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Disability Inclusion · Strategic leadership
Set up the sponsorship, structure, funding and unit-level expectations that let disability inclusion outlast any one leader.
48–56 minutes · 5 lessons · Voluntary learning
Understand what a sponsor must actually hold, why endorsement is not sponsorship, and how accountability is written so it survives turnover.
Design the steering committee, the accessibility lead and the unit champions, with the authority, compensation and workload each needs to do more than advise.
Move access from exception-based spending into base budgets, and learn where the hidden costs of not doing so are already being paid.
Set specific, checkable expectations for procurement, information technology, human resources, communications, facilities and program operations, and know what each looks like when met.
Specify the executive progress summary and the public-facing progress report, and make sure each review point ends in a decision rather than a presentation.
Complete the charter artifact in lesson two for your own area and take it to the leaders it names. Ask each to confirm the authority, budget and time it assigns them, and record what they change.
This course is about the machinery of disability inclusion: who sponsors it, who decides, who is paid to do the work, and how every business unit knows what is expected. It describes a governance structure that has an executive sponsor with real authority, a steering committee whose disabled members are compensated, an accessibility lead with a budget, and unit champions with time in their workload. It closes with reporting at agreed review points that leads to decisions. You will leave with a draft charter for your own area.
Authority, money and time, each written down with a name.
Check whether the structure around disability inclusion in your area can actually remove barriers, and see what is missing when it cannot.
Complete the one-page governance charter for your area and take it to each person it names.
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.
Guidance on sponsorship, responsibility, policy, budget and review for sustaining accessibility in an organization.
Federal guidance on building and maturing an accessibility program with roles, policy and measurement.
Obligations of state and local governments that a governance structure exists to meet.
Employer guidance on accommodation processes, including centralized funding and response practices.
Policy resources on disability-inclusive workplaces, including organizational practices and leadership roles.
Minnesota guidance and technical assistance on accessibility and disability policy for public bodies.