Accessibility and Inclusion Maturity Model

In 2021, APA) released the Equity, Diversity, and Inclusion (EDI) Framework (2021) to guide the Association’s future planning on equity, diversity, and inclusion. The EDI Framework, which reflects a comprehensive review from staff, elected and appointed leaders, and experts across the Association’s membership, indicates that equity, diversity, and inclusion are vital to the progress of APA, the field of psychology, and society (APA, 2021). The EDI Framework is a foundational document that allows for the expansion of APA’s vision for an accessible, equitable, and inclusive psychology. A primary tenant of the framework is to promote human rights, fairness, and dignity for all. The framework also provides a roadmap for the next phases of EDI strategic planning, including the development of the Accessibility and Inclusion Maturity Model (AIMM).

Disability inclusion is vital to the health and success of both individuals and organizations. Millions of Americans with disabilities continue to experience subtle or blatant discrimination in areas like employment, housing, and health care (APA, 2023b). Attitudinal barriers can be the most significant hindrance to people with disabilities² achieving their full potential, which deprives people, organizations, and society of a valuable set of skills and resources (APA, 2019a). More specifically, disabled psychologists have a notable history of working against barriers, especially related to clinical training and supervision (Lund et al., 2020).

Even with a lack of current research measuring the prevalence of disability among psychologists and trainees, earlier surveys from the 21st century have found that between 6–8% of psychology trainees report experiencing a disability (Lund et al., 2014). In addition to attitudinal barriers, psychology trainees with disabilities experience physical, programmatic, and systemic barriers, including barriers to supervision and access to accommodations (Lund et al., 2020). Addressing these barriers can mold supervisors into better advocates for disability inclusion while simultaneously supporting the growth and development of disabled psychologists in the field (Lund et al., 2020).

In alignment with the EDI Framework, the AIMM strives to dismantle barriers and advance disability inclusion within the Association while influencing the other spheres of the EDI Framework such as the field of psychology and society.

Brief history of disability inclusion at APA

The needs of people with disabilities were first addressed with the creation of Division 22: Rehabilitation Psychology in 1958 and Division 33: Intellectual and Developmental Disabilities/Autism Spectrum Disorder in 1978. However, the needs of psychologists with disabilities themselves were not addressed until the mid to late 1970s when a group of disabled psychologists began convening at several annual APA conventions. The discussions and efforts of this informal group focused on issues of accessibility and advocacy. Their work prompted the development of a task force that would recommend the formation of what is now known as the Committee on Disability Issues in Psychology (CDIP).

Since its first meeting in 1985, CDIP has played a critical role in the creation of policies, programs, and resources dedicated to the inclusion of people with disabilities and the mitigation of ableism³. For example, a key initiative of CDIP was the development of APA’s Disability Mentoring Program (DMP). For more than 20 years the DMP has helped retain people with disabilities in psychology’s academic programs and careers by supporting graduate psychology students, psychologists entering the field, and practicing psychologists with disabilities.

In 2019, the Association adopted the Resolution on Support of Universal Design and Accessibility in Education, Training and Practice. This resolution further affirms APA’s support of the full participation and inclusion of people with diverse needs and abilities while advocating for a move toward infusing universal design principles throughout APA’s actions, programs, and policies (APA, 2019a). Prompted by the adoption of the resolution, APA determined the need for a more formal assessment of the current state of disability inclusion, across the Association.

In 2021, APA deployed an Association-wide disability inclusion survey and held focus groups consisting of members and staff. In 2022 and 2023, additional input and feedback was collected from individual APA members with disabilities, various member groups, disability experts and advocates, leadership, staff representatives from each directorate and office, and the inaugural Staff Disability Inclusion Advisory Group, which includes staff with disabilities as well as allies and staff who are disability inclusion and accessibility experts.

While APA has made significant strides in the past four decades, the result of this environmental scan suggested that gaps remain, and opportunities exist for a more coordinated strategy to further advance disability inclusion, leading to the development of the AIMM.

Guiding principles

The following core values inform and infuse the AIMM, some of which have been adapted from the APA/APASI Strategic Plan (PDF: 81 KB)opens in new window (APA, 2024) and others developed in collaboration with members and staff. The AIMM has also been informed by other values reflected in rehabilitation psychology, disability science, clinical psychology, counseling psychology, and industrial and organizational psychology. Many of these values are core to the work of APA.

