Oid Proposal

1
Associated Students of the University of Washington
Office of Inclusive
Design
A Proposal Exploring the Development of the ASUW Office of Inclusive Design
Taskforce Members:
Christine Lew, Co-Chair

Dalton Owens, Co-Chair
Camille Hattwig
Rachel Smithers
Rahul Prasad
Quinn Habedank
Grace Fredman
Jennifer Pope, SAO Advisor
February 8th, 2021

ASUW Office of Inclusive Design 2
TABLE OF CONTENTS
HISTORY 3
OID WORKING GROUP SUMMARY 4
OID SERVICE AND PURPOSE 5
OID CONSTITUENCY 6
POTENTIAL BENEFITS OF OID 10
ACCOMODATIONS MODEL vs. INCLUSIVE DESIGN 11
TESTIMONIALS 13
OID JOB DESCRIPTIONS 21
OID AS PART OF ASUW 28
LOGISTICAL DETAILS (BUDGET/OFFICE/OVERSIGHT) 29
GRANT SPECIFICATIONS 35
OID SERVICES FOR EVENTS 36
TRANSITION DOCUMENTS 37
FREQUENTLY ASKED QUESTIONS 38
POTENTIAL ALTERNATIVES 47
ASUW RECOMMENDATIONS FOR ACTION 53
TWO YEAR ACTION PLAN 54
WORKS CITED 55
HISTORY
Summary
The Associated Students of the University of Washington (ASUW), founded in 1906, has
grown to be a student organization representing and serving more than 45,000 students
(“Quick Stats: Seattle Campus”) through advocacy, services and events. The organization as
of 2018, comprised of over 70 paid employees and 500 volunteers (“ASUW”). However,
there is no clear guidance for all of the entities under ASUW to create inclusive
programming, nor a clear funding source. For ASUW employees and volunteers, there is no
clear accommodations policy, which has historically led to employees and volunteers being
left with an inaccessible work environment. Despite many mentions of “non-discrimination”
and “inclusivity” within ASUW Bylaws, ASUW offices and most events continue to exclude
disabled and non-traditional students.
The University of Washington also has over 850 registered student organizations (RSOs),
many of which create programming that makes up a significant part of student life
(“Campus life’”). These RSOs have no clear, consistent guidelines when it comes to making
all their events inclusively designed, whether it be from hiring an ASL interpreter to
ensuring remote-accessibility, and everything between. There is no advertised fund large
enough to support all those RSOs in creating inclusive programming, which is the gap that
the OID hopes to address.
In Fall of 2018, members of the ASUW Student Disability Commission developed Senate
Resolution R-25-20: A Resolution in Support of the Establishment of the ASUW Office of
Inclusive Design. This resolution became Board Bill 5.21, and passed February 28, 2019.
The bill called for a Task Force to be developed, which began meeting November 6th, 2019.
Since then, the Task Force has assembled this proposal outlining the potential Office of
Inclusive Design.
Image Description:
A few of the
members of the
2018-2019 ASUW
Student Disability
Commission
gathered next to the
Husky statue.
OID WORKING GROUP SUMMARY

The ASUW Office of Inclusive Design Working Group summarized their findings and final
recommendations into one page below:
Office of Inclusive Design

● Employees (see job descriptions for specifics)
○ Director
■ On campus advocacy and outreach to promote inclusive design
efforts
■ Internal management/overseeing volunteers and employees (Inclusive
Event Consultant and Accessibility Coordinator)
○ Inclusive Events Consultant
■ Provides resources and guidance to RSOs and ASUW entities on
making events accessible, includes reviewing event plans and
coordinating with DSO
○ Accessibility Coordinator
■ Provides guidance to RSOs and ASUW entities on other aspects of
accessibility outside of events
● Inclusive Event Funding
○ Offers funding to RSOs and ASUW entities to make their events accessible
and inclusive
○ This could include ASL/ other language interpretation, CART captioning,
accessible venues, accessible transportation, and potentially other services
as determined.
● Advocacy & Educational Resource
○ Develop guidelines for RSOs in the development of Inclusive Events, to be
presented at RSO orientation
○ Collect data on the contexts and needs of non-traditional students, such as
students who commute, student parents, ESL students and other students
for whom traditional student life programming is inaccessible
● Internal ASUW efforts
○ Work towards creating inclusive office practices and processes, including
remote accessibility for meetings, a formal accommodations process,
document accessibility, accessible social media posts
OID SERVICE AND PURPOSE

Mission Statement
The mission of the Office of Inclusive Design is to support ASUW and student organizations
(RSOs) in the design and funding of inclusive student programs and events. The OID aims
to enhance resources and advocacy regarding the integration of disabled, non-traditional
and other marginalized students in student life and other campus programs. This includes
but is not limited to student parents, commuter students, and working students. The OID
seeks to support ongoing ASUW efforts in developing non-discrimination and
accommodations policies and procedures.
The OID recognizes and seeks to address the need within ASUW to ensure greater
accessible workplace practices and training for student staff and volunteers. The OID
seeks to provide financial support and consultation to ASUW entities who seek to make
their events inclusively designed. We also strive to support RSOs who strive to make their
events more accessible, by providing the support and the funding to do so. We strive to
ensure all events, jobs and services provided by ASUW and RSOs are designed to be
accessible from the start, limiting the accommodations model and the burden on the
students we serve.
The OID provides services, consulting and funding to ASUW and RSOs who seek to design
their programs and events more inclusively. An absence of inclusive design
predominantly impacts Deaf, disabled, and non-traditional students (including but not
limited to student parents, commuter students, religious minorities, working students,
etc.) whose contexts are such that traditional program design is inaccessible.
Having an office which specializes in Inclusive/Universal Design will help us to meet our
goals set forth in the Preamble to the ASUW Constitution:
“We, the Associated Students of the University of Washington, in order to initiate and
coordinate student activities; to promote student interests; to provide the opportunity to
develop individual leadership qualities and an understanding of group action; to
supplement and complement formal education on the University of Washington campus;
to represent student interests, needs, and welfare within the University community; to
provide for the expression of student opinion and interests to the community at large on
issues affecting student life; and to provide a physical and social environment in which to
achieve the above objectives in accordance with the educational and cultural standards
of the University, do affirm and establish this Constitution of the Associated Students of
the University of Washington.”
OID CONSTITUENCY
The OID will serve two distinct groups: RSOs and ASUW entities that produce events, and
the students that will most directly benefit from more inclusively designed events (disabled
students, commuter students, working students, religious minorities, ESL
(English-second-language) students, student parents, etc.). Both of these groups are
described below.
RSOs and ASUW entities

RSOs currently have no large, secure source of funding for accessibility measures like ASL
interpreters, CART captioning, accessible venues, remote accessibility, etc. RSO leadership,
which commonly suffers from frequent turnover, doesn’t necessarily understand or
prioritize inclusive event designing. Even if they do have the funding and drive to make
their events inclusively designed, they often don’t understand where to seek out those
services, which makes the process cumbersome and confusing.
ASUW entities experience similar issues, like having no room in their budgets to fund ASL
interpreters/CART/venues, etc., frequent turnover, and lack of guidance. In addition to this,
ASUW entities also currently have no guidance on how to make their actual offices and
office practices more inclusively designed. Many ASUW offices are not physically accessible
to wheelchair users, have no scent-sensitive policies, do not allow for remote-accessible
meetings, have no guidance on accessible advertising (alt-text, screen-reader capable
PDFs), and much more. These types of considerations are not included in transition
documents, and much of it needs to be taught repeatedly, each year, as new employees
come into ASUW, to ensure the inclusion of all students.
Students benefiting from OID services

Disabled students are underrepresented in the participation and attendance of
student-led programming at UW due to the lack of accessibility in those events. Currently,
events operate on the accommodation model, meaning that a student with a disability can
request accommodations in advance for an event. However, this process is inherently
flawed: Student-led programming often doesn’t start advertising until a week or two in
advance, leaving little to no time for that student to contact the Disability Services Office
(DSO) to start the process. The accommodations model leaves the burden on the disabled
student to meet their access needs, making it difficult and discouraging to attend events
altogether. Additionally, disabled students are excluded from ASUW entities as employees,
volunteers, and constituents due to the lack of accessibility (both physically and in practice)
of the entities themselves.
Examples:
● A student with MCS (multiple chemical sensitivities) wants to attend events on

