Alden
Many thanks for your reply - certainly the Act is deeply flawed and based
upon an oppressive model but when you work for an employer who is doing a
serious impression of an ostrich even about the little he is required to do
under the ACT then you need good practice in order to help try to shift
him/her,
I have looked at some of the local government stuff and very good it is in
many cases.
Your final para. is absolutely right - this is where the real barriers are
erected and maintained.
once again thanks
Martin
> 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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