#disabilityrights — Public Fediverse posts
Live and recent posts from across the Fediverse tagged #disabilityrights, aggregated by home.social.
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Anyone Can Be Your NDIS Support Worker. Who Is Keeping You Safe?
Reflections from several years on the scheme.
I have been on the NDIS for several years. A recent re-hiring process clarified something I had long suspected. The scheme has a workforce problem, and participants are the ones bearing the brunt.
There Is No Mandatory Registration Requirement
Under current Australian law, participants who self-manage or plan-manage their NDIS funding can hire any person as a support worker. Independent support Workers require no registration or minimum training standards.
The worker who enters your home, learns your medical history, handles your medications, and has significant authority over your daily life may have no formal preparation for any of it.
The NDIS Quality and Safeguards Commission exists and handles serious complaints, including abuse, neglect, and criminal conduct. Boundary violations, confidentiality breaches, and chronic unpreparedness that fall below that threshold leave participants largely without recourse. Skilled and ethical workers bring those qualities from their own formation and prior training. When those qualities are absent, the participant discovers this after the fact, and any remedy is slow, uncertain, and theirs alone to pursue.
That is the baseline. Everything that follows is built on it.
The Dog
My service dog performs specific medical functions. His effectiveness depends on remaining focused and oriented to me.
Some workers reach for him the moment they walk through the door. They do not ask.
Touching a service animal without permission is a safety violation and, in some contexts, carries legal weight under Australian disability discrimination law. A worker entering the home of a participant with a service animal has a professional obligation to understand what that animal does and what it requires. That preparation belongs to the provider. Its absence transfers the risk to the participant.
This is a professional standard.
What the Certificate III Does Not Cover
The Certificate III in Individual Support is the standard qualification in this sector and takes between six and twelve months. For many workers, it is completed online with minimal supervised practice hours, and it does not prepare them for the clinical and ethical complexity of supporting people with invisible or fluctuating conditions.
A worker with their cert may have no framework for how fatigue functions in ME/CFS or autistic burnout. Why pushing through is sometimes dangerous, why capacity varies day to day in ways that cannot be read from a plan approved six months ago, and why the participant’s account of their own condition is the primary source of accurate information.
Workers who arrive without that preparation fill the gap with assumptions. Correcting those assumptions, educating the person sent to support them, translating their own experience into terms the worker finds legible — this falls to the participant. That work is skilled and exhausting, and no NDIS plan funds it.
A Plan Is Not a Person
An NDIS plan records approved supports, written at a point in time by a planner who may have spent an hour with the participant. What it cannot capture is what a Tuesday looks like after a bad night, or how that changes what Wednesday can hold.
Workers who treat the plan as a complete picture end up supporting the document. When the participant’s actual day diverges from what the plan implies, some workers become confused, inflexible, or subtly sceptical. The participant then carries that response throughout the day.
Confidentiality Is Not Discretionary
Support workers enter your home and learn about your health, medications, finances, and relationships. The ethical obligations around that information are clear. Workers routinely underestimate them.
Information moves in cars and waiting rooms, in casual exchanges during handover. Shared without consent in contexts the participant did not choose, each instance is a breach — and the pattern across a working relationship represents a significant, under-reported ethical problem in the sector.
Providers who do not train explicitly for this are not taking their duty of care seriously. The Commission’s framework addresses the most serious breaches. Below that threshold, the everyday end goes largely unmonitored.
A Diagnosis Is a Starting Point
Workers who arrive having already decided how a participant communicates — based on a diagnostic label rather than a conversation — are making a category error with professional consequences.
Autism produces significant variation across individuals, as do acquired brain injury, cerebral palsy, and many mental health conditions. Experience with one person transfers little to the next. The participant is the authority on their own communication and needs. Workers who approach that through the filter of what they already think they know require the participant to work harder to be accurately seen.
Being Present Is the Job
A worker on their phone during support hours has decided where their attention belongs. That decision reflects on the worker and the provider, and on a regulatory environment that permits it without consequence.
Participant time is funded. Divided attention during that time is a failure of basic professional conduct.
Punctuality Has Clinical Stakes
For participants with fatigue conditions, medication schedules, or appointment windows that cannot flex, a late worker is sometimes no worker at all. The window closes, an appointment is missed, and the energy available at nine o’clock is gone by ten.
