What is disability harassment?

Domestic or intrafamilial violence

During the final roundtable of the global meeting, scholars discussed questions about whether it might be possible to improve responses to bullying by involving more young people with disabilities in research. “In addition to benefiting from the diversity of experience of this community,” said Mark Carew, senior researcher for disability data and inclusive policy at Leonard Cheshire, “involving young people in bullying research can empower them and build their capacity to combat the power imbalance related to bullying. This can also be an excellent advocacy tool to bring about change in their lives”. He also stated that the research approach should be participatory throughout the life cycle of evidence generation, design and dissemination.

Bullying of people with disabilities pdf

The Royal Legislative Decree 1/2013, of November 29, which approves the Revised Text of the General Law on the Rights of Persons with Disabilities and their Social Inclusion, defines bullying to this group, in section a) of art. 7, as: “Any conduct related to the disability of a person, which has the purpose or consequence of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment”.

The Royal Legislative Decree 1/2013, of November 29, approving the Consolidated Text of the General Law on the Rights of Persons with Disabilities and their Social Inclusion, defines harassment of this group, in section a) of art. 7, as:

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“Any conduct related to the disability of a person, which has the purpose or consequence of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment”.

This law was a step forward in policies against discrimination of persons with disabilities, and contains in its articles the provision for the establishment of a system of infractions and penalties.

How to prevent violence against people with disabilities

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DOCUMENT ADDRESSED TO THE EDUCATIONAL COMMUNITY IN ORDER TO IDENTIFY, PREVENT, REPEL AND ATTACK ANY FORM OF VIOLENCE IN THE CLASSROOM; ESPECIALLY THAT SUFFERED BY PEOPLE WITH DISABILITIES.

[/vc_column_text][vc_column_text]This guide is conceived as an informative resource for educational centers, including students, teachers, families, administration and services staff, authorities, associations, etc. It is the result of an exhaustive analysis of the students who suffer the highest rates of harassment when they have a disability of any kind. Students perceive harassment, abuse, mistreatment and are especially susceptible to receiving intimidation in the face of this harassment that is intensified because of their disability, so that the whole community has to provide them with tools to combat it effectively. The publication aims to promote inclusive education as a preventive factor of any form of violence and focuses on implementing as required by the International Convention on the Rights of Persons with Disabilities.[/vc_column_text][vc_column_text]Author: Diana García Porras

Where to report mistreatment of people with disabilities

Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA) of 1967, and the Americans with Disabilities Act (ADA) of 1990.

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Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop. Employees should also report harassment to management when it begins to prevent further escalation.

The employer will automatically be liable for harassment by a supervisor that results in a negative employment action, such as termination, failure to promote or hire, and loss of wages. If the supervisor’s harassment creates a hostile work environment, the employer may avoid liability only if it can prove the following: 1) that it reasonably attempted to prevent and promptly correct the harassing behavior, and 2) that the employee failed to do what it was reasonably possible for him or her to do to take advantage of the employer’s opportunities for prevention or correction.

What is disability harassment?
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