campus, but due to there being no guarantee that these spaces won’t have strong
scents, they avoid events. RSOs/ASUW entities on campus that put on events will be
encouraged by the OID to make their events ‘scent-sensitive’, meaning that
attendees are not permitted to wear strong scents or to use any strongly-scented
products (smelly hand sanitizer, perfumes, etc.) in the middle of the event. By
advertising their events as ‘scent-sensitive’, this student will be much more
incentivized to attend events, since their access needs will be met.
● A Deaf student at UW really enjoys attending events, but rarely does because the
accommodations process to get an ASL interpreter is long, complex, and
cumbersome. The OID Inclusive Event Consultant would be encouraging
RSOs/ASUW entities to reserve ASL interpreters preemptively and advertise their
events as “ASL interpretation available”. This way, the Deaf student is more
incentivized to attend events and the burden is NOT on them to have their access
needs met.
Commuter students often have to travel long distances to attend classes at the University
of Washington. They are underrepresented in the participation and attendance of
student-led programming at UW due to the fact that most UW events take place in the late
afternoon/evening, making it difficult for commuter students to attend and still travel home
at a reasonable time (if they are depending on public transit, their time restrictions may be
even more intense). Making events that are remote-accessible (ex- webinars or
live-streamed events) will increase the participation of commuter students in events.
Additionally, making meetings remote-accessible and transferring documents to online
formats will encourage more commuter students to participate in ASUW as employees and
volunteers.
Example:
● A student who commutes from Marysville every weekday for classes is interested in
interning for the ASUW Women’s Action Commission (WAC). However, all of the
intern/volunteer meetings are held on Thursday evenings, too late in the day for her
to stay and attend and still be able to commute back home at a reasonable time. In
order to ensure equal access for this student, WAC could utilize the assistance of the
OID Accessibility Coordinator to borrow conference call speakers and set up a Zoom
meeting so that the commuter student is able to participate from home.
Working students, similarly to commuter students, may not have the schedule flexibility
that is necessary to attend student-led events. To be more inclusive of students who work
part-time or full-time jobs outside of their classes, the OID will increase use of
remote-accessible technology.
Example:
● Student who works part-time really wants to attend an event about anti-semitism,
but is scheduled to work during the time of the event. The event organizer can work
with OID to borrow recording equipment (cameras, microphones, etc.) and OID
Inclusive Event Consultant will show them how to upload the recording of the event
later on their website. Now the student is able to enjoy the event asynchronously,
on their own schedule.
ESL (English Second Language) students may stray away from student-led events due to
the difficulty understanding what is being said. The OID can provide CART captioners and
language translators to help ESL students overcome this barrier and be able to comfortably
attend events.
Example:
● Student who moved to Washington from Japan a few years ago is now attending
UW. English is not their first language, so it can be difficult to understand spoken
English sometimes. They are interested in attending a stand-up comedy show put
on by an RSO at UW. That RSO can work with the OID Inclusive Event Consultant to
get funding to request CART captioning, so that there will be typed English to look at
in addition to the spoken English, which may assist in full language comprehension.
Alternatively, the OID Inclusive Event Consultant could assist the RSO in getting
funding for a Japanese language interpreter, which would allow for full language
access for the ESL student.
Religious minorities whose holidays are not formally recognized by the university may
have a harder time attending events that fall within those holidays or other
religious-related practices. Making events remote accessible and asynchronous (available
online after the fact) can encourage greater participation.
Example:
● A student who practices a religion that isn’t formally recognized by the University
will be missing classes and events for several days in order to observe a religious
holiday. The OID can ensure their access to events by encouraging RSOs/ASUW
entities to record their events and post them afterwards, so that the student can
watch it asynchronously.
Student parents often have great difficulty attending events as well, due to the late
afternoon timing. Most events and meetings aren’t exactly child-friendly, so student
parents may opt to stay home with their children instead of attending events. The OID will
work to make more events remote-accessible, as well as providing clear guidelines on how
to make events child-friendly or guiding student parents to alternative sources of child
care.
Examples:
● Student who has a 2 year-old child would like to attend a Board of Directors meeting
to watch a bill they wrote be discussed. However, the child is too young to sit
through a Board of Directors meeting, and there is no alternative child-care
available at that time. The Administrative Assistant to Board can work with the OID
Accessibility Coordinator to set up a live-stream of the meeting, and potentially a
way for the student to engage in real time, like a questions/comments portal. This
way, the student does not have to sacrifice their on-campus engagement.
● Student who has a 10-year old child sees an advertisement for a panel on climate
change, and would like to attend. However, the event is scheduled at 6pm, far after
the child is out of school. The event organizer can work with the OID Inclusive Events
Consultant to find alternative child-friendly activities to offer at the event, and can
therefore advertise the event as child-friendly. This encourages the student parent
to bring their older child along, meaning they are still able to meaningfully attend
the event.
POTENTIAL BENEFITS OF OID

1.) The accommodations model set forth by the ADA is the bare minimum for inclusion.
To ensure access to the ASUW and RSO sponsored events, limiting the need for the
accommodations model through Inclusive Design is best practice:
“An accommodation occurs when an adjustment or modification is made to a

product or environment so that it is accessible to an individual with a disability. A
focus on accommodations is grounded in a medical model or ‘deficit model’ of
disability.” (Burgstahler, 2015) The accommodations model, which is modeled after
current legal requirements, is the bare minimum to ensure access. However, it is
well documented that the accommodations process is fraught with problems
because it is informed by the “deficit model” of disability. Universal or Inclusive
Design, seeks to fix major problems faced by this process (such as expense and time
to facilitate accommodations) by designing events, business practices and built
environments to be accessible from the start. “The practice of [Universal Design] is
inhibited when institutions focus only on meeting minimum mandates for
nondiscrimination, such as those that result in ‘ADA- compliant’ physical spaces.”
(Burgstahler, 2015). Compliance does not ensure inclusion and access.
We shouldn’t be waiting until there’s a request to make something accessible. We

should just be doing it. Take the burden off disabled students and put it on the
institution instead.
2.) Inclusive Design has impacts to non-disabled, marginalized student communities,

expanding access to ASUW and RSO sponsored events and programs who have
historically been excluded. This includes but is not limited to: student parents,
commuter students, working students, religious minorities, ESL students, etc.
3.) The Office of Inclusive Design will consult with the Personnel Director, and would
help facilitate the development of procedures which inform workplace
accommodations for years to come. This will help ASUW to become a more
welcoming place for those who need accommodations in order to participate.
4.) The educational work that the OID will do will have far reaching impacts through the
students it works with. Those who receive guidance from the OID on making their
events accessible will have a deeper understanding of inclusive design, and will take
that understanding with them throughout their time at the UW and beyond.
These findings are also summarized in the comparison chart below.

ACCOMMODATIONS MODEL vs. INCLUSIVE DESIGN

Accommodations Model Inclusive Design
● Requires advanced planning for the Three steps to promote inclusive design1:
request 1. Recognize exclusion
● Places the burden on the requestor to 2. Design for inclusion, making it better
contact the appropriate office and for all
self-advocate for their needs 3. Learn from diversity
● May require proof, which introduces
barriers caused by lack of access to This is the focus of the ASUW Office of
providers Inclusive design.
● Exclusionary: the accommodations
model is limited to only people with ● Creates access for as many people as
documented disabilities. This excludes possible
many of the OID’s constituencies, such ● Encourages more people to participate
as student parents, ESL students, ● Sets a higher standard for inclusion
working students, commuter students, ● Does not require advanced requests
and religious minorities. ● Opt-in, people can choose whether to
● All of these factors listed above use our guidance (conditions will apply
contribute to few requests being if funding is granted to them)
submitted, and in turn, many people ● Approved inclusive design requests are
are unable to attend and access funded through the OID’s budget.
programs.
● Reasonable accommodation requests
to ASUW through this model are funded
by the ASUW General Fund.
This is the focus of the Disability

Services Office; however, they are in
support of inclusive design.
Relevant Testimonials (just a few!):

● “Every time there is a student run event. There is not enough advertising, when
there is...it isn't with enough notice to request an interpreter.”
○ The OID would promote timely announcement and advertising of events, so that if
an event was not already inclusively designed, students could have ample time to
make a request under the accommodations model. However, even better, under
the inclusive design model, the student would see the advertising for a
student-run event and be able to immediately add it to their calendar because
they know they will have access.
● “About a year ago, my car broke down and I wasn't able to participate in any ASUW
or RSO related meetings or activities that started at and/or went past 6:00 pm.
Board, Senate, YDUW, Model UN to name a few.”
Adapted from https://www.microsoft.com/design/inclusive/

1
○ Under the accommodations model, this person would be unable to request that
an event be live-streamed as a car issue is last-minute. If inclusive design was
considered, the person could join the meeting or activity remotely, as one of the
usual ways to access that program.
● “I've never asked for accommodations through the formal process because it takes
too long.” & “Why bother? None of the groups advertise well enough or with enough
notice to request accommodations.”
○ This emphasizes the burden currently placed on people with access needs to go
through a formal process.
● “...Meetings or activities in small spaces after 3pm are challenging, I had attended
with my now 4yo but it is hard to stay quiet all the time. Those meetings or
presentations with the zoom option are the best for me.”
○ This student parent would benefit from having child-friendly activities at events
that take place in the evening, or remote access using Zoom. Making this meeting
accessible for this student parent (either through child-friendly activities, or
remote access) would in turn allow other people -- who did not make a request --
to attend the event or meeting, which follows the principles of inclusive design.
TESTIMONIALS
There are two different types of constituents for this office: those who utilize the services
provided by OID (ASUW employees, RSO leaders, etc.) and those who benefit from those
services (students with disabilities, commuter students, student parents, religious
minorities, and other non-traditional students).
We created a questionnaire for the first type of constituents (those who utilize the services
provided by OID). Here are their responses:
Please describe a time you were unable to provide accommodations or

make an event accessible and why.
We’ve only had one event, really, and it was in Parnassus. I made the assumption
(perhaps poorly) that Parnassus would already be relatively accessible due to being in the
art building. We posted signage for how to get to the elevator in case people needed an
elevator to get to the basement.
I think we would have liked all of our events to be more accessible, it was just a matter of
adding another step to an already tight event timeline. We thought about it but were
overwhelmed, had dispersed focus, and didn't know our resources like we should have.
We chose rooms that were easily accessible for wheelchairs as a way of addressing that
accessibility on our own, but acquiring other services for speech or hearing impairment
(or other disabilities) was not built into our event planning process and there isn't always
time to do it after an event had been planned. Absolutely an institutional problem for
SARVA in our event planning and thought process, but also an office like the one that you
are describing could potentially normalize and streamline accessibility as a built-in part of
event planning. That kind of support would also help centralize what feels like a
decentralized accommodation system.
We have not had any known issues with accommodation yet (that I am aware of, I'm sure
there are some!). One thing that I can think of is that I would like to be able to provide
captioning services or ASL translations where needed for all of our event spaces, but we
do not have a budget line item for it, and I'm not sure how to access that request. I'm
hoping that in the future there will be a system where all ASUW events are run through
an accessibility system that checks for main accessibility issues, and then which
continues to screen for additional specialized or specific accessibility restrictions.
I can't think of a time, although I'm sure there have been instances where this happened.
Please describe your experience attempting to get an accessible space

for your event.
For ISMP's annual banquet, we struggled to find a venue that was wheelchair accessible,
as the vast majority of wheelchair-friendly venues tend to be costly.
Again, assumption that Art building already was accessible.
One instance that comes to mind was our attempt to record an event so that it could be
posted for those who couldn't make it. It, unfortunately, fell by the wayside to get the
proper equipment. We ended up using a phone and posting it on fb. We did a similar
thing for a separate event with audio- maybe if we had higher level equipment and an
interface like Panopto for these things?
Relatively easy, considering most of the events we have are in the HUB or have been in
the intellectual house (fairly accessible)
We got a CART provider for legislative reception and were able to get one of the three
buses wheelchair accessible for lobby day, but if we need more than two wheelchair
spaces, we will need to rent another bus which is far outside our budget for the event.
How much, in total, have accommodations or accessibility for an event

cost your group, whether you were able to pay or not?
Unsure, but it was pretty costly.
We ultimately paid nothing but that comes back to our lack of effort to get equipment.
I'm not 100% sure because there are very little to no notes on previous accessibility
requests or situations in our transition documents, but I know that the real cost is that
inaccessibility has made our event turnout less diverse and students who need
accommodations are probably going to assume that our events are inaccessible because
most ASUW events already are inaccessible or have been in the very near past.
About $300 that I'm aware of
If you have anything else to add, please do so here.

