The View from Where I Sit

Tag: disability advocacy

  • Advocacy in Bradford

    Disabled People’s Action Group

  • Coping with Learning Difficulties in Ilkley

    Outside the Box Cafe

  • Emotional Health

    Disability & Trauma: The concept of trauma, the impact on our Emotions and overall well being

  • The Religious Perspective on Disability

    Changing the Narrative

  • What is fair?

    Equality, equity, and justice are often confused, but they address fairness in different ways.

    Equality gives everyone the same resources or opportunities.

    Equity recognizes that people start from different circumstances and may need different levels of support.

    Justice focuses on removing the barriers that create those differences in the first place.

    Understanding the distinction can help create systems that are not only equal, but truly fair.

    An illustration depicting four panels on the themes of reality, equality, equity, and justice. In the first panel, a person stands on a tall stack of boxes while others struggle to see over a fence. The second panel shows an equal distribution of boxes, yet not everyone can see the game. The third panel illustrates equitable support, allowing everyone to see the game. The final panel represents justice, where all can see without barriers after addressing systemic issues.

  • Rosa May Billinghurst

    More than 100 years ago, Rosa showed that disability and power can exist in the same story.

    A wheelchair did not limit her voice. It amplified it.

    From 31 May 1875 – 29 July 1953, Rosa Billinghurst was a British suffragette and women’s rights activist. She was known popularly as the “cripple suffragette” as she campaigned in a tricycle.

    Early life
    She was born in 1875 in Lewisham, London, the second of nine children of Rosa Ann (Brinsmead) Billinghurst and Henry Farncombe Billinghurst. Her mother came from a family who manufactured pianos and her father was a banker.

    As a child she survived polio, which left her unable to walk. She wore leg-irons and used either crutches or a modified tricycle. She became active in social work in a Greenwich workhouse, taught in a Sunday School, and joined the temperance Band of Hope.

    Politics
    She was an active member of a Women’s Liberal Association (fifteen of which joined in 1887 to become the Women’s Liberal Federation that ultimately grew to 942 affiliated associations) and later, in 1907, a member of the Women’s Social and Political Union (WSPU). She took part in the WSPU march to the Royal Albert Hall in South Kensington, London, in June 1908. Billinghurst helped organise the WSPU response in the July 1908 Haggerston by-election; polling was on the day that twenty-four suffragettes were released from Holloway prison and came around the area canvassing to ‘keep the Liberal out.’

    In 1909, she was presumed by Annie Barnes to be the wheelchair user seen distracting a police horse, who laughed as another woman seemed to tip the rider off to fall in a horse trough. The occupant of the wheelchair was the one arrested and rough-handled into a waiting police van.

    Two years later, she founded the Greenwich branch of the WSPU. As its first secretary she took part in the ‘1910 Black Friday’ demonstrations, using an adapted tricycle for mobility. She was arrested after the police capsized her from the trike. Billinghurst knew that she was helpless when this happened, but she was quite prepared to take the added publicity to benefit the cause of suffrage. The police once exploited her disability leaving her in a side street after letting her tyres down and pocketing the valves.


    Billinghurst was able to get closer to the House of Commons on another occasion in 1911, when police thought the better of attacking her trike with ‘Votes for Women’ banner during the rush. She is thought to have been one of the suffragettes to avoid the 1911 census on the night of Sunday 2 April 1911, in response to the calls from suffragette organisations for a boycott.

    She would place her crutches on both sides of her tricycle and would charge any opposition. She was arrested several more times in the next few years.

    The Glaswegian suffragette Janie Allan apparently worked in partnership with Billinghurst during the window-smashing campaign of March 1912, with Billinghurst apparently hiding a supply of stones under the rug that covered her knees. Billinghurst’s first stint in Holloway Prison was for smashing a window on Henrietta Street during this campaign, for which she was sentenced to one month’s hard labour. The prison authorities were confused regarding her sentence to hard labour, and gave her no extra work. She was befriended by many other prisoners, including Dr. Alice Stewart Ker, who had Billinghurst smuggle a letter out to Ker’s daughter on her release.