• Champion equity, diversity, and inclusion. APA will continue to do this by centering the voices of APA’s disabled constituents in work surrounding the development, implementation, and evaluation of the AIMM.
• Build on a foundation of science. Ensure that the best available psychological science informs the AIMM.
• Commit to recognizing the wide range of disabilities and the varying impacts they have on individuals’ lives. While acknowledging the unfortunate reality that oftentimes a hierarchy of disabilities exits, usually perpetuated by internalized ableism, APA is dedicated to not reinforcing this hierarchy. Addressing the needs of people with all types of disabilities, both apparent and nonapparent, remains a priority.
• Consider the impact of intersectionality and intersectional identities. APA recognizes that intersectionality focuses on how systems of oppression, such as ableism, racism, sexism, and classism, intersect to produce and sustain complex inequities. We acknowledge that people have multiple social and cultural identities in addition to their disability identity, and these intersecting identities may compound vulnerabilities. However, intersecting identities also bring rich strengths and flourishing to individuals, which APA recognizes as a component of intersectionality.
• Respect and promote human rights. Disability rights are human rights.
• The AIMM embodies universal design and inclusive design. APA strives to dismantle attitudinal barriers by collaborating with disabled people to foster inclusive and fully accessible environments for all.

Maturity models

Maturity models are structured frameworks that are used to assess and measure the current state of an organization’s practices and processes. By identifying areas for improvement and setting goals, maturity models are aspirational, helping organizations both create a baseline to understand where they are and determine where they would like to be (Puvar & Call, 2021). Such models also aid organizations in establishing a roadmap for cultural change. Each stage represents a developmental progression toward a higher degree of effectiveness and maturity. Organizations can use maturity models to track their progress and take incremental steps toward change and continuous improvement.

A psychosocial model grounded in psychological science

The APA AIMM is firmly grounded in psychological science. While older disability models reflect stereotypes and biases that contribute to the marginalization of people with disabilities, the field of rehabilitation psychology has historically prioritized advocacy (Andrews et al., 2023). Specifically, the main ideals of this field include advocating alongside disabled people, honoring human dignity, and valuing equity, inclusion, and opportunity (Tackett, 2023). Additionally, rehabilitation psychology asserts that all people are entitled to the development of their abilities, support of their current assets, a sense of belonging, and necessary alterations to their environment that eliminate interpersonal and structural barriers (APA, 2019a; Wright, 1972). Furthermore, managing and coping with disability is a continuous, dynamic process that requires an individualized approach and ongoing evaluation to be effective (Dunn et al., 2016; Wright, 1972). The AIMM is intended to remain iterative and evolve with the Association as the needs of disabled constituents develop and change over time.

The AIMM is designed to be a psychosocial model that encourages an organizational culture that embodies inclusivity. This model borrows from many key aspects of biopsychosocial models, consistent with the EDI framework, and applies them to workplace settings, including its person-centered, individualized approach to disability and neurodiversity⁴, as well as its focus on alleviating barriers to create a supporting environment for all, not just some individuals (Whelpley et al., 2023). The psychological (mental) domain involves motivation and stress, individuals’ personal attitudes or beliefs about their disability, and how they affect work performance (Whelpley et al., 2023).

The social domain acknowledges an individual’s sense of identity related to their social environments and interactions with others (Whelpley et al., 2023). An employee’s perception of themselves may be influenced by other’s attitudes and behaviors, also leading to a change in social dynamics (Whelpley et al., 2023). Understanding the social impact of either inclusive or discriminatory environments may help organizations develop better practices to combat stigma (Whelpley et al., 2023; Doyle, 2020). The AIMM considers both psychological and social aspects of disability throughout every phase including strategic development, implementation, evaluation, and improvement.

