Disability Disability SensitivitySensitivity

Sylvia Domagalski – Regional Disability Coordinator - Region 6 December 30, 2008

BARRIERSBARRIERS

What is the greatest barrier to What is the greatest barrier to people with disabilities that still people with disabilities that still

exists today?exists today?

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The greatest barriers The greatest barriers

individuals with individuals with

disabilities have faced disabilities have faced

for decades and for decades and

continue to face today continue to face today

areare attitudinal barriersattitudinal barriers..

www.disabilityisnatural.com

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WHY THE BARRIERS?WHY THE BARRIERS?

Work Trends SurveyWork Trends Survey

Americans’ Attitudes About Work, Employers and Government

Work Trends, March 2003

John J. Heldrich Center for Workforce DevelopmentRutgers, The State University of New Jersey

Restricted Access:A Survey of Employers About People withDisabilities and Lowering Barriers to Work

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http://www.heldrich.rutgers.edu/Knowledge_Centers/DisabilityAndWork.aspx

Work Trends, 2003Work Trends, 2003

People with disabilities are underrepresented in the labor

market, despite the desire and ability to work.

Restricted Access reveals that though many employers are

willing to hire people with disabilities, misconceptions

regarding hiring and accommodation abound.

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Specific Barriers Cited by Employers toSpecific Barriers Cited by Employers toTheir Hiring People with DisabilitiesTheir Hiring People with Disabilities

31%

10%

10%5%4%

12%

5%

23%Nature of Work

Employer Discomfort

Fear of Cost of Accommodation

Actual Cost of Accommodation

Fear of ADA litigation

Other

None

Don't Know

Heldrich Work Trends Survey, v.3.6: winter ‘039

Why the Attitude?Why the Attitude?

FEAR Many people fear they will say or do the wrong thing and, therefore, avoid people with disabilities.

BACKLASH People believe that individuals with disabilities are given unfair advantages.

DENIAL "Hidden" disabilities are not "real" disabilities that require accommodation.

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It’s not just a matter of semantics or being

“politically correct”; the language we use reflects

how we feel about disability.

http://www.disabilitylearningservices.com/unit03.htm

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Negative Phrases Used to Describe Negative Phrases Used to Describe People with DisabilitiesPeople with Disabilities

Retard or retarded You must have ridden the “short bus” Crazy, lunatic, schizo, psycho, insane Deaf and dumb A mute Crippled Freak

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THE “REAL DEAL”THE “REAL DEAL”Myths & Misperceptions

Misperceptions & Biases of Misperceptions & Biases of Persons with DisabilitiesPersons with Disabilities MYTH:MYTH: People with disabilities have lower job performance.People with disabilities have lower job performance.

▪ FACT: In 1990, DuPont conducted a survey of 811 employees with disabilities and found 90% rated average or better in job performance compared to 95% for employees without disabilities. A similar 1981 DuPont study which involved 2,745 employees with disabilities found that 92% of employees with disabilities rated average or better in job performance compared to 90% of employees without disabilities.

MYTH: Employees with disabilities have a higher absentee rate than employees MYTH: Employees with disabilities have a higher absentee rate than employees without disabilities.without disabilities.

▪ FACT: Studies by firms such as DuPont show that employees with disabilities are not absent any more than employees without disabilities.

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Misperceptions & BiasesMisperceptions & Biases

MYTH: It is too costly to accommodate students and MYTH: It is too costly to accommodate students and employees with disabilities.employees with disabilities.▪ FACT: Of the employers who gave cost information related to

accommodations they had provided, 167 out of 366 (46%) said the accommodations needed by employees and job applicants with disabilities cost absolutely nothing. Of those accommodations that did have a cost, the typical one-time expenditure by employers was $500. [www.jan.wvu.edu]

MYTH: Certain career choices are more suited to MYTH: Certain career choices are more suited to persons with disabilities.persons with disabilities.▪ FACT: As with all people, certain career choices may be better suited to

some than to others. While there are obvious poor career technical training and career choices, there are also many ways to accommodate individuals with disabilities as well as alternate ways of accomplishing a task.

