In lieu of an abstract, here is a brief excerpt of the content:

262 • Clayton E. Keller, Cbrutine C. Givner, and Dianne Raeke Ferrell did not ask prospective participants about their needs for disability accommodations during the trip nor mention that such accommodations could be provided. Since the end of the commission, CEC has started to act upon the adopted resolution. Two articles have appeared in a CEC publication distributed to all of its members. One noted that the Delegate Assembly approved the resolution on special educators with disabilities ("CEC Governmental Actions" 1996). The other described the work the commission had done, some of the issues facing educators with disabilities, and suggestions for improving opportunities for them ("CEC Supports Educators" 1996). Prior to this there had been no reporting by CEC on the commission. Also, there has been a disability work group, composed of CEC staff, formed at CEC headquarters to examine the organization's policies, procedures, and practices (J. Wald, pers. com., 16 August 1996). This fulfills a part of the resolution that was not adopted. The work group has, for example, identified an extensive array of accommodations and services to support individuals with disabilities who will attend CEC's annual convention. It has also started an Educators with Disabilities Network modeled on AAAS's resource group (see http://www.cec.sped.org/cl/edn.htm). What might be the characteristics of the organizations and their efforts that have contributed to the success of their endeavors? Some factors that do not seem to discriminate between successful and unsuccessful efforts are (a) whether or not the organization has a disability focus at its core (e.g., AAAS not yet is successful; CEC only recently has started to address these issues); ( b) whether the efforts are focused on individuals with disabilities as a separate group (e.g., AAAS) or as members of a larger set of underrepresented populations (e.g., AOTA); and (e) whether a major emphasis is on Section 504 and ADA compliance (e.g., the UFT's Committee for Members Who Are Capably Disabled) or goes beyond compliance (e.g., AAAS). Civil rights compliance , though, is probably a necessary first step that an organization must satisfy before it is willing and able to undertake efforts that enhance opportunities for its members with disabilities. The strongest discriminating characteristic appears to be the commitment of the organization and its leadership, especially as indicated by the group having a formal "home" within the structure of the organization, which at times implies the allocation of the organization's resources to the project (though efforts of the projects might also rely on "soft" money received through grants and other sources). AAAS's Project on Science, Technology and Disability has such a home. AOTA's efforts arise from its Multicultural Affairs Program, which is staffed at its national office. The UFT's Committee for Members Who Are Capably Disabled has a union official who acts as a liaison between itself and the UFT's leadership. The National Task Force on Equity in Testing Deaf Professionals has organizational commitments -as seen by the contributions of the time and efforts of the organizations' representatives-yet its existence is separate from anyone group, and this outside status might make it more difficult to effect changes. The AACTE/HEATH project also took place outside any particular organization, which might account in part for its lack of impact over the years. CEC chose not to add a new committee within its governance structure, feeling that its existing groups were sufficient to address the issues, although, as mentioned above, CEC staff members have started a disability work group, which suggests that the organization is starting to take its commitment to another level. Organizational commitment embodied by a place in the group's structure and allocation of resources and staff is especially important in professional organizations for several reasons. Often the leadership of such organizations is voluntary and Policies and Practices within Professional Organizations • 263 changes on an annual or short-term basis. When an organization's efforts to meet the needs of its members with disabilities are institutionalized through means such as committees, staff, and a budget, it suggests that the group's commitment to such issues remains, despite the regular changing of leadership. The commitment is not dependent upon whether the new president has it as part of his or her agenda. The focus can become a part of the organization's memory and central nervous system. Delegated staff members can assist with the implementation of actions identified by the organization to address...

Share