Workers who treat punctuality as a matter of general courtesy have not been told what the costs of late arrival are in this context. Providers should tell them, in writing, before they begin.
Handover Exists for a Reason
When workers do not read handover notes, participants repeat themselves. Questions get asked that the notes had already answered. Avoidable errors get made. The first portion of support time becomes unpaid orientation, delivered by the person the support was supposed to serve.
Reading the handover is the floor — it signals that a worker understands preparation begins before they arrive.
The Re-Hiring Process
When a support worker leaves, the participant does not simply wait for a replacement. A position description must be written, applications reviewed, interviews conducted, and a hiring decision made with incomplete information about a person who will have access to their home, their medical records, and significant portions of their daily life.
After that comes orientation, and the contextual knowledge that made the previous support functional has to be rebuilt from the beginning.
None of this is funded. The NDIS has no category for the labour of maintaining access to support, and for participants with high support needs or complex conditions, that labour is substantial.
What Competent Support Looks Like
Workers who are good at this job arrive having read the available documentation, ask before they act, and give more weight to what the participant tells them about their own needs than to any plan or file. When something changes during a shift, the response is immediate and adaptive.
Their presence does not generate additional work for the participant — that is the measure. Support that requires the participant to manage, educate, or compensate for a worker’s preparation gaps has redistributed the load rather than reduced it.
What Needs to Change
Mandatory registration for all NDIS workers, regardless of how a participant’s plan is managed, would create a baseline of accountability. Genuine consequences for ethical breaches — including low-level, chronic ones — would change the conditions under which workers operate.
Revised training requirements are long overdue: supervised hours in complex support settings, explicit coverage of invisible conditions, service animal protocols, confidentiality obligations, and fluctuating capacity. These are the preparations the role demands.
Wages need to rise. Turnover in this sector is directly linked to pay, and the continuity of support is a safety condition for many participants — the relationship carries clinical knowledge that cannot be quickly or cheaply reconstructed.
Participants also need a complaints mechanism they can use without fear of losing their support. Accountability cannot depend on participants absorbing the risk of speaking up.
The Principle and the Practice
Participant choice and control sit at the centre of the NDIS. On paper, participants are experts in their own lives and directors of their own support.
That principle requires a workforce framework capable of supporting it. At present, workers enter participants’ lives with significant authority over their access, safety, and daily functioning, operating under training requirements and accountability mechanisms that do not match the weight of what they are being asked to do.
Positioned at the centre of a scheme designed around their needs, the participant often ends up holding the system together when it fails to hold itself together.
That is worth saying clearly, and worth changing.
Share this with someone who trains support workers, manages a disability provider, or influences workforce policy. The problem is documented. The changes required are known. What is missing is the will to treat this workforce and the people it serves with the seriousness they both deserve. #NDIS #DisabilityRights #DisabilitySupport #SupportWorkers #DisabledPeople #DisabilityAdvocacy #Accessibility #AusPol #Australia
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Anyone Can Be Your NDIS Support Worker. Who Is Keeping You Safe?
Reflections from several years on the scheme.
I have been on the NDIS for several years. A recent re-hiring process clarified something I had long suspected. The scheme has a workforce problem, and participants are the ones bearing the brunt.
There Is No Mandatory Registration Requirement
Under current Australian law, participants who self-manage or plan-manage their NDIS funding can hire any person as a support worker. Independent support Workers require no registration or minimum training standards.
The worker who enters your home, learns your medical history, handles your medications, and has significant authority over your daily life may have no formal preparation for any of it.
The NDIS Quality and Safeguards Commission exists and handles serious complaints, including abuse, neglect, and criminal conduct. Boundary violations, confidentiality breaches, and chronic unpreparedness that fall below that threshold leave participants largely without recourse. Skilled and ethical workers bring those qualities from their own formation and prior training. When those qualities are absent, the participant discovers this after the fact, and any remedy is slow, uncertain, and theirs alone to pursue.
That is the baseline. Everything that follows is built on it.
The Dog
My service dog performs specific medical functions. His effectiveness depends on remaining focused and oriented to me.
