DISABILITY MAINSTREAMING Disability Awareness & Provision of services to Persons with Disabilities

Manyonge S. Isaac NCPWD

OVERVIEW Key messages

Disability, and disability mainstreaming, are essentially matters of rights. Disability is a club any one can join at any time It is essential that disabled people and their organizations play an active role in all mainstreaming activities. Mainstreaming is about building disability into existing agendas, frameworks and processes, not adding on separate disability activities.

Effective mainstreaming requires strong management commitment. It needs a clear structure, with ongoing activities and follow-up and appropriate budget and time allocated to it. It cannot be a one-off activity, or left to individuals with no wider support. Remember that disabled people are not a single group they have different priorities and face different levels of discrimination. In particular, disabled women and girls may face double discrimination based on both disability and gender. It is necessary to address both peoples specific needs as a result of their impairment, and also the wider social issues of discrimination and exclusion.

WHAT IS DISABILITY?
  The disadvantage and exclusion which arise as an outcome of the interactions between people who have impairments and the social and environmental barriers they face due to the failure of society to take account of their rights and needs  There is a very important distinction in this definition between impairment and disability.

 Impairment is: A physical, intellectual, mental or sensory characteristic or condition, which places limitations on an individuals personal or social functioning in comparison with someone who does not have that characteristic or condition  In other words, impairment is individual. There is as much different impairment as there are impaired individuals. Impairment can be the result of illness, injury, or a congenital condition. For example, different impairments can affect someones physical mobility or dexterity, her ability to learn, to communicate or interact with other people or to hear or see.

 In contrast, disability is social. It is the exclusion of people with impairments, due to social and environmental discrimination that acts as a barrier to their full and equal participation in mainstream society. Disability is fundamentally an issue of rights.  In day-to-day speech, the words impairment and disability are often used interchangeably.  Its easy to think that they are the same and that disabled peoples participation in mainstream society is limited purely because they have an impairment.

 However, having an impairment does not necessarily limit or exclude people. For example, in marathons wheelchair users compete separately from runners, because they are so much faster over a long distance on level ground. Yet the same wheelchair user who beat all the runners might not be able to attend a social event after the marathon, if it is held in a building with steps. This is not because she uses a wheelchair but because the building was not built in an accessible way. This is not because of cost building a ramp would have cost the same amount as building steps but because the architect and builder did not consider disabled peoples access. In other words, the wheelchair user is excluded because her needs are not considered as important as those of other people she is excluded as a result of (often unconscious) discrimination.

What is mainstreaming?
 Understand mainstreaming as: The process of engaging in a structured way with an issue as an organization, at workplace, programme and policy levels, in order to address, and avoid increasing, the negative effects of that issue  In other words, we see mainstreaming as a method for addressing specific issues in areas where they wouldnt normally be addressed.  Understands mainstreaming as a way of achieving a specific result. In disability, mainstreaming is a method to promote inclusion and to address the barriers that exclude disabled people from full and equal participation in society.

Why Mainstreaming?
 Discrimination, stigma and interacting with disabled people Mainstreaming disability is about challenging discrimination and the exclusion of disabled people. Mainstreaming starts with us as individuals. We can all address discrimination at an individual level. All the people we interviewed for this handbook were personally committed to tackling discrimination, mostly as a result of their personal or professional experience of disability.

 Parents and other caregivers are often very fearful for their disabled children. They are afraid that the child will have an accident or be abused by other people. Mothers of Deaf children and children with learning difficulties often feel that other people do not know how to interact with their children, and will not treat them properly. However, this parental fear contributes very greatly to the exclusion and segregation of disabled people. As a result of a desire to protect them, many disabled children, and adults with learning difficulties or mental health problems, are kept inside the household at all times. If it isnt possible to keep a disabled child under constant supervision, or if she has grown too big to manage, she may be tied up to stop her from wandering off or hurting herself.

 Parents fear leads them to hide disabled children Parents often want their child to attend a special school or institution, as they believe that she will receive specialist education and care, and be protected from the ill treatment or abuse they fear in the community. In fact, experience with special schools, residential centres for people with learning difficulties and psychiatric institutions in Thailand, Ghana, Kazakhstan, Kenya, the Balkans and The Philippines (and elsewhere) suggests that these institutions usually dont have adequate levels of specialist staff or resources, and that disabled children and adults are extremely vulnerable to physical and sexual abuse in these settings.