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Misperceptions & BiasesMisperceptions & Biases

MYTH: Persons with disabilities need to be protected MYTH: Persons with disabilities need to be protected from failing. from failing. ▪ FACT: Persons with disabilities have a right to participate in the full range

of human experiences including success and failure. Job Corps Center staff and employers should have the same expectations of, and work requirements for, all students/employees.

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THE “REAL DEAL”THE “REAL DEAL”

Job Accommodation Network (JAN) – Fact Worksheet Series

Workplace Accommodations: Low Cost, High Impact: New Research Findings Address the Costs and Benefits of Job Accommodations for People with Disabilities

Most employers report no cost or Most employers report no cost or low cost for accommodating low cost for accommodating employees with disabilities. employees with disabilities. Of the employers who gave cost information related to

accommodations they had provided, 167 out of 366 (46%) said the accommodations needed by employees and job applicants with disabilities cost absolutely nothing.

Another 165 (45%) experienced a one-time cost. Only 25 (7%) said the accommodation resulted in an ongoing,

annual cost to the company

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Most employers report no cost or Most employers report no cost or low cost for accommodating low cost for accommodating employees with disabilities. employees with disabilities. 9 (2%) said the accommodation required a combination

of one-time and annual costs; however, too few of these employers provided cost data to report with accuracy. Of those accommodations that did have a cost, the typical one-time expenditure by employers was $500.

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The bottom line…The bottom line…

According to the employers who participated in this study, the benefits of making accommodations for individuals in the workplace far outweigh the costs.

Specifically, these employers found that on average, for every dollar they put into making an accommodation, they “got back” a little over $10 in benefits.

Making accommodations just makes good business sense!

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THE “REAL DEAL”THE “REAL DEAL”

Exploring the Bottom Line: A Study of the Costs and Benefits of Workers with Disabilities (conducted by DePaul University and funded by the Illinois Department of Commerce and Economic Opportunity - October 2007)

Cost-Benefit SurveysCost-Benefit Surveys

Thirteen companies provided quantitative data for the cost-benefit survey phase. From these companies, 314 employees were selected to participate (95 with and 219 without disabilities).

The 95 employees with disabilities held various positions including Service Workers, Administrative Support Workers, Professionals, and Officials and Managers.

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The good news…The good news…

Participants with disabilities from the retail and hospitality sectors stayed on the job longer than participants without disabilities.

Across all sectors, participants with disabilities had fewer scheduled absences than those without disabilities.

Retail participants with disabilities had fewer days of unscheduled absences than those without disabilities.

Regardless of sector, participants with and without disabilities had nearly identical job performance ratings.

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The good news…The good news…

Across all sectors, the difference in the amount of supervision required ratings were relatively minor among participants with and without disabilities.

The number of worker’s compensation claims of retail participants with and without disabilities were equivalent.

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Other findings…Other findings… Areas where participants with disabilities did not fare as

well were:▪Healthcare participants with disabilities stayed on the job for

shorter lengths of time than participants without disabilities.▪Healthcare participants with disabilities had more days of

unscheduled absences than those without disabilities.▪Both healthcare and hospitality participants with disabilities had

more worker’s compensation claims than their counterparts.

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THE “REAL DEAL”THE “REAL DEAL”Real Stories

A Painting Crew with A Painting Crew with a Different Anglea Different AngleFrom the New York Times (1996)http://query.nytimes.com/gst/fullpage.html?

sec=health&res=9E00E6D8173AF936A2575AC0A960958260

…two men are part of a painting and plastering crew made up of people with disabilities. Mr. Ojeda, 35, has trouble hearing in one ear; Mr. Lee, 41, lost the use of his legs after he was shot in the spine. Their colleagues have head injuries, visual limitations, develop-mental problems and seizure disorders; some are partly paralyzed and others are recovering drug addicts.

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A Painting Crew with A Painting Crew with a Different Anglea Different Angle Lisa Lederer, International Center for the Disabled’s

Director of Business Opportunities said the crew had tested her conviction that no one should be denied the chance to work based on physical condition. ''It gives us a chance to put our money where our mouth is,'' she said. ''Now that I have to bid on jobs and make deadlines, the question is will you try out someone with visual problems? So far I have given everyone a chance. A man who was paralyzed on one side was a great plasterer.''

