How To Include People with Disabilities

In light of all of these findings, you are probably asking, “How do I make this better?” Others have asked that too and there are several peer organizations in the social sector making monumental strides to include people with disabilities. The Ford Foundation, Jewish Federation of Greater Washington, MacArthur Foundation and others have made great strides on journey to fully include people with disabilities. Each of these organizations is stronger and more successful in their work because of these efforts, and in working with them and others, RespectAbility has developed a proven roadmap.

Inclusion is not like a light switch that simply gets turned on or off. It is more like a dimmer switch that you push forward into the light with intentionality, focus, and performance metrics. It is a journey, not a simple checklist. techiesin

To help our social sector colleagues, we humbly offer these suggestions in response to some of the more challenging findings from the study.

4.1. Changing Our Culture and Priorities

While 72 percent of organizations represented by survey respondents have made DEI a priority, only 68 percent of those groups have mentioned disability as an area of focus or concern. In comparison, 93 percent mention race. Similarly, while 78 percent of groups represented in the survey have provided DEI training to staff, only about one-third (35 percent) have included training on disability. So, what can we do?

Communicate from the top that all people, including people with disabilities, have value and are respected and openly welcomed. This may seem obvious but making the extra effort as it pertains to people with disabilities is important. It should be part of the organizational DNA. Your Board chair, CEO, senior leadership, and staff need to be explicit about the importance of fully including people with disabilities. Websites and all other materials should clearly communicate that disability inclusion is a part of the organization’s vision, mission, and values. It should be an intentional consideration at every stage, not merely assumed or tacked on as an afterthought. Inclusion of all people should be a core consideration of policies, budgets, staffing, recruiting, and planning. Organizations should regularly and repeatedly state that people of all races, ages, abilities, sexual identities, gender orientations, faiths, and other backgrounds are welcomed. These declarations can be made out loud by leadership as well as in publications and on social media. It also must be clear in both word and deed that should the organization or any of its employees, events, or materials make anyone feel unwelcome or inequitably treated, they want to know about it right away, and it will be addressed. (And then of course, follow through on that promise).

Acknowledge, understand, and embrace the widespread nature of disability.  Disability touches every demographic category – gender, age, race, sexual orientation, etc. and impacts most people eventually through accident, illness or aging. 56 million Americans have a disability. When you include the loved ones of people with disabilities, according to polls. the size of the extended disability community is 63 percent of Americans. Some people have disabilities from birth, while others acquire them due to accident, aging, injury, or illness. Certain disabilities are obvious because they require use of a wheelchair or have noticeable physical attributes. However, most disabilities, including those related to learning, attention, mental health, or chronic pain, are invisible and many people with invisible disabilities are still “in the closet” due to stigma. For example, it may not be apparent to you that a longtime board member or large donor is hiding progressive hearing or vision loss, or that a coworker lives with depression, anxiety, or chronic pain. Keep this in mind when considering inclusive practices, as they matter as much for your board room and your office as for public events. Remember that each grant you make, every program you manage, and all events your organization holds or supports are likely to touch people with disabilities. For groups focusing their good work on marginalized populations, this is particularly important. While disability impacts people of all backgrounds, people with multiple marginalized identities (i.e. people of color and/or English language learners who also have a disability) face double discrimination. They are more likely to experience homelessness, live in poverty, or become incarcerated. By incorporating best practices for intersectional issues, you are more likely to increase your success and theirs.

Walk the walk (or roll the roll) and help your grantees and members do the same. You would not fund programs or sponsor events that deny access to women or people of color and the same should be true for discrimination against people with disabilities. Just one out of five organizations (20 percent) represented in our survey ask the. marketingmediaweb

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