Universal design & Sustainable Development Goals

All 17 icons for the SDGs in an infographic. Universal design is now a key element of the SDG as a means of including people with disability. UN member states are required to report on disability and inclusion within their actions on the SDG. They will need to show measurable actions not just policies. Sustainable Development Goals (SDG) are a blueprint to achieve a more sustainable future for all. The SDG are interconnected and the aim is to “leave no one behind”.

Sweden’s Ministry of Participation virtual event titled, The principle of universal design as a tool for leaving no-one behind provides a good background in how universal design links with the SDG. The video is an hour. At the five minute mark a UN rep explains the UN position. The second speaker listed was not able to join and the moderator spoke about disability and inclusion being at the heart of the SDG. At the 22-23 minute mark there is an interesting presentation on the convergence of UD and the SDG. Data graphics clearly explain why universal design is needed. The final speaker has a short session on a city project which is at the 51 minute mark.

Tip: The video is captioned so you can select a faster speed in the settings to read and hear. You will note that the closed captioning covers some other subtitling. This was the automatic live captioning that is a Zoom option. The closed captioning added later “tidies up” the auto captions and uses a larger font. 

SDGs and disability

Infographic of the five SDGs relating to disability.The Australian Disability and Development Consortium explains the concepts simply. It picks out the five key SDGs that relate specifically to disability. The Australian Department of Foreign Affairs and Trade has a web page with Australia’s commitments to the SDG. The SDG agenda is not just about government but all sectors of society including business. The UN has an infographic poster that spells out the specific goals relating to disability. 

  • Goal 4 is about education
  • Goal 8 is about employment
  • Goal 10 is about reducing inequality
  • Goal 11 is accessible cities, transport and public spaces
  • Goal 17 is about data and data collection

Counting costs that don’t count

Road workers in hi-vis vests are laying bitumen. Counting costs don't count.
Workers repairing the road

Ever wondered why economic arguments seem to fall on stony ground even when they’ve been well researched and even asked for? Seems politicians’ personal experience counts more when decisions are being made. A Norwegian researcher wanted to find out why road-building priorities diverge from those suggested by cost-benefit analysis. It is likely that many other policy decisions are made in a similar way, not just road investments. That’s why sometimes counting costs don’t count.

Here is an excerpt from the findings about why factors other than cost criteria mean that counting costs don’t count:

Political institutions have created a kind of gift relationship in the road sector, with the state as donor and municipalities as recipients.

To the extent that the state cannot scrutinize all assumptions and calculations of traffic, costs and benefits, an information asymmetry arises and favours the local receivers.

In cases of local/national conflict of interest, some key politicians and other stakeholders at the donor side either have their own agendas (such as campaigning), or their loyalty is with the recipient rather than the donor (society).

It seems reasonable that elected representatives are less likely to vote in accordance with the benefit/cost ratios of projects the more sceptical they are to the method of CBA. When sceptical, they are apt to look for alternative decision support, even if several studies have found CBA results to be quite robust.

The intention has not been to argue that the benefit/cost ratio should be decisive when setting priorities among projects on classified roads, but rather to highlight circumstances that tend to push CBA results into the background. The principle of choosing projects with high benefit/cost ratio may be supplemented by so many other assessment criteria that the difference between professional and political judgement is dissolved.”

The title of the article is, Why don’t cost-benefit results count for more? The case of Norwegian road investment priorities. Published in Urban, Planning and Transport Research an open access article.

Abstract:

The starting point is that the benefit/cost ratio is virtually uncorrelated to the likelihood of a Norwegian classified road project entering the list of investments selected for the National Transport Plan. The purpose of the article is to explain what pushes cost-benefit results into the background in the prioritization process.

The reasons for their downgrading point to mechanisms that are at work not only in Norway. Explanatory factors are searched for in incentives for cost-ineffective action among planners, bureaucrats and national politicians, respectively, as well as in features of the planning process and the political system.

