The View from Where I Sit

Tag: discrimination

  • The Center for Race and Disability Justice

    The Center for Race and Disability Justice is promoting justice for people of color, people with disabilities, and individuals at the intersection of race and disability. The intersection of race and disability highlights the unique challenges faced by individuals who belong to both marginalized groups, necessitating an intersectional approach to address systemic barriers and discrimination.


    Understanding Intersectionality
    Intersectionality, a term coined by Kimberlé Crenshaw, refers to how various social identities, such as race and disability, intersect and create unique experiences of discrimination and marginalization. Individuals who belong to multiple marginalized groups often face compounded challenges that are not fully understood when considering each identity in isolation.


    Unique Challenges Faced
    Health Disparities: People with disabilities who are also racial or ethnic minorities often experience significant health disparities. They may face barriers to accessing healthcare, resulting in poorer health outcomes compared to their peers. The lack of data on these intersections contributes to ongoing disparities in health services and outcomes.

    Employment Discrimination: Employment opportunities are significantly affected by the intersection of race and disability. Studies show that racial minorities with disabilities encounter greater challenges in securing jobs, often receiving fewer callbacks and job offers compared to their white counterparts without disabilities. This systemic discrimination limits their economic opportunities and social inclusion.

    Social Marginalization: Individuals at this intersection often experience “triple jeopardy,” facing discrimination based on race, disability, and gender. For example, disabled Black women may encounter unique barriers that are not addressed by policies focusing solely on race or disability.


    Access to Services: Many disabled individuals from racial minority backgrounds report a lack of access to services that meet their specific needs. This can include inadequate support in educational settings, healthcare, and community resources.

    The Need for an Intersectional Approach
    Addressing the intersection of race and disability requires a comprehensive understanding of how these identities interact. Policies and advocacy efforts must consider the unique experiences of individuals who belong to both groups to effectively combat discrimination and promote equity. This includes fostering inclusive environments in workplaces, healthcare, and educational institutions, as well as ensuring that the voices of those affected are prioritized in decision-making processes.

    In conclusion, recognizing and addressing the intersection of race and disability is crucial for creating equitable systems that support all individuals, particularly those who face multiple layers of marginalization. By adopting an intersectional lens, we can better understand and respond to the complex challenges faced by these communities.

    https://www.crdjustice.org/

  • The Equality Act 2010 in Customer Service

    Under the Equality Act 2010, customer service providers must treat all individuals equally and fairly, avoiding discrimination, harassment, and victimisation based on protected characteristics.


    Protected Characteristics
    The Equality Act identifies nine protected characteristics that cannot be used as a basis for unfair treatment in services:

    • Age
    • Disability
    • Gender reassignment
    • Marriage and civil partnership
    • Pregnancy and maternity
    • Race
    • Religion or belief
    • Sex, and sexual orientation

    Service providers must ensure that customers are not discriminated against due to these characteristics, either directly or indirectly.


    Types of Discrimination in Customer Service
    Direct discrimination: Treating someone less favourably specifically because of a protected characteristic. Examples include refusing to serve a person due to their ethnicity or sexual orientation.
    Indirect discrimination: Applying a neutral rule or policy that disproportionately disadvantages people with a protected characteristic, unless the rule can be objectively justified. For example, a “no head coverings” policy may indirectly discriminate against customers who wear religious attire.
    Harassment: Any unwanted conduct related to a protected characteristic that violates dignity or creates a hostile, degrading, or offensive environment.

    Victimisation: Unfair treatment of someone because they made a complaint about discrimination or supported another person’s complaint.

    Reasonable Adjustments for Accessibility
    Service providers have a duty to make reasonable adjustments for disabled customers to ensure they can access services equally. This includes measures such as ramps, alternative formats for written information (Braille or large font), assistive technology, and staff training to accommodate different needs.
    The duty is proactive; providers must anticipate barriers and not wait for requests to be made.


    Practical Implementation in Customer Service
    Inclusive culture: Train staff to respect diversity, listen actively, and respond sensitively to customer needs.
    Policy development: Implement equality, diversity, and inclusion (EDI) policies that guide recruitment, service delivery, and day-to-day operations.
    Communication: Use inclusive language, provide alternative communication methods for customers with language barriers, and accommodate cultural or religious practices.
    Positive engagement: Regularly review services to identify potential barriers and improve inclusiveness, potentially conducting Equality Impact Assessments for public or large-scale service projects.


    Legal Scope and Exceptions
    While the Act prohibits unjust discrimination, some exceptions exist, including age-based concessions, health and safety requirements, financial services risk assessments, and single-sex or regulated services where necessary. Any differential treatment must be objectively justified or in line with permitted exceptions.


