Fanlight Productions is a leading distributor of the most recognized high quality video and DVD resources on the social issues of our time, with a special focus on:

• healthcare
• mental health
• professional ethics
• aging and gerontology
• disabilities
• the workplace
• gender and family issues

Founded over 30 years ago, Fanlight’s goal is to make available a select collection of educational programs which are emotionally and intellectually engaging in their approach and accurate and up-to-date in their content. Fanlight’s videos and DVDs present contemporary perspectives on the issues of concern and challenges faced by our audiences.

The Fanlight Productions Collection includes videos and DVDs that have been honored by organizations as different as the Academy Awards to the Health & Science Communications Association, and from the DuPont-Columbia Journalism Award, to the Assocication on University Centers on Disabilities.

To view the entire Fanlight collection visit www.Fanlight.com.

Disability Training:  Preparing for Executive Order 13548

For Federal employers, the Department of Labor has prepared a Toolkit for Implementing Executive Order 13548.  Private business may benefit from this free resource, though it is geared towards Federal agencies.  Nevertheless, this easy-to-follow toolkit outlines 5 main steps that employers must take in order to hire, train, and retain individuals with disabilities.  Those steps are as follows:

1) Training. The first step is to reassess current hiring and training practices.  Of particular importance is reviewing Schedule A certifications and processes.  Under Schedule A hiring, employers may recruit qualified individuals with disabilities to fill certain job openings.  For more on Schedule A hiring, please download the ABCs of Schedule A, a free .pdf document made available by the Equal Employment Opportunity Commission (EEOC).

2) Preparation. Step 2 in the DOL’s Toolkit for Implementing Executive Order 13548 is to create a welcoming environment for those with disabilities.  Above all, employers must reassess the accessibility of their business.  This stretches far beyond the physical workplace to include accessible company Web pages and other community outreach mediums.  Additional soft skills training and ongoing disability awareness initiatives are recommended to keep each member of the organization mindful and accountable in creating an accessible environment for employees with disabilities.

3) Recruitment. Companies are encouraged to download the DOL’s Four Step Reference Guide to employing qualified individuals with disabilities.  Business owners are also encouraged to proactively search for new networks from which to recruit.  Building relationships with disability employers, for example, is just one way these new networks may be explored.

4) Interviewing and Hiring. Here, businesses are urged to once again review the ins-and-outs of Schedule A hiring, certifications of job-readiness, job accommodations, and more.  To start, businesses may want to review the Overview of Hiring Practices for individuals with disabilities.

5) Retention. Finally, businesses are encouraged to consider what it means to retain employees with disabilities.  The DOL’s Toolkit for Implementing Executive Order 13548 has many resource links to help employers perform a range of tasks including:  helping injured employees return to work, build skills to manage veterans with PTSD, TBI, or other illnesses, and making ongoing workplace accommodations for individuals with disabilities.

Disability Training for Private Businesses

Disability trends indicate that the number of Americans with serious disability has been rising through the past decade.  The 20^th anniversary of the ADA and President Obama’s Executive Order to increase Federal employment of individuals with disabilities are two additional societal cues that diversity in U.S. workplaces is growing.  Private sector businesses are smart to prepare to hire, train, and retain individuals with disabilities in the same way Federal agencies are doing so.

The Disabilities Education Blog has prepared several free resources to help businesses achieve this end, including:

• 3 Keys to Fostering Inclusion:  This easy-to-follow resource lists 3 fundamental steps organizations may take to make their employees feel acceptance, value, and efficacy.
• Making Websites Accessible:  This 5-part series is designed to help businesses create user-friendly Web pages that are accessible to individuals with disabilities, a simple yet crucial step in removing barriers of access to the workplace.
• Soft Skills Meet Hard Tasks:  Join the Disabilities Education Blog in this look at soft skills training, a new way of developing individual skill sets to better accept coworkers, communicate respectfully, and foster inclusion in the workplace.

Employers may always visit the Disability Training online store to browse our comprehensive collection of leading disability videos, texts, CD-Roms, and more.  Resources span a range of topics from specific illnesses to promoting respectful communication and inclusion in the workplace.

The incident occurred in July of 2009.  Nearly 3 years ago, Elisa Sallard applied for a position at a local Starbucks.  The job listing was for the position of Barista, the individual responsible for greeting Starbucks customers, taking orders, answering questions, preparing coffee or food orders, and conducting other basic cleaning duties.  The listing made no explicit requirements that past experience be necessary; rather, new hires were to be trained to perform all required duties, as is common to other franchise locations.