I think it is the university's responsibility to make all of its spaces and on-campus event
venues accessible, as UW does an effort to promote anti-ableism, but does little effort to
make all of its spaces accessible.
I think this is a phenomenal idea. I regret not having the brain bandwidth to do more
accessible events when I was SARVA Director and I hope that an office like this could take
some of the event planning burden off of individual entities when many are stretched
thin.
I hope that the IOD office produces a preliminary physical guide/text that educates about
the basics of making an event accessible and advocates for a required line item in the
budget for accessibility!
Although I was lucky to have served my community without problems involving

accessibility during my term as the Director of the Middle Eastern Student Commission,
the issue is that -- if there had been a student that approached our office with an issue of
inaccessibility -- there would not have been any room in our budget to help them in the
first place as accommodations are often unjustly expensive. There should be a budget
set aside within the ASUW that would act as an accessibility fund, serving all entities of
student government and affiliated RSOs.
There is no accessibility portion to the OGR budget which means we need to reallocate
money from another part of the budget. It tends to overlook accessibility costs. Also, a lot
of the accommodations for events aren't advertised clearly or enough - we had to really
search through venue information to see what accommodations we could provide for
legislative reception.
We also created a questionnaire for the second type of constituents (those who benefit
from the services provided by OID). Here are their responses:
Please describe a time you have seen or been personally impacted by

lack of access at a student run event. Please provide exact examples of
lack of accessibility.
During my time at the University of Washington I developed a disability that made it near
impossible to leave bed. I would watch on social media as students would post about
incredible events and I simply could not access them. Very few, if any ASUW events or
RSO events were made remote-accessible, which meant that I could not access them.
This culture of exclusion through design is pervasive and I felt it again when I took on an
employed position in ASUW. During my second term, oftentimes my Assistant Director
would be in my office, and I would be remote. There would be multiple occasions in
which a student employee would stop by the office to chat with me, and when my AD
would tell them to contact me remotely, they simply wouldn't. So often when it takes an
extra step to communicate with a disabled student we just decide it's not worth the extra
effort. The ASUW had no training on inclusive design, and no resources to facilitate
remote access which not only meant I had trouble accessing events, but also accessing
my workplace as well. Most meetings held within ASUW were not remote accessible,
which meant I was unable to complete my job responsibilities, not because I was not
capable, but because ASUW did not have the infrastructure in place to facilitate Inclusive
Design and Accommodations. The ASUW was not prepared to ensure my legally
protected rights as a Disabled employee would be respected. With one person in the HR
role, they were fundamentally unequipped to start addressing the access issues I was
experiencing as a student employee who wanted to participate in ASUW events, meetings
and the workplace environment.
Also, I had difficulty accessing Senate, despite being awarded Senator of the Quarter, I
barely made it to Senate meetings because they were not remote accessible. I could have
done so much more had I had access.
I have also had different student groups, namely RSOs, in the SDC office trying to secure
funding for CART and/or ASL for their events. The SDC did not have the budget, nor was it
within the scope of our responsibilities to facilitate this process. Sometimes the requests
were multiple thousands of dollars for a multi-day event.
Having been involved in Senate for a long time, I saw first hand how many of the
locations where the Senate has its meetings were inaccessible. While Senate does
historically have trouble obtaining their desired room, the inaccessibility of many of the
meeting rooms causes the marginalization of the disabled community. For example,
during a debate over changes to the Legislative Agenda around two years ago, members
of the disabled community objected to language changes that would remove advocacy
for accessibility in the Legislative Agenda. However, because the meeting was in Gowen
301, the only location where wheelchair users can be was in the very very back of the
room. Because of this, members of the disabled community couldn't speak or go in the
front in solidarity and their presences and visibility was limited. Sure, wheelchair users
were still able to be in the room, but being confined to the back is really damaging. An
Office of Inclusive Design can help Senate leadership not only identify rooms that are
more accessible and allow disabled students to be more visible, but also help Senate
leadership in the process of securing those rooms as well, helping ease the troubles of
securing a room that Senate often has. While I do believe recent Senate leadership has
been really good at trying to get an accessible room, and Office of Inclusive design would
have the mandate and purpose of ensuring that an accessible room is procured.
One particular event that stood out to me that was inaccessible was during the 2018
ASUW election where a debate hosted by the Student Advisory Board, focusing on
diversity and inclusion, was totally inaccessible. There was a line of wheelchair users
unable to get into the event and the SDC Director had to break her pledge and walk
down stairs to get into the forum during the F Stairs campaign. This oversight was not
acknowledged at the forum. An Office of Inclusive Design can help organizers make
events like these accessible by providing resources and information to the organizers
and help coordinate accessible efforts as an Office of Inclusive Design would have the
expertise to help with such efforts. The only reason why a response was later issued by
the organizers apologizing for the oversight was due to the SDC Director and her allies
making a huge effort to raise awareness of the lack of accessibility. We can only imagine
the countless other events by other groups that are inaccessible and yet aren't as high
profile enough to have that awareness.
As a former Administrative Assistant to the Board of Directors, I was in charge of taking

care of the records and documents for the Board of Directors, including Board Bills and
Minutes. The standard file format for many of these documents are PDFs. When I was
working, I had no idea of any accessibility issues with my work. However, PDFs that are
not appropriately tagged for screen readers and other accessible programs are a huge
burden for disabled students. The only reason why I became aware of untagged PDFs
was due to being friends with the SDC director who mentioned the issue. I did not have
the knowledge or training to understand what needed to be done to remedy the issue.
An Office of Inclusive Design would have the expertise to provide the appropriate
training to AAs to ensure that our PDFs are accessible. They can help ensure the right
options are enable in Word to produce tagged PDFs and help ensure PDFs created from
Google Documents are appropriately tagged as well, which I believe is still a huge
challeng. Ensuring compliance with the applicable standards like PDF/UA for our digital
resources will greatly enhance ASUW's accessibility in this digital era and an Office of
Inclusive Design is essential for that to be a reality.
I don’t go to many events because I never want to.
I'm hard of hearing, so whenever I attend an event and there isn't a microphone or CART
captioning, it becomes very difficult for me to pay attention to what's being said. I'd love
to stay more involved on campus but people just seem to not understand why it's so
important to use microphones.
I attended a design event last quarter, and I sent an request to ask for ASL interpreters.
However, no interpreter showed up at the event and I didn’t get any notification from
DRS about it. My deaf friend and I was awkward. We sat down and read their PowerPoint.
But the color in the PowerPoint that some speakers chose was not friendly to color blind
people.
Many events organized by students, such as events organized and hosted at the ECC (ex:
RETRO) start at 6:00pm or later, and do not end until 10:00pm. As a commuter, it is often
hard to have to wait to attend these events, especially since I would have to commute
home after (which is dangerous at times).
Every time there is a student run event. There is not enough advertising, when there is...it
isn't with enough notice to request an interpreter.
I have a hard time being on campus as often as I'd like to, which interferes with my
participation. Obviously that is difficult to accommodate since it's very individualized.
No-show ASL interpreter because they called in sick and there were no backup ASL
interpreter.
In the second week of January 2020, I requested an interpreter for the Hulu’s Senior
Designer session with HCDE event and there were no interpreters. Due to lack of
accessibility, I am denied this opportunity to learn more about Hulu because I am Deaf
and need ASL interpreters. It’s inequitable and unethical because UW students are given
all the same opportunities.
About a year ago, my car broke down and I wasn't able to participate an any ASUW or
RSO related meetings or activities that started at and/or went past 6:00 pm. Board,
Senate, YDUW, Model UN to name a few.
activities before 8.30 and after 3pm when my child is out of school, one of my final exam
started at 8.30 I arrived at 9am they gave me extra time but was a hard situation.
Meetings or activities is small spaces after 3pm are challenging, I had attended with my
now 4yo but is hard to stay quiet all the time.
Those meetings or presentation with the zoom option are the best for me.
Please discuss any access needs you have that you have seen student
groups not accommodate.
Remote Accessibility, Image Descriptions, Tagged PDFs (see all of ASUW records which
are not screen-reader accessible), Captioned videos, CART and/or ASL at events, events
held in physically accessible spaces, food labels and allergen information, diverse food
options, scent-free spaces, low-lighting or low-stim environments. There are probably a
lot more I am not thinking of off hand.
I've seen a lack of ASL interpreters, lack of wheelchair accessible spaces, and barely any
CART captioning.
ASL interpreters and real-time captioning. If there no interpreters are available during
the event, I hope they can turn on the real-time captioning on the Microsoft PowerPoint.
At an event I attended in my first quarter, I didn’t get both even through I asked them to
turn on the real-time captioning.
ASL interpreter.
The UW campus is not the most accessible, so I've seen students run into issues around
accessibility due to clarity of location, access to and within that location, and materials
provided.
My access needs are ASL interpreters, typing on the “Make It Big” app, and
communicating on Slack or Google chat. Most of the student groups are not
accommodating because of their gap in understanding accessibility.
When children are on their school break and Uw still have classes and you need to attend
because attendance is a requirement. Parents should have the option to be excused or at
least have a consideration.
Please discuss your experience when asking for accommodations for a

student run event.
I've never asked for accommodations through the formal process because it takes too
long.
I asked for turning on the real-time captioning in Microsoft PowerPoint, they said they
will. But they didn’t.
I am essentially told that it is the organization and a "majority" rule that I do not have a
say in
Why bother? None of the groups advertise well enough or with enough notice to request
accommodations.
If I want to attend a student run event, I log on myDRS and make an accommodation
request in the custom request section. But all the accommodation requests require at
least a week in advance. So, if I find out about a student run event today, I would not be
able to attend because there will be no available interpreter on the same day, which
really sucks.
I asked the ASUW Board to live stream their meetings... they basically said no :(. I think
they cited safety concerns or something.
Few teachers have no idea how to deal with a student-parent who needs to bring their
child to class just not to miss the class when is not recorded.
If you have anything else to add, please do so here.