Some workers reach for him the moment they walk through the door. They do not ask.
Touching a service animal without permission is a safety violation and, in some contexts, carries legal weight under Australian disability discrimination law. A worker entering the home of a participant with a service animal has a professional obligation to understand what that animal does and what it requires. That preparation belongs to the provider. Its absence transfers the risk to the participant.
This is a professional standard.
What the Certificate III Does Not Cover
The Certificate III in Individual Support is the standard qualification in this sector and takes between six and twelve months. For many workers, it is completed online with minimal supervised practice hours, and it does not prepare them for the clinical and ethical complexity of supporting people with invisible or fluctuating conditions.
A worker with their cert may have no framework for how fatigue functions in ME/CFS or autistic burnout. Why pushing through is sometimes dangerous, why capacity varies day to day in ways that cannot be read from a plan approved six months ago, and why the participant’s account of their own condition is the primary source of accurate information.
Workers who arrive without that preparation fill the gap with assumptions. Correcting those assumptions, educating the person sent to support them, translating their own experience into terms the worker finds legible — this falls to the participant. That work is skilled and exhausting, and no NDIS plan funds it.
A Plan Is Not a Person
An NDIS plan records approved supports, written at a point in time by a planner who may have spent an hour with the participant. What it cannot capture is what a Tuesday looks like after a bad night, or how that changes what Wednesday can hold.
Workers who treat the plan as a complete picture end up supporting the document. When the participant’s actual day diverges from what the plan implies, some workers become confused, inflexible, or subtly sceptical. The participant then carries that response throughout the day.
Confidentiality Is Not Discretionary
Support workers enter your home and learn about your health, medications, finances, and relationships. The ethical obligations around that information are clear. Workers routinely underestimate them.
Information moves in cars and waiting rooms, in casual exchanges during handover. Shared without consent in contexts the participant did not choose, each instance is a breach — and the pattern across a working relationship represents a significant, under-reported ethical problem in the sector.
Providers who do not train explicitly for this are not taking their duty of care seriously. The Commission’s framework addresses the most serious breaches. Below that threshold, the everyday end goes largely unmonitored.
A Diagnosis Is a Starting Point
Workers who arrive having already decided how a participant communicates — based on a diagnostic label rather than a conversation — are making a category error with professional consequences.
Autism produces significant variation across individuals, as do acquired brain injury, cerebral palsy, and many mental health conditions. Experience with one person transfers little to the next. The participant is the authority on their own communication and needs. Workers who approach that through the filter of what they already think they know require the participant to work harder to be accurately seen.
Being Present Is the Job
A worker on their phone during support hours has decided where their attention belongs. That decision reflects on the worker and the provider, and on a regulatory environment that permits it without consequence.
Participant time is funded. Divided attention during that time is a failure of basic professional conduct.
Punctuality Has Clinical Stakes
For participants with fatigue conditions, medication schedules, or appointment windows that cannot flex, a late worker is sometimes no worker at all. The window closes, an appointment is missed, and the energy available at nine o’clock is gone by ten.
Workers who treat punctuality as a matter of general courtesy have not been told what the costs of late arrival are in this context. Providers should tell them, in writing, before they begin.
Handover Exists for a Reason
When workers do not read handover notes, participants repeat themselves. Questions get asked that the notes had already answered. Avoidable errors get made. The first portion of support time becomes unpaid orientation, delivered by the person the support was supposed to serve.
Reading the handover is the floor — it signals that a worker understands preparation begins before they arrive.
The Re-Hiring Process
When a support worker leaves, the participant does not simply wait for a replacement. A position description must be written, applications reviewed, interviews conducted, and a hiring decision made with incomplete information about a person who will have access to their home, their medical records, and significant portions of their daily life.
After that comes orientation, and the contextual knowledge that made the previous support functional has to be rebuilt from the beginning.
None of this is funded. The NDIS has no category for the labour of maintaining access to support, and for participants with high support needs or complex conditions, that labour is substantial.
What Competent Support Looks Like
Workers who are good at this job arrive having read the available documentation, ask before they act, and give more weight to what the participant tells them about their own needs than to any plan or file. When something changes during a shift, the response is immediate and adaptive.
