Apr/110
3 Keys to Fostering Inclusion
Workplace inclusion is becoming a critical determinant of success for employers nationwide. An increasing population of Americans with disabilities, evaporating Federal funds for disability unemployment programs, and the need for ongoing ADA compliance are just three key drivers towards increased participation of individuals with disabilities in the workplace. Disability training programs that foster inclusion are a means for organizations to stay ahead of the curve, preparing workplaces across the country to better accommodate work-ready prospects with disabilities.
Workplace Inclusion: 3 Key Steps
Workplace inclusion is an end, not a means. It is a goal to be achieved through ongoing disability education and awareness programs. By definition, inclusive workplaces freely and without pity accept qualified individuals of all backgrounds, including those with disabilities. This view further recognizes that outward appearance or deficiency relative to the status quo in no way inhibit the ability of an individual to add value to an organization.
The following are 3 keys to fostering inclusion in the workplace while engaging in employee training programs:
1. Create and Enforce Policies
The creation and enforcement of policies is the first step in fostering inclusion in the workplace. This step will vary in application depending on individual business diversity and needs. In general, effective policies are those that increase the accessibility of job opportunities, physical work spaces, spread awareness for prevalent disabilities, engage in soft skills training, and other means of developing a respectful rapport among all members of the organization.
Enforcement is the not-so-pretty side of this coin, but it is essential nonetheless. All members must be made aware of the penalties for violating inclusion policies. Accordingly, all individuals found in violation of stated policies must be reprimanded in a timely and equitable manner.
Finally, organizations may wish to utilize periodic office communications like announcements, bulletins, or email newsletters to circulate news of policy and enforcement changes. This has a the dual benefit of keeping employees informed while also restating inclusion policies to remind individuals of their scope and goal.
2. Encourage Employee Support Systems
Employee support systems can be both imposed by management or created by employees. The latter reflects a recent trend in the grass roots style of employee networking whereby individuals of similar backgrounds voluntarily create interoffice groups to discuss pertinent workplace issues.
Employee support systems further the generation of inclusion in the workplace by giving individuals a chance to network and bond with peers with whom they share significant common grounds. Moreover, encouraging employees to form support groups can be a vehicle for spreading awareness about issues that otherwise may go unspoken. Human Resources plays a vital role, here, as an entity capable of moderating interaction among different employee support groups to facilitate open discussion of group-specific challenges, aspirations, and perspective.
Above all, these groups build the support system necessary to help individuals build confidence, broaden their horizons, and develop professionally within their organization.
3. Recruit Individuals with Disabilities
Inclusion is not reactive. Rather, it is proactive. Qualified individuals are to be welcomed into the workplace with under an unfaltering notion that everyone has the ability to contribute something of value.
Welcoming qualified individuals is all about accessibility. In a physical sense, this means review the architecture of real-world work spaces to ensure entrances, work stations, bathrooms, and other areas are ADA compliant and deemed handicapped accessible. Accessibility extends beyond the workplace, however, and into the mediums an organization may use to communicate job openings, marketing campaigns, and company news to the general public. The virtual world is valuable in this regard, and the Disabilities Education Blog has a 5-part series on Making Websites Accessible that may prove helpful in constructing Websites with persons with disabilities in mind.
Doing the Right Thing
Disability employers and accessible organizations too often err on the side of doing the right thing. Federal compliance and maintaining a positive public image are typical motivators for employing individuals with disabilities.
However, these shallow commitments are simply not enough. Individuals with disabilities represent a significant portion of working class Americans. Employed, they also represent wage earners and consumers. They participate in their communities in similar ways as those without disabilities. Many have life goals, fears, and moments of proud achievement. Ms. Nadine Vogel, President of Springboard Consulting, puts it best (i):
People who are[...] disabled are individuals with families, jobs, hobbies, likes and dislikes, problems and joys. While their [...] disability may be an integral part of who they are, it alone does not define them. Making it comfortable for everyone to be who they are and bring their full selves and creativity to the workplace is critical to everyone’s success.
As leading global experts in helping multinational corporations, governments, and other organizations support the disability community in the workplace, Springboard Consulting knows that successful disability training programs do more than simply spread awareness. They work to create inclusive communities where each individual has a unique opportunity to leverage their talent as a means of valuable contribution.
Apr/110
4 Steps to Reducing Disability Unemployment
Unemployment among males in the United States hovers around 18%, its highest level since the 1950s (i). There is evidence of an increased number of men of prime working age entering into disability unemployment programs as well, indicating a trend that has only contributed to the rise in unemployment. Mr. Damian Paletta of the Wall Street Journal reports that while the Social Security and Medicare are projected to operate through 2029, the disability fund will “run dry” in four to seven years without government intervention, as indicated by government auditors (ii).