Elisa was hired by the coffee shop, and soon thereafter she requested a footstool to better help her perform her duties.  It was at this moment that Elisa’s physical condition, dwarfism, seemed to be an issue.  Starbucks promptly dismissed Elisa’s request, relieving her of her position later that day.  The EEOC has taken legal action accordingly, as Starbucks directly violated the Americans with Disabilities Act in refusing to make a reasonable accommodation to better assist Elisa in performing her duties.

Disability Awareness:  Training Managers to Make Accommodations

In light of the now-pending lawsuit faced by Starbucks, business owners are smart to reassess their position on disability training in the workplace.  Training spreads disability awareness, helps to create best practices that comply with Federal disability laws, and insulates organizations from costly disability-related issues.

First, managers and other workplace decision-makers must be aware of what, exactly, constitutes a ‘disability’ under the ADA.  According to the Act, an individual must exhibit each of the following characteristics:

1. A mental or physical impairment,
2. That is substantially limiting, and
3. It is limiting in regard to one or more major life activities.

Should an employee exhibit these three characteristics, they are to be considered as having a ‘disability’ and are thus protected by the ADA.  One of the most important protective clauses of the ADA is Title I, a provision requiring employers to provide ‘reasonable accommodation’ to employees with disabilities.

Disabilities in the Workplace: Providing Accommodation Through an Interactive Process

The Training Diversity Blog provides a fantastic guide to workplace accommodation under the ADA.  It may be summarized as follows:

Request for an accommodation must be made through an interactive process.

The interactive process begins when the employee, in plain English, expresses their desire for an accommodation that will enable them to perform their job tasks.

The burden is on the employer, or the employer’s agents (on-site management), to remain attentive to an employee’s request for an accommodation.

Employer is entitled to review the request, and he or she may deny the accommodation request so long as it imposes undue hardship.

The interactive process is critical in remaining both attentive to employees as well as compliant under the ADA.  Disability training programs, particularly those conducted internally, are fundamental in relaying knowledge of the ADA and its requirements to managers and employees alike.  Businesses large and small may benefit from training seminars with disability videos, guest speakers, and interactive tools.  Even those businesses with brands built upon principles of responsible, fair trade coffee procurement are poised to fall from the ignorant actions of a select few.

True, disability training programs are instrumental in creating inclusive workplaces where individuals with disabilities may thrive.  However, accessibility is not a standard to be implemented in the workplace only.  In fact, it is a general lack of accessibility in public transportation makes it difficult for qualified individuals to gain entry to the workplace, health care facilities, and rehabilitation centers.  This problem is inhibiting, and it further perpetuates unemployment among individuals with disabilities.

Easter Seals Project ACTION

In 1988, two years prior to the signing of the Americans with Disabilities Act, Easter Seals Project ACTION was commissioned by Congress to research and improve upon the accessibility of public transportation.  The organization serves as a vital link between the transportation industry and the disability community, striving to eliminate the barriers of access to public transportation.

This year, Easter Seals Project ACTION has deemed June 2011 Paratransit Month, a time for paratransit managers and other organizations to focus on ADA complementary paratransit implementation.  Business professionals are encouraged to participate through Project ACTION’s following free events:

Excellence in Service for Paratransit Managers:  This 10-week virtual course is ideal for those new to the paratransit field.  Learn more about the history behind the disability rights movement, how to best serve the disability community in your service area, and expand your understanding of the Americans with Disabilities Act.  Registration is free, but you must RSVP!

Determining Paratransit Eligibility:  This two-part webinar trains professionals who are actively involved in conducting or managing the paratransit eligibility process.  Interested parties must register by June 1^st to take part in this comprehensive online training program.

Federal Budget Improvements:  2012

Accessibility to public transportation is projected to increase as a number of changes are made to the 2012 Federal budget.  These changes reflect the growing need for state grants, employment programs, and most notably independent living programs geared towards increasing accessibility of public transportation services.

Improving Workplace Accessibility

Program Development Associates supplies business professionals, special education teachers, researchers, and others with leading disability training resources to increase accessibility in the workplace.  PDA keeps pace with the rapidly evolving world of disability research and program development, offering exclusive resources, disability research, and news to spread awareness of the contemporary issues faced by some 54 million Americans with disabilities (i).