    Benefits of Compliance
    Complying with the Equality Act enhances the organisation’s reputation, fosters customer loyalty, and demonstrates respect for diverse customer needs. Inclusive practices also attract top talent and ensure fair, equitable service delivery.
    In summary, customer service under the Equality Act 2010 requires fairness, respect, and proactive accommodation of diversity, encompassing all nine protected characteristics, preventing discrimination, harassment, or victimisation, and ensuring accessibility for disabled individuals.


    Legislation.gov.uk

  • Understanding what disables people

    The definition of disability under the Equality Act 2010 is absolute (and protects an individual from discrimination) if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do general daily activities.

    The UK’s failure to incorporate the UNCRPD into domestic law, reinforces the regressive medical model of disability. Due to the dualist nature of the British Constitution, and since the Convention has not been enacted into domestic law by an Act of Parliament, disabled claimants cannot rely on it in the British Courts. Therefore, disabled people must rely on the UK’s anti-discrimination legislation, such as the Equality Act 2010, before attempting to convince courts to use the CRPD in interpreting relevant key concepts.

    The Social Approach to Disability

    The Social Approach to Disability includes people’s views, opinions and attitudes. It has been the prominent approach to disability over the last 30+ years.

    It was developed by disabled people based on real life experience of discrimination, inclusion and challenging disabling barriers. It is outward looking and focused on the things in society that can be changed or improved, like, the environment, information, communications and people’s attitudes.

    It’s a problem solving approach which gives disabled people greater control over vital, even basic decisions, like, from what time to get out of bed on a morning to employability and education choices.

    This approach enables you to better understand how reasonable adjustments can be implemented. It also focuses on the things you can influence or change and promotes valued skills.

    Why is the wheelchair the only emblem used to represent disability?

    How does this approach disable you?

    Disability is seen as a social construct not a medical one. We’re vulnerable to people’s perceptions, mindsets, assumptions, behaviours, attitudes, views, prejudices, labels, stereotypes, and opinions.

    Disabled people aren’t seen as equal. We’re seen as inferior. Our limitations are amplified over our voices.

    Disability Reframed vs. Disability Debunked

    Disability Debunked is about dismantling stereotypes surrounding the disabled and look at our world through a disability lens.

    For example, DEBUNK DISABILITY: ADA30. Stop the messaging that individuals are broken, in need of healing, not whole, or sick.

    Disability Reframed is a need for societal re-education on disability. It combines self-learning with open dialogue and conversation to create a space where decades-old attitudes towards disability, disabled lives, and disabled people are dismantled, examined, and then thoughtfully rebuilt. In other words, we are redefining disability.

    Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavourably because she has a disability. Disability discrimination also occurs if an employer fails to provide reasonable accommodations to job applicants and employees who need them to apply for a job, do a job, or enjoy equal benefits and privileges of employment, unless doing so would cause significant difficulty or expense for the employer; when an employer discriminates against an employee due to an association with an individual with a disability; and when an employer harasses or fails to stop the harassment of an employee on the basis of a disability.

    The development of disability discrimination laws signified the adoption of a public policy committed to the removal of a broad range of impediments to the integration of people with disabilities into society. This is what disables you!

    https://www.facebook.com/disabilitydebunked

    https://www.disabilityreframed.com/

    https://shadesofnoir.org.uk/journals/content/understanding-disability-impairment-conditions-and-diseases

    https://anti-bullyingalliance.org.uk/tools-information/all-about-bullying/responding-bullying/social-model-approach

    https://www.eeoc.gov/ada30-americans-disabilities-act-1990-2020

  • Disability Representation

    Disability Representation

    Disability has a negative connotation that extends beyond its definition, which includes impairments, activity limits, and participation restrictions. Disabled people’s attitudes and the degree of social exclusion they experience are manifested in actions that vary greatly depending on the kind of impairment and various social, community, and familial factors. The impact of an individual’s position, as well as the type and degree of his or her handicap, and, in particular, his or her gender, can be tremendous.

    People with Disabilities have been fighting for their right to be heard, both in their own lives, as well as in the greater community. This fight continues to this day, and I want to bring their voices and needs to the forefront. Having direct input in one’s life has a clear effect on overall health, well-being, and quality of life.

    People don’t come with labels.

    ‘You don’t look ill’! Just because you can’t see it doesn’t mean it isn’t there. A diagnosis should never define anyone.

    The skills of handicapped individuals are generally undervalued in society.

    Why is the wheelchair the only emblem used to represent disability?

    This gives a distorted view of disability. We need self respect and mutual respect.