The scale of the work to be done is significant and the OID can begin to tackle some of
the major access issues with ASUW and our student funded events and programs. The
need is so great, and it is my sincerest hope the OID will be funded such that the
experiences I had when I was a disabled student will not happen again.
If needed, I am willing to give testimony in person!
The event host should send a link of RSVP and ask what are the accommodations that
people need, so that students who attend the event do not need to send a request to
DRS.
There needs to be much more acknowledgement and consideration given to commuters,

student parents, people with a mental illness, as well as sickness when it comes to
schoolwork.
In order for a Deaf student, like myself, to request ASL interpreter for an event I would
need (at minimum) two weeks notice to be able to (maybe) get one...more notice, a
month, is normally preferred for out of class/internship things. Able bodied/minded
people don't take the time to think of those who have accessibility needs, it's the sad
truth that many disabled people have learned to live with. Why should disabled folks
have to tell others how to make their events accessible to more people....all you have to
do is look at things from a different perspective: ex; "If I couldn't walk/hear would I be
able to access this event?" if the answer is "no" think of how you can make it so that
others can equally enjoy the event. Not rocket science.
Thank you for gathering feedback!
I highly suggest that we all should work together to tell UW that UW should hire at least
one staff interpreter on campus. That will make a HUGE difference!
OID JOB DESCRIPTIONS

These are the main functions of each position.
The full job descriptions are listed on the following pages.

ASUW JOB DESCRIPTION
TITLE: Director
CATEGORY:
REPORTS TO:
TERM:
HOURS: 19.5 Hours/Week
PAY RATE: To be determined by the Finance and Budget Committee
JOB SUMMARY:
The ASUW Office of Inclusive Design Director is responsible for overseeing the affairs of the
OID. This includes but is not limited to: On campus advocacy and outreach to represent
students that may require accommodations, working directly with campus stakeholders on
issues relating to inclusive design, providing clarification to RSOs and ASUW entities with
regards to improved accessibility in events and organizational practices, budget management
and other administrative duties. In addition, they are also responsible for overseeing the work of
the OID Event and Accessibility coordinators as well as supporting in the management of
interns/volunteers when necessary.
JOB DESCRIPTION:
1. Responsible for training, overseeing and managing all employees and volunteers in the
Office of Inclusive Design.
2. Oversee and approve financial requests from RSOs and ASUW entities for accessibility
measures for events, in coordination with the OID Inclusive Event Consultant.
3. Maintain a spreadsheet to track each RSO/ASUW entity’s spending from OID, along with
recording which requests were denied. This will help ensure that the money is being
shared among many RSOs/ASUW entities, not just a few entities asking for large
amounts repeatedly.
4. Maintain a good working relationship with the ASUW, its commissions, and other
agencies.
5. Coordinate a marketing strategy to advertise OID services to RSOs and ASUW entities.
6. Oversee the work of the OID Event and Accessibility Coordinators to ensure an inclusive
design approach in internal operations.
7. Represent the OID and coordinate with campus-wide stakeholders to facilitate greater
collaboration in furthering Inclusive Design.
8. Coordinate with SAO, Personnel Director, and Accessibility Coordinator to present to
ASUW employees at Autumn orientation.
9. Hold consistent check-in meetings with Inclusive Event Consultant and Accessibility
Coordinator.
10. Prepare, submit and present a proposed annual budget according to the guidelines
established by the ASUW Finance & Budget Committee for approval. Provide supporting
documentation for the budget proposal as needed.
11. Maintain and inform the ASUW Personnel Director and the Student Activities Office
(SAO) adviser of all completed and missed office hours, including any absences due to
sickness, personal emergencies or work-related trips.
12. Meet with SAO adviser as needed and upon request, as well as participating in a
quarterly evaluation process.
13. Attend ASUW mandatory training sessions and staff meetings, including but not limited
to ASUW Personnel meetings and ASUW Autumn Orientation which will be held
______________.
14. Review and adhere to the conditions of employment as stated in the ASUW Personnel
Policy, the signed ASUW Employment Contract and the Student Employment
Handbooks. All actions must also follow the laws and procedures set by ASUW, SAO and
the State of Washington.
15. Responsible for initiating a thorough transition with your newly hired successor during
the last week of the term; including the completion of comprehensive transition
documents that are uploaded to the ASUW transition page before the last day of Spring
Quarter.
QUALIFICATIONS:
1. Awareness of the varied applications of inclusive design.

2. Understanding of how the accommodations model disadvantages a diverse range of
student communities.
3. Ability to engage with multiple stakeholders to advance the mission and goals of the OID.
4. Ability to develop and adhere to a budget and maintain records.
5. Ability to communicate necessary and pertinent information.
6. Publicity and promotional skills.
7. Ability to advise constituents and refer when appropriate.
8. Ability to lead a diverse team with a range of access needs.
9. Preferred: A background in Disability Studies and/or a thorough understanding of the
social model of disability.
Must be a UW student enrolled in at least 6 undergraduate or 4 graduate credits or on leave as

defined by Executive Order 50.
TITLE: Inclusive Event Consultant
CATEGORY:
REPORTS TO: Office of Inclusive Design Director
TERM:
HOURS: 10 hrs/week
JOB SUMMARY:
The ASUW Office of Inclusive Design Inclusive Event Consultant is responsible for
providing resources and guidance to student-led organizations and ASUW entities on
making events accessible. This could include reviewing the event plan with the
RSO/ASUW leader, coordination between the UW Disability Services Office and the
RSO/ASUW entity for services like ASL interpretation or CART captioning, guidance to
find accessible venues and transportation, and providing assistance in other various
aspects of accessibility. In addition, they are also responsible for providing
recommendations to the OID Director on accessibility grants to RSOs/ASUW entities.
JOB DESCRIPTION:
1. Maintain awareness of large-scale student-led events happening on campus.

2. Assist RSOs/ASUW entities in the advertising process, including encouraging timeliness
of posting advertisements and clarity of accessibility measures available/including
accommodations statement.
3. Assist the Office of Inclusive Design Director in a marketing strategy to advertise OID
services to RSOs and ASUW entities.
4. Process financial requests from RSOs and ASUW entities for accessibility measures for
events, in coordination with UW Disability Services Office (DSO), pending approval from
the OID Director and, if necessary, Finance and Budget Director.
5. Design and administer surveys to RSOs/ASUW entities to ensure that the process of
promoting inclusive events is effective and meaningfully supportive.
a. Review the results of said surveys to implement changes to the process if
necessary.
6. Create and distribute an ‘inclusive events’ checklist for RSOs and ASUW entities to
utilize.
7. Work with ASUW entities and RSOs to ensure their event plans are inclusively designed,
including (but not limited to) aspects like physical accessibility, scent-free spaces,
audibly described presentation materials, use of microphones in large venues, ingredient
labels if food is offered, low-stimulation environment alternatives, ASL interpretation,

CART captioning, remote-accessible alternatives, etc.
________________.
Handbooks. All actions must also follow the laws and procedures set by ASUW, SAO,
University of Washington, and the State of Washington.
Quarter.
QUALIFICATIONS:
1. Awareness of the varied applications of inclusive design.

2. Understanding of how the accommodations model disadvantages a diverse range of
student communities.
3. Experience in planning events
4. Ability to communicate necessary and pertinent information.

TITLE: Accessibility Coordinator
CATEGORY:
REPORTS TO: Office of Inclusive Design Director
TERM:
HOURS: 10 hrs/week
JOB SUMMARY:
The ASUW Office of Inclusive Design Accessibility Coordinator is responsible for

providing guidance to RSOs and ASUW entities on other aspects of accessibility outside
of events. This may include promoting accessible office practices (keeping offices
mobility-aid friendly and scent-free, making remote work easier for employees, officers,
or volunteers, recording meetings to allow for asynchronous work, etc.) assisting ASUW
entities in live-streaming meetings, training ASUW administrative assistants in
accessible practices, auditing ASUW policies regarding accessible meetings, and holding
trainings for ASUW employees on accessibility. In addition, the Accessibility Coordinator
will also be responsible for undoing decades of inaccessibility in ASUW by reformatting
online documents and ensuring that there are policies for employees and volunteers who
may have accessibility needs.
JOB DESCRIPTION:
1. Responsible for the development of policies and practices within ASUW which will
support the facilitation of accommodation requests, and the implementation of
Inclusively Designed programs (in collaboration with the appropriate stakeholders).
2. Provide consultation to ASUW employees and entities on how to ensure their workplace
practices are accessible.
3. Work to ensure ASUW offices are physically accessible and scent-sensitive.
4. Work to ensure ASUW social and multimedia media practices are utilizing image
descriptions/alternative text and that the links they are using are accessible.
5. Work to ensure live streaming of ASUW open and public meetings.
6. Work to support the ASUW OID Director with projects which support the overall
implementation of Inclusive Design within ASUW and with RSOs.
September 16th-20th, 2020.
Handbooks. All actions must also follow the laws and procedures set by ASUW, SAO,
University of Washington, and the State of Washington.
Quarter.
QUALIFICATIONS:
1. An understanding of Inclusive Design and the barriers to accommodations for students

with disabilities and other marginalized students.
2. A commitment to continuous learning and skills of working independently.
3. Experience or skills working with a diverse range of stakeholders on complex issues.
4. Preferred: An understanding of anti-discrimination law (such as the ADA) and the
process for requesting accomodations in the workplace or in an academic setting.