Their presence does not generate additional work for the participant — that is the measure. Support that requires the participant to manage, educate, or compensate for a worker’s preparation gaps has redistributed the load rather than reduced it.
What Needs to Change
Mandatory registration for all NDIS workers, regardless of how a participant’s plan is managed, would create a baseline of accountability. Genuine consequences for ethical breaches — including low-level, chronic ones — would change the conditions under which workers operate.
Revised training requirements are long overdue: supervised hours in complex support settings, explicit coverage of invisible conditions, service animal protocols, confidentiality obligations, and fluctuating capacity. These are the preparations the role demands.
Wages need to rise. Turnover in this sector is directly linked to pay, and the continuity of support is a safety condition for many participants — the relationship carries clinical knowledge that cannot be quickly or cheaply reconstructed.
Participants also need a complaints mechanism they can use without fear of losing their support. Accountability cannot depend on participants absorbing the risk of speaking up.
The Principle and the Practice
Participant choice and control sit at the centre of the NDIS. On paper, participants are experts in their own lives and directors of their own support.
That principle requires a workforce framework capable of supporting it. At present, workers enter participants’ lives with significant authority over their access, safety, and daily functioning, operating under training requirements and accountability mechanisms that do not match the weight of what they are being asked to do.
Positioned at the centre of a scheme designed around their needs, the participant often ends up holding the system together when it fails to hold itself together.
That is worth saying clearly, and worth changing.
Share this with someone who trains support workers, manages a disability provider, or influences workforce policy. The problem is documented. The changes required are known. What is missing is the will to treat this workforce and the people it serves with the seriousness they both deserve. #NDIS #DisabilityRights #DisabilitySupport #SupportWorkers #DisabledPeople #DisabilityAdvocacy #Accessibility #AusPol #Australia
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Anyone Can Be Your NDIS Support Worker. Who Is Keeping You Safe?
Reflections from several years on the scheme.
I have been on the NDIS for several years. A recent re-hiring process clarified something I had long suspected. The scheme has a workforce problem, and participants are the ones bearing the brunt.
There Is No Mandatory Registration Requirement
Under current Australian law, participants who self-manage or plan-manage their NDIS funding can hire any person as a support worker. Independent support Workers require no registration or minimum training standards.
The worker who enters your home, learns your medical history, handles your medications, and has significant authority over your daily life may have no formal preparation for any of it.
The NDIS Quality and Safeguards Commission exists and handles serious complaints, including abuse, neglect, and criminal conduct. Boundary violations, confidentiality breaches, and chronic unpreparedness that fall below that threshold leave participants largely without recourse. Skilled and ethical workers bring those qualities from their own formation and prior training. When those qualities are absent, the participant discovers this after the fact, and any remedy is slow, uncertain, and theirs alone to pursue.
That is the baseline. Everything that follows is built on it.
The Dog
My service dog performs specific medical functions. His effectiveness depends on remaining focused and oriented to me.
Some workers reach for him the moment they walk through the door. They do not ask.
Touching a service animal without permission is a safety violation and, in some contexts, carries legal weight under Australian disability discrimination law. A worker entering the home of a participant with a service animal has a professional obligation to understand what that animal does and what it requires. That preparation belongs to the provider. Its absence transfers the risk to the participant.
This is a professional standard.
What the Certificate III Does Not Cover
The Certificate III in Individual Support is the standard qualification in this sector and takes between six and twelve months. For many workers, it is completed online with minimal supervised practice hours, and it does not prepare them for the clinical and ethical complexity of supporting people with invisible or fluctuating conditions.
A worker with their cert may have no framework for how fatigue functions in ME/CFS or autistic burnout. Why pushing through is sometimes dangerous, why capacity varies day to day in ways that cannot be read from a plan approved six months ago, and why the participant’s account of their own condition is the primary source of accurate information.
Workers who arrive without that preparation fill the gap with assumptions. Correcting those assumptions, educating the person sent to support them, translating their own experience into terms the worker finds legible — this falls to the participant. That work is skilled and exhausting, and no NDIS plan funds it.
A Plan Is Not a Person
An NDIS plan records approved supports, written at a point in time by a planner who may have spent an hour with the participant. What it cannot capture is what a Tuesday looks like after a bad night, or how that changes what Wednesday can hold.
