Summary

Create the organisational mandate for change by making disability inclusion visible, establishing responsibility and putting the initial rules, expectations, and safety conditions in place. Commitment involves actions to address:

• Institutional commitment (1.1)
• Organisational responsibility (1.2)
• Internal rules (1.3)
• Information about accessibility (5.6)
• Inclusive safety (6.5)

Bolded actions are required for the corresponding level of YO-IN Quality Label Certification.

Institutional Commitment (1.1)

Actions

• Basic: Make a public statement expressing the organisation’s commitment to equal opportunities, non-discrimination and disability inclusion.
• Intermediate: Formalise the commitment in the organisation with a policy, reference in the constitution or statutes, and communicate it across teams.
• Advanced: Use the commitment to guide strategic priorities, accountability, and organisational decision-making.

Milestones

• The organisation’s commitment to disability inclusion is visible and understood by staff, board members, and volunteers.

Considerations and Decisions

• Where should the commitment to disability inclusion be formalised (e.g., in the board, by the responsible staff, etc.)?
• How should the commitment be displayed and shared? 

Organisational Responsibility (1.2)

Actions

• Basic: Identify who currently takes initiative on disability inclusion, even if responsibility is informal. If no one is currently responsible, assign at least one person.
• Intermediate: Formalise responsibility for disability inclusion (e.g., include it in job description for responsible staff, board member, volunteer or group).
• Advanced: Integrate disability inclusion into rules and accountability mechanisms to ensure broad organisational responsibility.

Milestones

• Responsibility for disability inclusion is identifiable.

Considerations and Decisions

• What authority, time, and support does the responsible person/group need to ensure disability inclusion progresses?

Internal Rules (1.3)

Actions

• Basic: Review existing rules and identify whether disability discrimination and routes for raising concerns are covered.
• Intermediate: Update statues, codes, or internal rules to prohibit disability discrimination and establish an accessible complaints mechanism.
• Advanced: Integrate disability inclusion, reasonable accommodation and accountability consistently across relevant organisational policies and review cycles.

Milestones

• Internal rules explicitly prohibit disability discrimination.

Considerations and Decisions

• Does the organisation need to amend or improve existing instruments or develop dedicated provisions?

Information about accessibility (5.6)

Actions

• Basic: Proactively tell staff, volunteers, and beneficiaries what accessibility measures are and are not provided, including a contact for questions.
• Intermediate: Systematically include accessibility information in event and activity registration and other communications.
• Advanced: Standardise accessibility information across channels by creating a template for different activities and channels; assign responsibility to keep it current.

Milestones

• Accessibility information is communicated proactively for events.

Considerations and Decisions

• What accessibility information is mandatory for different activities and events?

Inclusive Safety (6.5)

Actions

• Basic: Identify disability-related gaps in emergency, mobility, and support arrangements and provide practical information where possible.
• Intermediate: Adopt or adapt emergency, mobility, and support protocols and brief staff or volunteers on support needs for different beneficiaries.
• Advanced: Systematically ensure prevention, emergency, mobility, and support protocols address the needs of persons with disabilities. Protocols are made available in accessible formats (e.g., venue evacuation information in tactile form).

Milestones

• Safety arrangements consider persons with disabilities.

Considerations and Decisions

• What risks or safety protocols will require specialist review or partner support?

Go to Step 3: Partner