social factors. Research has shown genetic and biological factors are associated with schizophrenia, depression, and alcoholism.
Social influences, such as loss of a loved one or a job, can also contribute to the development of various mental health-related needs.

34. People with mental healthcare needs cannot tolerate the stress of holding down a service position
All positions are stressful to some extent. Productivity is maximized when there is a good match between the service program (needs and conditions/environment) and the skill set and interests of the member – NOT whether the individual has mental health needs.
Studies indicate hired people with mental illness report good attendance and punctuality, as well as motivation, quality of work, and job tenure on par with or greater than other employees.
Studies by the National Institute of Mental Health and the National Alliance for the Mentally Ill show that there are no differences in productivity when people with mental illnesses are compared to other employees.

35. Once people develop a mental illness, they never recover
Studies show that most people with mental illnesses get better, and many recover completely.
Recovery refers to the process in which people are able to live, work, learn, and participate fully in their communities.
For some individuals, recovery is the ability to live a fulfilling and productive life. For others, recovery implies the reduction or complete remission of symptoms.
Science has shown that having hope plays an integral role in an individual's recovery.

36. Start with actions and vocabulary, nurture an environment that builds on people's strengths and promotes good mental health.
Avoid labeling people with words like "crazy," "wacko," "loony," or by their diagnosis (instead of saying someone is a "schizophrenic" say "a person with schizophrenia”).
Learn the facts about mental health and share them with others, especially if you hear something that is untrue.
Treat people with mental illnesses with respect and dignity, as you would anybody else.
Respect the rights of people with mental illness and don't discriminate against them.

37. Thinking ahead… creating an inclusive organizations
Identify and remove environmental triggers such as particular smells, noises and visual stimulus
Educate all service members and staff on their right to accommodations, counseling and assistance programs 
Disseminate literature and hang posters that address mental health issues positively - whatadifference.org

38. Thinking ahead… creating an inclusive organizations (continued)
Provide sensitivity training to service members and staff
Do not pressure individuals to attend program-related social functions
Encourage service members and staff to move non program-related conversations out of the common areas

39. Thinking ahead… creating an inclusive organizations (continued)
Recognize that a change in the program environment or of supervisors may be difficult for a person with a mental health disability
Try not to jokingly use phrases like “you are crazy” and “that’s a kookoo idea!”
Be aware and sensitive to signs of individuals who might be having difficulty

40. QUESTIONS?
COMMENTS?

41. Paula Sotnik, Institute for Community Inclusion, UMASS Boston
Recognized expert consultant, trainer and author on diversity and inclusion, access and accommodations; culture brokering; outreach and recruitment strategies; team and partnership development; outcome oriented strategic planning; nonprofits and disability legislation, policy knowledge and practice acquired through years of personal, educational and professional life experiences. Developed and directed 16 federal and state training and technical assistance projects including and supporting individuals from traditionally underrepresented groups, including persons with disabilities. Current focus is overall capacity building and strategic planning with nonprofits, international NGOs, volunteer/national service programs to ensure culturally responsive systems that fully and seamlessly include all aspects of diversity. Coordinated several capacity-building projects with “minority entity” grassroots community organizations and directed projects examining the experience of disability by diverse cultures. Completed a U. S. Department of State project, providing training and technical assistance on access and accommodations with Nepali NGOs. Directed two national projects that examined how national service can reintegrate Wounded Warriors and Veterans with disabilities back into their communities. Serves as a consultant reviewer and trainer for an international fellowship exchange program.
Conducts training and technical assistance on cultural diversity, brokering and inclusion that is applicable, functional and results drive. Nationally known expertise on assessing and managing access and reasonable accommodation to ensure inclusive and accessible conferences, events and meetings of all sizes.