Workers who treat the plan as a complete picture end up supporting the document. When the participant’s actual day diverges from what the plan implies, some workers become confused, inflexible, or subtly sceptical. The participant then carries that response throughout the day.
Confidentiality Is Not Discretionary
Support workers enter your home and learn about your health, medications, finances, and relationships. The ethical obligations around that information are clear. Workers routinely underestimate them.
Information moves in cars and waiting rooms, in casual exchanges during handover. Shared without consent in contexts the participant did not choose, each instance is a breach — and the pattern across a working relationship represents a significant, under-reported ethical problem in the sector.
Providers who do not train explicitly for this are not taking their duty of care seriously. The Commission’s framework addresses the most serious breaches. Below that threshold, the everyday end goes largely unmonitored.
A Diagnosis Is a Starting Point
Workers who arrive having already decided how a participant communicates — based on a diagnostic label rather than a conversation — are making a category error with professional consequences.
Autism produces significant variation across individuals, as do acquired brain injury, cerebral palsy, and many mental health conditions. Experience with one person transfers little to the next. The participant is the authority on their own communication and needs. Workers who approach that through the filter of what they already think they know require the participant to work harder to be accurately seen.
Being Present Is the Job
A worker on their phone during support hours has decided where their attention belongs. That decision reflects on the worker and the provider, and on a regulatory environment that permits it without consequence.
Participant time is funded. Divided attention during that time is a failure of basic professional conduct.
Punctuality Has Clinical Stakes
For participants with fatigue conditions, medication schedules, or appointment windows that cannot flex, a late worker is sometimes no worker at all. The window closes, an appointment is missed, and the energy available at nine o’clock is gone by ten.
Workers who treat punctuality as a matter of general courtesy have not been told what the costs of late arrival are in this context. Providers should tell them, in writing, before they begin.
Handover Exists for a Reason
When workers do not read handover notes, participants repeat themselves. Questions get asked that the notes had already answered. Avoidable errors get made. The first portion of support time becomes unpaid orientation, delivered by the person the support was supposed to serve.
Reading the handover is the floor — it signals that a worker understands preparation begins before they arrive.
The Re-Hiring Process
When a support worker leaves, the participant does not simply wait for a replacement. A position description must be written, applications reviewed, interviews conducted, and a hiring decision made with incomplete information about a person who will have access to their home, their medical records, and significant portions of their daily life.
After that comes orientation, and the contextual knowledge that made the previous support functional has to be rebuilt from the beginning.
None of this is funded. The NDIS has no category for the labour of maintaining access to support, and for participants with high support needs or complex conditions, that labour is substantial.
What Competent Support Looks Like
Workers who are good at this job arrive having read the available documentation, ask before they act, and give more weight to what the participant tells them about their own needs than to any plan or file. When something changes during a shift, the response is immediate and adaptive.
Their presence does not generate additional work for the participant — that is the measure. Support that requires the participant to manage, educate, or compensate for a worker’s preparation gaps has redistributed the load rather than reduced it.
What Needs to Change
Mandatory registration for all NDIS workers, regardless of how a participant’s plan is managed, would create a baseline of accountability. Genuine consequences for ethical breaches — including low-level, chronic ones — would change the conditions under which workers operate.
Revised training requirements are long overdue: supervised hours in complex support settings, explicit coverage of invisible conditions, service animal protocols, confidentiality obligations, and fluctuating capacity. These are the preparations the role demands.
Wages need to rise. Turnover in this sector is directly linked to pay, and the continuity of support is a safety condition for many participants — the relationship carries clinical knowledge that cannot be quickly or cheaply reconstructed.
Participants also need a complaints mechanism they can use without fear of losing their support. Accountability cannot depend on participants absorbing the risk of speaking up.
The Principle and the Practice
Participant choice and control sit at the centre of the NDIS. On paper, participants are experts in their own lives and directors of their own support.
That principle requires a workforce framework capable of supporting it. At present, workers enter participants’ lives with significant authority over their access, safety, and daily functioning, operating under training requirements and accountability mechanisms that do not match the weight of what they are being asked to do.
Positioned at the centre of a scheme designed around their needs, the participant often ends up holding the system together when it fails to hold itself together.