Increasing accessibility to communal services like public transportation is just one side of the equation, albeit an important one.  Equal effort must be focused on increasing workplace accessibility.  Disability workplace material like DVD resources, ongoing training initiatives, and strong corporate leadership are essential in promoting awareness for accessibility and inclusion in the workplace.  Increasing accessibility to both public services, like transportation, and private opportunities, like employment, sets a foundation to drastically reduce unemployment among individuals with disabilities.

(i) http://projectaction.easterseals.com/site/PageServer?pagename=ESPA_who_we_are&s_esLocation=wwa_

This most recent autism study serves as a follow-up to a 2005 investigation by researchers at the University of North Carolina.  Utilizing magnetic resonance imaging technology, researchers analyzed the brain shape and size of just under 100 children as they grew from 2 to 5 years in age.  Of the children observed, 58 had autism and 38 did not.  Children with autism exhibited enlarged brains through age 5, while those without the condition did not.

Following the study at the University of North Carolina, studies now indicate that children may develop autism at about 12 months old.  This assertion is based in part on the similar social abilities that both children with and without the condition exhibit around the age of 6 months.  It is not until about 12 months that children begin to show signs of autistic social behavior, such as deficits in interaction and communication.

It is hoped that more will be learned about autism as researchers begin to hone-in on the exact moments when the condition begins to develop in children.  Pinpointing this transition may potentially indicate specific physiological changes that contribute to the development of the condition, which in turn could lead to prevention.  While the condition remains illusive, one thing is clear:  technology is here to help.

Autism Resources

Autism resources and learning devices are undoubtedly one area that stands to gain from ongoing research.  Parents typically rely on a variety of autistic help videos to facilitate engagement and education, signaling to the increased role technology plays in fostering relationships amongst family members and those with disabilities.  Program Development Associates features a variety of these highly effective resources, including:

A Mother’s Courage:  Talking Back to Autism

Oscar winning actress Kate Winslet narrates this film, following a mother’s journey to unlocking the mind of her autistic son.  Directed by Oscar nominee Fridrik Thor Fridriksson, Talking Back to Autism tracks mother, Margret, as she encounters other families struggling with autism, confides in leading experts and advocates, and discovers innovative new therapies to overcome the condition and embrace life with her son.  Available in Closed Captioning.

All About Autism DVD Set

This comprehensive DVD Set includes hours of interviews with leading researchers, doctors, and authors.  DVDs include Asperger Syndrome, Autism Spectrum Disorders, Autism Times Two, and Straight Talk About Autism.  Made with the professional in mind, this comprehensive collection of resources is a cost effective training tool that covers a multitude of autism and Asperger spectrum disorder issues.

A Place in the World

This DVD resource confronts an obvious fact that may be underprepared for in America:  Children with autism grow into adults with autism.  Explore the world of Paul and Jamie, two adults with autism who enjoy the support of parents, life coaches, and other advocates.  Available in Closed Captioning, A Place in the World illustrates the importance of support systems in the lives of autistic individuals, from child- to adult-hood.

*Facts and figures for this article have been derived from the Wall Street Journal article, “Link in Autism, Brain Size,” available at:

http://online.wsj.com/article/SB10001424052748704436004576299371343861618.html

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.

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

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.

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

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.

Benefits of Hiring Individuals with Disabilities

Typically, the topic of disability employment is approached with compliance in mind.  Few organizations proactively seek and hire those with disabilities.  Rather, the trends seems to be that organizations hire individuals with disabilities in accordance with the Americans with Disabilities Act, carefully acting so as to not discriminate among qualified job applicants.  New research shows that hiring these individuals adds depth and experience to the workplace that also translates to other benefits.  Specifically, these recent studies indicate that workers with disabilities (i):

1) Are dependable as employees

2) Exhibit a lower frequency of job turnover

3) Inspire others to work cooperatively in teams

4) Raise the moral of their peers

5) Represent a large market as both consumers and potential employees

6) Increase productivity and strengthen levels of cooperation among workers

Still, the rate of unemployment among those with disabilities continued to grow through 2010 (ii).  A review of inclusion may provide impetus for change, however, as we examine what it means to build a fully functional inclusive workplace.