    Wheelchair Privilege

    It is hard to acknowledge our own privilege because privilege is the other side of oppression. Some people are against talking about privilege because they don’t want to be framed as the aggressors or complicit in a system that gives them an advantage at the expense of others. Other critics of the word ‘privilege’ mistake it for a blanket term that suggests that, if you have a privilege, your whole life has been easy.

    Ultimately, privilege is not a concept designed to make people feel guilty or to diminish their achievements. Instead, waking up to how you may have certain privileges is an essential first step towards being able to decisively act, in small and large ways, to use your privilege and make the systems we were born into fairer. One example of this is wheelchair privilege.

    For example, some taxis are only equipped for manual wheelchairs, not electric ones. The physically impaired may be entitled to more benefits than any other disability group.

    In order to use your own privilege for good and to be a good ally you have to be aware, listen and speak up. Focus on equity instead of equality so that everyone is given what they need to be successful. https://www.hivelearning.com/site/resource/diversity-inclusion/5-main-types-of-privileges/

    What about the speech impaired?

    Just because you can’t speak doesn’t mean you don’t have anything to say. The Purple Vote Campaign in Wales is good at doing this. Advocating for yourself is important. Speak with me, not for me!

    Freedom of speech

    Article 21 – Freedom of expression and opinion, and access to information

    People with disabilities should be able to exercise the same rights to freedom of expression and information as other people and through all forms of communication of their choice. The UN Convention on the Rights of Persons with Disabilities (CRPD) also protects freedom of expression and the right to information. https://www.article19.org/resources/disability-and-information-what-are-your-rights/#:~:text=People%20with%20disabilities%20should%20be,and%20the%20right%20to%20information..

    States Parties shall take all appropriate measures to ensure that persons with disabilities can exercise the right to freedom of expression and opinion, including the freedom to seek, receive and impart information and ideas on an equal basis with others and through all forms of communication of their choice, as defined in article 2 of the present Convention, including by:

    a) Providing information intended for the general public to persons with disabilities in accessible formats and technologies appropriate to different kinds of disabilities in a timely manner and without additional cost;

    b) Accepting and facilitating the use of sign languages, Braille, augmentative and alternative communication, and all other accessible means, modes and formats of communication of their choice by persons with disabilities in official interactions;

    c) Urging private entities that provide services to the general public, including through the Internet, to provide information and services in accessible and usable formats for persons with disabilities;

    d) Encouraging the mass media, including providers of information through the Internet, to make their services accessible to persons with disabilities;

    e) Recognizing and promoting the use of sign languages. https://www.un.org/development/desa/disabilities/convention-on-the-rights-of-persons-with-disabilities/article-21-freedom-of-expression-and-opinion-and-access-to-information.html.

    The colour purple is used to represent the disabled community because it means royalty, status and importance.

    Purple Tuesday and the Purple Pound are business initiatives to improve customer service for people with disabilities.

    Paralympic Games is a global sports competition for people with disabilities. It is a modified version of the Olympics for people with disabilities. Highlighting abilities and maximising potential.

    International Day of People with Disabilities showcases wheelchair access, history of disability in education, disabled icons, disabled political figures and celebrates diversity. Celebrated on 3rd December every year, the International Day of Persons with Disabilities aims to promote an understanding of disability issues and to mobilise support for the dignity, rights, and well-being of persons with disabilities. Each year the day focuses on a different issue.

    Advocacy

    Advocacy includes speaking up on other people’s behalf. This could also cover unemployment amongst people with disabilities.

    ‘Disability equals diversity not disadvantage.’

    We should be accepted without having to ‘fit in’.


    Tips for Advocacy

    • Be Persistent
    • Build Effective Coalitions

    Self-Advocacy Skills

    • Be assertive vs Aggressive
    • Be direct
    • Be intentional
    • Be accurate
    • Healthcare
    • Relocating
    • Emotional Needs- Social Isolation

    Advocacy usually includes petitions, protests, lobbying, placards, propaganda, elections, party politics, and pressure groups. Being an advocate makes you an agent of change.

    The importance of rejecting society’s toxic value system

    It’s about dignity. This is important especially when fighting microaggressions. https://www.bustle.com/articles/186060-13-microaggressions-people-with-disabilities-face-on-a-daily-basis.

    At the heart of it, representation matters because people matter. Disabled persons exist in every nation and community across the world. It is essential that we respect human rights for all humans no matter their abilities or disabilities.

  • Understanding and making a difference to tackling Disability Hate Crime

    Hate Crime vs General Crime

    Any crime can be prosecuted as a hate crime if the offender has either demonstrated hostility based on race, religion, disability, sexual orientation or transgender identity
    Or

    been motivated by hostility based on race, religion, disability, sexual orientation or transgender identity
    Someone can be a victim of more than one type of hate crime.