Encouraging beneficiaries of Federal and state disability unemployment programs to remain positive and proactive in re-entering the workforce is key in reducing unemployment levels. Moreover, increasing the rate at which these individuals re-enter the workforce will enable the long-term sustainability of disability programs. The Disabilities Education Blog has created the following 4 steps to help individuals with disabilities transition from the passivity of unemployment programs to the rewarding stimulation of the workplace.
Step 1: Self Evaluation
The first step is to look inward. One must set aside personal time to reflect on the power of having complete control over life choices. The happenings of everyday life cannot be controlled, however tactful decision-making can be exercised to address challenges and overcome them as they occur.
For those with disability, self-evaluation may require the help of an advocate, a caregiver, or disability career management resources to aid in assessment. In uncovering areas of talent, individuals can gain direction in their career search by pursuing opportunities within their most prominent skill sets.
The Disability Training online store offers many disability training resources to aid in identifying personal passion, work preferences, and developing vision for professional career development. The Beyond Barriers to Passion and Possibility is one such DVD. This interactive training tool is hosted by leading disability employment professional Denise Bissonnette and presents key inquiries designed to help individuals with disabilities create a clear and actionable job search.
Most importantly, the Self Evaluation must conclude with setting goals that will lead the individual to a fitting and fulfilling career in an industry of interest.
Step 2: Make Things Actionable
Of course, goals are not useful if they are not attained. One must make things actionable by considering the finer points necessary for goal attainment. For example, an individual may create a list of 3 tasks that will enable them to achieve their goal. This list should include three different actions:
- Immediate: Something that can be done immediately to aid in goal achievement.
- Short Term: Something that can be accomplished in 3 to 5 days.
- Long Term: Something that may take 14 to 90 days or more.
Imagine one conducts a self-evaluation and determines their passion, talents, and work preferences are conducive to a job in telecommunications. Consider the following example of how to this individual implement immediate, short term, and long term actionable items to find a job in telecommunications (the goal).
- Immediate: Conduct an Internet search for available telecommunications jobs. Note job requirements and identify areas where specific skills are needed.
- Short Term: Reference your Self Evaluation and determine areas where additional training is necessary to expand current skill sets or build new ones. Research available training programs and enroll in the one that will expand or build those necessary skill sets.
- Long Term: Commit to your training program and take pride in increasing both work readiness and ability. Once completed, engage in interviewing processes for the appropriate telecommunications positions.
Step 3: Prepare for Life After Unemployment
Economists have written that a major downfall of the U.S. Federal disability program is that it “provides strong incentives to applicants and beneficiaries to remain permanently out of the labor force,” (iii). These economists believe that individuals enter the program for good reason at first; however, they become comfortable with being unemployed and suffer a reduction in both ability and marketability as a potential new hire.
Beneficiaries of Federal disability programs can avoid this downward spiral by staying positive and engaging in the steps we’ve covered thus far: continual self evaluation, goal setting, and persistent goal attainment.
Step 4: Persevere
The most important driver towards employment is perseverance. To persevere is to remain active in the pursuit of a goal, no matter the difficulties encountered along the way. One must be ever mindful that each new day is a new opportunity to make significant strides towards finding a job that may lead to an exciting and fulfilling career. Failure is inevitable, yet it only furthers one’s progress by illustrating specific mistakes that are to be avoided in the future.
Share Your Story with Program Development Associates
Many struggle with the challenge of finding employment. Maintaining the courage and persistence necessary to find stimulating and rewarding work is very difficult, especially in the tough economic times with which we have faced in recent years.
Program Development Associates invites you to share your thoughts on the employment search, effective disability training programs, and our 4 Steps to Reducing Disability Unemployment on Twitter! Simply Tweet DisabilityEDU to share your experiences!
(i) http://economix.blogs.nytimes.com/2011/04/08/men-unemployment-and-disability/?partner=rss&emc=rss
(ii) http://online.wsj.com/article/SB10001424052748703752404576178570674769318.html
(iii) http://economix.blogs.nytimes.com/2011/04/08/men-unemployment-and-disability/?partner=rss&emc=rss
*Image source: Leonhardt, David. Men, Unemployment, and Disability. http://economix.blogs.nytimes.com/2011/04/08/men-unemployment-and-disability/?partner=rss&emc=rss
Apr/110
#Disability Employment is ‘Just Good Business’
Organizations are often slow to actively recruit those with disabilities. Fear of the unknown, increased training costs, and unforeseen workplace accommodations are just three ill-conceived notions held by many business leaders when confronted with the opportunity to engage in disability employment. Agencies that specialize in disability training are here to help, however, aiding individuals with disabilities prepare for effective job placement.