Principles of Inclusion

Those who advocate inclusion do so on the argument that individuals with disabilities have a right to pursue safe and fulfilling work.  Moreover, inclusion holds that employers are morally prohibited from discriminating against these individuals on the basis of disability.  Inclusion differs from previous methods of assimilation or integration in its belief that preserving the social functionality and visibility of the individual is of primary importance.  Under the model of inclusion, treating individuals with disabilities with pity compromises the individual’s inherent dignity and potential as a community contributor.  In short, inclusion can be described as the unconditional accommodation and appreciation of an individual regardless of their ability.

Leaders Needed:  Fostering Inclusion in the Workplace

Strong leadership is the most critical element of successful workplaces.  It is no surprise, then, that the success of inclusion-focused disability training programs hinges upon the effectiveness of interoffice leaders.  Leadership training and seminars are often the best way to prepare individuals to build inclusive workplaces.  Those in positions of power must proactively foster inclusion and consider how they are perceived, who they manage, and how motivation can best be created.  Additionally, leaders must remember that they are in a perpetual spotlight.  Subordinates rely on superiors for guidance and task delegation.  In doing so, employees are both consciously and unconsciously affected by the attitudes displayed by their superiors.  Thus, leaders must be vocal about inclusion, their goal to create a accommodation in the workplace, and their commitment to help achieve such a lofty end.

(i) http://www.google.com/url?sa=t&source=web&cd=2&ved=0CCAQFjAB&url=http%3A%2F%2Fwww.ilo.org%2Fwcmsp5%2Fgroups%2Fpublic%2F—asia%2F—ro-bangkok%2Fdocuments%2Fgenericdocument%2Fwcms_149586.pdf&rct=j&q=inclusive%20workplaces%20and%20productivity&ei=a8eHTcygKNH2gAfo_7m9CA&usg=AFQjCNElEsNdRyan8FYgRWiSJ8lp9I_kpw&cad=rja

Federal Spending in 2012

The Federal budget has been announced for 2012.  Disability employers will see several changes in Federal spending; those with disabilities, as well as their advocates and caregivers, will be happy to note the following expenditures:

Increased Budget for Disability Research:  The 2012 Federal budget includes over $100 million dedicated exclusively to the National Institute on Disability Rehabilitation Research, or NIDRR.  The NIDRR actively conducts research initiatives aimed at expanding the inclusion and employment of those with disabilities.  Of the $100 million that will be directed to the NIDRR in 2012, $10 million will be designated to further computing intiatives that utilize the Internet to decrease the barriers of accessibility faced by some 20% of Americans with disabilities.

Increased IDEA State Grants:  $200 million has been pledged to provide education grants under the Individuals with Disabilities Education Act (IDEA).  This will help public high schools accommodate children with disabilities to ensure all children receive an equal opportunity to learn.

Disability Employment Initiative:  The new Federal budget will also designate $24 million to the Department of Labor to construct centers to better help individuals with disabilities find and retain employment opportunities.

Independent Living Program Grants:  $103 million of the 2012 Federal budget will provide grants for Independent Living Programs provide independent living services to individuals with disabilities.  Additionally, $34 million will be provided exclusively to organizations that provide independent living services to the blind.  Most noteworthy, $556 billion will be awarded to investments that seek to increase access to public transportation systems for Americans with disabilities.

Increase Anti-Discrimination Oversight:  The new budget provides $18 million in funding to the Equal Employment Opportunity Commission (EEOC) to aid in enforcing the civil rights protected by the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990.  These two landmark pieces of legislation make it a Federal crime to discriminate against job applicants and employees on the grounds of race, ethnicity, sexual orientation, disability, religious affiliation, or gender.

Disability training is likely to expand in 2011 and 2012 as many Federal agencies, private investors, and state governments receive Federal funding to increase accessibility and equal opportunity in the workplace.  These Federal budget changes reflect a rising concern for inclusion in American society, and further illustrate the Federal government’s steadfast commitment to raising disability awareness and decreasing unemployment among Americans with disabilities.

Source:  U.S. President’s Disability Budget, made available at http://www.guerillaadvocate.com

Choosing a Color Scheme

To maximize accessibility, anticipate hosting website visitors who have one of the aforementioned conditions.  The simplest way to do so is to design a website using a monochromatic color scheme.  The scheme should consist of either entirely warm or entirely cool colors.  Limiting color selection to a group of either blue colors or yellow colors is an excellent place to start.

