Inclusive design (2012 08) - ohrc - cmha opening doors facilitator training
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This document discusses inclusive design and inclusive design reviews. It defines inclusive design as taking into account differences among individuals and groups to avoid barriers when designing systems, facilities, programs, policies, services, or curricula. The case law requires inclusive design to reflect diversity and prevent discrimination. Inclusive design reviews identify barriers to equitable participation for protected groups and recommend solutions to foster organizational change in line with human rights standards. The reviews examine policies, practices, culture, outcomes, and physical structures from the perspectives of stakeholders.
![The Case Law
Human rights case law and policy require
inclusive design
In Meoirin, the Supreme Court said:
Employers designing workplace standards owe an obligation to
be aware of both the differences between individuals and
differences that characterize groups of individuals. They must
build conceptions of equality into workplace standards. By
enacting human rights statutes and providing that they are
applicable to the workplace, the legislatures have determined
that the standards governing the performance of work should be
designed to reflect all members of society, in so far as this is
reasonably possible. [at 38]](https://image.slidesharecdn.com/inclusivedesign2012-08-ohrc-cmhaopeningdoorsfacilitatortraining-130702142952-phpapp01/85/Inclusive-design-2012-08-ohrc-cmha-opening-doors-facilitator-training-3-320.jpg)
Inclusive design (2012 08) - ohrc - cmha opening doors facilitator training
- 1. Inclusive Design Ontario Human Rights Commission
- 2. What is inclusive design? • Taking into account differences among individuals and groups when designing something to avoid creating barriers • Inclusive design can apply to systems, facilities, programs, policies, services, curricula, etc.
- 3. The Case Law Human rights case law and policy require inclusive design In Meoirin, the Supreme Court said: Employers designing workplace standards owe an obligation to be aware of both the differences between individuals and differences that characterize groups of individuals. They must build conceptions of equality into workplace standards. By enacting human rights statutes and providing that they are applicable to the workplace, the legislatures have determined that the standards governing the performance of work should be designed to reflect all members of society, in so far as this is reasonably possible. [at 38]
- 4. A natural extension of accommodation Inclusive design a natural extension of accommodation Helps to prevent need for accommodation For example, instead of accommodating individuals who need enhanced options, equipment could be targeted for purchase that anticipates varied needs for future
- 5. Why? Inclusive design signals to everyone that discrimination will not be tolerated within an organization Employers may be found to discriminate when they fail to design organizations, policies and programs inclusively, permit barriers, or fail to remove existing barriers Inclusive design can help prevent human rights complaints against an organization from the outset
- 6. Barriers Physical Attitudes Systemic ⇒ stereotypes, attitudes ⇒ policies or practices that block out people … because of disability, age, having children, pregnancy or breastfeeding, or certain religious beliefs
- 7. Examples of barriers • Rules or requirements • holding meetings • sharing information • Employment conditions • Dress codes • Shared meals
- 8. Inclusive Design Reviews Inclusive design reviews are a standard tool used in human rights organizational change They are research projects that identify barriers to equitable participation for persons who identify with various Code grounds and recommend possible systemic solutions
- 9. How can organizations use inclusive design reviews? Inclusive design reviews can be used to: Address human rights concerns Foster human rights organizational change track the effectiveness of organizational change
- 10. Inclusive design reviews The more specific the focus the more manageable and detailed the review Grounds Race – Black, Aboriginal, Chinese, etc. Religion – Christian, Catholic, evangelical, Jewish, Muslim, etc. Disability – mental health, wheel chair, sight, hearing, etc.
- 11. Inclusive design reviews The more specific the focus the easier is the review Social areas Employment – recruitment, selection, promotion, holidays, uniform etc. Services – policing, information sharing, community relations etc.
- 12. How to do A research project: Clarify parameters Bring together expertise and sensitivity to: human rights group experience Organizational systems, facilities, and attitudes
- 13. How to do process: human rights policies and case law – literature review Perceptions of group – focus groups, surveys, interviews Expertise of organizational staff – focus groups, surveys, interviews Multi-stakeholder committee
- 14. How to do Look at: Policies and procedures Practices (formal and informal) Organizational culture and subcultures Numeric outcomes Collect data Physical structures
- 15. Considerations Can be designed to different degrees of complexity and precision Resources may dictate degree Outside expertise Academics Consultants Other organizations
Editor's Notes
- #7: Many people face barriers because of a disability, their age, because they have children, or are pregnancy or breastfeeding, or because of their religious beliefs. There are also physical barriers like having to climb stairs to get into a building; barriers because of attitudes, such as stereotypes that can make a work environment uncomfortable; or systemic barriers where patterns, policies or practices block out people.
- #8: To address barriers, keep different needs in mind. For example, when you’re making rules or setting requirements, holding meetings, making decisions or when you’re sharing information like web-site content, make sure that everyone who needs access, has access.