And do I think that DANDA who are an organisation that has no idea of what
neurodiversity means and discriminate against other disabilities can be
entrusted with that ?
Bloody medical model all the way and then pretend they arent because they
can repeat a few slogans.
Diverstiy means not having a one party state or assuming that a self
appointed Junta of malcontents can speak for everyone.
No way.
> -----Original Message-----
> From: The Disability-Research Discussion List
> [mailto:[log in to unmask]]On Behalf Of ColRevs
> Sent: 13 August 2004 22:36
> To: [log in to unmask]
> Subject: Re: 'REMINDER! 'FRAMEWORK FOR AN ACTION PLAN ON
> NEURO-DIVERSITY'; DISABILITY RIGHTS COMMISSION
> Importance: High
>
>
> ----- Original Message ----
> Sent: Friday, August 13, 2004 10:25 PM
> Subject: 'REMINDER! 'FRAMEWORK FOR AN ACTION PLAN ON NEURO-DIVERSITY';
> DISABILITY RIGHTS COMMISSION
> I invite everyone all again to a discussion forum at QuickTopic :-
> 'FRAMEWORK FOR AN ACTION PLAN ON NEURO-DIVERSITY'; for our topic
> To join in
> (or just to read) use your web browser to go to:-
> http://www.quicktopic.com/26/H/ymqhrmB62knV
>
> You don't have to register or sign in, and you can choose to receive email
> for newly posted messages -- just click the Subscribe button when you get
> there.
>
> QuickTopic is a free, extremely easy discussion space. You can start your
> own topic or document review in about 20 seconds by
> visiting:-http://www.quicktopic.com/
>
> Please feel free to disseminate and share this email with other
> individuals
> and interested parties and groups.
>
> Kind-Regards
>
> Colin Revell
>
> 'FRAMEWORK FOR AN ACTION PLAN ON NEURO-DIVERSITY'
>
> Edited by author 04-14-2004 01:19 PM
>
> I invite all neurodiverse individuals, families, carers and professional
> allies to join in an open discussion for constructive dialogue
> and feedback
> on the 'FRAMEWORK FOR AN ACTION PLAN ON NEURO-DIVERSITY', after
> the meeting
> of interested parties and individuals, at the Disability Rights
> Commission,
> held in Manchester, on the 8th April 2004.
>
> As you can see within this action plan there are numerous issues that need
> to be debated constructively and refined and a democratic 'agreed
> consensus'
> by everyone, before the deadline for the Action Plan, on 30th June 2004.
>
> Now I am given others the opportunities to hear the views on the draft
> Action Plan. Feel free to make constructive comments and all feedback will
> be collated and taken back to the next meeting planned in the summer 2004.
>
> I would like the opportunity to thank Mr. Bob Niven, Chief Executive,
> Disability Rights Commission(See his letter included below), in
> given us the
> 'equality of opportunity' to enable a platform to emerge, that will enable
> neurodiverse individuals, families and carers and also professional allies
> to form an Action Plan, that will enable everyone to be involved and feel
> empowered, in tackling all forms of human and civil rights discrimination
> and abuse against all neurodiverse individuals and their families and
> carers.
>
> Kind-Regards
>
> Colin Revell, Research Executive for Developmental Adult NeuroDiversity
> Association(DANDA), England
>
>
> MEETING ON NEURO-DIVERSITY ON 8th APRIL 2004
>
> Dear everyone
>
> Thank you to everyone who was able to attend this very useful meeting and
> also to other colleagues who were not able to attend but who have let us
> have ideas. Towards the end of our discussion, we started to put
> together a
> framework for an Action Plan to tackle the key forms of discrimination and
> disadvantage faced by neuro-diverse groups. I attach a draft of that
> framework which seeks to reflect the comments which colleagues made then.
>
> By 21 April, could you please let us know by e mail if you have
> any further
> points you would like to see reflected in the Action Plan (remember please
> that we are only trying to capture the main dimensions at the moment - it
> will be for the follow-up work to flesh these out in detail and
> come up with
> specific action points).
>
> Please could you also let us know by 21st April, in which of the main
> headings you have the greatest personal interest, and in which you would
> like to be involved concerning the detailed follow up work over
> the next 2-3
> months.
>
> In the light of this information from you, I will distribute the final
> version of the framework and will propose groups of colleagues who might
> like to work together and work up an Action Plan under each heading. By
> 'Action Plan' I don't mean anything especially fancy. Rather, an
> Action Plan
> should list the things we want to achieve; who or what organisation should
> be targeted to bring this about; and when do we want certain sorts of
> actions and outcomes to be achieved. That is; what, who and by when.
>
> When these various bits of the Plan are completed (shall we set a deadline
> of 30 June? I will call another meeting to put this all together
> in a single
> overall Plan, and for us to decide priorities (in terms of both timing and
> overall impact).
>
> Please feel free to share this e mail and the attachment with
> anyone or any
> group with whom you would like to share it.
>
> I look forward to hearing from you and to our working together in
> the months
> ahead (and I suspect years - the task is to achieve real, lasting major
> progress).
>
> With all best wishes
>
> BOB NIVEN...See Framework for an action plan on NeuroDiversity below...
>
> FRAMEWORK FOR AN ACTION PLAN ON NEURO-DIVERSITY
>
> MAIN TARGET AREAS
>
> 1. Society at large, especially the non-diverse community.
>
> 2. Maximising the impact and influence of the neuro-diverse communities.
>
> 3. Public services.