Next, choose 3 main colors with which to work, not including black and white.  Of the 3, designate 1 to be used as a base or background color.  Note:  Each of the remaining 2 colors must contrast enough with the base color to be legible when placed on top of one another.  Finally, use the second and third color choices to present text and stylistically accent the base or background color.

This is an aesthetically sensitive process.  It may be helpful to refer to this Web color palette to get an idea of how color is perceived by individuals with different color vision impairments.

Using Text to Explain Color

The first rule of thumb to follow when designing an accessible website is to never let page elements stand alone.  This has been covered in previous Making Website Accessible installments, and the same holds true when planning the color scheme.  Web designers must consider that not all users are able to perceive distinct colors.  As such, Web designs must avoid using colors to group text items or convey action.  For example, a medical website that categorizes local professionals by medical degree should not do so by labeling all pediatricians with red text, all dentists with green text, and so on.  Rather, the content should be organized into columns with descriptive headings.  This displays the content in a coherent manner without running the risk of rendering the text unreadable by those with vision deficiencies.

Images:  Converting Colors

Finally, remember to consider image usage with all of the aforementioned color scheme advice in mind.  Just as entire pages may be hard to perceive by users with vision impairment, so too are images.  A well-planned site with a user-friendly color scheme needs likewise well-planned image usage.  Fortunately, software like Adobe Photoshop makes altering the color scheme of an image simple.  First, however, evaluate the images on the website by using this image tool by Vischeck.com.  Simply uploading the image will enable you to simulate its appearance for those with Tritanopia, Deuteranopia, or Protanopia (to review these terms, refer to Part I of this article).

Creating an accessible website is a critical component of any disability training program.  Implementing the principles of inclusion and disability awareness in web design sends at least two powerful messages.  First, it shows employees that their organization is fully committed to fostering inclusion and disability awareness in both the physical and virtual worlds.  Second, it facilitates communication between the organization and the ever-diversifying population of the world.  Technology has increased communication and information exchange, however, these two hallmarks of technological innovation are rendered useless if information is inaccessible.

Introduction to Color Perception

Color perception is the product of the eye and brain working together to make sense of the outside world.  Light enters the eye in waves and is absorbed by a series of rods and cones.  Specifically, L-cones are sensitive to the red potion of the color spectrum, and thus respond primarily to warm colors like red and orange.  M-cones primarily respond to the green portion of the color spectrum, and S-cones respond to the blue.

The cones at the rear of the eye, along with a host of other optical structures, communicate the frequency, contrast, and variance of light waves to the brain.  The brain then assembles this information to construct the colorful images we perceive.

Color Blindness

Color Blindness is a condition that occurs when one or more of the cones in the rear of the eye fail to function optimally.  This skews the frequency, contrast, and variance in light waves that is communicated to the brain, thereby changing the perception of color.  There are three common varieties of colorblindness:

• Protanopia:  decrease in function of the L-cones, resulting in decreased sensitivity to the color red.
• Deuteranopia:  Decrease in function of the M-cones, resulting in decreased sensitivity to the color green.
• Tritanopia:  Decrease in function of the S-cones, resulting in decreased sensitivity to the color blue.

Website Accessibility and Disability Awareness

In addition to making communication possible with a diverse audience, a fully accessible website also facilitates disability awareness among the members of the organization.  Educating members of an organization about inclusion and accessibility, both in the virtual and physical worlds, is an essential component of any well rounded disability training program.

Visit the Disabilities Education Blog again tomorrow for Part II of our Making Websites Accessible series as we take a close look at planning website color schemes with visually impaired users in mind.

(i) http://www.preventblindness.org/eye_problems/colorvision.html

Video:  The New Text

The conceptual origins of the World Wide Web may be traced back as early as the 1970s.  The Internet, as we know it today, was first proposed by Robert Cailliau in 1990 as a way to share information across a system, or web.  This information was predominantly text-based at first, earning the name HyperText.

As technology evolved, the rate at which information could be shared across the Web increased.  This paved the way for more robust information sharing, eventually creating the image and video rich World Wide Web we know today.  Though the Web has evolved, the vision of its founders is still very much alive:  To pool human knowledge, experience, and culture.