    On 8 January 1913, she was tried at the Old Bailey and sentenced to eight months in Holloway Prison for damaging letters in a mailbox. Billinghurst represented herself in court to plead the case for women’s suffrage. Her defence titled “The Guilt Lies on the Shoulders of the Government” was published in The Suffragette. She subsequently went on a hunger strike, and was force-fed along with the other imprisoned suffragettes participating in the strike. She became so ill that she was released two weeks after her force-feeding began.

    She spoke at a public meeting in West Hampstead in March 1913. On the 24th of May, she chained herself to the gates of Buckingham Palace and on 14 June she was dressed in white on her trike in the funeral procession for suffragette Emily Wilding Davison, who was killed while reaching for the reins of the King’s horse at the Epsom Derby.

    Billinghurst also took part in the mass deputation of suffragettes to petition King George V on 21 May 1914. Although she was not arrested, two policemen deliberately tipped her out of her tricycle.

    Billinghurst supported the Pankhursts’ lead when they decided to prioritise the war over the campaign for women’s rights. She helped in Christabel Pankhurst’s campaign to be elected in Smethwick in 1918.

    However, she had joined the Women’s Freedom League (WFL) and became part of the Suffragette Fellowship. She supported Jill Craigie’s Equal Pay Film Fund.

    Billinghurst stopped her activity for women’s suffrage after the Parliament (Qualification of Women) Act 1918 gave some women the vote. She later attended the funeral of Emmeline Pankhurst and the unveiling of Emmeline’s statue in 1930.

    Family
    In 1911, she was residing with her parents at 7 Oakhurst Road, Lewisham, London.

    Billinghurst lived in the garden house of her property “Minikoi”, Sunbury, Surrey (then in Middlesex), with her adopted daughter, “Beth”. Beth has since written a book describing her relationship with her adopted mother. Her brother was Alfred John Billinghurst, an artist, with whom she lived after 1914.

    Death
    She died on 29 July 1953 at a hospital in Twickenham, leaving her body to science.

    Memorial recognition
    Her name and picture (and 58 other women’s suffrage supporters) are on the plinth of the statue of Millicent Fawcett in Parliament Square, London, unveiled in 2018.

  • Understanding Legally Blind vs Visual Impairment: Key Insights

    I’ve always wondered why some people were called legally blind while others were called visually impaired. In my opinion, ‘legally blind’ almost sounds racist. As if you need to qualify to be ‘legally blind’. Make that make sense. This also shows a huge display of intersectionality. This is also an example of stereotyping.

    A meme featuring a green dinosaur with a thoughtful expression, overlaid with text questioning the concept of being 'illegally blind' in relation to 'legally blind'.

    Now, let’s address the controversy surrounding intersectionality. Critics often view it as a form of political correctness on steroids. They argue that it pits people against each other in an “oppression Olympics” rather than promoting inclusivity.

    However, it’s essential to recognize that intersectionality aims to understand and address complex inequalities, not create divisions.

    If 20/20 vision is the standard of optimal eyesight than why are there different versions?

    There’s levels to this.

    “Legally blind” is a recognized classification for individuals with significant visual impairment, while “illegally blind” is not a standard term in medical or legal contexts.


    Legally Blind
    Definition: The term “legally blind” refers to a specific level of visual impairment defined by government agencies, particularly in the United States. To be classified as legally blind, a person must meet one of the following criteria:


    Visual Acuity: A corrected vision of 20/200 or worse in the better-seeing eye. This means that what a person with normal vision can see at 200 feet, a legally blind person can only see at 20 feet, even with corrective lenses.


    Visual Field: A visual field of 20 degrees or less, which is often referred to as “tunnel vision”.

    Implications: Being classified as legally blind can affect a person’s eligibility for various benefits, including disability assistance, vocational training, and access to low vision aids. It does not imply total blindness; many individuals who are legally blind still have some usable vision.