OID AS PART OF ASUW
The OID is being proposed as an office within ASUW due the range of services provided to
ASUW entities and other UW student constituents. While they also will oversee a budget
available to RSOs and ASUW entities as “Requests for Inclusive Design Funding Services for
Events”, the bulk of their services are designed to serve ASUW to ensure their work is
Inclusively Designed. The Office of Inclusive Design should liaise closely with the Finance
and Budget Director and the Director of Programming.
The Finance and Budget Director will help with the expenditures of the office and assisting
RSOs because this system will be similar to Special Appropriations. The spending cap
should be different than that of Special Appropriations since costs for accommodations are
fairly expensive. If a funding cap is set, this would be counterintuitive to the mission of the
Office.
The Director of Programming works directly with RSOs and helps ASUW entities with event
programming and will help in assisting the Office with outreach.
LOGISTICAL DETAILS (BUDGET/OFFICE/OVERSIGHT)

Budget
The Office of Inclusive Design would be funded in the Services & Activities Fee’s allocation
to ASUW. The budget packet and proposed budget is an appendix to this proposal
document.
Office
There is currently no empty, available office space located in the HUB. Currently, the HUB is
looking at restructuring their office spaces for ASUW, which may change the proposal
below. For now, we’ve looked at the square footage of ASUW offices and have reached the
below alternatives:
1. If an office space does free up in either HUB121 or HUB 131, it is our recommendation
that the Office of Inclusive Design has first priority.
2. While not a desirable long-term solution, the Student Disability Commission has
agreed to house the OID until space can be made elsewhere. This would be five
employees in one office, BUT with the level of remote-accessibility that both offices would
prioritize, it wouldn’t be a huge burden. There is currently room for one more desk in the
SDC office (HUB 131Q), and there is a small table with two chairs. The SDC office could hold a
folding table for another workspace, but in reality, the chances that all 5 employees will be
working IN the office at the same time are slim.
3. We recommend that the current ASUW Conference Room be utilized as office space.
The ASUW is facing office space constraints with all entities and utilizing all available space
will be needed eventually. The conference room is an easy and available meeting space for
ASUW entities. However, as we grow we also need to maximize our usage of office space.
4. We recommend that the Finance and Budget Director move into the general 121 suite.
Currently, there is no excessive need for a private meeting space for the F&B Director, and
there is room in HUB121 to add another desk. This would open up a 120 sq feet office space
for the 3 employees of OID.
5. We recommend that the Vice President and Finance and Budget Director combine
offices, since currently, both offices only house one employee each. Neither of those
employees have an excessive need for private meeting spaces, and even if that does
happen, the ASUW conference room is around the corner if necessary. This would leave one
office with 129 sq feet (currently, the VP’s office) to house the 3 employees of the OID (which
is the same as the Office of Government Relations, which has 129 sq feet and 3 employees).
However, we encourage future Executive Advisory Committee for the ASUW Board of
Directors to allocate office space based on what they believe is best for their year.
Oversight
This office will be advised by a Student Activities Office Advisor. The Director of OID will
report to the Finance and Budget Director for financial matters and the Director of
Programming for constituency services.
Inclusive Events Grant Funding

This office will provide a process for requesting grant funding in order for RSOs and ASUW
entities to make their events accessible for their attendees.
What does the application look like?
Here’s a sample: https://forms.gle/5CMmquDGkKEeaF9u8
The basics:
● Logistical stuff (name, email, organization name, event details,
etc.)
● Description of event
● Estimated attendance
● Current status of the accessibility of the event
● Requested accommodations for funding
● Were the accommodations requested by a student? Or preemptive?
● Justification for the requested accommodation
The application process: *Note- this matches the flowchart below*

● Application is filled out by RSO/ASUW entity
● Application is received and reviewed by the OID Inclusive Event Consultant (IEC)
○ IF there is not enough time to fulfill the request (according to DSO/other
relevant organization’s deadlines), the request will be denied.
○ IF there is not at least 2 weeks before the event, AND the requested
accommodation isn’t on the pre-approved list, the request will be denied.
● If there are at least 2 weeks before the event, the IEC will meet with the RSO/ASUW
entity to go over event plans and provide recommendations on other aspects of
accessibility for the event.
○ If there is NOT at least 2 weeks, this step is skipped.
● If all requested items are on the approved list, the IEC will provide a
recommendation on the grant amount.
○ If requested items are NOT on the approved list, the IEC, OID Director, F&B
Director, and ASUW President will decide if the requested item will promote
the ideology of inclusive design.
■ If they do not approve the requested item, that part of the request is
denied.
■ If they do approve the requested item, the request moves on.

● The request amount must then be approved by the OID Director and F&B Director.
○ If the request amount is at or more than $1,000, the request must also be
approved by the Board of Directors.
■ If they do not approve the request, the request is denied.
● Once request is fully approved, the IEC will coordinate between relevant parties
(RSO/ASUW entity, DSO, SAO, etc.) to arrange approved services.
Timeline of application processing:
Applications will need to have certain deadlines, depending on what is being requested.
These deadlines are typically outlined by the contractor themselves (DSO, HUB, UW
Transportation Services, etc.)
● These deadlines will be outlined (to the best of our ability right now) in the Grant
Specifications list.
● The RSOs/ASUW entities filling out these applications will be made aware of these
deadlines BEFORE they fill out an application.
Keeping track of funding:
The OID Director’s job description that requires them to:
● “Maintain a spreadsheet to track each RSO/ASUW entity’s spending from OID, along
with recording which requests were denied. This will help ensure that the money is
being shared among many RSOs/ASUW entities, not just a few entities asking for
large amounts repeatedly.”
Timeline of application processing:
Applications will need to have certain deadlines, depending on what is being requested.
These deadlines are typically outlined by the contractor themselves (DSO, HUB, UW
Transportation Services, etc.)
● These deadlines will be outlined (to the best of our ability right now) in the Grant
Specifications list.
● The RSOs/ASUW entities filling out these applications will be made aware of these
deadlines BEFORE they fill out an application.
Keeping track of funding:
There is a section in the OID Director’s job description that requires them to keep a
spreadsheet of all funding requests, to ensure that the money is spread out evenly and not
concentrated to just a few RSOs/ASUW entities.
Flowchart of Application process:

Judging criteria for funding:
The following factors will be considered:
● Size of event (Events over a certain number of expected attendees should be

automatically accessible and inclusively designed.)
● Accommodations requested by a student
● Events specifically aimed at impacted populations (ie, an event aimed at Deaf

students)
*Social events (mixers, celebrations, etc.) won’t take priority in funding unless they have a
large enough student attendance to be comparable to another large event OR they have a
clear access need from constituency OR a constituent/member.
The inclusive events fund can be used for accessibility-related things only. It can not be
used to, for example, put on events related to disability issues, or help fund advertising. It is
for the logistical accommodations only (Interpreters/language translators, CART, accessible
venues, etc). Our inclusive events fund will not provide or fund childcare, accessible
advertising, or food. However, consultation and support helping entities and RSO build
their own accessible advertising, or ensure food at events are accessible (diverse options
and clear food/ingredient/allergen labels) does fall within the scope of the work done by
the OID. They will help to oversee funding requests which fall within the scope of the
accessibility fund and they will also proactively engage in developing materials which
support RSOs, entities and the ASUW Personnel Director, in overall Inclusive Design
practice. For more details, please see the “Grant Specifications” section below.
Capital Expenditures
To promote inclusion events, for example remote accessibility, the Office of Inclusive
Design seeks to procure the following items for its own use and to develop a lending
system for ASUW entities and RSOs.
● Conference call speakers (8-10)
● Adobe Acrobat Pro DC subscriptions to create tagged accessible PDFs
● Screen and projectors for CART
● Headphones for non-ASL interpreters
● Cameras and microphones for remote accessibility

Draft Budget for OID: (This is also linked above, under “Budget”)
GRANT SPECIFICATIONS
Note- RSOs can only request inclusive design measures for events held ON UW campus.
List of approved requests-

Request Approximate cost Related timelines Notes
ASL Interpreter(s) $65-$100 per hour2 Must request at least 10 days For bigger events, will need at least 2. Varies
in advance from DSO depending on type of event (scripted or not, open
to the public or not, etc.)
Communication Access Realtime $60-$200 per hour3 Must request at least 10 days Price depends on in-person or remote, type of
Translation (CART) Captioning in advance from DSO event, equipment involved, experience of
provider, etc.
Accessible venue Varies A few weeks in advance to Subtract the cost of original venue from the cost
months in advance, of an accessible one
depending on desired venue
Assistive listening devices Varies Must request at least 10 days FM systems, loops, etc. Some venues will have
in advance from DSO them already, but if not, DSO can loan out. If it’s a
big event, you may need an outside contractor.
List of potential requests that will need extra approval*-

Request Approximate cost Related timelines Notes
Other language translators Starts at $70 per hour, At least a month in advance Depends on the desired language, distance
usually more4 the translator has to travel, etc. May also
include the cost of real-time interpreting
equipment, like headphones.
Accessible transportation $400 for Shuttle Van rental5 Must follow UW Fleet services Only one type of vehicle offered by UW fleet
timelines services is wheelchair accessible. This request
is limited to ASUW ENTITIES ONLY, since we
cannot fund off-campus RSO events (Ex-
Huskies on the Hill).
Pro-Tactile ASL interpreter $80-$125 per hour6 Must request at least 10 days For DeafBlind folks. Depends on expertise,
in advance from DSO travel, time of event, etc.
Captioning/Audio description $9-$120 per recorded hour, Depends on which service you Limited free services are offered through ATC
services for videos/film varies though7 use at UW, but you can outsource if it’s a large
amount of captioning needed
It’s not just limited to the things on this list: Anything can be requested, but it must be
approved by the OID Director, IEC, F&B Director, and ASUW president*.
2
Quoted from Dimitri, the Deaf and Hard of Hearing Services coordinator for UW DSO
3
http://ccacaptioning.org/faqs-cart/
4
https://www.thumbtack.com/p/translator-rate
5
https://facilities.uw.edu/services/rates/fleet
6
Quoted from Dimitri, the Deaf and Hard of Hearing Services coordinator for UW DSO
7
https://go.3playmedia.com/custom-washingtonhe
OID SERVICES FOR EVENTS