New data are used to show that the road experts’ list of prioritized projects changes little after submission to the national politicians, suggesting that the Norwegian Public Roads Administration puts little emphasis on its own cost-benefit calculations. Besides, it is shown that the petroleum revenues of the state do not provide a strong reason for neglecting cost-benefit accounts.

The overall contribution of the article is to offer a comprehensive explanation why professional and political authorities in Norway set road-building priorities diverging massively from those suggested by cost-benefit analysis.

Diversity, Disability and Disbelief

A young man stands between library book shelves. He has a large book open in his hands. Diversity, disability and disbelief.Diversity, disability and disbelief jointly create barriers to creating an inclusive workplace. When the disability isn’t obvious, disbelief by others becomes another barrier to inclusion. Owning up and spelling out what you need is painful enough. So not being believed is the final straw. If you have a mental health condition this can be devastating. A personal story by a library employee highlights how attitudes are just as important as any physical workplace accommodations.

The title of the article is, The Impact of Disbelief: On Being a Library Employee with a Disability. You will need institutional access for a free read or ask for a free copy from ResearchGate.

From the abstract:

As a library employee with a hidden disability (post-traumatic stress disorder [PTSD]), just going through the accommodation process is difficult. The process is invasive and includes an in-depth interview with a disability specialist who knows nothing about you.

The process also requires a letter from a care provider detailing both the accommodation and why it is necessary. So, the person must first be diagnosed by a medical professional or a psychiatrist. The process is made more difficult and painful when supervisors and administrators do not recognize the validity of the condition for which the accommodation is needed.

This paper explores the accommodation process, its impact on the employee, and the politics and psychology of disbelief and suspicion. Through the lens of personal experience and reflection, I will explore how the library can be a place of ableist views that limit the abilities and potential of employees with disabilities. I will also provide guidelines for combating ableism in the library workplace.

There is a companion article Disability, the Silent D in Diversity, which gives the library experience of wanting to have diversity, but not wanting it to be too difficult.

Diversity and inclusion: why don’t they care?

A bearded man in a white shirt leans back from his desk and computer. He is laughing and has a sticker on his forehead that reads, be happy.When the terms ‘diversity’ and ‘inclusion’ fall on certain ears, it raises hackles and is considered a big problem. The Fifth Estate has published a very interesting article titled, Why people hate on diversity and inclusion (and how to get them not to). It’s by the CEO of Diversity Council Australia, Lisa Annese. She quotes David Gaider, “Privilege is when you think something is not a problem because it’s not a problem to you personally.”

Annese discusses the research that shows the more diverse a company’s workforce, the more satisfied the whole workplace is. And that leads to improved productivity. It should also lead to better service for their customers. They are a diverse lot too!

What does inclusion actually mean?

Graphic of stick people in various poses with the caption, "Inclusiveness,, looking at everyoneKat Holmes found the origin of include was to “shut in”. Similarly, the origin of exclude was to “shut out”. Maybe “inclusion” is not the right word for describing the inclusion of everyone in products, places and things. Holmes explains in the video below, that the topic of diversity is discussed in her workplace as gender, sexual orientation, religious belief, ethnicity, and race. Disability is usually mentioned last in the list, if at all. “But it is the one category that transcends all other categories”, she says. “Abilities are constantly changing”. 

Holmes’ offers an alternative way for designers to consider diversity, and is based on her book, Mismatch: How Inclusion Shapes Design. An engaging talk for all upcoming designers in any field. And not just professional designers either. We all design things every day, so we all have a role to play. 

Editor’s Note: I discussed this issue in a 2009 paper. Inclusion is problematic inasmuch as it requires those who are already included to invite into the group those who are excluded. Semantics can be important. What we need is inclusiveness – that’s where inclusion has already happened and there are no exclusions. Inclusion is a futuristic concept insofar as it is something for which we are striving, for if it were achieved, no discussion would be needed.

