On Human Rights Day, it’s essential to reflect on the principles of accountability and inclusion within the frameworks of Equality and Diversity. This means examining the ways we can address discrimination in professional practices and ensure workplaces become environments of trust, respect, and shared responsibility.
This post explores:
- The voices of disabled people and their civil rights movements.
- Trust as the foundation for inclusive practices.
- Accountability beyond financial considerations.
- The Social Model as a framework for achieving equality and response-ability.
- How the Sustainable Development Goals (SDGs) guide these discussions, particularly SDGs 11, 12, 13, 16, and 17.
1. The Voices of Disabled People and Their Civil Rights Movement
At the heart of equality lies the recognition of disabled individuals as the primary authors of their own narratives. Their stories reflect their lived experiences, collective interests, and divergent ideas. To foster greater equality, we need to value disabled people's professional knowledge, Disability Studies and voices of groups.
The Role of Civil Rights Organisations
D/deaf and Disabled People’s Organisations (DDPOs) play a pivotal role in articulating these narratives. Acting as storytellers and advocates, they provide a collective voice that reflects the genuine challenges and interests of disabled communities. Their legitimacy lies in their accountability to the people they represent.
2. Trust as a Currency for Inclusion
Trust is the foundation of inclusive practice. Accountability is not a one-time action; it’s a journey built on positive exchanges that contribute to a bank of trust.
When workplace leaders acknowledge and respond to the contributions of disabled individuals, disabled people’s knowledge and DDPOs they foster a culture of respect. Trust becomes a buffer, helping teams navigate moments of misunderstanding, such as inadvertent lapses in language or practice. A respectful, trusting environment allows for open, honest communication and continued progress towards inclusion.
3. Accountability Beyond Financial Considerations
Accountability must go beyond policies or financial commitments. It requires a shift in organisational culture where disabled people's interests are actively prioritised. Time—measured through conversations dedicated to understanding and advocating for the disabled population—becomes a useful metric for accountability.
The disabled population makes up at least 13% of any group, yet they are often compartmentalised into standalone policies or isolated “disability initiatives.” True accountability cannot be confined to a single department; it must be embedded across all aspects of an organisation.
In my work, I’ve explored accountability along five axes of human rights discourse:
- Political
- Public
- Innovative
- Financial
- Civic
These dimensions provide a holistic framework to measure conversation, in order to evaluate how organisations prioritise and respond to the disabled population’s shared interests.
4. The Social Model and Response-Ability
The Social Model of Disability challenges the outdated Medical Model, which pathologises disabled individuals as problems to be “fixed.” Instead, the Social Model—created by disabled people themselves—shifts the focus to societal barriers that perpetuate discrimination.
The concept of response-ability emerges here: the ability to collectively respond to the needs and rights of disabled people, not as individuals requiring charity, but as a civil rights group demanding equality. The Social Model highlights the societal factors that create exclusion—fear, lack of understanding, and systemic barriers—as much as physical inaccessibility.
5. Shared Responsibility for Inclusive Environments
Creating an inclusive workplace is not the responsibility of a select few; it’s a collective effort. Accountability demands that all workers contribute to eliminating the disadvantages faced by disabled individuals.
Shifting organisational storytelling to count disabled people ‘in’ requires a holistic approach:
- Recognise disabled people as authors of their own narratives.
- Centre the voices of civil rights movements, such as DDPOs.
- Embed the principles of the Social Model across all practices.
This collective response challenges ableist assumptions and creates an environment guided by trust, respect, and shared responsibility.
Conclusion: Towards Accountability and Justice
Human Rights Day reminds us that the voices of disabled individuals, their movements, and their organisations must be at the forefront of accountability efforts. Recognising disabled people as narrative authors and valuing their civil rights contributions lays the foundation for equitable, inclusive environments.
By embedding these principles into daily practice and aligning with frameworks like the Sustainable Development Goals, we can ensure workplaces and societies reflect the core values of equality, dignity, and justice for all.
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