The document discusses the social model of disability and person-centered approaches. The social model of disability shifts the focus from the impairment to the disabling environment and relationships. A person-centered approach puts the individual at the center of decisions about their life by listening to them, seeking their feedback, and supporting their personal goals. It also involves family and community who are important in a person's life. The values of belonging, respect, community inclusion, contribution, and choice/control are emphasized.

1. Social Model of Disability
Based on the premise that we cannot understand a person with a disability from the
perspective of their disability alone; we need to shift the gaze from the impairment –
to the disabling environment that the person lives in – his/her relationships
Person centred approach
Just as the phrase “person centred” suggests, it’s all about putting you at
the centre of decisions which relate to your life. The ultimate aim of a
person centred approach is to understand what you want and need to live
your own, personally defined, good life.
This ongoing process involves listening, thinking together with you and your
family and friends, coaching, sharing ideas and seeking feedback to ensure
we’re always supporting you towards your personal goals, even as they
evolve and change.
Person centred practice is also one of the cornerstones of self-directed
support.
People, their families and communities
Your relationships are a big part of who you are. That’s why person centred
practice also recognises and involves other people who make a difference
in your life – family, friends and community.
Person centred practice is most successful when your friends and family
can support you to identify and develop your strengths.
Our Person Centred values
Person centred practice is just one of the ways we bring our values to life.
We also use John O’Brien’s 5 Valued Experiences as the foundation of our
person centred approach:
 Belonging in a variety of relationships and memberships.
 Being respected for your history, gifts, and abilities genuinely expressed
through having a range of valued social roles.
 Sharing ordinary places with other citizens in living, working, learning,
and playing together in everyday community settings.
 Contributing your personal gifts to make a positive difference to others.

2.  Choosing and having control over your own life in matters small and
large and gaining wisdom over time and through experiences for future
decisions.
Putting values into practice
We have a team of person centred advisors and mentors working across all
our operations.
Our approach to your plan and services will be tailored to:
 Your strengths and interests
 How you think and communicate best
 Who you want to include – family, friends, professionals
UQ role
The successful appointee will possess
 a detailed knowledge and understanding of equity and social justice principles;
 knowledge of relevant State and Commonwealth legislation, standards, case law,
agencies and processes, and in particular, those relevant to workplace equity and
diversity in higher education;
 capacity to develop innovative and leading-edge organisational change strategies,
with regard for organisational context;
 high level analytic skills and a demonstrated ability to deduce practical
recommendations from such analyses;
 a demonstrated capacity to develop and deliver staff development programs to a wide
range of audiences, including senior staff; and
 a demonstrated ability to write detailed reports and papers and to develop cogent
argument in extended oral and written communication.
The person
In addition to the relevant qualifications, knowledge, skills and experience, applicants should
possess
 the ability to work effectively and productively under minimal supervision as well as
to take direction;
 a demonstrated ability to develop effective professional relationships at all levels, and
to inspire confidence and develop respectful and constructive relationships with
people from a diverse range of backgrounds;
 a demonstrated ability to think creatively and contribute fresh insights in problem
solving and addressing difficult issues; and
 a capacity to influence through persuasive and well-informed argument.
https://www.youtube.com/watch?v=hvu8J4UPjNg

3. Both person centred approaches and culturally responsive work practice require practitioners to be
aware of their values and beliefs and actively think about how they impact on work practice.
But how do we recognize our values and beliefs?
What happens when others don't share our values?
And, how do our values impact on our work practice?
This challenging half day workshop will assist participants to not only find answers to these questions but also to
explore their values and beliefs.
Ut will provide you with practical strategies for effectively implementing a person-centred approach in a culturally
appropriate way which in turn, work towards empowering the people you work with to confidently make the
important decisions in their life settings.
If we could change ourselves, the tendencies in the world would also
change.
As a man changes his own nature, so does the attitude of the world
change towards him … We need not wait to see what others do
z3459105@student.unsw.edu.au