Decision 1: Meeting in the Renovated Building
Prompt: Which of the following actions best reflects the reasonable accommodation strategy?
C) Install a temporary and portable ramp (that does not impose a disproportionate burden) for the three steps, ensuring the employee's participation at the planned location.
Options:
A) Relocate the meeting to the modern, accessible building across town to avoid the problem entirely.
B) Propose hiring an assistant to accompany the employee to the ground floor whenever they need to use the restroom.
Decision 2: Confronting the Model
Prompt: A colleague in HR suggests that, to improve the productivity of employees with disabilities, they should focus on sending new hires to "correction courses" so they can better adapt to the "standard" workplace culture. What model of disability underlies the colleague's suggestion and why should it be rejected from an inclusion perspective?
It is based on the Social and Rights Model, which promotes the "normalization" of the person with a disability.
Options:
It is based on the Charity Model, as it sees the person as dependent and in need of being "fixed" to deserve a position.
It is based on the Medical-Rehabilitation Model, which demands that the person "strive to correct the deviation from the norm and thus adapt to society."
Decision 3: Communication Barriers
Prompt: A month later, Klaas mentions he’s struggling to keep up. In response, you have developed an internal policy manual, but you are concerned that its complex and technical language may act as a structural barrier that limits the full participation of people with intellectual or psychosocial disabilities. To ensure cognitive accessibility, what strategy prioritizes understanding and interaction for all people?
Offer the manual in Braille and Sign Language to meet minimum accessibility standards.
Choices:
Distribute the manual as is, but offer a Q&A session led by an expert to clarify doubts.
Translate the manual into an Easy Reading format, using pictograms or other augmentative communication systems.
Conclusion Slide
Well done! You’ve navigated a real-world inclusion journey. Even if not every choice was perfect, you’ve explored the complexities of inclusive decision-making. Inclusion is a continuous process — every choice counts.
Reflect: What could you apply from this in your own organisation?
C (Best Option): This is considered a reasonable accommodation. It is a specific and necessary modification that ensures the employee has full access, on equal terms with others, to the physical environment, without imposing a disproportionate burden
❌ The Social and Rights Model has as its fundamental premise that society must adapt to the needs of its citizens, focusing on capabilities and functionality. This model is the opposite of the "normalization" of the individual.
❌ The Charity Model focuses on dependence and shame, seeking a cure, but the focus on "correction and adaptation" is more characteristic of the Medical Model.
B: This would place the burden on Klaas, limiting their autonomy, and approaches a solution based on charity or dependence.
❌ While Braille and Sign Language are essential for sensory disabilities (visual and auditory), cognitive accessibility specifically refers to enabling easy understanding, communication, and interaction.
✅ (Best Option): Universal Accessibility includes cognitive accessibility, which is made effective through easy reading, pictograms, and other human and technological means. This ensures that the content is understandable, usable, and operable by all people.
❌ While useful, it places the burden of comprehension on the employee and does not address the accessibility problem of the document itself.
✅(Best Option): The Medical-Rehabilitation or Individual Model sees disability as a defective or deficient body and attributes problems to the individual. The "solution" it proposes is cure, rehabilitation, or "normalization" of the person. Inclusion, in contrast, promotes changing the context to welcome the person, not the other way around (Inclusion vs. Integration).
A: While this solves the problem, a reasonable accommodation must be the specific and necessary modification in a particular case when universal design is not sufficient to guarantee participation. Changing the location entirely could be disproportionate or unnecessary if a simpler solution exists.
Decision Tree Activity MOD 1
mike
Created on February 16, 2026
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Transcript
Decision 1: Meeting in the Renovated Building
Prompt: Which of the following actions best reflects the reasonable accommodation strategy?
C) Install a temporary and portable ramp (that does not impose a disproportionate burden) for the three steps, ensuring the employee's participation at the planned location.
Options:
A) Relocate the meeting to the modern, accessible building across town to avoid the problem entirely.
B) Propose hiring an assistant to accompany the employee to the ground floor whenever they need to use the restroom.
Decision 2: Confronting the Model
Prompt: A colleague in HR suggests that, to improve the productivity of employees with disabilities, they should focus on sending new hires to "correction courses" so they can better adapt to the "standard" workplace culture. What model of disability underlies the colleague's suggestion and why should it be rejected from an inclusion perspective?
It is based on the Social and Rights Model, which promotes the "normalization" of the person with a disability.
Options:
It is based on the Charity Model, as it sees the person as dependent and in need of being "fixed" to deserve a position.
It is based on the Medical-Rehabilitation Model, which demands that the person "strive to correct the deviation from the norm and thus adapt to society."
Decision 3: Communication Barriers
Prompt: A month later, Klaas mentions he’s struggling to keep up. In response, you have developed an internal policy manual, but you are concerned that its complex and technical language may act as a structural barrier that limits the full participation of people with intellectual or psychosocial disabilities. To ensure cognitive accessibility, what strategy prioritizes understanding and interaction for all people?
Offer the manual in Braille and Sign Language to meet minimum accessibility standards.
Choices:
Distribute the manual as is, but offer a Q&A session led by an expert to clarify doubts.
Translate the manual into an Easy Reading format, using pictograms or other augmentative communication systems.
Conclusion Slide
Well done! You’ve navigated a real-world inclusion journey. Even if not every choice was perfect, you’ve explored the complexities of inclusive decision-making. Inclusion is a continuous process — every choice counts. Reflect: What could you apply from this in your own organisation?
C (Best Option): This is considered a reasonable accommodation. It is a specific and necessary modification that ensures the employee has full access, on equal terms with others, to the physical environment, without imposing a disproportionate burden
❌ The Social and Rights Model has as its fundamental premise that society must adapt to the needs of its citizens, focusing on capabilities and functionality. This model is the opposite of the "normalization" of the individual.
❌ The Charity Model focuses on dependence and shame, seeking a cure, but the focus on "correction and adaptation" is more characteristic of the Medical Model.
B: This would place the burden on Klaas, limiting their autonomy, and approaches a solution based on charity or dependence.
❌ While Braille and Sign Language are essential for sensory disabilities (visual and auditory), cognitive accessibility specifically refers to enabling easy understanding, communication, and interaction.
✅ (Best Option): Universal Accessibility includes cognitive accessibility, which is made effective through easy reading, pictograms, and other human and technological means. This ensures that the content is understandable, usable, and operable by all people.
❌ While useful, it places the burden of comprehension on the employee and does not address the accessibility problem of the document itself.
✅(Best Option): The Medical-Rehabilitation or Individual Model sees disability as a defective or deficient body and attributes problems to the individual. The "solution" it proposes is cure, rehabilitation, or "normalization" of the person. Inclusion, in contrast, promotes changing the context to welcome the person, not the other way around (Inclusion vs. Integration).
A: While this solves the problem, a reasonable accommodation must be the specific and necessary modification in a particular case when universal design is not sufficient to guarantee participation. Changing the location entirely could be disproportionate or unnecessary if a simpler solution exists.