>
> 4. The Justice System
>
> 5. Employment
>
> 6. Legislation and making best use of people action
>
> 7. Other points for consideration and action.
>
> Under each of the target areas, the need will be to identify urgent and
> high-pay off issues, covering the short, medium and long term.
> Some actions
> will be common to all the target areas (e.g. raising awareness,
> identifying
> and disseminating good practice for example through Beacon Councils). The
> task will be to identify the best mix of target and instruments to be
> deployed on each issue.
>
> What follows here, under each target area, is a first list for
> confirmation
> of more specific actions and targets that should be addressed through the
> action plan. The aim is to have worked up and agreed a full action plan by
> the end of summer 2004.
>
> Although the prime targets for action are within Great Britain, the
> international dimension - with respect to legislation and other
> action - is
> also important.
>
>
> 1. SOCIETY AT LARGE/THE NON-DIVERSE COMMUNITY
>
> . Tackle stereotypes (including 'disability equals visible
> impairment only')
> . Tackle simplistic notions of what is 'good' or 'normal'.
> (Beware of those
> selling 'cures' and other dubious approaches)
> . Move beyond concept that neuro-diversity is only a feature of 'difficult
> behaviour among children'
> . Increase general understanding of what neuro-diversity is all about (in
> general and in respect of specific conditions)
> . Address language/words used in this context, and shift thinking towards
> the social model of disability
> . Be prepared to take on and end established rules and patterns
> of behaviour
> in society
> . Strengthen and make more real the portrayal of neuro-diversity in the
> media
> . Get society to realise how best to relate to people who have high
> intelligence and at the same time some other characteristics which may not
> fit the more traditional 'norm' in society as a whole
> . Secure recognition that some activities are difficult for some
> people with
> neuro-diversity - e.g. these can include organisation, planning and
> time-management as well as basic domestic and personal chores
> . End bullying/harassment/oppression
> . End marginalisation
> . Recognise the range of conditions involved, including those which can
> result from head injuries.
>
>
> 2. MAXIMISING THE IMPACT AND INFLUENCE OF NEURO-DIVERSE COLLEAGUES
>
> . Boost mutual understanding between neuro-diverse groups - what
> do we share
> and to what extent are we different
> . Emphasise working together, not separately or in opposition
> . Key role for parents of neuro-diverse children (both the parents who are
> enlightened and those who are more traditional in their outlook)
> . Strengthen pride and confidence
> . Take control and wielding influence, not being passive recipients of
> 'handouts' and decisions by others
> . Develop strategy for communicating and projecting what
> neuro-diversity is
> all about
> . Strengthen representativeness and effectiveness of bodies representing
> neuro-diverse conditions.
>
> 3. PUBLIC SERVICES
>
> . All of them! But especially: education, health, social services and
> residential care as well as psychiatric and similar units.
> . Boost awareness and understanding . Shift awareness and attitudes . Need
> to greatly strengthen accurate diagnosis/assessments/screening activities
> (in the NHS and everywhere)
> . Boost independent living
> . At the same time, boost appropriate support arrangements including
> advocacy
> . Focus in particular on the critical stage/transitions at around age 16
> Services can cease to be joined-up or adequate beyond this age
> . Reflect neuro-diversity in training and qualifications curricula for
> professionals
> . Strengthen care and respite care
> . Tackle eligibility tests for benefits
> . Obtain educational special needs funding
> . Effective delivery of services
>
>
> 4. THE JUSTICE SYSTEM
>
> Tackle the following issues, especially in criminal justice but
> all aspects
> of the legal system.
>
> . Many of the same priorities as under public services (see
> section 3 above)
> . Intelligent questioning by the police
> . An element of advocacy system together with expert witnesses
> . Appropriate physical accommodation in courts and the tribunals etc
> . Informed sentencing, based on awareness and accurate
> diagnosis/assessment.
>
>
> 5. EMPLOYMENT
>
> Focus on:
>
> . Getting the 'nuts and bolts' right, and applying technological
> advances to
> best effect.
> . Techniques of assessment and appraisal, at all stages in the employment
> process - job advertising, recruitment, in-job training, development and
> promotion
> . Job design
> . Making reasonable adjustments at work and elsewhere to accommodate
> neuro-diversity
> . The sensory environment at work (and indeed in society more generally)
> . Putting an end to bullying and harassment.
> . Recognising the difficulties that can be posed by open plan
> environments.
>
>
> 6. LEGISLATION AND APPLYING THE LAW
>
> . Influence existing domestic UK law and the new Disability Bill which is
> currently before Parliament.
> . Affect European Union (EU) legislation and other EU action to influence
> what goes on in the individual Member States
> . Influence the discussions underway in the United Nations on a Charter of
> Rights for disabled people (noting links with EU and other international
> bodies)
> . Work according to the principles set out in the draft Disabled Persons'
> Rights and Freedom Bill as prepared by the disability movement.
> Work to make
> these principles etc. the basis of the next generation of
> disability rights
> legislation over time.
>
>
> 7. OTHER POINTS FOR CONSIDERATION AND ACTION
>
> . Get the figures right on neuro-diversity
> . Establish a neuro-diversity action group
> . Complimentary therapy where professionally offered.
> . Hidden/suppressed symptoms - illnesses at home, depression etc
> . Get 'Tourette' and other terms into the DRC website search engine
> . Links and differences in relation to learning disabilities and mental
> health service users
> . Recognise parallels with race and gender discrimination, and
> discrimination based on homophobia etc
>
>
> DISABILITY RIGHTS COMMISSION, 13 April 2004
>
>
>
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