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Woman Born With No Arms Woman Born With No Arms Becomes First Pilot to Fly Airplane Becomes First Pilot to Fly Airplane With FeetWith Feet Jessica Cox, of Tucson, Ariz.,

was born without arms, but that has only stopped her from doing one thing: using the word "can't.“

With one foot manning the controls and the other delicately guiding the steering column, Cox, 25, soared to achieve a Sport Pilot certificate.

http://www.foxnews.com/story/0,2933,463368,00.html

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Ability JobsAbility Jobs http://www.jobaccess.org/http://www.jobaccess.org/ OLD SCHOOL: People with disabilities are

institutionalized and written off. NEW SCHOOL: People with disabilities are recognized

as untapped talent and hired by forward-thinking employers. ▪ Assistant Labor Secretary Neil Romano talks to ABILITY

Magazine about the coming revolution in the American workforce:

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CHANGING ATTITUDESCHANGING ATTITUDES

Person First LanguagePerson First Language

Person First Language puts the person before the disability and describes what a

person has, not who a person is.

A “person with a disability” not a “disabled” person

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Why Person First?Why Person First?

Group designations such as "the blind," "the retarded" or "the disabled" are inappropriate because they do not

reflect the individuality, equality or dignity of people with disabilities.

Further, words like "normal person" imply that the person with a disability isn't normal, whereas "person

without a disability" is descriptive but not negative.

http://www.dol.gov/odep/pubs/fact/comucate.htm

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Language UseLanguage Use

Affirmative Phrase A person with an intellectual disability A person who uses a wheelchair or

who is mobility-impaired A person with a disability A person with a mental health

disability A person who is deaf A person who has epilepsy A person who has multiple sclerosis

Negative Phrase

Retard; retarded

Wheelchair bound

The disabled; handicapped

Crazy, nuts, psycho, lunatic

Deaf and dumb, mute

He’s an Epileptic

Afflicted by MS

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Barrier Removal – Barrier Removal – Reasonable AccommodationReasonable Accommodation

Sometimes our misperceptions and biases about what a person with a disability can or

cannot do exist because there is not an awareness or knowledge base of how those barriers might be alleviated with the use of appropriate reasonable accommodation.

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How Accommodations Remove How Accommodations Remove BarriersBarriers

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Examples of what some individuals with certain types of learning disabilities might “see” when looking at printed

material or how they might “write” on paper.

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Appropriate accommodations remove Appropriate accommodations remove barriers so the individual with a barriers so the individual with a

disability can use & demonstrate disability can use & demonstrate his/her abilityhis/her ability

There are many ways in which barriers due to a disability may be accommodated.

Examples:▪ Use of a word processor

• Spell check• Word prediction

▪ Use of text-to-speech software▪ Use of voice dictation software

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Suggestions for Effective Suggestions for Effective CommunicationCommunication

Ask the person with the disability about their needs Consider the communication situation (e.g., nature,

length, and complexity) Use a combination of aids and services with appropriate

communication techniques. For example, speaking clearly in a normal tone of voice, writing key words, using short sentences, gesturing, signing, looking directly at the listener when speaking

http://www.disabilitylearningservices.com/unit05.htm

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The Ten Commandments of The Ten Commandments of Communicating with People with Communicating with People with DisabilitiesDisabilities

The Ten Commandments of Communicating with People with Disabilities is a video that provides

information on disability etiquette via a series of humorous vignettes.

It also delivers a compelling portrait of people with disabilities as competent, contributing, and affable participants in the workforce.

http://www.pdassoc.com/tcd.html

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Educating the StudentEducating the Student

Assist student in becoming confident and comfortable discussing his/her disability by providing:

▪Specific training/literature on• Disclosure

• Self-Advocacy & Self-Determination

• Workplace Rights

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Educating the EmployerEducating the Employer

Each October is National Disability Employment Awareness Month (NDEAM). NDEAM is a perfect time to promote awareness and showcase the abilities of students with disabilities within the Job Corps environment, within the community-at-large and most importantly, with employers.