    Illegally Blind
    Clarification: The term “illegally blind” is not recognized in medical or legal terminology. It does not have a defined meaning and is not used to classify any form of visual impairment. The concept of being “illegally blind” may arise from misunderstandings or miscommunications regarding legal blindness or total blindness. In essence, there is no legal or medical framework that supports the existence of “illegally blind” as a classification.


    Conclusion
    In summary, “legally blind” is a formal classification used to determine eligibility for various services and benefits for individuals with significant visual impairments.

    In contrast, “illegally blind” is not a recognized term and does not have any established meaning in the context of vision impairment. Understanding these distinctions is crucial for navigating discussions about visual disabilities and the support available to those affected.

    This is The view from where I Sit versus the view from where you Sit!!!

    Legally blind: What does it mean? – All About Vision 

    What Is Considered Legally Blind – Healthline 

    https://eyemantra.in/eye-diseases/legal-blindness/

    https://english.stackexchange.com/questions/155719/whats-the-origin-of-rob-someone-blind

    blind | Etymology of blind by etymonline 

    Legally blind: Definition, treatments, and support – Medical News Today 

    Understanding Legally Blind: Definition & Causes 

    What does it mean to be legally blind? | Lentiamo 

    What Does It Mean to Be Legally Blind? – WebMD 

    Evolution and Inclusive Language: Creating a New Term for Visual Disabilities – BlindNewWorld

    https://www.afb.org/online-library/unseen-minority-0/historical-chronologies/history-education-visually-impaired-people

    Before Braille: A Brief History of Visual Impairment and Education PT 1 

    https://disability-studies.leeds.ac.uk/wp-content/uploads/sites/40/library/bolt-Bolt-From-Visual-Impairment.pdf

    https://www.colourblindawareness.org/colour-blindness/

  • What does it mean to discriminate?

    To discriminate means to recognize and differentiate between things, or, in a social context, to treat people unfairly based on specific characteristics such as race, gender, or age.


    In a social or legal context, discrimination refers to unfair or prejudicial treatment of individuals or groups based on certain characteristics that are unrelated to their abilities or merits. Common grounds for discriminatory practices include:
    Race or ethnicity: Treating people differently because of their racial background.
    Gender or sex: Making distinctions that advantage one gender over another.
    Age: Favoring or disadvantaging people based on their age.
    Religion or beliefs: Unequal treatment due to religious affiliation or convictions.
    Disability: Denying equal opportunities to people with physical or mental disabilities.
    Sexual orientation or nationality: Bias against individuals based on who they love or where they come from.


    Such discrimination is often unlawful in workplaces, education, housing, and public services because it violates principles of equality and human rights. Social and legal frameworks, such as the Equality Act 2010 in the UK, exist to protect individuals from discriminatory practices.

    Intersectionality of Discrimination
    It’s important to recognize that individuals may experience discrimination based on multiple grounds simultaneously. For example, a person who is both a woman and a member of a racial minority may face unique challenges that are not fully addressed by considering each characteristic in isolation.

    The grounds of discrimination refer to specific characteristics or attributes that are protected under human rights laws, preventing unfair treatment based on these traits.

    What are the different types of discrimination?
    The Equality Act protects people who have a disability against these types of discrimination:

    Direct discrimination
    Discrimination arising from disability
    Indirect discrimination
    Harassment
    Victimisation


    Failing to comply with duty to make reasonable adjustments
    It’s possible that you’ve experienced discrimination in more than one way. If this is the case, you can claim for multiple types of discrimination in one claim.

    You have to show that there’s a link between your disability and the way you’ve been treated. This can be difficult. But you don’t always have to give an example of a specific non-disabled person who was treated better than you. It just needs to be clear from all the circumstances that your disability was the reason why you were treated as you were.


    Discrimination arising from disability
    This is where you are treated badly because of something that happens due to your disability.

