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Disability Awareness
Fear/Stigma Training
Employment Services & Innovations Indiana Vocational Rehabilitation Services
I. Myths, Facts, & Fears
Employment Services & Innovations Indiana Vocational Rehabilitation Services
True or false?
Directions: Decide whether each statement is true or false.
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1. There are nearly 153,000 people with disabilities in the United States.
False. There are over 49.7 million—21.3 million of working age!Employment Services & Innovations
Indiana Vocational Rehabilitation Services
2. A total of 37% of people with severe disabilities are unemployed.
False. Most experts place the number between 66% and 73%.
Employment Services & Innovations Indiana Vocational Rehabilitation Services
3. Hiring people with disabilities tends to drive up insurance and medical costs.
False. Dole Foundation,
DuPont, and Chicago Business
Leadership studies all
concluded that insurance and
medical costs do NOT rise.Employment Services & Innovations Indiana Vocational Rehabilitation Services
4. Employees with disabilities have 2.4% more absences than other employees.
False. A 30-year DuPont study showed that workers with disabilities had fewer absences.
Employment Services & Innovations Indiana Vocational Rehabilitation Services
5. People with disabilities have lower turnover rates than their non-disabled coworkers.
True. Employment Services & Innovations Indiana Vocational Rehabilitation Services
6. Aggregate annual income of people with disabilities is $1 trillion.
True. And $220 billion goes toward discretionary spending. Employment Services & Innovations
Indiana Vocational Rehabilitation Services
7. Workers with disabilities don’t perform as well as their non-disabled coworkers.
False. A 30-year DuPont study concluded workers with disabilities tended to have above-average performance.
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Fears on the Table
A “Time to Talk” Activity
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II. Business-Disability
Community Partnerships
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Hiring people with disabilities makes good
business sense! Good performance
Good safety record
No impact on medical & insurance costs
An ethical, socially responsible thing to do
Large, untapped labor pool
Lower turnover
Reduced recruiting costs
Fewer absences
Employment Services & Innovations Indiana Vocational Rehabilitation Services
Biz Benefits
New Customer Niche Group
Increased Brand Loyalty
Improved Community Relations
Risk Reduction/ADA Compliance Support
Reduced Recruiting Costs
Reduced Training Costs
Reduced Turnover
Tax Credits
Other Incentives
Increased Diversity
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Business “New World” “Brand Partners”—Walgreens, CVS,
Best Buy, TIAA-CREF, Hyatt, Starbucks, Bank of America
Labor Market Realities
Diversity Niche Market
Customer Niche Market
Staffing Industry
We got “next”
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III. Discussing the Disability
Community
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Disability Types
Physical Disability Cognitive Disability Intellectual/Developmental
Disability Sensory Disability Psychiatric Disability Acquired Disability (TBI/SCI)
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Disability Etiquette
Smile and be friendly.
Use a normal tone of voice.
Talk to the person with the disability—NOT to his aide, coach, or sign language interpreter.
If talking with a person in a wheelchair,sit or kneel to be at eye level.
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Disability Etiquette, cont.
Do not refer to a person's disability unless it is relevant.
Use "disability" rather than "handicap" to refer to a person's disability.
When referring to a person's disability, try to use "people first" language.
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Disability Etiquette, cont.
Avoid referring to people with disabilities as "the disabled, the blind, the epileptics, the retarded, a quadriplegic,"
Avoid negative or sensational descriptions of a person's disability.
Don't portray people with disabilities as overly courageous, brave, special, or superhuman.
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Disability Etiquette, cont.
Don't use "normal" to describe people who don't have disabilities.
Never say "wheelchair-bound" or "confined to a wheelchair."
Never assume that a person with a communication disorder (speech impediment, hearing loss, motor impairment) also has a cognitive disability, such as mental retardation.
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Supporting the Interview
Visual supports
Social stories
Talk less
Give wait time (use silence)
Keep it concrete and straightforward
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Interview Tips A handshake is NOT a standard greeting for
everyone. When in doubt, ASK the person whether he or she would like to shake hands with you. A smile, along with a spoken greeting, is always appropriate.
Speak directly to the person with a disability, not just to the ones accompanying him or her.
Don't mention the person's disability, unless he or she talks about it or it is relevant to the conversation.
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Interview Tips, cont.
Treat adults as adults. Don't patronize or talk down to people with disabilities.