    These crimes are covered by legislation (Crime and Disorder Act 1998 and section 66 of the Sentencing Act 2020) which allows prosecutors to apply for an uplift in sentence for those convicted of a hate crime.

    The reason for failed investigation is ineffective reporting.

    Be more specific. Provide more details.

    victim vs perpetrator- responsibility falls on the victim

    Victims are seen as vulnerable and insignificant not equal. https://bradfordforeveryone.co.uk/

    It’s the first day of Hate Crime Awareness Week and we are encouraging victims of hate crime to speak out.

    What is being done to fight this?

    Monday, 11th October

    Bradford District’s Hate Crime Strategy 2021-24 Launch Event

    The event will bring together key partnership organisations, groups identified as one of the 5 ‘Protected characteristic’ groups, community and faith representatives.

    Tuesday, 12th October

    Hate Crime Conference

    Hate Crime Awareness Week is week of actions to encourage local authorities, key partners and communities affected by hate crime to work together to tackle local hate crime.

    Wednesday, 13th October

    Coffee and Cake Morning

    The Equity Centre is a Hate Crime Reporting Centre, however this event provides people with a chance to meet others over a hot drink and some cake/biscuits.

    Eastern European Community Hate Crime Awareness

    Several of the Districts main organisations working in the hate crime space such as Bradford Council, Bradford Hate Crime Alliance, West Yorkshire Police and Victims Support will be there to explain their roles, explain what is hate crime, where and how it can be reported and Q&A session

    Thursday, 14th October

    Hate Crime Question Time

    The Panelists will explain what type of hate crime-related work they are undertaking and will answer questions from the online audience.

    Hate Crime Awareness event for the Bradford African Community

    Several of the Districts main organisations working in the hate crime space such as Bradford Council, Bradford Hate Crime Alliance, West Yorkshire Police and Victims Support will be there to explain their roles, explain what is hate crime, where and how it can be reported and Q&A session.

    Friday, 15th October

    Make Sure It Adds Up – Bradford District Anti Rumour Strategy

    A chance to learn more about the Bradford For Everyone campaign to reduce rumours and increase critical thinking with the aim to reduce hate crime overall. Find out more about our online resources and forthcoming pledge.

    Saturday, 16th October

    Bradford City Football Club

    BCFC have invited 30 members from the ‘emerging communities’ to attend the match, take the Root Out Racism banner onto the pitch before the game, players will be supporting the hate crime awareness week in the days leading up to the game.
    For more information on reporting hate crime check out this website at: https://www.cps.gov.uk/crime-info/hate-crime.

    Being different is not a crime. Victimisation is prejudice!

  • DANNY TURNS DOWN THE….

    DANNY TURNS DOWN THE….

    By: Daniella Jade Lowe

    Danny was a young Para-Superhero. Nobody had seen or even heard of a neurodiverse superhero. He had an adaptive costume for all occasions. His wheelchair was faster than the speed of lightning.

    Being born as a Para-Superhero, made Danny quite the ‘oddball.’ He was birthmarked to defy genetic dispositions. He demanded respect wherever he went.

    As a Para-Superhero he always wanted to prove people wrong which made him ambitious.

    ‘A superhero is supposed to save the day,’ he thought.

    ‘How can I save the day as a Para-Superhero?’ Danny thought to himself.

    Unfortunately he inherited the nickname, ‘supercrip.’

    As Danny got older he could not tolerate the stigma that came with being a Para-Superhero. Too many titles from society caused him to lose who he was. As a result, he suffered an ‘identity crisis.’

    Danny already dealt with physical limitations. He didn’t want people’s labels too. It brought intersectionality to his personality.

    The mainstream world saw Danny as ‘privileged’ but ‘abnormal’ when all he wanted was ‘acceptance’ which often led to discrimination.

    ‘What is normal?’ Danny would think to himself.

    ‘Normal is the setting on a dryer!’ he concluded.

    This one stereotype has repeated itself so much that it resounds like a broken record to Danny.

    His mother reminded him, ‘It’s not about what they call you, it’s what you answer to!’

    Stereotypes were his handicap. Danny had two options, either take life lying down or be motivated to live up to his own goals and expectations. So he started a war on stereotypes with archetypes.