Universal design and inclusive design

Universal design is an approach that aims to create systems that are inclusive and accessible, promoting independence and equal opportunities for everyone (Perrson et al., 2015). It stems from the field of architecture and environmental design, but this design approach may also apply to technology, communication, and various other aspects of daily life. Inclusive design, on the other hand, emphasizes the importance of ongoing dialogue and collaboration with people from various backgrounds to guarantee that their perspectives are continuously incorporated and reflected in the design (Perrson et al., 2015). Additionally, including people with the lived experience and a deep understanding of intersecting identities will further support more equitable and inclusive practices that respect the complex identities of all individuals.

Universal design and inclusive design are methods that promote equal access, inclusivity, and participation for all people. They often complement each other and in practice, elements from both approaches are used to ensure that products and experiences are as equitable, user-friendly, and accessible as possible. These design approaches may have the most obvious benefits for people with disabilities; however, other traditionally underrepresented groups may also benefit, such as older adults and people with diverse cultural and linguistic backgrounds.

Further infusing universal design and inclusive design into the fabric of APA is at the core of AIMM, as well as ensuring that APA is consistently evaluating our progress and incorporating feedback from our partners and experts with the lived experience of disability. This will help to ensure that APA is working toward eliminating barriers, embracing differences, and creating an environment where people with all types of disabilities feel they belong.

Structure of the AIMM

Figure 1 depicts the APA AIMM that is influenced by the work of several researchers (see Addendum B). Among the maturity models that contributed to the development of the AIMM, the Employer Assistance and Resource Network on Disability Inclusion (EARN; 2022) was one of the most relevant. To develop the EARN maturity model, researchers examined general EDI practices (see Puvar & Call, 2021) and suggested strategies that companies can implement to align disability inclusion initiatives with existing EDI practices. The EARN maturity model includes three levels of general EDI practices: emerging (developing strategy and foundational elements; advancing (executing clearly defined strategies and engaging employees); and leading (integrating EDI across all business processes). The model then suggests disability-based strategies that align with these practices and can be grouped into topics such as infrastructure, diversity, inclusion, integration, accountability, and equity.

The rationale behind this framework is that incorporating disability as an aspect of diversity into broader EDI practices, including those that are already in place, may efficiently advance disability inclusion, equity, and accessibility. Informed by APA’s core values and research in relevant psychology topics (e.g., rehabilitation psychology, industrial/organizational psychology), APA adapted the EARN’s rationale to include an initial level of EDI practices, in which there is minimal knowledge or use of disability-inclusive best practices, and different dimensions in which the strategies may be implemented (infrastructure, accessibility, knowledge, engagement, and external-facing).

The roadmap for implementing the AIMM and advancing disability inclusion includes four phases which are outlined in Figure 2. As detailed in earlier sections, phase one was “assessment and prioritization,” which involved development of the AIMM and prioritization of opportunities for growth. Figure 3 depicts the current strategic priorities across each dimension that APA has identified as crucial for advancing to the next maturity level.

The priorities were based on:

1. maturity level criteria
2. feedback and input from APA (e.g., elected and appointed leaders, divisions, staff representatives, the executive leadership team, etc.)
3. universal design and inclusive design approaches
4. feedback and input from expert consultants
5. ongoing/current work best positioned for scaling
6. the 2019 APA Resolution on Support of Universal Design and Accessibility in Education, Training, and Practice.

The implementation of the AIMM by APA represents a transformative approach for advancing disability inclusion, equity, and accessibility across the Association, the field of psychology, and society. Through the meticulous identification of strategic priorities and the steadfast commitment to developing corresponding outcomes and objectives, APA has laid out a clear path for progress.

Actively partnering with members and staff, including those who have the lived experience of disability, infuses every step with a sense of purpose and accountability ensuring that progress is not just a goal but a shared commitment. With the iterative nature of the model, APA welcomes change as an opportunity for growth. Consistently refining and adapting strategies to meet evolving needs ensures sustained progress over time.

APA embraces the AIMM as a guiding framework ensuring that every step forward is intentional and impactful. By emphasizing collaboration, ongoing evaluation, and data-driven decision-making, APA is charting a course towards a more inclusive and equitable future.

The AIMM owes its foundation to the tireless efforts and extensive research conducted by numerous advocates over the years. Their dedication and commitment have laid the groundwork for this model, empowering us to build upon their insights and advance the field further. We are profoundly grateful for their pioneering work, which has paved the way for our contributions.

The following documents and maturity models informed the development of the AIMM: