FAQ of International Development and Disability
Q. Are there strategies for funding expenses related to the inclusion of people with disabilities in project design and implementation?
A. Yes. The International Development & Disability department has created a resource, the Human Resources Toolbox. Within the Toolbox, you will find the chapter “Budgeting for Inclusion”.
Q. Do you have resources for making our website accessible to people with disabilities?
A. Yes. We have compiled an Internet Accessibility Resource page.
Q. What information and resources do you have for recruiting qualified people with disabilities?
A. Please see “Resources for Recruiting and Accommodating Qualified People with Disabilities” chapter of the Human Resources Toolbox for resources on recruitment.
Q. We don’t discriminate against people with disabilities in our programs, yet we find that there are VERY few people participating. Could you shed some light on this phenomenon?
A. Yes.
Over the years, extraordinary social change movements have lead to increased and improved disability policy both in the USA and abroad. Although many steps have been taken in the right direction for the empowerment of people with disabilities (PWDs), this contrasts dramatically with continued worldwide oppression experienced by people with disabilities. As a consequence PWDs are either denied, or are significantly limited in their fundamental human rights and freedoms. International development and humanitarian assistance organizations, however, can affect the dire circumstances experienced by so many PWDs around the world by including them in their programming and projects which will therefore serve to challenge the unrelenting cycles of exclusion, persecution and neglect experienced by PWDs.
Both general and specific steps must be taken to increase involvement of people with disabilities in programs and activities. In order to do this, an organization must be committed to providing leadership and vision to assure the inclusion of PWDs in all aspects of the development process. You can accomplish this by doing a few things. Below are listed a few steps on including PWDs in your programming:
- Leadership on assuring the inclusion of PWDs must be demonstrated as a unified initiative that comes from the board of directors and the administration.
- Training, technical assistance and structured collaboration with disability-led organizations is essential if you are to make meaningful progress toward including PWDs.
- For the inclusion of PWDs to be effective, employment policies must be attached to strategies for implementation and monitoring.
- Working to change internal and external attitudes about disability.
- Increasing community outreach and networking with disability organizations.
- Taking all necessary steps to ensure that all events are accessible.
- Adding the cost of disability accommodations to organizations’ budgets as a matter of practice.
Q. Can you give us more information about the appropriate terms when referring to people with disabilities?
A. Yes. Please see the Human Resources Toolbox “Tips for Appropriate Language” chapter.
Q. I’ve heard about the shift from Medical Model Paradigm to a Human Rights Paradigm (Social Model). Could you tell me more about this?
A. The “problem of disability” is not with the individual – but with society and how society treats people with disabilities. When society tries to “cure” a person of a disability, the focus is not on the person, but rather the disability that in turn defines the person, leaving the person without an identity other than the medical terms imposed upon them. This leads into the medical model approach to disability:
Medical Model Paradigm:
Working with people with disabilities has so often been framed as a medical concern that some development organizations consider working with people with disabilities outside of their mission and more suited to medical, charity and social work. Such an approach is ‘disabling’ in society. Disability, when approached from a medical point of view, focuses on a condition that is not considered “normal.” The medical response to “abnormality” is providing a cure or care. The person with a disability is cast in the permanent role of “patient.” The medical or institutional approach traditionally attempts to alter, mold or repair the human body to bring it to as near “normal” as possible, rather than making any changes to the environment.
Human Rights Paradigm / Social Model:
The social model of disability defines the term “disability” as discrimination via attitudinal, environmental, and institutional barriers. People with disabilities will be included in society when attitudinal, environmental and institutional barriers and discrimination are removed from society.
The Disability Community’s approach to disability in society is human rights via inclusiveness – Within the disability community “inclusion” is a term that signifies a method to active integration and full participation in the life of the community. The word tends to refer to an antidote to historic isolation and segregation of people with disabilities. For some it also stands for political empowerment – for taking a seat at the table. Inclusion does not mean separate or special programs only for people with disabilities, though it does not suggest that certain medical and rehabilitation programs are inappropriate. Rather, by removing policy, attitudinal and architectural barriers, people with disabilities can participate – be included – in all aspects of society, as can people who do not have disabilities.
