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Britne Jenke

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CPACC: Theoretical Models of Disability

This entry is part 2 of 2 in the series CPACC Study Resources

Thank you for joining me on my CPACC journey! In this series, I’ll be reviewing the exam topics and resources I used to study, following the updated 2023 IAAP Body of Knowledge (BOK).

The first topic in the Disabilities, Challenges, and Assistive Technologies domain of the exam is Theoretical Models of Disability.

Domain One A: Characterize and Differentiate Between Theoretical Models of Disability, including the strengths and weaknesses of their underlying assumptions.

No model of disability provides a comprehensive perspective, and each has strengths and weaknesses to consider. Theoretical models of disability provide consistent frameworks through which to understand and discuss disability.

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The Learning Styles Myth

When you’re working in adult learning and development, it’s only a matter of time before someone brings up “learning styles” as a methodology.

Otherwise content-rich books and articles fall on their face at the mention of this myth – it’s a clear cringe for those of us that have done the real work – and research.

Many adult learning practitioners know this myth well – and we do our best to stop it from perpetuating. Despite the popularity, there’s no credible evidence to support the concept of learning styles. While people may have preferences for how they like to learn, these preferences don’t often translate into better learning outcomes.

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What Does It Mean to ABIDE?

What Does It Mean to ABIDE? Some people hear “abide” and think of phrases like “abide by the rules” or  “abide by a decision.” While this is one definition of the word, there’s another you may have encountered as well. Abide can mean “to tolerate or endure,” “to wait or persist,” and “to remain or stay.”

  • Abide to tolerate or endure: This implies patience and resilience in the face of challenges.
  • Abide to wait or persist: This suggests a commitment to a long-term goal and a willingness to persevere.
  • Abide to remain or stay: This emphasizes the importance of consistency and continuity in efforts to achieve equity.

While I’ve started using the acronym ABIDE to mean Accessibility, Belonging, Inclusion, Diversity, and Equity, I chose that word in particular to reinforce the idea that building an equitable workplace is a journey, not a destination. It requires sustained effort, patience, and resilience.

Haven’t come across this meaning yet? Let’s jump into some dictionaries!

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Happy Anniversary, ADA!

The ADA (Americans with Disabilities Act) was signed into law on July 26, 1990. This year marks the 34th anniversary of the ADA.

The Americans with Disabilities Act (ADA) is a crucial piece of legislation in the USA that ensures equal opportunities for people with disabilities. It’s a civil rights law that prohibits discrimination based on disability.

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Civility Does Not Replace Equity

SHRM appears to be doubling down on their recent statement on equity, instead of listening to their membership as people speak out across publications and social media against the decision to remove equity from DEI. (I even considered adding letters to DEI! Have you heard of ABIDE?) The new SHRM direction appears to focus on civility.

Voices sticking with the SHRM decision to lump equity under inclusion have called it things like “a strategic move about driving results” and that it “brings more people along for the ride.” 

Someone shared a recent interview with Johnny C. Taylor, and it’s simply solidified my decision that SHRM no longer represents me and my HR and DEI work. Civility does not replace equity.

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