Syracuse University Disability Review Recommendations
Presented to Syracuse University Alumni
Julie Ann Racino, SU Alumni, to celebrate 100 years of the Maxwell Public Policy School
December 19, 2021
In Fall 2021, Syracuse University Magazine (p.6) highlighted a final report to the Syracuse University Chancellor on the experiences of people with disabilities and University policies in the areas of academic support, student experience, administrative services, governance, organizational structure, policies and processes, culture and technology.
The external disability review report parallels the Rehabilitation Act of 1973 reports to community colleges and universities regarding the new requirements at the federal level (e.g., Onondaga Community College, Syracuse University) and the new Disability Culture inheritance and legacy in the fields and education sector.
The Phase Two report includes recommendations for organizational changes:
1. Hire a director for the Disability Cultural Center and expand the Access/Mentoring Orange Recovery Community programs in student recruitment and alumni activities.
2. Establish the Office of Disability Access and Inclusion, directed by the ADA (Americans with Disabilities Act) coordinator, and develop key metrics for its programs and services.
3. Launch the Disability Access and Inclusion Council, including undergraduate and graduate representatives from the newly formed Disability Student Advisory Council.
4. Continue to enhance accessible purchasing and the review process of the Accessibility Information and Communication Technology Policy Council to ensure that technology applications, products and services are accessible.
As a member of Inclusion International (USA-Canada-Europe Chapter), we continue to support the inclusion of people with disabilities, while indicating today our deep concern with incompatible values (e.g., death penalty) and with worldwide and Nation-to-Nation conflicts (e.g., Russia invasion of the Ukraine in 2014). Leadership of the above chapter is attributed to Canadians in most public literature and events with other chapters led by the Middle East and by Asia!
Also check out facebook and twitter @SUAlums and @Syracuse University Alumni
For context in the 21st Century, in 1973 and 1978, the non-profit industries generally did not yet have office computers, (remember Dr. Steve Taylor writing and typing federal grant applications!) certainly as daily work at the professional levels. And cells were not even available at the university sector in the 1980s and early 1990s. Thus, technology policy and access (See, Microsoft) arrived later in the fields of disability law; as explained earlier, mainstreaming preceeded integration (e.g., schools followed by community living) which was then concurrent and succeeded integration to inclusion. The federal rehabilitation laws of the 1970s are still operational in court cases today, often paired with the Americans with Disabilities Act of 1990 (annual legislative reviews) and the Transportation Access Boards (See, Sen. Tammy Duckworth of Illinois). In some circles, access and inclusion were paired with diversity; all three were predated by employment as EEO (1960s,equal employment opportunity) and AA (affirmative action), both of which appeared as requirements in job ads in the 1970s (e.g., entry level counselor, EEO/AA Employer). US Centers for Medicaid and Medicare in circa 2014 featured Human Capital and EEO Offices with AA located as court cases in the US. The context for AA then began as Gov. David Patterson of New York was both from black caucus and legally blind, the latter which was not well known to the public. Disability placements under the federal programs have included 30-40 year employment in state and federal offices in US. EEO was highly urban black federal program and supported by US Congress circa 2014; the EEO/AA coalition in Onondaga County in the late 1970s included women (See, Syracuse newspapers). Employment and disability with special treatment is still affirmative action laws. Julie Ann Racino, ASPA, PA and Disability, 2016
ReplyDeleteAvailable today: Government-wide Strategic Plan to Advance Diversity, Equity, Inclusion and Accessibility in the Federal Workforce released November 2021 following Biden Executive Order 14035 in June 2021. Please note regarding above recommendations, a Chief Diversity Officer, EEO compliance, equitable employment opportunities (e.g., LGBTQ+), new Gender Policy Council, underserved communities (e.g., pregnancy; Middle East and North Africa), and representation of full diversity of this Nation. Top leadership begins with federal Office of Personnel Management and Office of Management and Budget (See, comprehensive leadership in plan). Julie Ann Racino, American Society for Public Administration, 2016
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