Disability Support Programs
One such disability support program has helped 42 individuals with a range of different mental and physical disabilities become positive contributors in the Chesapeake Region of Maryland. Since inception, the Arc of the Central Chesapeake employment program has helped individuals with developmental disabilities find work, keep work, and lead independent lives. The Arc provides 1-on-1 attention to each participant, helping them to develop personally and professionally while conducting the job search. Individuals learn to address the obstacles they encounter in every day life while also learning the finer points of engaging in a successful career search. Cover letter writing, interview skills, relationship development, and job skill acquisition are each areas in which the Arc of the Central Chesapeake helps program participants excel.
The Chesapeake area is far from an anomaly. In 2005 the American Community Survey released a report indicating that 42% of Maryland residents with disabilities were employed (i). This is attributed to the success of disability employment programs in part, however Maryland is particularly committed to helping those with disabilities become wage earning, prosperous community contributors. “We want our individuals to be able to live above the poverty level,” remarks Andrea Harrison, spokeswoman for the Maryland Department of Disabilities.
Disability Employment: A Win-Win
Maryland business owners report that persons with disabilities are capable, self-confident, and productive employees (ii). This is not an uncommon reality. Take Melissa Jeffers, a 23-year-old Maryland resident and Arc of the Central Chesapeake client. Ms. Jeffers has been gainfully employed since 2007 with the help of the Arc disability work support program. Misha Lazarus, job coach and mentor to Ms. Jeffers, has helped her develop the skills to identify and engage in a work environment that is rewarding. When asked about her current job at the Central Middle School cafeteria, Ms. Jeffers replied “I like seeing people, saying hi. I get along with everyone,” with an enthusiastic smile.
“[…]her organization and time management skills have improved, and she does a good job of keeping track of the hours she has,” adds Ms. Lazarus.
One need not look far to see additional examples of successful disability employment programs. In Annapolis, Maryland, Ronnie Savoy has been working at the Seafood Market for over 16 years. His job responsibilities include filling food containers as well as other tasks, and individuals at the Seafood Market have taken notice. If given the opportunity, the manager who hired Mr. Savoy in 1995 attests she would hire 20 or more employees just like him (iii).
Disability Employment Resources
Program Development Associates offers leading resources for employment agencies, advocates, and caregivers to help individuals with disabilities find safe and fulfilling work opportunities. Our Employer Relations online store features a host of different disability employment training resources, ideal for disability employment agencies and employers alike.
Employers must realize that hiring a person with a disability is not a burden. Rather, it is an opportunity for everyone involved. The organization receives the benefit of a highly motivated, capable, and self-confident employee. The individual receives the opportunity to engage in fulfilling work, grow social and physical skill sets, and contribute in both business culture as well as the local community. Moreover, work support programs and disability employment agencies help prepare those with disabilities for employment opportunities.
(i) http://www.hometownannapolis.com/news/bus/2011/04/05-36/Programs-help-residents-with-disabilities-find-work.html
(ii) See above.
(iii) See above.
Apr/110
Autism Awareness Month
For over 4 decades the Autism Society has used the month of April to spread awareness for a developmental disability of unparalleled complexity and ambiguity: Autism. Occurring in nearly 1 in every 100 children, autism is characterized by reduced social and communicative abilities. This month, Program Development Associates encourages individuals and businesses alike to participate in the Autism Society’s awareness initiative.
Autism Awareness Month
The Autism Society has served the autistic community in America since the early 1960s. Since then, the Society has become a recognized leader in spreading awareness for the individuals, families, and employers who are challenged with the issues of autism each day. The 1970s saw the birth of the National Autism Awareness initiative, a month long public outreach program aimed at educating the public on this complex condition. The United States recognizes the month of April as an opportunity for individuals nationwide to unite in an effort to spread awareness for autism, ongoing developmental disability research, and a host of other issues related to the autism community.
It is estimated that about 60 individuals are diagnosed with autism each day (i). These individuals are predominantly children between the ages of 3 and 5. This month, the Autism Society gives us 5 ways to participate in spreading awareness and appreciation for this mysterious developmental disorder:
1) Wretches and Jabberers “Movievent”: Don’t miss this documentary by Academy Award-winning director Gerardine Wurzburg. Immediately following the screening will be a live panel discussion featuring Tracy Threshner and Larry Bissonnette, two self-advocates with autism. You may view the trailer online at Wretchesandjabberers.org.