 Restricting the freedom of disabled people, whether they are kept at home or in an institution, is a denial of their most basic rights. It deprives them of social contact and stimulation. This can severely limit the cognitive development of babies and infants, especially if they have hearing impairments or learning difficulties, with the result that they never learn to communicate, respond to other people or care for themselves. This leads to further isolation and exclusion, and increases the pressure on primary caregivers such as mothers and siblings. In institutional settings, this lack of social contact and stimulus leads to disabled people becoming even more dependent, until they are unable to function outside

 Stigma: In some cultures, impairments are considered a sign of witchcraft or divine punishment for the sins of the person with the impairment or her parents. If a woman has a disabled baby, the father may believe that she has been cursed, and abandon her and the child. Traditional stories and modern myths can reinforce these beliefs.

Mainstreaming model

The mainstreaming model

 Organizational commitment: the central organizational commitment to mainstreaming the issue, in terms of values (why the organization is committed) and purpose (what the organization hopes to achieve). This commitment underpins all mainstreaming activities.  Sensitization: the process of building peoples engagement with the issue and personal commitment to mainstreaming. Sensitization is about individuals buying in to the organizational commitment.

 Workplace mainstreaming: the process of ensuring that organizational policies and practices in the workplace are inclusive, equitable and nondiscriminatory, and do not create barriers or reinforce the negative effects of the issue. In disability mainstreaming, this is about making appropriate adjustments to workplace policies, practice and environment so that disabled people can participate equally in the workplace, as employees or volunteers.

 Programme mainstreaming: the process of ensuring that the organization's programmes and services are inclusive, equitable and non-discriminatory, and do not create barriers or reinforce the negative effects of the issue. As well as looking at programme design and service delivery, this means including excluded people in programme planning, implementation, management and reviewing. In disability, this involves non-disability service providers and development organizations including disabled people on an equitable basis, in the same settings as non-disabled people.

 Policy mainstreaming: the process of addressing wider policy and institutional barriers that exclude people from equal participation or reinforce the negative effects of the issue.  Two essential principles cut across every element of mainstreaming:  Meaningful involvement of people directly affected by the issue is essential for every element. In disability, this is famously summed up in the rallying cry of the worldwide disability movement Nothing About Us Without Us.  Gender must also be incorporated as part of every element. Disabled women are doubly discriminated against, as disabled people and as women. It SENSITISATION POLICY

Disability programmes
The social model of disability shows how disability is the result of discrimination by mainstream society, as people with impairments are excluded (disabled) by structures, policies and practices at every level that discriminate against them, sometimes actively, often by ignoring them. Mainstreaming is essential if we want to tackle the exclusion of disabled people. Strengthening the voice of disabled people at every level How to approach mainstreaming: Mainstreaming is an ongoing process of including disability into all our work. However, this process can seem so huge that we never start. Like any other project, it is important to plan and budget first, carry out some activities, then review progress and make a new plan to follow up.

WORKPLACE MAINSTREAMING
Mainstreaming starts with us. The easiest place to make practical, appropriate adjustments is in our own workplaces. Workplace mainstreaming is about creating an inclusive, barrier-free workplace where disabled people can participate equally, whether as employees or volunteers. This includes physical access, accessible communications and work-related information, appropriate policies and procedures and ensuring that other employees treat disabled people equitably, with dignity and respect.

KEY MESSAGES Management support is essential. Hire disabled people and disabled peoples organizations (DPOs) as accessibility and antidiscrimination consultants. Remember that accessibility is not just about physical access, it is about ensuring that disabled people are not discriminated against in any way, either passively (e.g. lack of information) or actively (e.g. abuse by other employees or volunteers). Address gender: look at whether policies and processes discriminate against women. Take small steps: make steady progress with simple, cost-effective adjustments and dont expect to change everything at once. Adapt the office, not the person.

PRACTICAL ADVICE AND LESSONS Management support is key for workplace mainstreaming. Without this, it will be extremely difficult to change recruitment processes, revise policies or get a long-term budget commitment for workplace adjustments. However, it is usually possible to take small steps to include disabled people more in the workplace, and this can be a powerful way of building management support

 The best method is always to involve disabled people and DPOs. They are the experts on accessibility. It is very helpful on a number of levels to invite disabled people to visit our workplace: we can see things through their eyes, it personalizes the issue for other staff, we can start to interact with them and we can ask them for their perspective on the workplace. It is important not to be overwhelmed by all the things you think might be needed.

 Just concentrate on doing what you can, in simple, practical steps. Once you have achieved something, however small, use it to involve disabled people a bit more, and share it with colleagues and senior managers to build their engagement with mainstreaming

Sensitization
Ensure that disabled people and their organisations play an active role in sensitisation. Have a clear follow-up plan with time, budget and management commitment Give people practical actions. Help people understand how disability is relevant to their own situation Be prepared to challenge discriminatory behaviour.