That is worth saying clearly, and worth changing.
Share this with someone who trains support workers, manages a disability provider, or influences workforce policy. The problem is documented. The changes required are known. What is missing is the will to treat this workforce and the people it serves with the seriousness they both deserve. #NDIS #DisabilityRights #DisabilitySupport #SupportWorkers #DisabledPeople #DisabilityAdvocacy #Accessibility #AusPol #Australia
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How to Take Advantage of the HHS Extension | By Mark Miller, Inclusion Impact Accessibility | Courtesy of the PWD Media Co-Op
https://inclusionimpact.co/how-to-take-advantage-of-the-hhs-extension/The last-minute Title II and HHS deadline extension has organizations wondering what now. Handled correctly, this next year is an opportunity to get accessibility right, mitigate risk, and do it all efficiently and cost-effectively. Mark shares tips to help you decide.
#DisabilityRights #PWDMediaCoOp #ATNewswire #Accessibility #HHS #TitleII
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How to Take Advantage of the HHS Extension | By Mark Miller, Inclusion Impact Accessibility | Courtesy of the PWD Media Co-Op
https://inclusionimpact.co/how-to-take-advantage-of-the-hhs-extension/The last-minute Title II and HHS deadline extension has organizations wondering what now. Handled correctly, this next year is an opportunity to get accessibility right, mitigate risk, and do it all efficiently and cost-effectively. Mark shares tips to help you decide.
#DisabilityRights #PWDMediaCoOp #ATNewswire #Accessibility #HHS #TitleII
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How to Take Advantage of the HHS Extension | By Mark Miller, Inclusion Impact Accessibility | Courtesy of the PWD Media Co-Op
https://inclusionimpact.co/how-to-take-advantage-of-the-hhs-extension/The last-minute Title II and HHS deadline extension has organizations wondering what now. Handled correctly, this next year is an opportunity to get accessibility right, mitigate risk, and do it all efficiently and cost-effectively. Mark shares tips to help you decide.
#DisabilityRights #PWDMediaCoOp #ATNewswire #Accessibility #HHS #TitleII
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Every tribunal decision we analyze helps improve @3mpwrApp
The more accurate data we collect, the better we can build:
🌟 Knowledge bases
🌟 Step-by-step guides
🌟 Templates and checklists
🌟 Visualizations and analytics
This research directly feeds our flywheels.
Better data → Better tools → Better support → Better outcomes for injured workers and persons with disabilities.
That’s why we’re building in public.
#3mpwrApp #OpenData #DisabilityRights #AccessToJustice #BuildInPublic
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The math doesn’t work...
ODSP: $1,368/month
Average 1-bedroom rent in Ontario: $2,200+/month
That leaves a deficit of $832 before food, medication, transportation, or phone bills.
Every ONSBT appeal is about more than paperwork...
The stakes are survival !
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New research from 3mpwrApp
We analyzed how structural barriers in ONSBT disability appeals can exclude vulnerable communities before the hearing even begins.
Key finding: many people are not denied because they are ineligible—they are excluded by the process.
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New research from 3mpwrApp
We analyzed 13,798 Ontario Social Benefits Tribunal decisions from 2020–2026.
Our key finding: the public data reveals how the system works—but not whether it is fair.
Read the full analysis:
https://www.3mpwrapp.ca/community-updates/research/tribunal-analysis/2026/04/26/onsbt-2020-2026-comprehensive-analysis/ -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Dignity, Independence, and Choice: Welcoming Air Canada's Newest Accessibility Champions
By Donna J. Jodhan, LLB, ACSP, MBA | Courtesy of the PWD Media Co-Op
https://donnajodhan.com/air-canada-accessibility-champions/Donna welcomes Air Canada's expanded Accessibility Advisory Committee — Chair Meghan Hines, Vice Chair Robert Cassius de Linval, and four new members — reflecting on three words from Director Wilson the community has been speaking for decades.
♿️ #PWDMediaCoOp #DonnaJodhan #AirCanada #DisabilityRights -
Advocacy opportunities in today's news. Don't miss these →
📰 23 curated stories on disability rights, accessibility & workers' rights.