2) Vote 4 Autism: Contact your state or Federal Representatives and urge them to become actively involved in the creation and enactment of autism legislation. You may find more information at Vote 4 Autism organization Webpage.
3) Host an Awareness Event: Having trouble finding a local community event for Autism Awareness Month? Create your own using these resources provided by 1Power4Autism online.
4) Visit an AMC Theatre: A romantic or leisurely trip to the movies is something most of us take for granted. Those with autism may have special needs that are not accommodated by traditional movie showings. This month, the Autism Society is partnering with AMC to screen Sensory Friendly Films for individuals with autism. Learn more about this technology and how you can support it by clicking here.
5) Go Italian! This month, Carino’s Italian Restaurant has committed to donating a portion of it’s proceeds to the Autism Society to help individuals and families affected by autism.
Please visit the Autism Society to learn more about autism, Autism Awareness Month, and other ways to get involved.
Autism Training and Education
One of the best ways to become involved in Autism Awareness Month is through autism training and education. For businesses, interoffice training and educational initiatives are fundamental yet effective means of spreading awareness for this increasingly prevalent condition. Organizations that engage in autism training and education better prepare themselves to accommodate prospective hires, current employees, and customers with autism. Parents, too, can benefit from autism resources. These leading multimedia products help parents and caregivers to actively support a loved one with autism or Asperger syndrome disorders.
Is your organization participating in National Awareness Month? Log on and message your commitment to the DisabilityEDU Twitter account to help spread awareness for this elusive and complex disorder. Together, we can raise help raise awareness of the autism community and provide support for the individuals, families, and caregivers of those with autism.
(i) http://www.autism-society.org/research/
*Image source: Blissfullydomestic.com
Apr/110
The Campaign for Disability Employment
The Campaign for Disability Employment is marked by the collaboration of several disability and business organizations. Together, they aim to spread disability awareness, education, and appreciation through a national campaign of public service announcements and viral Internet marketing. Organizations are encouraged to make a commitment to disability employment and workplace inclusion on the campaign’s website, and so far almost 100 large and small businesses have publicly pledged their support in the short week since the campaign went live. Participating organizations include:
Special Olympics (SO)
Nation Council of La Raza (NCLR)
U.S. Business Leadership Network (USBLN)
National Business and Disability Council (NBDC)
Society for Human Resource Management (SHRM)
American Associationof People with Disabilities (AAPD)
National Gay and Lesbia Chamber of Commerce (NGLCC)
Spreading Disability Employment and Inclusion Awareness
Disability employers, advocates, and other passionate individuals are encouraged to help spread awareness for disability employment and inclusion. There are several ways to get involved, thanks to Whatcanyoudocampaign.org. The employment initiative recommends:
Sharing the Public Service Announcement: There’s no better way to spread a message than through Web video. The Campaign for Disability Employment makes it very simple to do that, providing television, radio, and print media downloads for individuals and businesses to share. The PSA features individuals with disabilities showing that they are talented and motivated to work. Encourage those in your virtual and physical networks to rethink disability employment by downloading and sharing these media bites.
Display the Campaign Logo: The Campaign for Disability Employment has also made a series of logos and banners available for download. Individuals and organizations who support disability are encouraged to display these free downloads wherever possible. See the bottom of this article for an example of the Campaign’s horizontal banner, ideal for websites, blogs, and other virtual spaces!
Foster Conversation: The Disability Employment campaign encourages those companies that are actively involved in disability training and workplace inclusion to integrate the I Can guide and toolkit in regular training seminars. This guide complements the campaign’s PSA and actively encourages forward discussion about employment, training, and advancement of those with disabilities.
Opt for a Drop-In Article: Companies who run websites, news centers, blogs, and social media campaigns may download up to 5 ready-to-publish disability employment articles from Whatcanyoudo.org. These resources cover a range of disability and inclusion topics that address the challenges underscoring disability employment, ways to meet and overcome those challenges, and more.
Host an Event: Workplaces that actively engage in disability training programs understand the importance of live discussion forums. These events bring individuals of radically different backgrounds and abilities together to explore issues, redefine stereotypes, diffuse prejudices, and cultivate inclusion in the workplace. The Campaign for Disability Employment offers this guide to help these organizations lead effective discussions that spread disability awareness, appreciation, and increase moral.
Program Development Associates is proud to participate in the Campaign for Disability Employment this month. We encourage those with disabilities, advocates, businesses, and other passionate individuals to join the conversation! Tweet your thoughts on inclusion, assistive technology innovation, and disability employment to the Disability Training Twitter account.
