With its focus on disability equality theory and the medical and social models of disability, this programme encourages participants to think about how they can tackle disability discrimination at work. It promotes an organisational response, helping teams to enable the fuller participation of disabled people. By removing physical, attitudinal and systemic barriers and fostering an understanding of disablism, participants are more able to address cultural change within their organisations. Furthermore, the approach to changing environment and culture is consistent with other current theories and guidance that are applied widely across our services.

1. A Different Perspective on Disability
Laura (Mole) Chapman

2. Welcome
Without certain groups represented in the room, we miss out
on the voices we need to hear in order to change.

3. Ground Rules
Agreed understandings or social
contract?
What do you need to participate?

4. Shared Outcomes:
• Hopes and fears:

5. Respectful language
Disability... the disadvantage or restriction
of activity caused by contemporary social
organisation which takes little or no
account of people who have physical
impairments and thus excludes them
from the mainstream of social activities.
(the Union for of Physically Impaired Segregation1976)

6. Respectful language
Impairment, disabled people use this
term to talk about their medical
condition or diagnosis or description
of their functioning—if there is
nothing more formal.

7. Quadriplegia
Examples of Polio
Impairment Cerebral palsy
Blindness
Deafness
Buildings without
Examples of ramps
Disability Poor health provision
Bullying, name-calling
Segregated education
Workplaces without lifts

8. Respectful language
• The person—their name.
• Impairment = Functioning
• Disability = barriers in society

9. Respectful
language
Fred Brown (the person) is a man with
cerebral palsy (the impairment). When the
barriers and discrimination (the
oppression) that restrict Fred have been
removed from society, Fred will no longer
be disabled, but he will still have cerebral
palsy and be called Fred.

10. Eastenders
Corrie

11. CSI
Shrek

12. Disability Today?
Richard Hawkes, Scope, said the figures were
"alarming".
•Hundreds of thousands of disabled people
will be forced into a cycle of long-term
unemployment, poverty and social exclusion.
•Disabled people must not be pushed
even further backwards in our society
by the pursuit of deficit reduction.

13. Culture Change
Welcome Invitation
Tolerance Acceptance
Single /other Diverse
Deficit Assets
Barriers Boundaries
Rigid rules Flexible Principles
Compliance Commitment
Improvement Transformation
Chapman, L. 2010 pg. 26

14. Disabilism
The disadvantage or restriction of activity
caused by contemporary social
organisation which takes little or no
account of people who have impairments
and thus excludes them from the
mainstream of social activities.

15. Articulating Disablism
Fred Brown (the person) is a man with
cerebral palsy (the impairment). When the
barriers and disablism (the oppression) that
restrict Fred have been removed from
society, Fred will no longer be disabled, but
he will still have cerebral palsy and be called
Fred.

16. Disabling Assumptions
The characteristics of disablism

17. Outcomes
Feeling Action

18. The Facts
• Visually impaired people are four times more likely
to be verbally and physically abused than sighted
people
• People with mental health issues are 11 times
more likely to be victimised
• 90% of adults with a learning difficulty report being
'bullied'.
Scope 2008

19. Compared with non-disabled people,
disabled people are:
• more likely to be economically inactive – only one in
two disabled people of working age are currently in
employment, compared with four out of five non-
disabled people;
• more likely to experience problems with hate crime
or harassment – a quarter of all disabled people say
that they have experienced hate crime or
harassment, and this number rises to 47% of people
with mental health conditions;

20. "on the experience of disability, history is
largely silent, and when it is discussed at all, it
is within the context of the history of medical
advances. Just as women and black people
have discovered that they must write their
own histories, so too with disabled people.”
Oliver and Campbell 1996

21. The Medical Model of disability
the personal domain
• Medical approach to the problem.
• Defined by non-disabled professionals
• Equated to illness in terms of research and
findings.
• Care and benefits have been awarded to
compensate for personal tragedy.

23. The Social Model of Disability
the public domain
• The problem owned by the whole community.
• It defines the problem in terms barriers:
attitudinal, structural and systemic.
• Acknowledges the oppression and a requirement
for action.
• It recognises disabled people’s voice in
distributed or shared leadership.

26. Social Justice
As stated by Prof. West-Burnham:
The principle of equality has to be reinforced and extended by the
practice of equity.
Equality: every human being has an absolute and equal right to common
dignity and parity of esteem and entitlement to access the benefits of
society on equal terms.
Equity: every human being has a right to benefit from the outcomes of
society on the basis of fairness and according to need.
Social justice: justice requires deliberate and specific intervention to
secure equality and equity.
(Chapman, L. and West-Burnham, J. 2010, pg.26)

27. Inclusive practice:
Inclusion is a process of identifying and breaking down barriers
which can be environmental, attitudinal and institutional. This
process eliminates discrimination thus providing all participants
with equal access.
Is an ongoing process of reviewing and developing practice in order
to adjust and celebrate diversity. It is the journey not the
destination!
(Chapman, L. 2006, pg 4. Unpublished)

28. Growth and Capacity building

29. Barriers
attitudinal
structural
systemic

30. Equalities Act
• Eliminate unlawful discrimination,
harassment and victimisation and
other conduct prohibited by the Act.
• Advance equality of opportunity
between people who share a protected
characteristic and those who do not.
• Foster good relations between people
who share a protected characteristic
and those who do not.

31. Co-Production
On a societal level, Co-Production entails
a simple but profound shift in
relationships... Co-Production may mean
the active process of remedying or
preventing whatever would violate our
sense of social justice. A social justice
perspective elevates the principle to an
Imperative’
(Cahn, 2000, p 34-35).

32. Practice
Gather evidence
What does your community look like?
What evidence are you basing this on?
What evidence do you need to gather?
The change from ‘impact assessment’ to ‘analysis of the effects’ to
focus attention on the quality of the analysis and how it is used in
decision-making, and less on the production of a document.

33. Practice
Enable ‘engagement’
Or co-production?
How do you demonstrate participation?
This can assist with development of evidence base…

34. Practice
Set objectives
Challenging and achievable
Issues regarding inequality are deep-seated and difficult, and it
may take time to fully address these.

35. Practice
Innovate:
Design delivery and service

36. Practice
Evaluate the difference made?
What works?
Who is better off?
Shared ownership???

37. Vision and Ethical commitment
• To address inequality the approach will
need to value everyone’s experience.
• Rather than one-off and costly changes, it
requires a shift in organisational culture so
that people are universally entitled to
contribution.
A Different Perspective on Equality, pg. 31

38. Positive and Possible
• Everyone can do something to contribute towards
greater fairness, while not everyone will do the
same thing in the same way.
• The challenge then is to accept that the change is
possible if people are able to appreciate a whole
diversity of positive actions.
• Rather than a step-by-step approach or a scale of
difficulty, an acceptance of diverse routes to a
more human experience.
A Different Perspective on Equality, pg. 35

39. Good bye!
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