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Hello Martin
Martin asked:
> if anyone out there has an employer that is responding positively
> to the DDA in terms of establishing codes of good practice for
> implementation and monitoring.
There are codes of good practice documents in local government - probably
hundreds by now. But how can anyone respond positively to rubbish? The
Act is fundamentally flawed - it is based on an individual model of
disability. Implementing the Act, in line with its definition of
disability, will only reinforce the discourse of disability as an
individual problem; a problem that employers can sort out for productive
super-cripples.
The best an employer can do is recognise a social approach to disability
and accept that disability is their responsibility - accept that they are
(in part) a cause of it. This is very difficult, given that there is no
backing in law.
This difficulty is made worse by the fact that there is no 'accepted'
knowledge base for employers to turn to. It is about time university
organisational studies / management studies departments took a long look at
the problem of organisationally created disability. Disabled people
working in the private and public sectors are waiting for those of you who
have the time to reflect; the time to analyse and the time to work with us
- to produce ways of working that will remove (or reduce) disabling
barriers; to construct forms of social organisation that do not disable.
Regards.
Alden
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