Language Guide for Journalists and Others

Front cover of the language guide for journalists.Acceptable language regarding people with disability has changed, and standards continue to adapt as understanding and perceptions evolve. Many terms once widely used are now considered to imply inferiority and serve to marginalise people. The National Center on Disability and Journalism updated their Style Guide in 2021. It provides alternatives to terms still seen too often in the media.

The guide also gives an explanation for why some terms are considered offensive, derogatory, and/or marginalising. Unless the context of the story relates to the disability, it might not be necessary to point to any kind of impairment. And think about illustrations and photos too.

Here are a few common terms to avoid:

Afflicted with: Implies that a person with a disability is suffering or has a reduced quality of life.

Able-bodied: Refers to a person who does not have a disability. The term implies that all people with disabilities lack “able bodies” or the ability to use their bodies well. Use non-disabled. Use person without disability. 

Confined to a wheelchair: Describes a person only in relationship to a piece of equipment designed to liberate rather than confine. Use wheelchair user.

Stricken with, suffers from, victim of: These terms carry the assumption that a person with a disability is suffering or has a reduced quality of life. Use living with…

Demented: Refer to someone as having dementia only if the information is relevant to the story and a formal diagnosis has been made. Use “a person with dementia” or “a person living with dementia.” Do not use senile.

Special needs: This can be problematic where there are government funded programs for “special schools”. The term is considered stigmatising – use “functional needs” or describe the specific issue or disability. Everyone has needs.

Inclusive illustrations: What’s in a face?

Four male and female couples with different skin tones and face shapes. Inclusive illustrations.It’s often someone other than the writer of an article that chooses a picture to go with it. Usually this is a stock photo that might not convey the intended message. Stock photos of older people are often patronising. They show young and old hands, or a young person looking lovingly at an older person. Most illustrations are far from inclusive. 

Similarly, stock photos of wheelchair users often use non-disabled models and not real wheelchair users. An article and guideline from an illustrator discusses how to add diversity to your brand whether an organisation, service or a product. The title of the article is, Your Face Here: Creating illustration guidelines for a more inclusive visual identity.

Whether being used to distill complex messages or add a touch of whimsy, illustration is one piece that makes up a company’s visual brand identity.”  

Also have a look at these stock photos of older people and see what you think. Note that they are all white and active – no diversity here. 

Do’s and Don’ts of disability language

front cover of the What Do I Say? booklet.Language etiquette around the topic of disability seems to get some people tongue-tied. Fear of offending often results in just that. But so does using outmoded terms such as “handicapped”. So what are the do’s and don’ts of terminology and language use?

People with Disability Australia (PWDA) have a great guide. It gives a context to the importance of language and how it relates to dignity and respect. It is based on the social model of disability. That is, disability is not an individual medical problem. Disablement is the result of an environment filled with physical and social barriers.

Should you say “People with disability” or “disabled person?” It depends on the individual. However, government policies use the person first version – people with disability. The one to avoid is “the disabled” because it dismisses people and puts this diverse group into one category. The same can be said for “the elderly”. 

Adaptations of the word disability, or euphemisms, should not be used either. Terms such as differently-abled, special needs, or handicapable sound clever but are demeaning. Other terms such as “all abilities” suggests the opposite – a special place for people with disability. If it is inclusive it shouldn’t need a “special” title. However, accessible features can be included in any descriptions of the place or service.

The PWDA guide gives an overview of ableist language and its impact, some advice on reporting on disability, and a list of words and recommended alternatives. 

Disability is not about inspiration

One other important aspect of reporting on disability is what the late Stella Young described as “inspriation porn” in an entertaining TED talk. The portrayal of a person doing everyday things, or achieving a goal, as being inspiring gets the no-go signal. People with disability are often portrayed in the media as being “sufferers” or “heroes”. Rarely is either the case. 

 

UD and public health

Nordic School Pub HealthEvastina Bjork from the Nordic School of Public Health discusses the concept of UD from the perspective of health and wellness in this article. She traces the work done in Norway that precedes the landmark document, Norway Universally Designed 2025” and how it relates to health benefits. Training courses in applying the concepts of UD for professionals were devised and continue to be revised and adapted to keep pace with new learning and updated evidence. Although an academic paper, the discussion about education and training, and application of UD in the health and wellness field is a refreshing perspective.