Services that require funding:
See “Grant specifications” for the full list!
Services that do NOT require funding:
● Lending out conference call speakers, microphones, cameras, etc. for remote access
● Lending out projectors and screens for CART captioning
● All sorts of specific guidance on...
○ Gender-neutral bathrooms (and gender inclusive
spaces, more broadly)
○ Child-friendly activities
○ Finding alternative sources of child care
○ Streaming platforms for remote accessibility
○ Asynchronous access to event materials and recordings
○ Accessible parking areas
○ Accessible routes to event venue
○ Accessible advertising
○ Accessible internet presence (advertising, social media,
etc.)
○ Converting tagged PDFs
○ Making event setup wheelchair/mobility-aid accessible
○ Scent-sensitive spaces
○ Food allergy and sensitivity considerations (straws, food labels, etc.)
○ Quiet/low stimulation alternative spaces
○ Supporting ASL interpreters/CART captioners
○ Auditory descriptions of slideshows/images
○ Trigger warnings
○ Conflicting access needs
○ AND SO MUCH MORE.
It’s important to remember that the OID isn’t just providing money. Inclusively designing an
event is not easy, and cannot be accomplished just by handing off money and a checklist to
an RSO/ASUW leader. The OID employees will serve as guides through the complex
process.
More resources on Inclusive Design and its complexity:

http://sudcc.syr.edu/_documents/InclusiveEventsSeminarsGuide.pdf
TRANSITION DOCUMENTS
One of the biggest challenges this office will face is turnover, and loss of institutional
knowledge. However, this is the same challenge that every single ASUW office faces.
In order to address this, each OID job description will have a strong emphasis on transition
documents. Each OID employee will be required to “initiate a thorough transition with your
newly hired successor during the last week of the term”. The Task Force can help with this
process by outlining what that transition should look like, especially since the OID jobs do
require some specific knowledge about resources on campus, inclusive design ideology,
etc.
There are many online trainings and resources available that go into specific detail on
things relevant to the OID, and these online trainings can be a part of the OID transition
documents that will be developed in spring quarter 2020 by the OID Task Force.
Here is a very broad list to show examples of said online trainings and resources:
● Introduction to Disability Services Office (DSO): https://hr.uw.edu/dso/

● How to live-stream events: https://helloendless.com/live-streaming-events/
● Introduction to the DO-IT program:
https://www.washington.edu/doit/about/overview
● DO-IT resource about captioning videos:
https://www.washington.edu/doit/videos/index.php?vid=59
● DO-IT resource about CART:
https://www.washington.edu/doit/videos/index.php?vid=57
● ATC resource about recognizing inaccessible PDFs:
https://itconnect.uw.edu/learn/accessible/atc/accessibility-services/accessibility-cons
ulting/making-pdf-documents-accessible/
● Introduction to the Accessible Technology Center at UW:
https://itconnect.uw.edu/learn/accessible/atc/
● Braille services provided by ATC:
https://itconnect.uw.edu/learn/accessible/atc/accessibility-services/braille-embossin
g-services/
● Accessibility 101: Principles of Inclusive Design training:
https://itconnect.uw.edu/learn-the-principles-of-accessibility-in-free-four-week-onlin
e-course/
● An Introductory course on Accessibility and Inclusive Design:
https://www.coursera.org/learn/accessibility?aid=true
● What is Inclusive Design?- article:
https://idrc.ocadu.ca/about-the-idrc/49-resources/online-resources/articles-and-pap
ers/443-whatisinclusivedesign
FREQUENTLY ASKED QUESTIONS

Why not make this within the ASUW Student Disability Commission?
The Student Disability Commission’s purpose, like all diversity commissions is to “represent
students who have faced historical and/or social discrimination.” and “to provide sources of
community for students through programming, coordination and other activities.” (ASUW
Bylaws, 2019, ARTICLE XI, 6A)
Adding positions to the SDC to accomplish the goals of the proposal would be
inappropriate as it takes responsibilities reserved for ASUW as an organization and more
specifically Human Resources/Personnel (such as ensuring workplace accommodation,
training in accessibility, etc) and places it on a program whose purpose is to “provide
community” and “represent students”. Providing logistical support, human resources
support and training, and advocating for access needs and inclusive design which also
supports non-disabled, non-traditional students, commuters and student parents falls well
outside the scope of the SDC’s bylaws defined purpose.
The predominant function of the OID is to provide services to ASUW and RSOs. This is not
to say that these services would not be enhanced with campus collaboration and
coordination, which is why we have designed the office such that they would both facilitate
Inclusive Design, and also act as representatives for Inclusive Design across campus. One
example of this is the need for Inclusively Designed facilities, the OID would serve as a
contact point within ASUW to facilitate advocacy on this as it relates directly to the services
the OID would provide (the more accessible spaces, the more options the OID has to
support and serve students and employees).
Can’t Disability Resources for Students (DRS) or Disability Services Office

(DSO) provide these services? Are there other university
departments/organizations that can provide these services at a
higher-degree of efficiency and effectiveness if they had the resources?
What are those entities and what resources would they need?
No University department is equipped with the tools to implement the range of services
provided by the OID. Specifically, movement away from the accommodation model,
towards Inclusive Design, requires building events and programs to be accessible from the
start, which requires guidance in the design of ASUW specific events and programs. To
outsource this to the University would remove the ASUW’s current level of autonomy in the
design and implementation of its programs and events.
The unique function of the OID in supporting ASUW with workplace accommodations, and
universal design within the internal function of ASUW also makes it impossible to outsource
to the University without sacrificing this autonomy and independence.
Additionally, it is worth noting the lack of investment on behalf of the University of

Washington. Disability Services Office (DSO) and Disability Resources for Students (DRS) are
the only direct University provided organizations to provide accommodations, and both are
astonishingly understaffed and underfunded. Both operate as compliance entities: They’ll
do what they can to provide ‘reasonable’ accommodations, but still far away from Inclusive
Design. Based on this, student access to ASUW should not be dependent on University
funding.
If accommodations for ASL interpreting and certain other services are

required to go through DSO to be scheduled, then how is DSO going to
efficiently process the increase in requests that this office would generate?
The only two services that would be going through DSO would be ASL interpretation and
CART captioning. DSO internally has requested multiple times for additional funding from
the University, only to be denied. When it comes to compliance-based organizations like
DSO and DRS, the system has to be overloaded before UW notices that it's a problem and
gives more resources.
What do you do when you run out of grant money?

The OID will continue to work to make ASUW accessible. It will remain an information
resource to RSOs, including linking RSOs to other funding sources. It will track funding
requests and demonstrated need which will inform advocacy for more funding for future
years.
How do you ensure that this money serves the most students? If you fund
only small events, are you really getting the biggest impact you can?
We don't intend to only fund small events, in fact we want to prioritize large events. There
are some events that happen every year on campus that have very large attendance,
whether that be A+E Spring Fling or winter powwow. These events should be fully
accessible no matter what, and will have the largest impact on students. We will also be
prioritizing events that have direct requests from students for accessibility measures. (See
more specific factors above in “Logistical Details”).
Will you ask those you fund to provide follow up metrics? How many people
attended, how many people utilized the accommodation services, how
much was spent for the accommodation services, etc.
We will already know how much accommodation services cost, as the money will never be
going directly into the hands of RSOs. The OID will be directly paying for everything. We
want to avoid asking for people to disclose their disability/whatever non-traditional student
type they may be, seeing as this could be a sensitive topic for folks to disclose. Instead, we
may recommend development of a form that OID can use after each event funded to ask
what went well and what didn’t in terms of accessibility. We can also have an annual survey
to determine community satisfaction with OID work (like which services were still
accessible/inaccessible, what services do they want to see more). Having accessibility
provided doesn't just impact those who receive service: inclusion and access impacts all in
the community.
How do you hold one (maybe two) students accountable to $100,000 and
spending it equitably, fairly, and responsibly?
There is already a clear set of accountability in place, based on the fact that this money can
only be spent on Inclusive Design (ASL/other language interpreters, wheelchair accessible
venues, CART captioning, etc.), not on anything more subjective (like advertising, or hiring a
speaker…). We foresee it being incredibly difficult to abuse this system, especially with
proper guidelines being given to the event director as they start their role, and the F&B
director signing off.
What is the timeline on requesting funds? Should they first have to meet
with their SAO Adviser? Should they get a quote from DSO before they
request funds? What does an application look like?
For specific details like the application questions and timeline, please see “Logistical
Details” section.
Due to the fact that student-led events often happen within a quick timeline, we do not
suggest SAO involvement in the OID application process. SAO advisors aren’t trained to
understand the accessibility-related intricacies of events, and requiring a meeting with
them (especially when many RSOs don’t even know who their advisor is) would be a
time-consuming barrier to efficiency within OID. The application for funding is very clear, so
the RSO/ASUW leaders shouldn’t need assistance with it.
As for DSO, we recommend that all primary communication occur between OID and DSO,
not the student leaders of the events. The intention here is to take the burden off those
students who may be less familiar with the accommodations process or DSO, and increase
the efficiency of the process.
How much, on average, are these services that would be funded by the
office?
It varies dramatically. ASL can be $75 an hour or more, per interpreter and many events
require more than one interpreter at once. CART is at least $75 an hour, usually more.
Finding an accessible venue can be anywhere from $50 to hundreds of dollars. Accessible
transportation for certain events, like Huskies on the Hill, can cost hundreds of dollars as
well.
It's also important to keep in mind that some services will require funds, but MANY others
will not (guidance on accessible space planning, fragrance free policies, remote
accessibility, food labels, presentation guidelines, etc.).
What peer institutions have something like this? What is their program? If
no direct peer institutions, what's the closest thing you can find?
While there has been research done on access and engagement in Student Government for
“women and minorities” little research has been found investigating or bringing attention
to access barriers for students with disabilities and other non-traditional students
(commuter students, student parents, working students, etc.). It appears there is little work
being done on this front because it is assumed the accommodations process will be
successful. What is ASUW’s process with HR to establish workplace accommodations? Is
there one? Students who want access to events can currently contact DRS, however our
claim is that logistically that is fraught with problems. What we are seeing is that most
student government organizations operate under the accommodation model, which
assumes disabled people and other non-traditional students will be able to gain access if
they request it. We have numerous examples of this failing to be true (See constituent
testimonials above).
What we propose would be unique, the first of its kind and on the cutting edge, as
currently, the national standard is EXCLUDING disabled, Deaf, and other non-traditional
student groups from student governance and student programming.
Are these hourly or salaried positions?

