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Disability Inclusion · Practitioner
Use disability data to find and remove barriers while protecting the people the data describes.
45–55 minutes · 5 lessons · Voluntary learning
See what disability data can reveal about barriers, why the same data creates privacy and trust risks, and how to decide whether to collect it at all.
Tell voluntary self-identification, service-use, accommodation, feedback and accessibility-test data apart, because each has different owners, rules and uses.
Disaggregate carefully: apply a minimum group size, suppress and combine cells, and watch for the cross-tabulation that quietly identifies a person.
Build indicators that describe whether people can get in, get through and get results, instead of counting attendance or checking a compliance box.
Write results that describe systems, share them back with the people who provided the data, and turn findings into decisions without ever rating an individual.
Take one report, progress summary or survey summary you already produce and review it against the five questions in the job aid. Fix what it reveals about small groups, and add one access or outcome measure it is missing.
Disability data can show where a program is failing people and where it is working, but every number describes a person who may not want to be visible. This course teaches you to tell five kinds of disability data apart, to protect small groups when you break results down, and to build measures that show access and outcomes rather than attendance. The measures you will design describe systems, documents, meetings and processes. They never score or rank an individual employee.
Measure the document, the request, the meeting and the process. Never the person.
Keep purpose, privacy and usefulness in view whenever disability information is collected, analyzed or shared.
Review one existing report against the five questions below and fix the first thing it gets wrong.
Participation and course completion in this program do not count toward DHS-required training credits unless management, a director, or DHS leadership expressly approves an exception.
Population context for disability, including the estimate that about one in four adults in the United States has a disability, and a definition of inclusion as supported participation.
Federal guidance on reasonable accommodation and on keeping employee medical information confidential and separate from personnel records.
Practical guidance on the accommodation process, documentation and confidentiality that shapes how accommodation data should be handled.
The Web Content Accessibility Guidelines and evaluation resources behind accessibility-test measures for documents and digital products.
Federal accessibility testing, conformance reporting and program maturity resources useful for building access measures.
Minnesota’s plan for community integration of people with disabilities, an example of measurable goals and public progress reporting.