    This war included fighting against exploitation of disabilities, deformities, misconceptions, and negative portrayal of disabilities. ‘Disability is not a taboo!’ he said. Inclusion is not a delusion.
    • Heroes don’t need to overcome their disabilities.
    • Wheelchairs aren’t exclusively for older people.
    • We are not “inspiration porn”.
    • Who said you need to walk in order to be a hero?
    ‘Let’s have a ‘big conversation’ on stereotypes,’ Danny exclaimed!
    ‘Stereotypes exist, definitely, but that’s why we should listen to the individual voices of disabled people over non-disabled charity voices’ Danny said!
    Danny says, ‘Let me tell you how to deal with the terrible power of stereotypes.’ ‘Disable the label!’ Assumptions are lazy. Statistics should not affect status.
    • Change the stereotypes. Challenge the ‘status quo.’ Upset the fruit basket. Walk a mile in someone else’s shoes.
    • Buffer the stereotype threat through shifting self perception to positive self affirmation.
    • Reframe the stereotype threatening task as a challenge. See a stereotype as a chance to prove people wrong instead of getting offended over it.
    • Reinterpret the anxiety that comes with stereotype threats. In other words, ‘don’t take it personal’ and make bold steps to overcome them.
    And that’s how Danny turned down the stereotypes!

  • Dealing with a Disability in the School (Mental vs Physical): Fourth edition of series

    By: Daniella Jade Lowe

    In this article, my friend and I are going to share our experiences in dealing with both mental and physical disability in the school.

    Dealing with physical disability in my life has been interesting and quite a learning experience for my family and I. My educational career has been interesting because I’ve lived and studied in Bermuda and England.

    Bermuda deals with disability in schools differently to England. England is more advanced, probably because it is much bigger and there’s more access to resources.

    For example, I attended private Nursery and Preschool in Bermuda, because it was hard to find someone to take disabled kids for liability reasons. There are currently no charities dedicated to Spina Bifida and Hydrocephalus in Bermuda. ‘Teach Us All!’

    From primary school to high school, since I claimed disability, I got Paraeducators, nowadays, known as shadow teachers in Bermuda. In Bermuda, I also got extra exam time, an exam scribe, a separate room and exam invigilator. I experienced the same in England.

    During my first year of primary school, my mother visited everyday just to make sure that the school was doing their job. However, the principal threatened to put a restraining order on her, so she stopped.

    In England, exam scribes and note takers aren’t expected to know anything about the subjects, they’re just expected to make notes and write exams for the student. This holds the students accountable for their own education and success. Students must choose between extra time or an exam scribe, not both to prevent cheating. These exam scribes and notetakers come from an external agency called Clearlinks. Clearlinks employs them, not the university. Students also get Study Coaches and specialist equipment. Ergonomic Assessments are also required for wheelchair users.

    Discrimination

    During my educational career, there was one recurring issue that I encountered at every school I attended. This was ‘the right to an education’.

    The Human Rights Act protects the right to education within all existing educational institutions. It applies to primary, secondary and higher education. So why did my parents have to fight to make sure I got into mainstream, public education?

    Why were there some teachers at the schools that I attended, who refused to teach me simply because they disagreed with my rights to be there?

    As someone who has a physical disability, I never understood this. Besides, the Human Rights Act 1981 including the Universal Declaration of Human Rights and the European Convention on Human Rights applies to Bermuda too.

    My high school years were quite tricky. In Bermuda, there were two public high schools to choose from. One high school was wheelchair accessible from its inception, whereas the other one wasn’t. I was hoping to attend the wheelchair accessible high school because it was easier to get around, however I went to the alternative high school because even though the one I wanted had easy access, integration was a problem. ‘Teach Us All!’

    I felt this was unfair because I was marked down for attendance and my class participation was affected, especially when there was a wheelchair accessible alternative. In relation to specialist equipment, my parents and I invested in a Garaventa Stair Trac from Canada, which was designed to get me up and down staircases. The only staircase it wasn’t compatible with were spiral ones.

    Fortunately, after the first year, I transitioned to a newly refurbished and wheelchair accessible building equipped with ramps, lifts and flat surfaces. This made attending classes a lot easier and improved my attendance record and class participation.

    However, I went through my second year of high school without a Paraeducator because the school felt that I should be able to cope. My parents and I disagreed with this. Having a Paraeducator made it easier to transition from class to class within five minutes. Having that extra assistance of a Paraeducator also made test taking and note taking more manageable.

    Unfortunately, I had to complete summer school that year for failing Maths. Things improved after receiving a new Paraeducator the following year.

    After high school, my first year of college was quite stressful and intense. I was enrolled to complete A-Levels. I had just moved from Bermuda to England after graduating from high school. I had to familiarise myself with a new education system and a new environment. The teachers weren’t as understanding or empathetic towards my educational background, learning styles or needs. The A-Level programme was quite competitive where some lecturers only put their best cohort of students up for January and May exams leaving the weaker students out, while other lecturers put a whole class forward and let them ‘wing it’ for the experience.

