TJ - The Publication for Learning and Development

Focus 'Opinion' from Bert Massie

By Bert Massie (May 2005 Issue)
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In recent times, the market for providing training on diversity issues has grown considerably. There are many more trainers in existence now who offer this type of training, although the actual content can vary considerably. The need to develop training on diversity that effectively includes disabled people is still somewhat in its infancy. Disabled people are not a homogenous group. That is not to say that everyone who is, for example, from a British Asian background is the same, but the cultural seminaries and issues will be more common. For disabled people this is not the case. Disabled people, like everyone else, have diverse backgrounds and life situations.

The development in recent years of equality legislation and improved practice means that many more disabled people are able to live independent lives. So bear this in mind when you are thinking about ways to put across diversity messages. Use examples that demonstrate this. For example, look at the issues faced by disabled people as parents, as carers for other relatives, and as people having careers and job aspirations. It takes a little imagination not to seem tokenistic when doing this, but the more trainers get used to thinking multi-dimensionally the more natural it will become.

Also remember that disability or impairment is only one aspect of identity. For example, a disabled person may also come from an ethnic minority community, they may be gay, lesbian or bisexual, or they may have certain religious beliefs.

However, although it is important that diversity training shows awareness of difference, there should also be an attempt to look at similarities, and explore similar problems and issues so that people do not just become defined by their ‘difference’ but more by who they are as people.

Try to develop a training environment in which people feel empowered and able to talk freely about issues. Sometimes, training can be stifled by an over-concentration on terminology, and people who perhaps don’t understand the issues so well (which is why they are there in the first place) may feel worried about speaking out. It is true to say that there are terms that some people will find objectionable, such as ‘wheelchair bound’, ‘cripple’ or ‘sufferer’. But try to enable people to talk about the issues behind the words, the concepts and feelings, as this is how people will really learn. Below are some tips to help you ensure that your training is accessible.

First of all, think about the way you advertise your training. Many providers these days use their website or printed circulars to advertise their wares. However, the Disability Rights Commission’s formal investigation findings showed that a very high percentage of websites were inaccessible to disabled people. Here are some of the common problems incurred.

  • Lack of options to change text size or font.
  • Websites are too visually ‘busy’ with lots of images and logos that make it hard for some disabled people to find the actual information.
  • Too much use of PDF files as downloads for booking forms, brochures, and so on. Although there is some functionality in Adobe® Acrobat® to improve access to PDF files, it is much more accessible to disabled people to have text or Word© files available. The simpler these are the better.
  • Lack of information about reasonable adjustments. If you provide disabled people with a contact point to discuss the training and adjustments you can often sort out issues much sooner. It also enables disabled people to make a more informed choice about which provider is most likely to meet all of their and their organisation’s requirements.

Next, think about the day itself. Your booking system should have enabled you to find out whether participants have any access requirements such as disabled person’s parking spaces, level or wheelchair access to the venue, communication support for the day or materials in alternative formats.

If you find that a disabled person has requirements on the day, you must do your best to meet these. Under Part 3 of the Disability Discrimination Act (DDA), you are required to make reasonable adjustments to your service (in this case, training) to enable disabled people to participate on an equal basis.

Think about how you actually deliver the training. Are you asking people to split into groups? Will you be asking people to report back to the wider group? It is always worth reminding participants to be aware of the requirements of any disabled people in your training event. Although as a trainer you cannot be responsible for every person’s conduct on the day, every effort to promote good practice will be of benefit.

Remember that disabled people just want to get on with the task in hand. That is not to say they should be expected to tolerate a lower level of service, but it is to say that provided you have adopted the right approach and made every effort to consider people’s requirements beforehand, then everyone will benefit.

Disability Rights Commission: contact points
The Disability Rights Commission (DRC) has produced a great deal of information that you may find useful. Most of this can be found on its website at www.drc-gb.org from which you can download or order copies of its publications.

You can also contact the Helpline on +44 (0) 8457 622633, Textphone (minicom) +44 (0) 8457 622644 and fax +44 (0) 8457 778878. If you wish to contact us by e-mail, please use the e-mail enquiry form on our website.

Finally, you can send for information by post from DRC Helpline, Freepost MID02164, Stratford upon Avon CV37 9BR.

 

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