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Disability Inclusion · Strategic leadership
Connect disability inclusion to mission delivery, civil rights, workforce equity, risk, innovation and public trust, and see why goodwill alone cannot carry it.
45–55 minutes · 4 lessons · Voluntary learning
See why kind, capable individual staff cannot deliver disability inclusion on their own, and learn the three things only an organization can supply.
Connect disability inclusion to what the agency exists to do, to the civil rights obligations that already bind it, and to the risks leaders are paid to manage.
See disability inclusion as a workforce strategy, a driver of better service for everyone, and the basis of trust between the agency and the communities it serves.
See why disability inclusion cannot belong to one office, name the leaders who own each part of a typical barrier, and write the case for your own area.
Write the one-paragraph case for your own division, administration, board or program and read it aloud at your next leadership meeting. Ask one question afterward: which of the decisions in it can only we make?
This course opens the strategic leadership level of the disability inclusion curriculum. It makes the case a leader has to be able to make in their own words: that disability inclusion is how the agency delivers its mission, meets its civil rights obligations, keeps and grows its workforce, manages risk and earns public trust. It also explains why the goodwill of individual staff, however real, cannot substitute for systems, resources and accountability. You will leave able to state the case for your own area and to name the cross-functional decisions that only leaders can make.
Goodwill is real. Systems, resources and accountability are what leaders add.
Keep the case for disability inclusion ready in the language of mission, obligation, risk and ownership, so it can be made in any budget, board or planning conversation.
Write the one-paragraph case for your area, with owners named, and read it at your next leadership meeting.
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.
Definition of disability inclusion and the estimate that about one in four adults in the United States has a disability.
Official information on the Americans with Disabilities Act, including state and local government obligations under Title II.
Section 504 and related civil rights obligations for health and human services programs.
Minnesota’s commitments to serving people with disabilities in the most integrated setting appropriate to them.
Employer guidance and research on workplace accommodations, including findings that most accommodations cost little or nothing.
Employment obligations under ADA Title I, including reasonable accommodation and hiring practice.