In the professional realm, the articulation of accountability within the framework of Equality & Diversity is pivotal. This approach also provides a lens through which to examine and address disablism and ableism in everyday practices.
This post touches on:
- The Voices of Disabled People and THEIR Civil Rights Movement
Recognition of disabled individuals as the primary authors of their narrative, but foremost for business the role of D/deaf and Disabled People’s Organisations in articulating a collective story of shared interests- Trust as a Foundation for Inclusive Practice
Accountability is viewed as a journey where positive exchanges contribute to a bank of trust, which serves as a buffer against lapses in practice, fostering a workplace environment guided by respect.
- Beyond Financial Considerations:
Accountability can be measured as the amount of time given in conversation to the interests of the disabled population [as defined by the Sustainable Development Goals].
- Account-Ability and the Social Model
The Social Model is used as a way of offering an alternative to the legitimacy gap as defined in the previous post.
This post addresses the Sustainable Development Goals, particularly 11, 12, 13, 16 and 17, which deal with inequality, sustainable institutions, governance, and peace & justice.
Expressing Interests Equitably:
Disabled individuals are the primary authors of their narratives. The story they tell is a manifestation of their interests and experiences. Recognising and valuing their self-expression, professional knowledge, and group voice is fundamental in fostering an inclusive environment.
The Role of Civil Rights Organisations:
In the tapestry of disabled people's voices, civil rights movements play a crucial role. D/deaf and Disabled People’s Organisations serve as storytellers, articulating a narrative of shared interests. Their legitimacy is derived from being accountable to the disabled population, providing a genuine reflection of the challenges and interests within and across communities of disabled people.
Trust as a Currency
Accountability can be viewed as a journey where positive exchanges contribute to a bank of trust. When leaders appreciate the contributions of disabled individuals, acknowledging and adding to the metaphorical pot, the trust they demonstrate can help build a culture of mutual respect. Trust becomes a buffer, positive feeling in cases of inadvertent lapses in appropriate language, for example, fostering a workplace where communication is guided by respect.
Response Ability and the Social Model:
The Social Model, a cornerstone of critical disability theory, offers an alternative perspective to the prevalent Medical Model [see Figure 2]. It represents a recognizable voice guiding organizational conversations away from individualized or medicalized problem-solving. Instead, it promotes shared responsibility, recognizing Disabled people as a civil rights group with a legitimate voice for human rights accountability. The daily disadvantages faced by Disabled individuals are not solely physical; the model also highlights the societal fear and lack of understanding perpetuating discrimination.
Beyond Financial Considerations:
Accountability to the disabled population, 10% of any group, must not be compartmentalised into single policies or departments. The notion that 'disability' can be confined to a stand-alone file contradicts the idea that every worker may identify, and can willingly and effectively respond to prevent discrimination or speak out against injustice. Accountability can be measured as the amount of time devoted to talking about the disabled population's interests - not any one individual's preferences. In my work, I plotted these along five axes representing a human rights discourse: political, public, innovative, financial; and civic.
Shared Responsibility for Inclusive Environments:
The Social Model, like the Medical Model, is a shorthand for critical disability theory - as put forward by Disabled people. A recognisable voice which represents an alternative perspective. The concept of response-ability, can be strengthened by the Social Model [Disability Studies], and urges organisations to embrace a shared responsibility. Through its lens Disabled people are not viewed merely as individuals with specific needs, but as a civil rights group advocating for human rights. The Social Model shines a light on the societal factors contributing to discrimination, emphasising the need to address fear, lack of understanding, and inequality alongside physical barriers.
The task of altering environments to eliminate disadvantages for disabled workers should not be the responsibility of a select few. Instead, it necessitates a collective effort from all workers. Shifting organizational storytelling to be accountable to disabled people requires a comprehensive and inclusive approach, where each member of the workforce actively contributes to creating an environment free from discrimination.
Conclusion
In this exploration of accountability, it is evident that the power of disabled people's voices and civil rights movements is paramount. Recognising disabled individuals as the authors of their narrative and acknowledging the role of D/deaf and Disabled People’s Organisations in articulating shared experiences creates a foundation of authenticity and understanding.
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