    On this particular course, I felt discriminated against because, unlike the rest of my lecturers, my English Literature didn’t give me a shot at a mock exam in preparation for the real exams. She told me that I wasn’t working at the ‘A-Level standard.’ In response to this, I complained to the Directorate of the college with an unsuccessful outcome.

    Mental Health

    Alternatively, dealing with mental disability is different. My friend’s biggest problems have been, firstly, depression, which university recognised, but I don’t think most people in general have much idea of the impact of their actions and a lot are incapable of being nice, full stop.

    According to the Equality Act 2010, depression is classified as a disability, and anyone with it is covered by the Act (https://www.mind.org.uk/media-a/3123/disability-discrimination-2019.pdf). This needs to be reinforced.

    Integration in Mainstream School versus Special Education

    Even though special education has its place in society, especially for those with severe disabilities, it is better for them to be integrated into the mainstream public education because mainstream qualifications are given more value than special qualifications. Public mainstream colleges and universities recognise mainstream qualifications not special qualifications. Special education may also possibly undermine one’s full potential. ‘Teach Us All!’

    For example, I had a Canadian friend in university, who had Asperger’s Syndrome, that went to special school all his life, and had to complete his G.E.D before starting university in England, because his special qualification wasn’t accepted by the university’s standards.

    However, when I was in school, I was integrated all throughout my educational career, but two of my subjects like P.E and Maths were modified due to having a physical disability and additional learning difficulties.

    Schools are also expected to conduct risks assessments for health and safety reasons. They should also provide a Personal Emergency Evacuation Plan in case of any emergencies like fires or flooding. This is what I got during my college and university years.

    All schools have some level of a duty of care and can be held responsible for accidents.

    I am in full support of integration, but I think the best way to ensure and reinforce this is to provide extensive teacher training. Colleges and Universities in England have Student Councils and Student Unions that include Disability Officers on their teams. Also at the primary school level in Bermuda, there is a PTSA Board. I think PTSA Boards may need to include a special element specifically for disabled students, similar to British colleges and universities’ student unions and councils.

    Integration should also include modification not accommodation. When a student has an Individualized Education Program (IEP) you’ll likely hear the word accommodation. An accommodation changes how a student learns the material. A modification changes what a student is taught or expected to learn.

    Homeschooling is another viable option which may help decrease discrimination and cater to personal needs.

    Wheelchair Accessibility: Functioning in Dysfunction
    Wheelchair Accessibility and mobility issues are additional problems that wheelchair users face daily. I experienced this many times in Bermuda, especially at school. Access alleviates the amount of limitations and restrictions on wheelchair users. Failing to ensure wheelchair accessibility is neglecting to provide reasonable adjustments. It is like functioning in dysfunction. Fortunately AccessAdvisr helps to tackle this in England. I still think that people must be mindful.

    According to the British Government website, anyone can apply for a dropped kerb in England (https://www.gov.uk/apply-dropped-kerb). However, I get really annoyed with drivers who park across dropped kerbs. Dropped kerbs are meant to make it easy for wheelchairs to enter and exit sidewalks. Some drivers even park on top of the sidewalks blocking the walkway. We need to clamp down on this with a fine both in the UK and Bermuda.

    So to conclude, I think reassessing wheelchair accessibility, integration and modifications in mainstream public education are needed to improve the way disability is handled in the schools, especially in Bermuda. Schools must become Disability Confident. This is what I suggest in ‘Dealing with Disability in the School.’

  • ‘ACCESS CONSULTANCY’

    By: Daniella Jade Lowe

    Access consultants provide professional advice on how to develop inclusive environments in accordance with the Equality Act 2010. They help to reinforce this law.

    Wheelchair accessibility and mobility issues are just some of the problems that access consultants look at and try to solve. Businesses are required by the Equality Act 2010 to make reasonable adjustments to allow anyone to use a building or a facility, including those who, to pick just one example use wheelchairs.

    A prime example of what access consultants do is Access Rating.

    WHAT IS ACCESS RATING?

    Access Rating is an idea established by and for the community of disabled people based in the UK.  Inclusion is the concept. Nowadays, there is an app for it too. This app helps access consultants do their job efficiently: it is available for Android and IOS and is called, appropriately, “Access Rating”

    This app is the brainchild of Mark Esho, Rich Copson and Jignesh Vaidya. It allows customers and access consultants to critique businesses’ compliance with the access criteria set out in the Equality Act.

    Mark Esho and Martyn Sibley recently assessed the disabled community’s opinion of the app during The Daily Sib Show via YouTube: https://www.youtube.com/watch?v=rxtiRAMiSSA

    This app shows to business owners and operators that the disabled community can add value to their business: most businesspersons do not see the physically impaired as customers – but they spend money and contribute to the economy just like anyone else. Neglecting wheelchair accessibility is also a good example of bad customer service.

