disability inclusion in workplace
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Created by Andraea Levant and Jessica Hunt. Presented at 2012 Serve DC Annual Conference.TRANSCRIPT
Presenters: Andraéa LaVant
Jessica Hunt
Office of Disability Rights 2
Become familiar with the definition of disability under the Rehabilitation Act
Become familiar with people-first language
and proper disability etiquette Understand the benefits of including people
with disabilities in the workplace
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Disability Fact or Fiction: What Do We Know?
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A person with a disability wants to be treated equally to others in his or her workplace.
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It is often inexpensive to a hire a qualified person with a disability and give the person the tools needed to do his or her job.
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People with disabilities are held to different standards at work than other individuals.
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It does not matter to a person with a disability when you refer to him or her as “handicapped.”
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There is a difference between the words “Deaf” and “deaf.”
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When you see a person with a disability struggling with a door or heavy object, it is a good idea to open the door or take the object for him or her.
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When a person speaks slowly, you may assume that person has an intellectual disability.
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Not all people who are blind read Braille.
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Some people who are blind wear dark glasses. Why?
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When speaking with a Deaf person who has an interpreter, you should make eye contact with the interpreter.
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All people who are Deaf read lips.
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All people who are Deaf can speak.
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A person who has cancer that is in remission has a disability.
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Do you have experience with individuals with disabilities?
What are visible disabilities? What are invisible disabilities?
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How does the law define disability? Three-pronged definition Physical or Mental Impairment Record of a Disability Regarded As Having a Disability
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Language does matter! When referring to a person with a disability, always put the person first.
Examples: Person who is blind; person who is Deaf;
Person with an intellectual disability
The Golden Rule: If you are ever unsure of: acceptable language,
acceptable etiquette, or anything else: It is appropriate to ask
Making assumptions helps no one
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Acceptable Unacceptable
Person with a disability
NOT Disabled or handicapped
Blind or low vision NOT Visually impaired
Deaf or Hard of Hearing
NOT Hearing impaired
Wheelchair user NOT Wheelchair bound or confined to a wheelchair
Person with an intellectual disability
NOT Mentally Retarded
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Offering assistance
• Okay to offer • Ask what type of assistance needed • Preferences are different among people with the same disability • Accept no
Always direct communication to the person with a disability
• If the person speaks slowly, let him/her finish the sentence.
Make a mistake? Apologize, correct, learn and move on Treat adults as adults Relax!
Unemployment rate for PwD is almost twice the unemployment rate of those without them ◦ 15.2% v. 8.1% as of March 2012 (US Dept of Labor)
PwD in the labor force – 20.1% vs. people w/o disabilities – 69.3% (US Dept of Labor)
Two-thirds of PwD who are unemployed would rather be working (Institute for a Competitive Workforce
Increased Revenue ◦ Access to new markets ◦ Improve productivity through innovative and
effective ways of doing business
Economic Incentives ◦ Eligible for state and federal tax credits and
reimbursement opportunities for architectural changes Work Opportunity Tax Credit Return on Investment Calculator – Think Beyond the Label
– www.thinkbeyondthelabel.com
Reduce Costs ◦ Increase Retention and Attendance– PwD are
typically more loyal and stay longer on the job than their non-disabled counterparts Less likely to take sick and personal leave Marriott – 6% turnover, PwD; 52% overall Washington Mutual – 8% turnover, PwD; 45% overall ◦ Reduce hiring and training costs ◦ Reduce costs associated with conflict and litigation
Research proves: ◦ Workers with disabilities are much more satisfied
with their work than those w/o disabilities ◦ PwD have a strong reputation for being hard-
working, dedicated, and proud of their work and the organizations that employ them ◦ Employees with disabilities are just as dependable
and productive than those without disabilities
Customers with disabilities, their families, friends, and associates represent a trillion dollar market segment ◦ Many Americans say they prefer to patronize
businesses that hire PwD ◦ Ultimately proves that the organization/business
cares about the community at large
PwD bring unique experiences and understanding – transforms a workplace and enhances products & services ◦ Workplace Innovation Allows more efficient and effective business processes Opportunities to develop and implement management
strategies to attract and retain qualified talent ◦ Product & Service Innovation New products and services can be developed through
disability-inclusive diverse teams Products and services can be customized to increase
profitability
US Department of Labor, Office of Disability Employment Policy – www.dol.gov/odep
Job Accommodation Network- www.askjan.org
US Equal Employment Opportunity Commission- www.eeoc.gov
Jessica L. Hunt, Esq. Special Projects Coordinator District of Columbia Office of Disability Rights (ODR) O: 202-727-0287 [email protected] Andraéa LaVant Inclusion Specialist Girl Scout Council of the Nation’s Capital O: 202-534-3791 [email protected]