Salaried, just because we imagine tracking hourly employees would be cumbersome, but
open to different possibilities!
What skills, background, knowledge, etc. would the Director need to be able
to provide fair and equitable accommodations per request/to even handle
the requests?
The Director would benefit from an academic background in Disability Studies (the social
model of disability), Disability and/or Employment Law (offered by Disability Studies and
LSJ) and/or a background in Inclusive/Universal Design (many applications of this university
wide). Like most ASUW positions, much of the capacity for completing the job requires
strong internal policy documents, something which would be prioritized going into the next
year, and also a willingness to ask for guidance. Many of the answers of how to proceed are
available if a student is committed to investigating.
Can you guarantee that each year, a student will be found that possess the
skills necessary for each position and can do the job?
Evidence that such students ARE out there: We had over 20 qualified applicants to our
‘Universal Design Consultant’ intern position for the SDC, for the past two years. These
students are typically in places and programs like the DO-IT Center, D Center, and the
Disability Studies program, so when advertising for these positions, advertise there. As for
the more specific skills (learning how to create screen-readable documents, making image
descriptions, etc.) there are campus groups that can teach some of the skills needed for
this job. (Accessible Technology Center, DO-IT, etc) and these kinds of trainings can be
arranged for the student before their year in the position starts.
For the first few years that this office exists, strong transition documents will need to be
created, but once those are in place, students should be able to pick up the institutional
knowledge fairly easily.
What does "Inclusive Design" mean? Accessibility does not necessarily mean
disability - what about language barriers, income barriers (ticket sales),
general cultural barriers?
Ultimately, the goal is for the Office of Inclusive Design to address a range of accessibility
barriers. Due to the large scope of potential work it is clear the office will have plenty to do.
As the office is populated by student leaders with different backgrounds and experiences,
they can work to develop policies which help to address accessibility issues for a diverse
range of student populations. Funds could be used to pay for language translators outside
of ASL.
How do you plan to delineate between the D Center, DSO, SDC, and this OID?
What are the functions of each of these offices? Where is there overlap and
how can we minimize duplication of responsibilities to ensure efficiency
among all of them?
D Center is a cultural center, so they focus more on cultural programming and creating a
safe social space for students with disabilities. We feel very strongly it is important to
preserve the D Center as a safe space for disabled students, and not to make it a place for
able-bodied allies to frequent for logistical support within clubs and ASUW. This is not to
say they are unwelcome, it's just to say we don't want an institutional practice which robs
disabled students of this safe space.
DSO coordinates accessibility services for staff and faculty and they help facilitate ASL/CART
requests made by different campuses. They are not a source of funding nor a source of
consultation for students looking to make their events accessible. They don’t directly serve
students.
DRS coordinates accommodations for students, in predominantly the classroom

environment. For numerous reasons, they cannot provide the support needed to disabled
students seeking to access student programs. For one, they are built on the
accommodations model, which requires students to provide an unrealistic amount of
notice to facilitate requests. They are also woefully underfunded with something like 1-800
case load. Even if they were properly funded, if we seek to move towards an Office of
Inclusive Design which focuses on building events accessibly from the start, we have to
provide resources to the designers of events, which falls within ASUW’s jurisdiction.
SDC is an advocacy group that focuses on educational programming and disability justice at
UW. They are currently being asked to facilitate consultation within ASUW on accessible
programming, which not only falls outside the scope of their mission, but they currently
barely have the staffing to address the other systemic issues faced by the community
(66-86% dropout rates for example), let alone act as a guide to every program on how to do
things like including image descriptions and alternative text, creating a scent free space, or
uploading accessible videos, or designing events in accessible spaces.
OID would be focusing specifically on making the already existing organizations (RSOs and
ASUW) accessible. They are not a cultural resource, but rather a logistical entity, tasked with
ensuring ASUW and RSOs are supported in their efforts to be more accessible. They also
can serve as support to HR, in ensuring hiring and workplace practices are not only
accessible but within compliance.
Does SAO need further support in its advisory role to this office?
No, the office will have an SAO advisor in the same capacity that any other ASUW office
does. The SAO advisor for the Black Student Commission isn’t required to have a deep
understanding of the Black student community, nor does the SAO advisor to the Office of
Communication have to have a deep understanding of design. The SAO advisor for the OID
should have a very basic understanding of inclusive design, but then again, all SAO advisors
should.
Would there be regularly scheduled meetings between the OID and other
organizations (such as Student Parent Life)?
Absolutely. The OID Director’s job description currently has a part that reads “Represent the
OID and coordinate with campus-wide stakeholders to facilitate greater collaboration in
furthering Inclusive Design.”. This means meeting regularly with relevant organizations like
Student Parent Life or the Disability Services Office to ensure that these groups are having
their needs met. If the current job description isn’t thorough enough in this area, we are
happy to revise it.
Would the OID be able to add constituency groups to its mission in the
future based on the personal interest or expertise of directors (e.g.
veterans, income level)?
Yes. Just like any other ASUW office operates, the priorities and areas of expertise of the
employees may change from year to year. In this proposal, we’ve outlined the most
obvious needs and how to address them, but it is certainly plausible that different groups
and needs will arise as time goes on. The OID is bound to change to include more groups,
and we’re ready to welcome that change later on. (Additionally, we’ve added a suggestion in
this proposal that the OID conduct an annual survey to see what needs aren’t being met,
and so the results of that annual survey would appropriately lead into the types of changes
you’re suggesting above.) For now, the groups we’ve outlined make an excellent and
diverse start to the work that the OID will do.
What if people participating in events do not wish to be recorded?
The recording could be of just the main speaker. Of course, it’s all opt-in: If the speaker
wishes to not be recorded then it isn’t exactly possible to make the event fully remote
accessible. However, allowing for slideshows/other materials to be available afterwards is
helpful too. The goal is to make everything as inclusive as possible, but it IS ALL OPT IN: we
will always respect the wishes of individuals first.
Would the SDC’s job descriptions shift to less advocacy and more
programming as a result of the advocacy piece in the OID Director’s job
description?
If you look closely at the job descriptions of the two named positions, you’ll notice that the
SDC Director’s advocacy efforts focus broadly on “issues and concerns of students
with disabilities”, whereas the OID Director’s advocacy efforts focus directly on “furthering
Inclusive Design”. While Inclusive Design does benefit students with disabilities, it also
directly benefits MANY other student groups (outlined in ‘OID Constituency’ section). The
SDC’s advocacy efforts, on the other hand, focus on disabled students, which includes a
huge range of issues from the needs of people with intellectual/developmental disabilities,
to students with attendance- impacting disabilities, to Mad-identifying students, and
everything in between. Advocating for inclusive design isn’t a huge contributor to the
entirety of the SDC Director’s advocacy efforts, and therefore will not change significantly
after the OID Director’s advocacy efforts begin.
Why can’t the OID’s budget start small for its first year and grow from there,
rather than being large to begin with?
After meeting with multiple stakeholders including the Director of the D Center, Director of
the Disability Services Office, and the tri-campus ADA coordinator, there is a broad
consensus that even the amount of money we’re asking for now will barely begin to scratch
the surface of the demonstrated need. There are over 850 RSOs, and approximately 21
ASUW entities, all of which collectively put on thousands of events per year. If we were to
start with a smaller budget, it would lessen the likelihood that the OID can have a
significant impact. We’d be able to fund even less events than what we’re capable of doing
with the budget we’re requesting. IF, in the off chance that the budget we’re asking for
DOES match the need, or is too much, we are happy to cut it in future years. However, for
the first year, we want to ensure that the OID will be successful, and starting off with a
non-impactful budget doesn’t seem to ensure success.
If a request is submitted through the OID, the UW may or may not be legally bound to fulfill
that request depending on certain factors. If a person with a disability makes a reasonable
accommodation request for any ASUW or UW event, those respective entities (regardless of
the OID’s existence or involvement) are legally responsible for providing that
accommodation. The OID may help in doing so, and making things inclusively designed
before any accommodation request comes in so they are not even necessary. For RSOs, if a
student with a disability makes a reasonable accommodations request for a public RSO
event, the RSO would be legally responsible for providing that accommodation (including
the funding if needed to do so), and if they are unable to do so, they would need to cancel
their event or be out of legal compliance. The OID’s involvement to help coordinate and
provide funding for accommodations or accessibility does not shift legal responsibility
onto the OID, ASUW, or UW. The legal responsibility remains with the RSO. If the RSO event
is not public and instead only open to members, the OID would still not have legal
responsibility to fulfill that request, however the RSO would need to seek legal guidance to
determine their legal responsibility.
Is UW legally bound to fulfill requests submitted through the OID? If a

student made a request to an RSO, and the RSO filled out a form to the OID,
would the burden of fulfilling that request fall on the RSO or the OID?
If a request is submitted through the OID, the UW may or may not be legally bound to fulfill
that request depending on certain factors. If a person with a disability makes a reasonable
accommodation request for any ASUW or UW event, those respective entities (regardless of
the OID’s existence or involvement) are legally responsible for providing that
accommodation. The OID may help in doing so, and making things inclusively designed
before any accommodation request comes in so they are not even necessary. For RSOs, if a
student with a disability makes a reasonable accommodations request for a public RSO
event, the RSO would be legally responsible for providing that accommodation (including
the funding if needed to do so), and if they are unable to do so, they would need to cancel
their event or be out of legal compliance. The OID’s involvement to help coordinate and
provide funding for accommodations or accessibility does not shift legal responsibility
onto the OID, ASUW, or UW. The legal responsibility remains with the RSO. If the RSO event
is not public and instead only open to members, the OID would still not have legal
responsibility to fulfill that request, however the RSO would need to seek legal guidance to
determine their legal responsibility.
POTENTIAL ALTERNATIVES
Listed below are possible alternatives to parts of the proposal above.
Less Employees, More Interns

