Author: Jane Bringolf

United Nations Inclusion Strategy

United Nations Building in New YorkThe United Nations is planning to actively include people with disability at all levels of their operations. It’s one thing to have a Convention on the Rights of Persons with Disability, but not a good look if the UN itself isn’t leading by example.

UN Secretary-General, António Guterres, said, “Realizing the rights of persons with disabilities is a matter of justice as well as a common-sense investment in our common future”, but “we have a long way to go in changing mindsets, laws and policies to ensure these rights”.   Global Accessibility News has more detail on this story. Better late than never.

What is “reasonableness’ in the concept of reasonable accommodation” when it comes to applying accessibility and universal design? Professor Rafael de Asis Roig discusses this philosophical question in the context of the UN Convention on the Rights of Persons with Disability. He contends that the content of universal accessibility is “constrained by three types of circumstances that could be considered as the bounds for what is necessary, possible and reasonable”.

Universal Design and Reasonable Accommodation

Australian Human Rights Commission logoFor anyone interested in the debate about reasonableness, and the application of “unjustifiable hardship” rulings by the Australian Human Rights Commission, this article explores reasonableness from different perspectives and concludes,

“Therefore, in accordance with the foregoing, it is possible to have a comprehensive vision about reasonableness in the disability domain. This demand makes it necessary to deem a measure as reasonable in the context of disabilities when:

    • It is justified because it adequately provides for full participation in society.
    • It shall be deemed as possible, taking into account the state of scientific, technical and human diversity knowledge.
    • It shall be deemed as a non-discriminatory differentiation or undifferentiation which is not harmful for physical and moral integrity and at the same time does not prevent from meeting basic needs nor avoids participation in society on an equal basis.
    • It shall be deemed as proportional and, therefore, entails more advantages than sacrifices within the context of human rights.
    • It shall be deemed as acceptable by the community to which it is addressed.”

The article, Reasonableness in the Concept of Reasonable Accommodation, was published in The Age of Human Rights Journal, 6 (June 2016)

An earlier unpublished article tackles the issues of human rights and “unjustifiable hardship” in the Australian context by Schraner, Bringolf and Sidoti which discusses the issues from an economic perspective. Written in 2012, it pre-dates the implementation of the National Disability Insurance Scheme.

  

Australia’s Digital Inclusion Index

Front cover of the Digital Accessibility Report.The international Digital Accessibility Rights Evaluation Index (DARE) rates Australia as 71 points out of 100. Apparently this makes us 12th in global rankings with an implementation ranking of 10th. The index takes Australia’s laws and regulations, policies and programs, and capacity to implement inclusive technology into the scale. It seems Australia has full capacity to implement, but has only just passed the halfway mark in actual implementation.

More detail is available on the G3ict website. You can also see the score of other countries. Oman has the top overall global ranking of 81 points.

G3ict has also produced a report with more detail. “The report gathers insights from the survey by Level Access in cooperation with G3ict on the current state of accessibility in organizations as undertaken by 550 professionals from organizations of all sectors. The high number of responses shows the considerable interest for trends in accessibility implementation. Readers are encouraged to go through the detailed results of the survey and compare them to their own experience to help advance their own endeavors and the accessibility profession at large.”

Tourism Tips for increased business

A distance view of an English coastal village showing a harbour wall.Holidays for All is a key section in a new research report by Barclays. It is a pity that this section ends up in the latter part of the report because it applies to all other sections. The tips and case studies in a pdf document cover all aspects of the hospitality and tourism business.  Although the report focuses on the UK domestic tourism market, the principles for increased business are applicable elsewhere.

The title of the report is the Great British Staycation. It is a very readable report and the section on holidays for all is worth a look, and it ends with strategies for success with key points from each of the chapters:

    • Know your demographic
    • Foster Loyalty
    • Capture early bookers
    • Add value through collaboration
    • Reap digital dividends
    • Provide options where possible
    • Take them behind the screen
    • Be accessible to all

It is not unusual to find references to accessibility and inclusion somewhere in a subheading of a research report. This is unfortunate because this is the one part that applies to all other sections. See also the economic argument from Simon Darcy.

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!

Politics of Disability and Universal Design

Book cover showing anthropometric diagrams of a wheelchair user. The politics of disability.Book reviews can reveal good information in their own right. One such case is the review of Aimi Hamraie’s book, Building Access: Universal Design and the Politics of Disability. The book traces the history of universal design from the 1950s in the United States to current ideas. Hamraie discusses the issues of the politics of disability from both design and disability perspectives.

Chapter 4 of the book discusses how the curb cut campaign in the USA became disability politics in action. Curb cuts cannot be considered universal design because they don’t benefit everyone. They do not further the rights or inclusion of people with disability. However they became a sign that people with disability had rights that were being ignored.

This is an academic text of value to both design and disability studies.

Other articles about Hamraie posted previously are:

UD: Social justice or just marketing? 

The evolution of UD and accessibility

Mapping Access: People, Place and Justice  

Keep it Simple for Inclusion

A group of language dictionaries are laid out on a table.First there was closed captioning and then live captioning. Audio describing came along soon afterwards. Now we have the possibility of “simultaneous simplification”. Two researchers wanted to ensure people with various cognitive conditions could participate in a conference. Using audio transcribing facilities, interpreters simplified the language of the speakers in real time.  