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NDEAM Suggested ActivitiesNDEAM Suggested Activities Suggested activities include:

▪ Work with local business industry council to set up a job fair or open house featuring center trades and show types of accommodations and how they are used in that particular field.

▪ Gather information on hiring individuals with disabilities and disseminate to employers, including development of flyers and newsletter perhaps featuring students with disabilities who have been successfully placed. Make this a year round activity!

What are some center activities that you have done to recognize NDEAM?

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Involving EmployersInvolving Employers

Invite employers to participate in the center’s programs and activities.

▪ Include disability organization representatives on the center’s• community relations council

• business industry councils.

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BUILDING INCLUSIVENESSBUILDING INCLUSIVENESS

Creating & Maintaining an Inclusive Creating & Maintaining an Inclusive Training & Work EnvironmentTraining & Work Environment

Use posters and other visual displays that are inclusive of individuals with disabilities.

Provide ongoing training to staff, students, and prospective employers regarding disability related topics.▪ Disability Sensitivity/Basic Etiquette

▪ Common Disabilities

▪ Reasonable Accommodation

▪ Types of Barrier Removal

▪ General Resources

▪ Education and Training Techniques/Strategies

Staff modeling of appropriate conduct, attitudes, and knowledge.

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Posters available at www.disabilityisnatural.com

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RESOURCESRESOURCESThe 2008 DiversityInc Top 10 Companies for People With Disabilities

Top 10 Companies for People with Top 10 Companies for People with DisabilitiesDisabilities The list was ascertained by factoring in the questions we

asked about people with disabilities, such as whether the company actively recruits them and has employee-resource groups for them. DiversityInc also examined work/life benefits.

http://www.diversityinc.com/public/3573.cfm

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Top 10 CompaniesTop 10 Companies1. IBM

▪ With 77 percent of its managers participating in mentoring programs, IBM clearly takes a nurturing role toward its employees, including those with visible and non-visible disabilities. The company has a supplier-diversity component aimed at people with disabilities.

2. Eastman Kodak Co ▪ A longtime champion of people with disabilities, Kodak has first-rate work/life

programs, including a confidential 24/7 Lifeworks & Referral Service. The company also has developed strong supplier-diversity relationships with vendors owned by people with disabilities and veterans with disabilities.

3. PepsiCo ▪ The company has a strong employee group called EnAble. Chairman and CEO

Indra Nooyi meets often with members of this and other employee groups.

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Top 10 CompaniesTop 10 Companies4. Kaiser Permanente

▪ The company has a supplier-diversity component for vendors owned by veterans with disabilities and a strong employee-resource group for people with disabilities.

5. Health Care Service Corp▪ The company directs 75 percent of its philanthropic efforts toward initiatives

that address health and human services in the communities it services.

6. Sodexo ▪ With a strong employee-resource group, Sodexo Organization of disabilities

Resources, Sodexo also has a philanthropic relationship with the National Organization on Disability.

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Top 10 CompaniesTop 10 Companies7. Starwood Hotels & Resorts Worldwide

▪ With a valued relationship with the National Disability Council, Starwood also has supplier-diversity efforts with vendors owned by people with disabilities and veterans with disabilities.

8. General Motors ▪ A longtime leader in this area, General Motors has a robust People With

Disabilities Affinity Group and comprehensive diversity training.

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Top 10 CompaniesTop 10 Companies9. Deloitte

▪With 75 percent of its managers participating in mentoring programs, Deloitte makes a deep and concerted effort to ensure all employees reach maximum potential. The firm has generous and trendsetting work/life benefits that help people with disabilities, including periodic reduced-workload arrangements.

10. Novartis Pharmaceuticals Corp. ▪The company has a Caregivers Affinity Group as well as a

group for People With disAbilities and Chronic Health Issues.

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Job Corps Disability Website

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Supporting Students with Learning Disabilities Website

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Regional Regional Disability ConsultantsDisability Consultants

Boston and Dallas - Molly Rosinski molly.rosinski@humanitas.com

Philadelphia and Atlanta - Pat Jackson pbjackson@verizon.net

Chicago - Kim Jones

kim.jones@humanitas.com San Francisco - Sylvia Domagalski

sjdnurse@aol.com

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