    Unlike direct discrimination, there’s no need for you to compare yourself with anyone else. You just have to show that you were treated badly. And this treatment was linked to your disability.

    You don’t need to show that the person who treated you badly was aware that the behaviour was due to your disability. But they do need to be aware that you have a disability.

    Example of discrimination arising from disability
    Nigel is the tenant of a housing association. He has obsessive-compulsive disorder (OCD). Because of this, he walks around his flat a lot. This disturbs his neighbour. His tenancy officer at the housing association sends him a warning letter. It tells him that he will be taken to court if he continues to disturb his neighbour. This may be discrimination arising from disability.


    Situations when unfavourable treatment might not be discrimination
    There are some situations in which it might be lawful for a person or organisation to treat you unfavourably. These are if they can show at least one of the following:

    There were valid intentions behind their action. For example, ensuring the health and safety of others, or keeping up staff attendance so that their business can run properly. And that it was an appropriate action to take in the circumstance. Legally this is called a ‘justification’.
    They did not know you had a disability and could not reasonably have known.
    A service provider can be held responsible for the actions of its staff or agents. For example, a waiter in a restaurant or a receptionist at the local authority.

    But the service provider may be protected if they took all reasonable steps to avoid the discriminatory act. Or if their employee or agent was acting outside the scope of what they were told to do.

    Example when unfavourable treatment might not be discrimination
    Peter experiences psychosis and hears voices, which he manages by talking to them. A member of staff in a shop asks Peter to leave when he is talking to his voices. Peter has been treated unfavourably because of behaviour related to his disability.

    Normally the company running the shop would be held responsible for the actions of its employee. But the company has issued clear instructions to staff about their obligations under equality law. And it’s provided equality training. It also regularly checks that staff are following the law. It may be able to argue that it’s taken all reasonable steps to prevent its staff from acting in a discriminatory way. The member of staff who asked Peter to leave wasn’t acting in the way he’d been told to.

    For a good reason
    Appropriate and necessary
    For indirect discrimination, it doesn’t matter whether the person or organisation knew about your disability. This means they have to plan in advance and think about how their policies and practices may affect people with mental health problems.

    But it is not indirect discrimination if the person or organisation can show these practices and arrangements were justified.

    Harassment
    Harassment is behaviour from others that you don’t want, that:

    Violates your dignity or creates an environment that is intimidating, degrading, offensive or humiliating
    relates to a disability. It does not have to relate to a disability that you have.


    Victimisation
    Victimisation is when an employer or organisation puts you at a disadvantage. It could be because of one of the following:

    You’ve made allegation about discrimination
    You’ve supported someone who has made an allegation of discrimination


    Examples of victimisation
    Sarah makes a complaint that her GP’s receptionist has discriminated against her because of her mental health problem. As a result, her GP’s practice manager tells her she must leave the practice and register with another practice. This is likely to be victimisation.

    Deb has an anxiety disorder. She genuinely believes that she has been discriminated against by an assistant in her local supermarket. The assistant made remarks about her condition in front of customers. Her friend Chris helps her to complain to the supermarket. After this, the manager says both of them should shop elsewhere.


    Failing to comply with duty to make reasonable adjustments
    The Equality Act says that employers and service providers should think about making reasonable adjustments.

    If a person or organisation does not make reasonable adjustments when it would have been reasonable to do, this will be unlawful discrimination.

    Why is the UDHR important?
    The UDHR marked an important shift by daring to say that all human beings are free and equal, regardless of colour, creed or religion. For the first time, a global agreement put human beings, not power politics, at the heart of its agenda. Communities, movements and nations across the world took the UDHR disruptive power to drive forward liberation struggles and demands for equality.

    What is the Universal Declaration of Human Rights?

    The UDHR is an enduring commitment to prevent the bleakest moments in history from happening again.
    ‘The UDHR is living proof that a global vision for human rights is possible, doable, workable.’