After the conference they interviewed participants and found people with significant cognitive conditions were able to fully participate in a professional conference. Participants also retained the information a few weeks later. Of course, people who don’t speak the language of the speaker also benefit. The title of the short paper is, Simultaneous Simplification: Stretching the Boundaries of UDL.

Editor’s note: I’d like to see academics writing for the general population instead of writing in academic code for the benefit of other academics. Useful knowledge on many things would become more readily available to everyone. It’s time to have universally designed academic papers. 

Universal design approach to internal environments

Front cover of the publication - a universal design approach to internal environments.Floor finishes, lighting, acoustics, hearing systems, signage and alarm systems are all included in a guide to taking a universal design approach to internal environments and services. 

Building for Everyone covers each of the features in detail. Of course, they also have to be considered within the overall design of the building.

There is also a section at the end on human abilities and design. It covers walking, balance, handling, strength and endurance, lifting, reaching, speech, hearing, sight, touch and more.

Universal design approach to fitouts

Front cover of the guideAll you ever wanted to know about reception desks, waiting areas, storage, coin operated machines, kitchen sinks and ticket dispensers? These and other related topics are covered in a guide to taking a universal design approach to facilities in buildings. This is a companion to the internal environments booklet. One of the key issues in creating universally designed places and spaces is that the details are often left until last and not integrated into the whole of design. 

Published by the Centre for Excellence in Universal Design in Ireland, these guides are is very detailed. Checklists help guide the reader through the material. The guides links with others in the series.

Theme park rides: thrills, spills and inclusion

A brightly coloured horse on a carousel ride in a theme park. Theme park rides often have rules about who can ride based on body size, health conditions and ability. But these rules are sometimes needlessly excluding. Ride manufacturers produce a manual for the park owners with very broad references to disability. These rules are set with the idea of protecting riders. But are these needed?  With enough information most people would self select their theme park rides.

The accident rates for ride attractions and found that obesity, not usually mentioned in the rules, is responsible for more accidents than those for people with disability. The analysis found that restrictive criteria exclude people with disabilities broadly, while permitting other groups to self-determine their participation. Publicly available injury data do not provide evidence to justify the extent of mandatory exclusion.

Using information from 100 amusement ride manufacturers’ manuals, an article reports on eligibility criteria and safety for people with disability, and where disability is reported in an injury. The conclusion is that people with disability are excluded more often than is warranted. “There is no clear evidence that people with disabilities are at undue risk when permitted to self-select”. However, they will need appropriate information so they can make the right decision.

The title of the paper is, Disability and participation in amusement attractions, by Kathryn Woodcock. 

Camp Manyung is accessible for just about everyone. Check it out. Plenty of thrills there!

 

What does inclusion actually mean?

Graphic of stick people in various poses with the caption, "Inclusiveness,, looking at everyone. What does inclusion mean?Kat 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. So what does inclusion actually mean?

Holmes explains in the video below, that the topic of diversity is discussed 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 requires those who are already included to invite into the group those who are excluded. Semantics are important. What we need is inclusiveness – that’s where inclusion has already happened and there are no exclusions. Inclusion is a futuristic concept – it’s something we are striving for. It it were achieved, no further discussion would be needed.

Quotable quotes on universal design

There are many definitions and explanations of universal design. But sometimes the way people talk about it expresses it better. Here are some quotable quotes on universal design.

This banner was hanging at the Center for Inclusive Design and Environmental Access (IDEA) located at the University at Buffalo in 2004. The text reads,

“The essence of universal design lies in its ability to create beauty and mediate extremes without destroying differences in places, experiences, and things”. Bill Stumpf and Don Chadwick, Designers. 

Wall banner saying The essence of universal design lies in its ability to create beauty and mediate extremes without destroying differences in places, experiences and things

Accessibility vs universal design

Ed Steinfeld explains the difference between accessibility and universal design is, “The space of accessibility and universal design”, in the book, Rethinking Disability and Human Rights:

“Accessibility is a compensatory strategy conceived to prevent discrimination while universal design seeks to change the consciousness of those who create the built environment to address a broader conception of the human body.”

The website of Design and Architecture Norway (DOGA) explains:

“In simple terms, design thinking is about recognizing the designer’s methods for connecting the user’s needs with what is technologically possible and which provides a real market value. 

Apple is well-known for making their products really easy to use. Here is a quote from Steve Jobs, former CEO, Apple.

“Some people think design means how it looks. But of course, if you dig deeper, it’s really how it works.”

The universal design conference held in Dublin 2018 began with the words, “Good Design Enables. Bad Design Disables“. The Centre for Excellence in Universal Design has a good, but wordy description of universal design.

Slide at a conference with the words, good design enable. Bad design disables.

Diversity

The text in the sign by Arthur Chan says:

  • Diversity is a fact.
  • Equity is a choice.
  • Inclusion is an action.
  • Belonging is an outcome.

They are all are part of a universal design approach.

The signboard says, Diversity is a fact, Equity is a choice, Inclusion is an action Belonging is an outcome.

The late Judith Heumann has quoted this many times. She also said it is easier to change the design of the environment that to change attitudes. Her TEDx talk is worth a look.

“There are only two kinds of people in the world: people with disability and people yet to have a disability.”

Quote from Christina Mallon, Microsoft’s head of inclusive design: The end goal? “It’s that inclusive design becomes the only way to design, so that my job as an inclusive designer is just a designer. I want my job to go away.” From FastCompany article.

Overheard at a workshop: “So if you design for the extremes you include the middle”