Methods of Sensitization
Equalities training: asking staff to spend time in wheelchairs / with blindfolds etc. Informal interaction with persons with disabilities Internal communications: posters, staff meetings etc. Practical skills sessions e.g. Sign Language

Recruiting disabled people

 The first step in recruiting more disabled people is to enable them to apply for posts and be interviewed.  Distribute job adverts to disabled peoples organizations and networks. State in adverts that we are keen to recruit disabled people, and include information about the organizational commitment to mainstreaming in adverts and recruitment packs.  Supply application forms and recruitment information in accessible formats. The simplest accessible format is an electronic copy (i.e. via email or as a computer file) but large print documents, Braille and audiocassette versions can also be useful. Local DPOs should be able to give advice on accessible formats (see Accessible communications and information below for more details). It is important to make sure adverts state that accessible formats will be supplied on request.

 While gathering examples for this handbook, we found several different approaches to ensure that suitable disabled applicants are interviewed:  India automatically put applications from disabled people into the shortlisting process. They also ask disabled applicants to complete a second form detailing personal experiences of disability and discrimination, to give them the best chance to present any relevant experience.  If the interview shortlist does not include any disabled candidates, extend it to a longer list to ensure that disabled candidates are interviewed: Ethiopia used this method to ensure that they interviewed some female candidates, but it could work in the same way for disability.

 UK guarantees that all disabled candidates who meet the minimum shortlisting criteria will be interviewed. All candidates are asked whether they consider themselves to be disabled (this information is not shared with the shortlisters). The shortlisters score all candidates against the same criteria. The highest scoring candidates are shortlisted. Once the shortlisting is completed, HR check whether any non-shortlisted candidates had declared themselves disabled and if so, whether they met the minimum criteria. Those who do are added to the shortlist.

Other requirements includes

Possible adjustments could include:  Supplying sign language interpreters for Deaf candidates  Using a venue with an accessible interview room and toilet  Providing an assistant  Providing additional travel expenses (e.g. taking a taxi to the interview)  Making sure that group exercises do not depend on sight (e.g. throwing balls to each other)  If a disabled candidate is appointed, it is essential to make appropriate workplace adaptations. Discuss the candidates accessibility needs with her as soon as possible. Ask for information straight away, instead of guessing or waiting until the disabled person actually starts work.

Adjustments be carried out in offices include:  Physical adjustments to the office environment  Software which reads computer files aloud for a blind staff member  Braille printer and development of a Braille filing system for a blind staff member  Tape recorders to enable blind people to take notes  Large text screens for staff with limited vision  Sign language training for colleagues of Deaf staff  Provision of mobile phones to enable Deaf people to communicate by text/SMS  In addition to workplace adjustments, it may also be necessary to provide personal assistance, such as:

 Sign language interpreters for Deaf staff, especially during appraisals and performance management processes, training or other events when it is particularly important to be able to understand every word  Guides/escorts for staff with mobility or visual impairments  Writers for staff who have difficulty writing, especially during training programmes  Mentoring or on-the-job support for people with learning difficulties, especially during the induction period or when new responsibilities are introduced  Meaningful employment can in itself enable people to manage mental health problems more effectively. It may also be valuable to provide access to confidential support services for employees who have experienced mental ill health.

Office environment
 The most straightforward way to address making our office environment accessible is to have an accessibility audit performed, preferably using a disabled person as a consultant. India and Gambia both hired local DPOs to carry out accessibility audits.  The first thing to think about is how easy it is to gain physical access to the office itself and then to different essential areas:  Are the offices on the ground level or are there steps or lift access? If there is any change of level, ramps will be required.

 Are the toilets accessible: is there enough space for a wheelchair to enter the toilet room? Handles or grab bars, an emergency call bell and light/sound fire alarm should be installed.  Is the office layout suitable? Are desks at the right height and positioned suitably to allow wheelchair users to move around? How are files and other resources stored?

Are meeting rooms accessible?

 Apart from purely physical aspects, think about how communication might be affected for people with different impairments. People with hearing impairments might find conversations difficult in rooms that echo. Blind people might appreciate signs and directions at all entrances, including lifts, in Braille and large print. India has also placed a tactile map of the office at the entrance to the building.

 Safety considerations are also crucial. Consider putting posters or stickers on any floor-to-ceiling glass to help people with visual impairments see them. People who are blind or who have visual impairments would also benefit from bumpy warning tiles placed at entrances and before stairs or single steps. Ensure that fire and other alarms have audible and visible elements (e.g. a flashing light), so that Deaf people will notice them. Secure rugs or mats and reduce the polish on floors. Safety instructions should be clearly displayed in simple language this will benefit everyone, including people with learning difficulties.

