Professional Documents
Culture Documents
Inclusive All Chapter-1
Inclusive All Chapter-1
course of Inclusiveness
Course code: SNIE-1012
Videos
3. Specific Learning Disability/LD/
(APD)
While an APD affects the interpretation of all sounds
as:
Omission: (bo for boat)
Substitutions: (wabbit for rabbit)
Distortions: (shlip for sip)
Addition
SLD…
Fluency Disorders: are difficulties with the
rhythm and timing of speech characterized by
hesitations, repetitions, or prolongations of
sounds, words, or phrases.
Stuttering: rapid-fire repetitions of consonant
or vowel sound.
Cluttering: excessively fast and jerky speech
B. Language Disorder
There are five basic areas of language disorders:
1. Phonological disorders: abnormal
organization of the phonological system, or a
significant deficit in speech production or
perception.
SLD…
an IQ test.
An IQ test score of 75 an below indicates a
follow:
1. Heart disease
2. Diabetes:
3. Allergy
4. HIV/ AIDS/ Corona Virus, etc.
An individual is said to be vulnerable when he/she
is at risk of being harmed.
In principle, everyone is vulnerable to some adverse
event or circumstance, but some people are more
vulnerable than others.
Vulnerability can be generally defined as a complex
phenomenon that refers to the following
dimensions:
Economic difficulties/poverty
Social exclusion
Lack of social support from social networks
Stigmatization
Health problems
9. Vulnerability
periods
History…
single experience.
Analyzing human beings, Maslow has
identified five categories of needs, with
different priority levels.
Persons with disabilities and vulnerabilities have socio-
emotional, psychological, physical and social
environmental and economic needs in general.
The following list shows basic needs of persons with
disabilities and vulnerabilities to ensure equality:
Full access to the Environment (towns, countryside & buildings)
An accessible Transport system
Technical aids and equipment
Accessible/adapted housing
Personal Assistance and support
Inclusive Education and Training
An adequate Income
Equal opportunities for Employment
Appropriate and accessible Information
Advocacy (towards self-advocacy)
Counseling
Appropriate and Accessible Health Care
Gender and disability
The importance of work and the daily
multilayered.
Disability as part of an individual’s identity is
2. Communication aids
◦ Voice-activated computer
◦ Closed or real-time captioning
◦ Computer-assisted note taker
◦ Print enlarger
◦ Books on tape
◦ Sign language or oral interpreters
◦ Braille writer
◦ Cochlear implant
3. Accessible structural elements
◦ Ramps, Elevators
◦ Wide doors
◦ Safety bars
◦ Enhanced lighting
4. Accessible features
◦ Built up handles
◦ Voice-activated computer
◦ Automobile hand controls
5. Job accommodations
◦ Simplification of task
◦ Flexible work hours
◦ Rest breaks
◦ Splitting job into parts
Expecting people Having an active Mandating relay systems Tax credits to hire
with disabling coping strategy in all states people with
conditions to be disabling conditions
Enabling productive
& Practice
Universal Design
Universal design refers to the construction of structures, spaces,
services, communications and resources that are organically
accessible to a range of people with and without disabilities,
without further need for modification or accommodation.
turn-over
Increased worker commitment to and identification with
organizational success
Improved employee health and well-being
Improved productivity
Increased employee investment in work performance
Reduced perception of discrimination and inequity
Improved cooperation and collaboration between co-
their lives and the groups they belong to, and diversity
enriches our lives, so it is worth our while to value our
community's diversity.
Improved feelings of well-being and self-esteem
Participation – engaging with others; being known. Feeling
customer base:
Your formal policies and procedures:
3) Decide where work is needed and create an action
plan: Having reviewed your workplace in terms of
equality and inclusion, Set out the key changes you would
like to make as a result of your review. Prioritize these
changes to help you decide where to start. Some measures
you may wish to consider as part of your action plan are:
Actively involve all employees: Consultation and
participation, encourage employees to take part in
monitoring, and promote the reasons for doing so, and
extra measures and adjustments.
Build a culture of inclusion and respect: Ensure the
organization‘s core values include a commitment to
equality, human rights and inclusive working; create,
extend or improve policies on equality and human rights
and make sure other policies are equality proofed;
Take an inclusive approach to recruitment, promotion
and development: Make equality, diversity, human rights
and inclusive working part of job descriptions; Monitor
applicants and staff at different levels within the
organization; equality and human rights training for all
4) Communicate the plan with staff and put the plan into
action: Actively involve all groups of employees: In order
to create a working culture of inclusion, respect and
opportunity for all.
There are several things to think about in this respect.
Participation and consultation: Before drawing up a plan
of action it is essential to involve and consult employees to
find out about their experiences, what they feel are the key
issues affecting them and what action they would like to
see taken to address these issues.
Staff surveys can be used to gather information on a range
of subjects, including the make-up of the workforce,
responses and attitudes towards equality and human rights
issues, and levels of job satisfaction among employees.
Focus groups provide more opportunity for in-depth
equally valued,
respected and celebrated by society;
all learners are enabled to fulfill their potential by taking
learning experience;
all learners need friendship and support from people of
(1971)
the Declaration on the Rights of Disabled Persons (1975)
2015
National Laws and Policy Frameworks
Ethiopia has signed most of the international conventions