Be patient and give your undivided attention. especially with someone who speaks slowly or with great effort.
Never pretend to understand what a person is saying. Ask the person to repeat or rephrase, or offer him or her a pen and paper.
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Interview Tips, cont.
Relax. Anyone can make mistakes. Offer an apology if you forget some courtesy. Keep a sense of humor and a willingness to communicate.
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Interview Process
Use visuals
Develop a mini-schedule for the flow of the interview
Ensure clear beginnings and endings
Attempt to block out environmental distracters
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Theory of Mind
What if I don’t know that you have a mind separate and different from my own?
What if I don’t realize that you are a unique individual in your own right?
What if I don’t realize that you have my interests at heart and want to offer me the benefits of your own experiences and thinking and ability?
What if I don’t know that you experience things differently from me?
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David Letterman's Top Ten Natural Supports
10. Support Theory of Mind (difficulty with
perspective taking)
9. Talk to the employee
8. Support "sins of the system" (helping employees
learn informal rules)
7. Mentor
6. Provide clear feedbackEmployment Services & Innovations Indiana Vocational Rehabilitation Services
Employment Services & Innovations Indiana Vocational Rehabilitation Services
David Letterman's Top Ten Natural Supports,
cont.5. Give clear directions
4. Ensure employees know how to ask for "help"
3. Model (demonstrate how to do tasks)
2. Use "silence"--don't verbally overwhelm during training
1. Use visual supports
Natural Supports Websites
VCU Rehabilitation Training &
Support
www.worksupport.com
Job Accommodation Network
www.askjan.org
Griffin Hammis
www.griffinhammis.comEmployment Services & Innovations Indiana Vocational Rehabilitation Services
Employment Services & Innovations Indiana Vocational Rehabilitation Services
Typical Supervisor Concerns
Additional supervision
Loss of productivity
What if it doesn’t work out?
Am I stuck forever paying a sub-standard employee?
How do I effectively communicate with an employee who has a disability?
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Supervision Strategies
Not required to lower quality or standards for any employee
Communicate your expectations with all employees
Workers with disabilities need feedback just like other employees
UPS 3-Year Study of Employees with Disabilities
Employment Services & Innovations Indiana Vocational Rehabilitation Services
Supporting New Hire
Help the person learn about personalities
Provide pointers about informal rules such as breaks, dress, and coffee
Teach special work language
Check to make sure person understood; ask them to repeat instructions
Be yourself
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Supporting New Hires
Introduce yourself and make the person feel welcome
Introduce new employee to co-workers
Show the individual where things are located & review policies/procedures
Invite the person to join you and others for breaks and lunch
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Emotions
Be consistent with your interactions
Help to discriminate between good-natured teasing and when someone is angry or upset
Explain expectations for jobs or routines
Help the individual, and yourself, not to overreact to a situation
Criticize privately
Ask person what you can do to help; suggest a break
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Creating Mutual Respect
Encourage co-workers to respect the skills and abilities of all employees.
Remember that the new person was hired because he or she has the skills to do the job
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Social
Work is also an important social enterprise
It is important to form valued relationships
Establish informal employee mentors
Theory of Mind
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Learning & Remembering
Act as a peer on an adult-to-adult level
Use straightforward and concrete language
Allow extra time to learn procedures
Teach multi-step tasks one step at a time
Provide reminders (checklists, symbols, color codes)
Simplify task by modifying procedures or equipment
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Communicating with Placement Agencies
Inform the Employee
Be PROACTIVE
Take advantage of your resources
Keep the employee involved
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Strategies
What has worked in the past?
What hasn’t?
How are the same issues handled with other employees?
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Common Concerns
Medications
Difficult to understand person
Harassment by other employees
When to seek help from Agency
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Employees with Cognitive Disabilities
A cognitive disability is any disability affecting mental processes.
People with cognitive disabilities do not necessarily have decreased levels of work skills, abilities, or intellectual functioning.
Possible accommodations: job coaching, structured breaks, checklists & time tables, clear and concise directions/instructions.
Employment Services & Innovations Indiana Vocational Rehabilitation Services
Employees with Psychiatric Disabilities
Psychiatric disabilities are disorders of the brain that may disrupt a person’s feelings, moods, and abilities to relate to others.
Possible Accommodations: job coaching, structured breaks, checklists & time tables, contingency plans to deal with stress.
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