    HOW DOES IT WORK?

    • you can submit a review in 30 seconds
    • upvote and downvote reviews
    • over 240,000 venues are included
    • you can suggest new venues to add

    BENEFITS OF THIS APP

    • Free to download and use
    • broad scope of wheelchair accessible venues in the UK
    • makes event planning easy
    • accurate
    • plans to make it international

    It works as a digital travel directory for the physically challenged. This app also exposes discrimination and promotes inclusion. It revolutionises the way wheelchair users socialise and is extremely useful for access consultants in their research. For more information, feel free to browse the website at https://www.accessrating.com/app/, or email them at info@accessrating.com.

  • Dealing with Disability on the Job: First edition of series

    Dealing with Disability on the Job: First edition of series

    By: Daniella Jade Lowe

    This is the first segment of my article series ‘Dealing with Disability’. In this article, I will cover Dealing with Disability on the Job, using examples from my personal experiences.

    Lived Experience

    How does one handle disability in the workplace?

    While living in Bermuda, I’ve had sporadic summer jobs and work experience. One paid job was working as a Junior Counselor at an inclusive Summer camp for disabled and non-disabled children.

    Another paid summer job included representing Bermuda at the London 2012 Paralympic Games as a reporter. That was fun and unforgettable.

    However, after graduating from university in 2017, my real career development and job searching began. My personal experience with job searching has been very tough.

    Job hunting can be quite frustrating for the disabled community. We have special skill sets based on level of ability.

    The problem is, we need a job to get work experience, and we need work experience to get a job. Going from interview to interview without any success can be quite discouraging.

    Nowadays, there are an increasing number of disabled people starting businesses because the job searching and interview process is proving to be difficult.

    If you desire to apply for benefits, you must be eligible for it. Before one is eligible, they must have a financial assessment. The unemployed who are actively seeking work can apply for the Jobseekers’ Allowance which is paid into their bank accounts from their local Jobcentre, fortnightly.

    There is also the Employment Support Allowance and Universal Credit that one can apply for.

    Business owners are entitled to the Income Support Scheme. All of this is provided at the local Jobcentre Plus through the Department of Works and Pensions.

    Purple Tuesday is an accessibility initiative for businesses and I am proud to know that Bermuda has joined this community. This initiative promotes inclusive marketing for the disabled shopper.(www.purpletuesday.org.uk)

    All employers are expected to make reasonable adjustments, especially for wheelchair users. They’re also expected to conduct risks assessments for health and safety reasons. They should also provide a Personal Emergency Evacuation Plan in case of any emergencies like fires or flooding.

    From personal experience, I know that, the Park Place Jobcentre in Leeds, England, definitely prioritises and values the disabled community because they take precautionary measures first.

    For example, during a placement that I completed under the Department of Works and Pensions at the Park Place Jobcentre, I had to complete a risk assessment for them to make reasonable adjustments in order for me to start the placement. This included checking the accessibility of escape routes for fire drills.

    All employers have some level of a duty of care and can be held liable for accidents.

    Employers must look at job design. Job design should play to people’s strengths. Talents and skills are important.

    Employers should not give disabled people jobs out of sympathy. Problem solving skills make disabled people good candidates because they always have to overcome barriers which could make one employable.

    Inclusive Workplaces

    Channel 4 is a Disability Confident employer and they judge job applicants on their abilities against job descriptions. They try their best to recruit from groups in society that are underrepresented.

    Job Agencies for the disabled include Remploy, Evenbreak and Scope. Remploy helps get our disabled community into cleaning jobs unless they have alternative career goals.

    There’s a consultation agency called Inclusive Employers which also does this. Inclusive Employers is an organisation created to help employers develop an inclusive workplace, avoid the pitfalls of discrimination and get more from their workforce.

    Inclusive Employers provides knowledge and networks to help build workplaces where people feel valued, and can add value. Their employer members are committed to creating an inclusive workplace, maximising the potential of all employees. They strive to lead the way in breaking barriers and building success.

    Delsion Ltd. is another inclusive employer known as the People & Development Consultancy. They’re the award winning specialists in Learning & Development, Diversity & Inclusion and all things that help people and organisations reach their true potential.

    Why should organisations employ disabled people? Why not? Political correctness is the enemy of inclusion. Political correctness is the avoidance of forms of expression or action that are perceived to exclude, marginalize, or insult groups of people who are socially disadvantaged or discriminated against.

    The alternative is working from home but it doesn’t necessarily promote inclusion or diversity neither does it clamp down on discrimination.