Description: Rather than the original 3 employees, there is a possible alternative of
combining the job descriptions of the OID Director and the OID Accessibility Coordinator
into one position, which would still be called the OID Director. The Inclusive Event
Consultant job description would remain the same. Some of the tasks that originally rested
under either OID Director or OID Accessibility Coordinator can be delegated into intern
positions. These proposed job descriptions are summarized below.
Potential Benefits: Starting out with less employees will relieve some of the office space
concerns. It also relieves some of the concerns around finding qualified applicants, since
there will only be 2 positions to fill instead of 3. Starting out smaller in this way will still
allow for growth in future years if there is increased demonstrated need, so starting with 2
employees seems like a good fit for the current needs of the OID.
Potential Concerns: Each of the original 3 positions served a particular purpose, so

narrowing that down to two paid positions means that some of those focuses may have to
be eliminated. The OID Director at that time may be able to create the proposed intern
positions to fill those gaps, but at the end of the day, interns are volunteers and their
performance may vary from year to year.
Inclusive Events Fund under the Board of Directors
Description: Rather than placing the fund (meant for RSOs/ASUW entities to get inclusive
event measures that cost money like language interpreters, CART captioning, accessible
venues, etc.) directly within the OID’s budget, the fund could instead be housed under the
Board of Directors. The Finance and Budget Director would be responsible for tracking its
spending to ensure that the money is not being concentrated with just a few ASUW
entities/RSOs. The application process would then look like this:
1. RSO or ASUW entity goes to the OID (Inclusive Events Consultant) to discuss event
plans.
2. If the IEC determines that the RSO/ASUW entity may want to get something for their
event that would cost money, they lead them to the ‘Inclusive Events Fund’
application.
3. RSO/ASUW entity fills out application, sends it to SAO.
4. RSO/ASUW entity meets with SAO advisor to go over event plans.
5. Once approved by SAO, the funding request goes to the Finance and Budget
Director.
6. F&B Director brings the request to the ASUW Board of Directors. RSO/ASUW entity
representative(s) is present to answer questions, but no formal presentation
required.
7. The ASUW Board of Directors can either approve or deny the request.
8. If approved, SAO processes the request in coordination with RSO/ASUW entity
leader.
Potential Benefits: Increased accountability, since every dollar that comes out of the
Inclusive Events Fund would need to be approved by the Board of Directors (and SAO
would be screening for things like partisan political events, etc.). Since the funding will
likely need to be approved by the Board of Directors, this will allow the funding process to
be expedited compared to having the funding proposals go through the Finance and
Budget Committee.
Potential Concerns: Since each application would have to go through SAO and Board, it is
an increased timeline. Student events often happen quickly and without much notice, so in
order to advertise an event as “CART Captioning Available”, for example, this whole
approval process would have to happen before advertising even starts. The purpose of OID
is to encourage student-led events to be planning all this beforehand, so this timeline
should be okay for most events, but there will surely be a few that cannot meet the
demands of this particular timeline.
ASUW Policy Accessibility Task Force
Description: This suggestion works in tangent with the

“Less employees” alternative. Part of the OID
Accessibility Coordinator’s job was to be “responsible
for the development of policies and practices within
ASUW which will support the facilitation of
accommodation requests, and the implementation of
Inclusively Designed programs (in collaboration with
the appropriate stakeholders).” If it is decided to mesh
the AC’s job description into the OID Director’s job
description, then this specific area could be delegated
to a task force, starting in Fall quarter of 2020-2021.
This task force would look through current ASUW policies and procedures to see how the
accommodations process works now, how remote access is supported or denied, and
other various aspects of inclusive design. After assessing the current state, the task force
will provide recommendations for policy and procedural changes to support the
implementation of inclusive design into ASUW practices and culture. The task force should
include the OID Director, SDC Director, Vice President, Director of Internal Policy, Personnel
Director, and 1-2 Administrative Assistants.
Potential Benefits: A task force would provide a larger, more diverse set of perspectives
as compared to just the OID Accessibility Coordinator. The recommendations coming from
an ASUW-created task force are much more likely to be taken into consideration by next
year’s Board of Directors, which makes it more likely that those positive changes will
actually be implemented, making ASUW much more accessible for all types of students.
Potential Concerns: N/A.

Smaller Inclusive Events Fund
Description: Instead of the original (approximately)

$75,000 ask from SAF to provide to RSOs/ASUW
entities to help make their events more inclusively
designed, we can start off smaller and ask for
$60,000. After the first year of the OID’s existence,
then that year’s Finance and Budget Committee can
reevaluate that amount and see if it needs to be
adjusted in order to meet the demonstrated need.
Potential Benefits: Starting off smaller means there’s less of a chance that the money
won’t be fully utilized by ASUW entities/RSOs who need it. It’s an easier ask from SAF, and
there’s always room for growth in later years if it's proved to be necessary.
Potential Concerns: Every expert that the task force has consulted (Disability Services
Office, ADA coordinator, D Center Director, etc.) have all expressed that even the original
ask of $75,000 will run out very fast. When you really think about how many student-led
events happen on campus every quarter, it puts into perspective just how much money
may be needed to make those events inclusively designed. Lowering the fund amount will
mean we can serve less events, which means we’re not fully meeting our mission of
ensuring access for non-traditional students to student-led events.
Other ASUW Job Modifications
Description: In order to alleviate some of the tasks originally included in the 3 job
descriptions in OID, some already existing job descriptions within ASUW could be modified
to include those aspects. Specifics are listed below:
Communications Director
1. Work to ensure ASUW social and multimedia media practices are utilizing image
descriptions/alternative text and that the links they are using are accessible.
Administrative Assistants
1. Work to ensure live streaming of ASUW open and public meetings for their assigned
meetings.
Systems Administrator
1. Assist ASUW entities in utilizing remote-access technologies.

Webmaster
1. Ensure that ASUW websites follow the WCAG 2.1 AA Accessibility Standards.
Potential Benefits: Would emphasize the need for Inclusive Design across multiple job
positions and would release some workload of the OID in certain respects. These
modifications can be in addition to any of the other alternatives.
Potential Concerns: The qualifications would have to be modified and there is no

guarantee that they will be familiar with the importance of Inclusive Design.
ASUW RECOMMENDATIONS FOR ACTION
The Office of Inclusive Design Taskforce

recommends the creation of the Office of
Inclusive Design as outlined in the final
report. We hope to have employees hired
by the 2021-2022 academic year.
TWO YEAR ACTION PLAN

1. Critical review of each existing entities programming infrastructure
2. Creation of informational documentation and videos to be used for RSOs seeking
assistance
3. Collect data/stats on how often services are used, why, how they can improve, what
entities are using it most/least, etc.
4. Continuous advertising campaign to ensure all constituencies are aware of what
services OID can provide
5. Review accessibility of available UW venues and develop public document with this
information
6. Create a list of accessible venues in the general Seattle area
7. Determine companies that will be be able to provide CART, ASL interpreters,
listening devices
- Many sports venues use apps that for assisted listening/captioning; explore
possibilities of creating one for UW that connects to events that consult OID
- expands remote accessibility
- ASL interpreter applications for all people at the event
8. Create a graphic with the services that do not require funding to put on the website
9. Establish which OID volunteer/intern training to prepare for roles of guiding folks
through the process of creating accessible events/who will work on the logistical
side of an event
WORKS CITED
ASUW. (n.d.). Retrieved from http://www.asuw.org/
ASUW Bylaws (2019, May 23). Retrieved from

http://records.asuw.org/Documents/ASUW%20Governing%20Documents/ASUW%20
Bylaws/20190605-MASTER%20DOC%20BYLAWS.docx
ASUW Constitution (2018, May 11). Retrieved from

http://records.asuw.org/Documents/ASUW%20Governing%20Documents/Constituti
on/20180531-20180511-MASTER%20DOC%20ASUW%20Constitution%2005.11.18.do
cx
Burgstahler, S. (2015). Universal design in higher education: from principles to practice.

Cambridge, MA: Harvard Education Press.
Campus life. (n.d.). Retrieved from https://admit.washington.edu/student-life/campus-life/
Quick Stats: Seattle Campus . (n.d.). Retrieved from

https://studentdata.washington.edu/wp-content/uploads/sites/3/2019/10/Quick_Sta
ts_Seattle_Autumn_2019.pdf

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1

Associated Students of the University of Washington

Christine Lew, Co-Chair

February 8th, 2021

OID WORKING GROUP SUMMARY 4

OID SERVICE AND PURPOSE 5

POTENTIAL BENEFITS OF OID 10

ACCOMODATIONS MODEL vs. INCLUSIVE DESIGN 11

OID JOB DESCRIPTIONS 21

OID AS PART OF ASUW 28

LOGISTICAL DETAILS (BUDGET/OFFICE/OVERSIGHT) 29

OID SERVICES FOR EVENTS 36

FREQUENTLY ASKED QUESTIONS 38

ASUW RECOMMENDATIONS FOR ACTION 53

TWO YEAR ACTION PLAN 54

OID WORKING GROUP SUMMARY

Office of Inclusive Design

OID SERVICE AND PURPOSE

RSOs and ASUW entities

Students benefiting from OID services

● A student with MCS (multiple chemical sensitivities) wants to attend events on

POTENTIAL BENEFITS OF OID

“An accommodation occurs when an adjustment or modification is made to a

We shouldn’t be waiting until there’s a request to make something accessible. We

2.) Inclusive Design has impacts to non-disabled, marginalized student communities,

These findings are also summarized in the comparison chart below.

ACCOMMODATIONS MODEL vs. INCLUSIVE DESIGN

This is the focus of the Disability

Relevant Testimonials (just a few!):

Adapted from https://www.microsoft.com/design/inclusive/

Please describe a time you were unable to provide accommodations or

Please describe your experience attempting to get an accessible space

Again, assumption that Art building already was accessible.

How much, in total, have accommodations or accessibility for an event

About $300 that I'm aware of

If you have anything else to add, please do so here.

Although I was lucky to have served my community without problems involving

Please describe a time you have seen or been personally impacted by

As a former Administrative Assistant to the Board of Directors, I was in charge of taking

I don’t go to many events because I never want to.

Please discuss your experience when asking for accommodations for a

If you have anything else to add, please do so here.

If needed, I am willing to give testimony in person!

There needs to be much more acknowledgement and consideration given to commuters,

Thank you for gathering feedback!

OID JOB DESCRIPTIONS

The full job descriptions are listed on the following pages.

ASUW JOB DESCRIPTION

HOURS: 19.5 Hours/Week

PAY RATE: To be determined by the Finance and Budget Committee

1. Awareness of the varied applications of inclusive design.

Must be a UW student enrolled in at least 6 undergraduate or 4 graduate credits or on leave as

ASUW JOB DESCRIPTION

TITLE: Inclusive Event Consultant

REPORTS TO: Office of Inclusive Design Director

PAY RATE: To be determined by the Finance and Budget Committee

1. Maintain awareness of large-scale student-led events happening on campus.

labels if food is offered, low-stimulation environment alternatives, ASL interpretation,

1. Awareness of the varied applications of inclusive design.

Must be a UW student enrolled in at least 6 undergraduate or 4 graduate credits or on leave as

ASUW JOB DESCRIPTION

TITLE: Accessibility Coordinator

The application process: Note- this matches the flowchart below