2023.05: Introduction to Disability Culture
Updated: Feb 18
Dr. Margaret Fink, Director
UIC Disability Cultural Center
UIC Disability Cultural Center
Symposium on Disabilities Cultural Centers in Higher Education
"Crip Pandemic Life: A Tapestry," edited by Alyson Patsavas and Theodora Danylevich, Lateral, 11.2 (Fall 2022)
Alyson Patsavas, Theodora Danylevich, Margaret Fink, Aimi Hamraie, Mimi Khúc, and Sandie Yi, "Crip Pandemic Conversation: Textures, Tools, and Recipes"
Eli Clare quote: Crip and queer are “words to shock, words to infuse with pride and self-love, words to resist internalized hatred, words to help forge a politics.” Exile and Pride: Disability, Queerness, and Liberation (1999; reis., Durham: Duke University Press, 2015), 84, https://doi.org/10.2307/j.ctv11hpk2c.12.
Sins Invalid, Skin, Tooth, and Bone: The Basis of Movement is Our People (A Disability Justice Primer), 2nd edition, 2019, available at https://www.sinsinvalid.org/disability-justice-primer
"Queering the Crip or Cripping the Queer?: Intersections of Queer and Crip Identities in Solo Autobiographical Performance." GLQ: A Journal of Lesbian and Gay Studies 9, no. 1 (2003): 25-56. muse.jhu.edu/article/40804.
Fox, Ann M., and Carrie Sandahl. "Beyond “Cripping Up”: An Introduction." Journal of Literary & Cultural Disability Studies 12, no. 2 (2018): 121-127. muse.jhu.edu/article/694070.
Leah Lakshmi Piepzna-Samarasinha, Care Work: Dreaming Disability Justice, Vancouver: Arsenal Pulp Press, 2018, available at https://arsenalpulp.com/Books/C/Care-Work
Talia Lewis, "Working Definition of Ableism"
"Changing the Framework: Disability Justice" on Leaving Evidence blog
UIC Center for the Advancement of Teaching Excellence (CATE)
Universal Design information
UIC College of Applied Health Sciences
Department of Disability and Human Development
Laws in the United States
Criteria used to define if a person is disabled:
has a physical or mental impairment which substantially limits one or more major life activities;
has a record of such an impairment;
is regarded as having such an impairment.
Reasonable accommodation: modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process
ADA requires reasonable accommodation as they relate to three aspects of employment:
Ensuring equal opportunity in the application process;
Enabling a qualified individual with a disability to perform the essential functions of a job; and
Making it possible for an employee with a disability to enjoy equal benefits and privileges of employment
American with Disabilities Act Amendments Act (ADAAA) - changes made by the law
Physical or mental impairments associated with disability
Any psychological disorder or condition, any cosmetic disfigurement, or any anatomical loss effecting the neurological, musculoskeletal, special sense organs, respiratory (including speech organs), cardiovascular, reproductive, digestive, genitourinary, hemic and lymphatic, skin, and endocrine systems. Also covered is any mental or psychological disorder, such as an intellectual disability (formerly termed mental retardation), organic brain syndrome, emotional or mental illness, and specific learning disabilities.
Major life activities
Non-exhaustive list: reading, learning, working, “communicating,” “concentrating,” “thinking,” “caring for oneself,” walking, eating and sleeping
Interferes with the "major bodily systems or organs: neurological, reproductive, digestive, respiratory, circulatory
Employers and courts cannot take into account "mitigating measures" when determining a reasonable accommodation (except glasses and contact lenses) that can reduce or eliminate the effect of a disability, like medication, devices, or exercise.
Episodic impairments or those in remission covered under ADAAA
Expanded protection for employees who are "regarded as" disabled