🔥 Today's Headlines:
1. The Disability Bulletin
2. Manitoba Government Launches Community Toolkit to Support Health-Care Recruitment and Retention
3. Feds move to overturn Human Rights Commission decision on systemic racism in public service📰 Read all 23 stories: https://3mpwrapp.pages.dev/blog/#curated-daily
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⚠️ New developments in disability rights you need to know →
📰 20 curated stories on disability rights, accessibility & workers' rights.
🔥 Today's Headlines:
1. The Disability Bulletin
2. Manitoba Government Invests Additional $29.2 Million to Protect Children and Support Child Welfare Services
3. Alberta MLA Scott Sinclair sure is quiet nowadays📰 Read all 20 stories: https://3mpwrapp.pages.dev/blog/#curated-daily
#3mpwrApp #DisabilityRights #Accessibility #ChronicIllness #W...
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NDIS research on social inclusion and community access found three things that matter here. First, skilled, individualised support, including support workers who understand a person’s needs and interests, is vital to enable participation. The lack of accessible transport remains a barrier. Negative community attitudes and poor understanding of disability can limit participation even when formal barriers are removed. Those findings describe my life exactly. It is support workers, not a better taxi app or a generic “community group”, that make my participation in life possible. They do not just “assist with transport" but bridge the gap left by the system. The fact that I can rehearse and maintain my health and mental health is directly tied to that support. The reforms focus on efficient funding and on aligning budgets with needs. However, “need” is being defined in a way that strips it of context. The need is not just “to get to an appointment but to arrive without burning so much energy on navigation that the appointment becomes another trauma. The need is not just “to attend rehearsal," but to be able to participate musically and socially, as a full member of an ensemble, in a way that honours the years of training and work that got me there. The NDIS itself acknowledges that community access and inclusion increase independence, confidence, and quality of life. It funds Assistance with Social and Community Participation as a core support, and Increased Social and Community Participation as a capacity-building activity.
Plans will be longer, and assessments will be standardised. Foundational supports will eventually be available nationwide. I remember the pre-NDIS life. I would once again struggle with the taxis that did not arrive, the appointments I effectively missed while physically presenteawith rehearsals becoming tests of endurance instead of joy. I know exactly what it would mean to lose my Monday, Wednesday, Thursday, and Saturday support. The government says these changes will make the scheme fairer, more consistent, and more sustainable. Maybe some aspects will. Longer plans could mean less constant paperwork, and standardised assessments could fix some inequities. Foundational supports could help children who currently fall through the cracks. But none of that is guaranteed and does not justify ignoring the people whose lives are most directly on the line. When I say I am scared, it is not because I am resistant to change. I know what it cost me to get from that first version of my life. #NDIS #DisabilityRights #DeafBlind #CommunityAccess #LivedExperience #NeurodivergentRights #AutismAustralia #DisabilityAustralia #FoundationalSupports #ThrivingKids #InclusionMatters #AccessForAll (2/2) -
The ABLE Act helps reduce some of the harm these policies cause, but it does not address the underlying causes. As a result, many disabled people continue to struggle to survive, and some remain as vulnerable as ever.
#ADA #DisabilityRights #ABLEAct
https://progressive.org/magazine/the-able-act-reduces-some-harm-but-does-not-address-underlying-causes-ervin-20260415/ -
The outrage over NDIS spending always skips the actual history.
The National Disability Insurance Scheme was launched in 2013 under Julia Gillard’s Labor government. It was meant to be a proper nation-building fix for the old, broken, postcode lottery system we had before — a universal, needs-based public scheme instead of relying on charity or state scraps.
But it started going sideways under the Coalition. They pushed hard for a market-driven model: lots of private providers, plan managers, and middlemen instead of strong public delivery.Predictably, that brought:
* extra layers of bureaucracy
* profit margins siphoned off
* wildly inconsistent quality
* and huge cost blowouts that had nothing to do with actual careEven the critics now admit that admin overhead, coordination fees and plan managers are swallowing massive chunks of the money.
Meanwhile the scheme grew faster than anyone planned, because hundreds of thousands of people actually need the support.So when folks blast “Labor spending” on the NDIS, they’re conveniently ignoring two things:
1) This isn’t optional fluff — it’s real people’s lives and daily support.