    When was the UDHR created?
    The UDHR emerged from the ashes of war and the horrors of the Holocaust. The traumatic events of the Second World War brought home that human rights are not always universally respected. The extermination of almost 17 million people during the Holocaust, including 6 million Jews, horrified the entire world. After the war, governments worldwide made a concerted effort to foster international peace and prevent conflict. This resulted in the establishment of the United Nations in June 1945.

    Who created the UDHR?
    In 1948, representatives from the 50 member states of the United Nations came together, with Eleanor Roosevelt chairing the Human Rights Commission, to devise a list of all the human rights that everybody across the world should enjoy.

    What are the legal aspects to be aware of?

    A legal framework is provided in the Equality Act 2010 to tackle disadvantage and discrimination, and this framework applies to job descriptions too. The Act details 9 protected characteristics which individuals cannot be treated unfairly as a result of. These are age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. It is also important to note that the right to discriminate is not a legal right. Rather, it is a term that is often used to describe the ability of individuals or organizations to make decisions based on their own preferences or beliefs. However, it is important to remember that discrimination can have serious consequences for individuals and society as a whole, and that it is important to treat everyone with respect and dignity.

    The Disability Discrimination Act (DDA) of 1995 was a landmark legislation that made it illegal for employers and service providers such as shops and restaurants to discriminate against someone because they were disabled. The act was preceded by years of campaigning and protests, including incidents of civil disobedience. The DDA was later replaced by the Equality Act 2010, which provides a legal framework to protect the rights of disabled people and promote equality.

    Although it is not legally binding, the protection of the rights and freedoms set out in the Declaration has been incorporated into many national constitutions and domestic legal frameworks. All states have a duty, regardless of their political, economic and cultural systems, to promote and protect all human rights for everyone without discrimination.

    Besides, parents have the right to take their kids wherever they want to take them.

    Ally or Accomplice?

    Well then, why is it that when it comes to disability, people start cherry picking rights?

    Why am I fighting so hard for something that is already my human and legal right?

    We need to get our priorities straight!

    If you have experienced discrimination, you may be able to take legal action. The Equality and Human Rights Commission provides information and advice on discrimination and your rights. You can also contact Citizens Advice for guidance on what to do if you have experienced discrimination.

    Institutions are not solutions, and the UK has come a long way in recognizing the rights of disabled people. However, there is still much work to be done to ensure that disabled people have the same rights and opportunities as everyone else.

    In summary, while discrimination can involve mere recognition of differences, it most commonly refers to unjust treatment of individuals or groups, and understanding this distinction is crucial when discussing rights, fairness, and social ethics.

    Types of discrimination in the Equality Act

    1unicef.org

    https://www.bihr.org.uk/get-informed/what-rights-do-i-have/the-right-to-be-free-from-discrimination

    1gov.uk2gov.uk3

    https://www.citizensadvice.org.uk/law-and-courts/discrimination/check-what-type-of-discrimination-youve-experienced/making-or-telling-someone-to-discriminate/

    https://www.amnesty.org/en/what-we-do/discrimination/

    https://www.equalityhumanrights.com/human-rights/human-rights-act/article-14-protection-discrimination

    https://www.gov.uk/discrimination-your-rights

    https://www.ohchr.org/en/what-are-human-rights

    https://lordslibrary.parliament.uk/disability-discrimination-act-1995-and-now/

    Was 1995 the year that changed everything for disabled people? – BBC News https://www.nidirect.gov.uk/articles/protection-against-disability-discrimination

    https://www.bihr.org.uk/get-informed/what-rights-do-i-have/the-right-to-education

    https://www.legislation.gov.uk/ukpga/1998/42/schedule/1/part/II

    https://www.disabilitymedwaynetwork.org.uk/2019/01/19/a-history-of-disability-rights-in-the-uk/