Another look at missed business

Close up of a a man's hand holding a wallet with some bank notes sticking out.Champions of universal design are often told that to effect change you need a good economic argument. Several such arguments have been written, but have met with little success in terms of gaining greater acceptance of universal design and inclusive practice. Shops, buses, buildings, hotels, meeting places, schools, parks, tourist destinations, and homes still remain inaccessible to many. The tourism sector has recognised that telling hotels and holiday businesses that they are missing out on a significant market is not sufficient of itself to make change. What is needed is more “How to…”.  The latest publication  discussing economics, is on the purchasing power of working age people with disability. It travels over familiar ground with the latest statistics, facts and figures relative to the United States. It compares the disposable income of people with and without disability and with Front cover of the reportdifferent disabilities, and goes on to discuss the data from a marketing perspective.

The full title of the paper is, A Hidden Market: The Purchasing Power of Working-Age Adults with Disabilities, by  Yin, Shaewitz, Overton & Smith. Published by the American Institutes for Research. You can download from Researchgate

Note: The economics of universal design in housing by Smith, Rayer, Smith (2008) is an excellent example of economists applying their skills to a social problem. Nothing has changed yet.

UD Principles in Service Design

Top half of the front cover of the plan. The graphic is various shades of blue with a woman operating an automatic teller machineService design is yet to get on board with universal design according to a Norwegian Masters thesis study by Oda Lintho Bue. Norway leads the way with its overarching policy and commitment in their policy document, Norway Universally Designed by 2025. So it is no surprise to see this study undertaken here. Universal design is not a profession in its own right, but many projects need a UD champion on the team. Committing resources on universal design early in the project will most likely ensure that there will be no need for resources used on redesign later. This point is well made in the thesis. Given that Norway has such a strong stance on UD, it is interesting to note that even Norway is struggling with getting implementation across the board. 

No More Missed Business

Front cover of the Missed Business guide showing an empty car park and an empty accessible car spaceThe Missed Business booklet originally devised by the Australian Human Rights Commission and Marrickville Council has been updated by the NSW Business Chamber. It gives key messages in simple sentences and information is presented on three pages with lots of graphics. The layout is designed for two page spread so font is small for online reading. Nevertheless it is good to see this publication appear again to help small business. There are links to additional documents. You can access the guide online or by downloading the PDF document directly. So, no more missed business!

Lane Cove Council, and Macarthur Council, have developed their own similar guides with a little more information. Check you local council too. For more on customer service and digital access, see the Human Rights Commission’s additional booklet, Access for all: Improving accessibility for consumers with disability (2016).

Gender Inclusive: Designing forms for everyone

Gender Neutral restroom sign showing three figuresDo any of your written or online registration forms ask for a gender specific title such as Ms or Mr? Or female, male? If so, you might want to think about being more gender inclusive. You might also want to consider whether this information is really necessary. 

Sabrina Fonseca has written a very interesting article, Designing forms for gender diversity and inclusion. The focus is on designing surveys and marketing materials and whether the collection of gender information is really necessary, and if it is, how can you be inclusive?

Fonseca did some of her own research within trans and gender non-conforming (GNC) communities to come up with some good gender question recommendations. Giving people a really good reason for asking their gender is a start. If you can’t then probably you shouldn’t ask the question.

Fonseca includes an example of a complex form asking for a lot of statistical detail. This is the kind of form governments use. She says,

“Be transparent, explain what exactly you are asking about, and how it will benefit them. Reassure that your organization strives to be inclusive of everyone so they can feel welcome and protected while disclosing their information. As with any form field, if there isn’t a clear benefit to the user, you probably shouldn’t ask about it.”

A great comprehensive look at some of the issues trans and gender non-conforming people face when filling out forms and identity documents. This article was posted on the uxdesign.cc website.

Accessibility Toolbar