Accessibility:  Intelligent Video Usage

Video usage is exciting, engaging, and valuable for both businesses and their customers.  With proper planning, websites may feature video without compromising accessibility for their diverse audience of visitors.  Consider the following when implementing video in order to ensure website accessibility:

Keep videos short in length:  There are three major reasons to keep videos short.  First, the average attention span of a website visitor is very low, hovering around 2 or 3 seconds.  With a world-wide array of options, Internet users are very quick to jump from webpage to webpage.  Short videos are most likely to keep visitors captivated.  Second, recent research indicates that a majority of persons with disabilities do not use broadband or other high speed Internet connections (i).  Short videos are small in size, load more quickly than large videos, and give those with a slower Internet connection speed the ability to download and view the video.  Finally, short videos may be more comprehensible for those with ADHD and other learning disabilities.

Use an intuitive video thumbnail:  The video thumbnail is the still image that is embedded into the webpage.  This thumbnail should communicate several things to the user.  First, it should look like a video.  Often times this is a non-issue, as the video thumbnail typically resides within a video player.  However, adding a Play icon and text that reads Click to play video may help visitors recognize that the thumbnail belongs to a video and not an image.

Never let movies stand alone:  Always complement movies with simple text titles and descriptions.

Feature movies with Closed Captioning:  Always include Closed Captioning when featuring movies on the Web.  The current population of Americans with hearing impairment has grown to over 35 million people and shows signs of continued growth (ii).  Featuring videos without Closed Captioning makes website content inaccessible to this sizable portion of the U.S., sacrificing the opportunity to communicate with what is known to be the fastest growing segment of the population.

In keeping this vision alive, it is important to consider that sharing the human experience across the Web requires making that information accessible.  Inaccessible information cannot be shared and undermines the mission of the Internet altogether.  Accessible information, by contrast, helps bring to fruition the mission of the Web by facilitating the sharing of information among an eclectic world of individuals.

(i) http://www.mercurynews.com/breaking-news/ci_17355637?nclick_check=1)

Accessible Websites, Part II:  Image Optimization

Proper image use is a critical element of company websites.  Images help businesses to express their brand message, company vision, and move visitors to desired areas of their website.  Historically, businesses have long leveraged the power of visual elements to communicate specific details about their product or service.  Traditional advertising, for example, is built on the idea of moving a customer to purchase through creative imagery and slogan usage.

When using images on the Web, consider the following:

• Image size:  Studies show that individuals with disabilities are less likely than those without disabilities to afford high speed Internet (i).  Use images that are simple, small in size, and easy to load in order to ensure equal access to each page.
• Using the Alt tag: The Alt tag, or alternative text attribute, is an element within the HTML code of the page.  This line of text accompanies Web page images, providing a line of text that describes the illustration.  Visually impaired visitors use programs that read these lines of text aloud, giving them auditory explanations of what is being displayed.
• Using the Title tag:  The Title tag is another element within the HTML code of the Web page.  This line of text is best constructed as a description of a particular image, video, or hyperlink.  When the user hovers their mouse over the tagged element, the Title tag appears.  This enhances user experience by helping visitors to understand images, videos, and links that may not be intuitive at first glance.
• Describe images with complementary text:  As a general rule, never let an image stand alone.  Always use complementary text to explain the image.  For example, companies are smart to include the text About Our Company, or something similar, alongside or underneath images that link to a Company Page or About Us page.
• Avoid abstract image usage:  Abstract graphics, artwork, and other illustrations can be very aesthetically pleasing.  However, they may also create confusion.  Rely on simple images that are easy to identify.  Also use complementary text to further describe the image, as noted above.

In short:  Online image usage is not going anywhere.  In fact, images will likely become more prominent as high speed Internet becomes more readily available to the general public.  In this way, businesses that invest in disability training initiatives the encompass online accessibility stand to gain a competitive advantage moving forward.

(i) http://www.mercurynews.com/breaking-news/ci_17355637?nclick_check=1

Program Development Associates is proud to introduce the Making Websites Accessible series.  This introductory course will be completed in 4 article installments:  User Friendly Text, Image Optimization, Effective Video Use, and Color Scheme Planning.  We encourage you to check in for each installment, and please leave feedback and questions!