    Another interesting aspect is blind interviews vs physical interviews. Blind interviews are better than physical interviews because candidates are judged on skills not memory or tests.

    Using technology and specialist equipment can make workplaces more inclusive for people with disabilities too.

    Wheelchair Accessibility and mobility issues are just some of the problems that wheelchair users and the physically challenged face daily. Access alleviates the amount of limitations and restrictions on wheelchair users. Failing to ensure wheelchair accessibility is neglecting to provide reasonable adjustments. It is like functioning in dysfunction.

    According to the British Government, the British can apply for dropped kerbs. However, I get really annoyed with drivers who park across dropped kerbs. Dropped kerbs are meant to make it easy for wheelchairs to enter and exit sidewalks. The Government needs to clamp down on these drivers with a fine. The same should happen in Bermuda.

    AccessAdvisr helps to monitor wheelchair access. Disabled people going places. AccessAdvisr Board members are Rob Trent and Martyn Sibley.(https://accessadvisr.net)

    The AccessAdvisr website allows disabled people to rate and find first-hand accessibility information. Photographs can also be uploaded alongside reviews. This helps to tackle wheelchair accessibility issues. It also encourages accountability and inclusion.

    So, in ‘Dealing with Disability on the Job’, we must work towards inclusion, equality and diversity in the workplace by creating inclusion in the workplace, and inclusive workplaces. This could possibly help to improve the economy on a global scale. All jobs should be Disability Confident. I think Bermuda should also adopt this scheme to work on a better future for Bermudians.

  • CAMPAIGN AGAINST CABBY CORRUPTION


    By: Daniella Jade Lowe


    Wheelchair users in the UK are being overcharged indiscriminately by various taxi firms. According to previous articles printed by the Telegraph and Argus newspaper, this is a situation that has been recurring for over three years. Despite previous campaigns to end this madness, it has relentlessly continued.


    As a disabled citizen, I personally have experienced this discrimination first hand. I lived in Bradford for 5 years, and ever since my first year, I’ve been charged from £5-£10, by taxi firms that I’ve used. So far, I’ve travelled with Girlington, Bradford Central and Douglas taxi firms. Girlington taxis charges me £7 each time, Douglas charges me £5 consistently and Bradford Central fluctuates between £5 and £7 depending on if it’s a weekday or weekend. Before receiving my electric wheelchair, I used to spend £14.28 a week on taxis.


    On Tuesday, February 25, 2015, I was involved in a Student Union meeting at the University of Bradford and at this meeting; this cab discrimination issue was raised. During this meeting, everyone signed a petition against this display of exploitation. In this petition, everyone signed their name and what taxi firms they use in solidarity against this corruption.


    The university’s student union planned a campaign in hopes to effect change against this malarkey. To highlight this issue, we created a presence at an event hosted by Turning Point (a disability group in Bradford) on Friday, 29 May, 2015 from 10:00 at Cottingley Cornerstones Centre, Littlelands, Cottingley, Bingley, West Yorkshire, BD16 1AL. Transport was provided from UBU leaving at 10am from the University of Bradford and returning for 2pm (https://www.keighleynews.co.uk/news/12965951.keighley-group-takes-taxi-overcharging-campaign-district-wide/.)

    The day went really well. I think it was clear that this is a real issue locally and something we can move forward with. There is still a lot of work to be done. The event also included speakers and a couple of presentations on why the law should be different on how taxi fares of several taxi firms are affecting the lives of disabled people. Also, there were workshops on why the law should be different, followed by provided lunch.


    For Hackney Carriages (White taxi labelled cabs), there is legislation that all their cars are adapted and can take wheelchairs. There is also a ruling that says prices are fixed and cannot be changed for a wheelchair user.


    However, a brilliant initiative was introduced during the meeting called iTaxis which is an app and an innovative solution revolutionising the method they book private hire taxis. It is not a ride sharing service like Uber. It works with licensed private hire operators.

    A customer enters their journey details and iTaxis search their records of local private hire operators. They display the fares set by those operators for the journey. The customer can then pick an operator and pay by cash or card.

    The address for the company is iTaxi247 Ltd, Town Hall, St George’s St., Hebden Bridge, HX7 7BY. It is registered in England. The Company Reg No is: 8849416. Find private hire vehicles (taxis) in your local area.

    For more information about this app, you can download the app from Google Play Store onto your phone.

    This is also in compliance with the Equality Act 2010- http://www.legislation.gov.uk/ukpga/2010/15/section/163.

    Again, if this happens, disabled citizens have been encouraged to report it. There is a lot to be done and we will now be moving forward with further action, but I feel the event represents a positive move forward.