2) A lot of the structural waste and inefficiency was built in when it was turned into a quasi-market experiment.Now both sides are desperately trying to rein in costs as the bill heads towards $50 billion+ a year.
#ndis #disability #australianpolitics #ndisscheme #disabilityrights #labor #coalition #welfare #publicservices #costofliving #australia #political #socialjustice #disabilitysupport #ndiscosts
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🚨 SCALE UPDATE 🚨
We’re ramping fast.
🔢 Target: 10,000+ decisions
🇨🇦 Coverage: Every province & territory
🏛️ Including: Federal tribunals + all major bodies
This builds a complete pattern history of Canadian decisions across disability, workers’ comp, and rights cases.
⏱️ Estimated runtime: 2–4+ hours
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Ableism Enables All Forms of Inequity and Hampers All Liberation Efforts. Ableism has been used for generations to degrade, oppress, control and disappear disabled and nondisabled people alike.
In this engaging interview, Talila A. Lewis argues that ableism has deep implications for every other marginalized identity. In short, ableism, according to Lewis, is at the root of other powerful hegemonic sites — from race and class to colonialism and nationality. In this way, they uncover the ways in which ableism insidiously operates across space and time. As an abolitionist community lawyer, educator and organizer, Lewis has focused on abolishing the medical-carceral-industrial complex and highlighting the inextricable links between ableism, racism, classism, and all other forms of oppression and violence.
#PeopleWithDisabilities #DecolonizeYourMind #AntiAbleism #DisabledLivesMatter #Decolonization #EndOppression #Intersectionality #Activism #DisabledActivists #BeAComrade #NoAbleism #DisabilityRights #HumanRights #Classism #Colonialism #Capitalism #Inequality #Liberation #Inequity #marginalized #RiseUpAgainstAbleism #StopBeingEnableists #Educational #DisabilityAwareness #Inclusion #NothingWithUsWithoutUs
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Everyone's talking about this. Here's why it matters for us →
📰 5 curated stories on disability rights, accessibility & workers' rights.
🔥 Today's Headlines:
1. The Disability Bulletin
2. Refugees Deserve Health Care. They Shouldn’t Have to Pay
3. Manitoba Government Announces New Chair and Board Appointments to Research Manitoba📰 Read all 5 stories: https://3mpwrapp.pages.dev/blog/#curated-daily
#3mpwrApp #DisabilityRights #Accessibility #ChronicIllness #WorkersRights #Can...
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Today's headlines disabled Canadians are talking about 👇
📰 2 curated stories on disability rights, accessibility & workers' rights.
🔥 Today's Headlines:
1. The Disability Bulletin
2. New Leader Avi Lewis Vows to Rebuild the NDP📰 Read all 2 stories: https://3mpwrapp.pages.dev/blog/#curated-daily
#3mpwrApp #DisabilityRights #Accessibility #ChronicIllness #WorkersRights #Canada #DisabilityPride
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Your daily dose of disability news, curated by people who get it →
📰 1 curated stories on disability rights, accessibility & workers' rights.
🔥 Today's Headlines:
1. The Disability Bulletin
🔗 Full digest: https://3mpwrapp.pages.dev/blog/#curated-daily
#3mpwrApp #DisabilityRights #Accessibility #ChronicIllness #WorkersRights #Canada #DisabilityPride
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Today's news + what you can do about it. Thread 👇
📰 1 curated stories on disability rights, accessibility & workers' rights.
🔥 Today's Headlines:
1. The Disability Bulletin
👉 Today's news: https://3mpwrapp.pages.dev/blog/#curated-daily
#3mpwrApp #DisabilityRights #Accessibility #ChronicIllness #WorkersRights #Canada #DisabilityPride
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🔴 Breaking: The Disability Bulletin
📰 17 curated stories on disability rights, accessibility & workers' rights.
🔥 Today's Headlines:
1. The Disability Bulletin
2. Fighting rising intimate partner violence in Canada through the Universal Caregiver model
3. Carney’s ‘Defeatist’ Dismissal of International Law🔗 Full digest: https://3mpwrapp.pages.dev/blog/#curated-daily
#3mpwrApp #DisabilityRights #Accessibility #ChronicIllness #WorkersRights #Canada #DisabilityPride