Part I:  User Friendly Text

The Web’s ability to transfer information via text is already a victory for those with hearing impairments and other disabilities that limit aural comprehension.  However, this advantage is fairly underutilized.  The reason:  companies build websites pizzazz in mind.  With billions of web pages on the Internet, organizations face more pressure than ever to make their own sites stand out.  This typically means vibrant images, splashy colors, and sometimes cryptic word usage.  These elements, when left to stand alone, are not easily comprehensible for individuals with disabilities.  There is a middle ground, however.  Organizations may use the following techniques to augment their current websites, increasing their readability and usability:

1) Website Readability

The primary thing to remember when writing text for a web page is the ease with which it can be read and understood.  You may use a variety of different scales to gauge this metric.  Online-utility.org features this free text tool to analyze the readability of content using traditional scales used by most publishing agents.  Generally, websites should mirror most local newspapers and publish content that is deemed readable at a “fifth grade level”.  This will change, however, depending on the specific demographic of the organization.

2) Complement Images with Text

As a general rule, never let images stand alone.  Always use lines of text that will introduce and clarify the image.

3) Organize Content Into Lists

Use lists instead of color to group different text items.  Head the lists with lines of descriptive text that introduce or classify the subsequent content.  Tables are a good way to organize lists of content as well.

Paramount to any disability training program is the ability of a business to engage in such programs in a way that transcends internal operations.  Disability education seminars and workshops are superb ways to facilitate inclusion in the workplace, however, such efforts should not keep only employees in mind.  Instead, they should apply the same principles of inclusion, accessibility, and equal opportunity to other facets of business.  This includes marketing to reach consumers with disabilities, offering job opportunities to prospects regardless of disability, and communicating with the general public in a manner that is comprehensible to those with disability.  Optimizing company websites, social media pages, and other areas Web communication to make them accessible is the first step in attaining such a goal.

(i)http://www.shrm.org/hrdisciplines/Diversity/Articles/Pages/RecruitingSitesAccessible.aspx

UDL Core Concepts

Specifically, UDL utilizes the following three core concepts to create a foundation for learning for those with disabilities:

1) Multiple means of representation:  Gives the learner several ways to acquire the knowledge presented.

2) Multiple means of expression:  Supplies the learner with alternatives to demonstrate what they have learned

3) Multiple means of engagement:  Challenges teachers to gauge the learner’s interests, challenge them according to those interests, and motivate them to succeed.

UDL in the Workplace

Universal Design for Learning recognizes that each individual may have a unique way of assimilating and committing information to memory.  This process is instrumental in creating knowledge, placing increased importance on the means in which information is presented to the learner.  For workplaces rich in diversity, UDL fundamentals represent an effective way to present job related educational materials to individuals who may have drastically different learning abilities.

Disability education programs must be built to train employees with a range of mental and physical abilities.  UDL can be applied to address this challenge in several ways.  To illustrate, consider that an organization may create a training program for both visual and non-visual learners.  In this example, non-visual learners represents both the visually impaired as well as those who have difficulty deducing information from illustrations.  This organization can utilize the multiple means of representation to accommodate the learner differences by:

1) Creating texts and manuals that detail the information,

2) Creating texts and manuals written in brail for the visually impaired, or

3) Creating illustrations, Power Point presentations, flow charts, and other diagrams to communicate the very same information to those who prefer visual learning cues.

Implementing UDL concepts in developing training programs is a proactive way to implement Disability education programs in the workplace.  UDL curricula are built with the special needs of a wide variety of employees in mind.  Whether employees are mentally of physically impaired, or simply prefer one learning medium over anther, UDL ensures each individual has the opportunity to learn challenging concepts in the most effective way possible.

Of all the pieces assistive technology that has evolved since the late 1900s, the one with the most potential was not actually designed for those with disabilities at all.  Rather, it was designed to provide a mobile computing and entertainment solution for on-the-go, tech savvy consumers.  The device features a 9.7 inch scratch and fingerprint resistant LCD screen for vibrant displays and intuitive user-interaction.  It comes in a 3G model, giving users access to high speed Internet in most areas both indoors and out.  It has expansive sound capabilities, though users may opt for wired or wireless Bluetooth headphones.  The device, as you may have guessed, is the Apple iPad.  And it represents an essential tool for diverse workplaces.

iPad Apps Disability Employers Will Love

The iPad is a great addition to workplaces with employees who have various different mental and physical disabilities.  Like other mobile computing devices, the iPad thrives on applications, or ‘Apps’ for short.  Most Apps can be downloaded straight to the iPad for only a few dollars.  Moreover, a surging supply of Apps have arrived, speficially designed to help those with disabilities perform personal and work related tasks.

iPad App Must-Haves

The Christopher Reeve Foundation is dedicated to improving the quality of life for those with disability, specifically those with spinal cord injury.  The following are among the best rated iPad applications for those with disability, according to the organization:

1) Proloquo 2 Go

The Proloquo2go is an application specifically designed to benefit those with speech impairment.  The application has over 7,000 vocabulary items, provides automatic verb conjugation, and includes possessive noun usage.  The application also offers a recently spoken feature, allowing users to pull up recently-used phrases from up to 7 days in the past.