    What is the Universal Declaration of Human Rights? (amnesty.org.uk)https://www.amnesty.org.uk/universal-declaration-human-rights-UDHR#A%20Summary%20of%20The%2030%20Articles%20of%20The%20Universal%20Declaration%20of%20Human%20Rights

    https://www.newdisabledsouth.org/?fbclid=IwY2xjawJjXkVleHRuA2FlbQIxMAABHjh3IUhjf70Kl_w8Av9JcCuuDyInZqVgfzmdd6aXo9bjWcD3AL7SkYYbGrAQ_aem_8e0g9tZq0v6fA7Xrys9o8Q

  • Beyond the Ballot: Building a Disabled People’s Charter

    Disabled people are too often excluded from the political conversations and decisions that shape our everyday lives. From transport and housing to social care, employment, healthcare and accessibility.
    That’s why I’m really pleased to be part of this upcoming online conversation hosted by the Purple Collective and Our House.

    We’ll discuss building a Disabled People’s Charter shaped by lived experience, collective discussion and practical ideas for change.
    If you’re disabled, working in disability inclusion, interested in policy and systems change, or simply want to contribute to a better future, we’d love you to join us.

    Reimagining a society and democracy that works for disabled people.

    Our House is proud to partner with the Purple Collective to host this one-hour online workshop bringing disabled people together to help shape a new Disabled People’s Charter.

    This session is about more than individual policies or political parties. It’s about asking a bigger question:

    What would society look like if disabled people were genuinely heard, valued, and included in decisions that affect our lives?

    Together, we’ll explore the changes disabled people want to see across areas such as:

    Transport
    Housing
    Healthcare
    Employment
    Education
    Social care
    Participation in public life

    The ideas and outcomes from this session will help feed into Our House’s wider People’s Charter initiative, which seeks to build a fairer and more inclusive future for everyone.

    Who Is This For?
    Any disabled person who wants to see their voice at the heart of power and their experiences and ideas used to help shape a better future. You do not need any political experience or expertise to participate. Just your lived experience, ideas, and willingness to contribute.


    Too often, disabled people are consulted after decisions have already been made. This session is an opportunity to come together earlier, share experiences openly, and help shape a collective vision for what disabled people need from society and from those in power. Bringing together Our House’s expertise in people-powered democratic methodology and Purple Collective’s dedication to authentic disability representation and inclusion, we will draft a Disabled People’s Charter.

    You’ll be invited to decide the next steps and build on what we cover in the session. So, if you’re passionate about disabled people’s rights, disability justice, or just want a better political system, come along and help shape the beginning of the Purple Chartist movement!

    We hope this will be the beginning of an ongoing conversation that grows into a community focused on building lasting change together.

  • When Advocacy Becomes a Risk—And Systems Stay Silent

    In many parts of the world, disability advocacy is celebrated as participation, empowerment, and progress.
    But in others, it carries a heavy price.
    Speaking up about inaccessibility.
    Challenging powerful institutions.
    Demanding real enforcement of rights.
    These are not neutral acts everywhere.

    In some contexts, they trigger professional backlash, social exclusion, loss of opportunities, and at times, genuine personal risk.
    The global conversation often fails to acknowledge this reality.
    We champion the slogan “Nothing About Us Without Us.”
    We urge disabled people to raise their voices and lead the change.

    Yet we rarely ask the harder questions:
    At what cost?
    And who is protected when they speak?
    Advocacy without protection is not empowerment; it is exposure.
    Systems that depend on individuals to carry personal risk, while offering no structural safeguards, are not inclusive.
    They are fragile, and they are unjust.

    If we are serious about global disability inclusion, protection must be built into systems, not left to individuals:

    • Secure and anonymous reporting mechanisms
    • Enforceable legal protections for advocates and whistleblowers
    • Enforced institutional accountability when retaliation occurs
    • Sustained international solidarity that does not abandon local advocates

    The burden of change cannot continue to fall on those already most at risk.

    “Nothing About Us Without Us” must also mean:
    Nothing at the expense of our safety.
    Inclusion is not only about access.

    It is about protection, dignity, and the freedom to speak without fear.