Disabiity Justice is an intersectional social justice movement that seeks to dismantle systemic oppression affecting people with disabilities, centering those most marginalized.
We need our principles of disability justice now more than ever. In both the original version and the Plain Language version, our principles give us power and political clarity. They reflect the wisdom of our survival: that disabled people are whole, that we depend on one another, and that no one, absolutely no one, should be left behind!
The 10 Principles at a Glance: 1. Intersectionality: We are many things at once. 2. Leadership of the Most Impacted: We are leaders. 3. Anti-Capitalism: Our Existence is Resistance 4. Cross-Movement Organizing: We support each other. 5. Wholeness: We love ourselves exactly as we are. 6. Sustainability: We want a future. 7. Cross-Disability Solidarity: We are a community. 8. Interdependence: We depend on each other. 9. Collective Access: We meet each other’s needs. 10. Collective Liberation: We make the world better, together.
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.
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!!!
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.
It is vital to acknowledge and honor Black Disability History since Black disabled people have made such a paramount impact in leading our community and passing legislation for disability rights. This is where intersectionality plays a big role in the community because the Disability Rights Movement was crossed over and modeled from the Civil Rights Movement.
Not only were many of these historical disabled Black activists fighting for their civil rights and to just exist peacefully, they were also facing discrimination for their disabilities and facing challenges with access & medical needs. Many of these activists also brought over their wisdom from protesting for the Civil Rights Movement and even being members of the Black Panthers.
Also, it’s even more important that we honor them because non-disabled people already leave disabled people out of history, much less Black disability history. We know more than anyone we are the marginalized group that is always forgotten about. So do not forget to acknowledge our disabled Black brothers and sisters.
Disability History Month is observed in October, while Disability Pride Month takes place in July. Let’s explore the reasons behind each:
Disability History Month (October):
Purpose: Disability History Month aims to raise awareness about the historical context, achievements, and challenges faced by people with disabilities.
Origins: It began in the United Kingdom in 2010 and has since spread to other countries. The choice of October is significant because it includes World Mental Health Day (October 10) and International Day of Disabled Persons (December 3).
Focus: During this month, educational institutions and organizations highlight disability-related history, activism, and advocacy. It’s an opportunity to learn about disability rights movements, legislation, and the contributions of disabled individuals.
Disability Pride Month (July):
Purpose: Disability Pride Month celebrates the identity, resilience, and achievements of people with disabilities. It’s a time to embrace pride and self-acceptance.
Origins: Disability Pride was initially celebrated for a day in 1990 in Boston, USA, coinciding with the signing of the Americans with Disabilities Act. It gained recognition as a month in 2015.
Symbolism: The Disability Pride Flag features vibrant colors representing various disability experiences and needs. For instance:
Red: Physical disabilities
Gold: Neurodiversity
White: Non-visible and undiagnosed disabilities
Blue: Emotional and psychiatric disabilities
Green: Sensory disabilities
Charcoal background: Protests against ableism
Importance: Disability Pride Month promotes visibility, counters ableism, and encourages celebration within the disabled community. Allies also play a crucial role in raising awareness.
Pride in general is in July for the LGBTQ+ community. There are different pride celebrations for different sectors within the community also which include those with disabilities. Like there’s also black pride in August for people of colour.
Is a flag needed?
Do you think this is patronising?
Both months are important. Both months contribute to a more inclusive and understanding society, recognizing the diverse experiences of people with disabilities. Both months show a level of intersectionality.
“I’m not interested in preserving the status quo; I want to overthrow it.” —Niccolo Machiavelli
This quote is often interpreted as a call to action for change and innovation. Machiavelli was known for his political writings, which were often controversial and challenged the traditional norms of his time. He believed that change was necessary for progress and that those in power should be willing to take risks and make bold decisions to achieve their goals.
This quote can be interpreted in many ways, but it is often used to encourage people to think outside the box and challenge the status quo. It is a reminder that change is necessary for growth and that we should not be afraid to take risks and try new things. Whether it’s in politics, business, or our personal lives, we should always be looking for ways to improve and make a positive impact on the world around us.
Don’t fit in! It won’t address the challenges to success that you will face. Use new questions, people, information, and points-of-view to re-examine situation, goals, processes, and ways of thinking. It’s a new world, one in which the environment you are operating in is changing fast. If you want to keep up, overthrow the status quo.
To overthrow the status quo, try surrounding yourself with new people, the right people who can help you see through your biases. Build new relationships and get other people involved. Build yourself a team of subject matter experts and then learn to rely on their expert advice.
You can also overthrow the status quo by standing out and thinking outside of the box. It includes going beyond the norm. It involves challenging legislation and rules, especially the ones that discriminate against people with disabilities.
Equality is the state of being equal, especially in status, rights, or opportunities. Equality is a human right. It prevents discrimination. It’s all about inclusion.
The Equality Act 2010
It was created in 2010. It is comprised of 115 sections, which includes the DDA. Inclusion is a key theme of this Act. It covers the workplace and society.
Example of Unconscious bias in the Workplace
Historically, there has been a gender pay gap. However, this has changed, at least since 2017, according to the gender pay gap factsheet. file:///C:/Users/Daniella%20Lowe/Downloads/Gender-Pension-Gap-Factsheet.pdf. This factsheet shows evidence that people (women in particular) are now encouraged to discuss salaries with each other. This will definitely expose and clamp down on discrimination.
Disability Employment gap still remains high. But there are some improvements to this such as the Access to Work for the Self Employed. This covers disability.
Benefit changes have disadvantaged disabled people.
We expect more action instead of information and promises.
Intersectionality must be focus of progress.
Culture of organisations must be inclusive.
Inclusion cannot be bias – it means all, not our favourite parts.
As an overview, this means that there is still work to be done. Law reinforcement and accountability must take place. Hopefully ten years from now we can expose all inequalities and have disparities resolved.
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.
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