Staff
 The behaviour of colleagues is more important for an accessible workplace than physical adjustments. It is essential to make it clear to all employees that disabled people have the same rights to equal participation and fair treatment as everyone else.  We can establish clear expectations by developing an explicit standard of non-discrimination that all employees must sign up to as part of their employment contract, with associated performance management and disciplinary procedures if they do discriminate against disabled people. It is important to concentrate on non-discriminatory behaviour (such as involving disabled people, interacting openly with disabled colleagues and avoiding derogatory language) in this kind of standard, as it is

not feasible or appropriate to police peoples attitudes or ways of thinking. It is important to include non-discrimination on the grounds of gender as well. We can also ensure that new staff members are committed to non-discrimination, by building these values into person specifications and criteria, and assessing them during interviews.

 It is important to induct new staff into the organizations approach to mainstreaming. For example, as part of Action Aids standard induction programme, every new member of staff is taken through ActionAids commitment to mainstreaming HIV & AIDS, why Action Aid believes this is important, what the policy is and what is expected of each staff member.  Sensitization and disability equality training can help employees understand what is expected of them. Training in practical skills can also be helpful to change behaviours in immediate ways. For example, Philippines staffs were taught sign language in order to interact with Deaf volunteers.

 In India, as well as sign language training for all staff, the Deaf cook and blind Programme Manager learned tactile sign, so they can communicate with each other.  It may be helpful to provide staff with simple practical guidance on interacting with disabled people

Best Practice Reasonable Adjustment

All reasonable adjustments need to be made in close consultation with the employee with a disability. Reasonable adjustments may include, but are not limited to, sign language interpretation, provision of voice software, modification of the built environment etc. Sign language interpreters, visual aids and other types of support staff should be sought from the local community where possible and fall within minimum standards

Accessible events
1 Ask participants what their needs are regarding: travel, food, access, assistance, communication, childcare 2 Check venue before workshop to make sure following are accessible for all participants, meeting rooms, bedrooms, toilets, restaurant, entrance 3 Make sure presenters have been told to use simple language, use clear visual aids 4 Make sure documents are accessible with large print and visual aids etc. 5 Try to ensure an atmosphere that enables everyone to participate and which includes, a variety of activities, all views respected.

Activity on Mainstreaming
Split into three groups: 1. Including persons with disabilities into the workplace in your institution 2. Including persons with disabilities in the services provided by your institution 3. Sensitisation of staff and stakeholders on the rights and special needs of PWDs. Each group should brainstorm ways of working towards the above objectives.

Summary
Disability mainstreaming is an essential part of national development towards Vision 2030 and MDGs. Mainstreaming disability requires including PWDs in planning, implementation and evaluation and addressing barriers to inclusion in programmes and employment.

1. Set up Disability mainstreaming Committee

Committee should consist of the following:  Senior officer as chair  Head of human resources  Head of procurement  At least 30% representation by persons with disabilities.  Appoint a focal person who should act as secretary and NCPWD contact person  Meet at least quarterly

2. Formulation of strategy
Carry out a baseline survey on:
 Accessibility of buildings and infrastructure are disability friendly  No. of persons with disabilities employed Removal of barriers to employment and promotion of PWDS

Equal access to services including: health, education, poverty eradication, food aid, devolved funds, cash transfer. Gather information about how many PWDs use services.

3. Train all staff in disability awareness and providing services

Should cover:  The rights of persons with disabilities according to the PWDs Act 2003 and UN Convention.  Concerns including employment, provision of assistive devices, accessibility  Training tender committees to ensure all upcoming structures are disability friendly.

STEPS
Set up the DMC Train the DMC Train all Staff on DM Do a baseline survey Develop a DM strategy, Workplace Policy, and Action Plan

4. Submission of biannual report to NCPWD

Should describe progress by the Organization towards your strategy on disability mainstreaming. Attach copies of evidence for evaluation.

Summary
Disability mainstreaming is an essential part of national development towards Vision 2030 and MDGs. Mainstreaming disability requires including PWDs in planning, implementation and evaluation and addressing barriers to inclusion in programmes and employment. PCD is vital to assisting & encouraging all Institutions to embrace disability mainstreaming because this is a club any one can join in life hence affecting the overall performance of organization.

Guidelines on mainstreaming disability

Mainstreaming disability issues is a key performance indicator in all performance contracts. Guidelines are available on our website: www.ncpwd.go.ke