2) Dragon Search

This application is designed for those with limited mobility and a need for Web surfing.  Dragon Search installs quickly to the iPad and allows users to navigate to popular search engines like Google, Bing, Yahoo, or Twitter via voice command.

3) Dragon Diction

From the same company as Dragon Search comes Dragon Diction, the application that terms voice cues into digital writing.  Perfect for those with limited mobility, especially in the arms or fingers, to use in composing documents, emails, and more.

It is important to note that these are merely 3 examples of well-received Apps that make work possible for those with disabilities.  Of course, assistive technology is no substitute for disability training programs that build interoffice cohesion and inclusion.  Assitive technology works well on the micro level, helping employees with disabilities to perform work related tasks.  However, proper work supports and disability awareness initiatives must complement their use.  Without addressing the macro level of the business, organizations leave themselves vulnerable to employee turnover, discrimination, and other losses.

Introduction:  The Becker Work Adjustment Profile

The BWAP is an observer rating instrument that gauges the work readiness of an individual.  This is measured by having a subject perform several work-related tasks while a third party observes and notes their behavior.  The outcome of the BWAP assessment will highlight deficiencies in certain areas necessary for job performance.  Businesses use this information to help place employees with physical or mental disability in appropriate positions within the organization.

Advantages of the BWAP

One advantage of the BWAP:  It does not depend on the solicitation of user responses.  Instead, it is an observer rating instrument.  A professional observes the subject, rating him or her on several dimensions including work attitude, interpersonal relations, cognitive skills, and work performance skills.  This significantly reduces the incidence of subject-driven error, so you may be confident in the outcomes of the assessments and place employees effectively.

The greatest advantage of the BWAP is that it highlights specific areas where the subject exhibits a skill deficiency.  The deficiency is framed in the context of the work setting, and this varies by organization.  In this way, the observer attains a clear understanding of the specific areas in which an employee may need support or additional training.  Vocational training may then be implemented to remedy areas of skill deficiency, making the subject “work ready.”

Moving forward, companies are smart to prepare for assessing and placing workers with disability.  Workplace disability is on the rise, indicated by the Council for Disability Awareness.  Having a firmly established assessment and placement protocol will help to create the structure necessary to support employees with disabilities in 2011.

Recruitment

Recruiting talented individuals is the first step in creating a diverse pool of human capital.  Recruiters must focus on reaching a variety of different individuals.  Drawing from different cultures, ethnicities, genders, and abilities is at the core of building diversity.  Working with external agencies is also helpful in developing a valuable employee base.  A disability employment program, for example, will help employers find skilled and qualified prospects with disabilities.

Training Employees:  Disability Workplace Materials & More

Of course, one of the major hurdles that organizations must clear is placing, training, and developing each of their employees.  Employees represent an opportunity for the cultivation of substantial value, if given the proper training.  Workplaces with employees with disabilities, for example, must engage in employee education programs to create an inclusive work environment.  These workplaces typically use disability workplace material like interactive software and DVD tutorials to build disability awareness, inclusion, and etiquette.  This creates an environment where each employee is valued, contributes, and prospers

Fostering Inclusion

Inclusion, as advanced by disability rights advocates, is defined as a free and open accommodation of persons with disabilities without restrictions, limitations, or pity.  It is important to understand this definition before attempting to foster inclusion in the workplace.  Particularly noteworthy is the lack of pity associated with accommodating those with disabilities.  This is an expression of one of the main arguments of the disability rights movement:  those with disability are skilled, valuable, and capable.  Those with disability should never be hired in spite of their disability; rather, they are to be hired for their unique abilities, just as any other job prospect.  In this light, disability training and inclusion initiatives are to focus on spreading disability awareness to extinguish preconceived ideas pertaining to disability, individual limitations, and intellectual abilities.

Program Development Associates has a host of multimedia resources designed to help organizations train for disability.  Our free product catalog is a great resource reference and may be downloaded on our homepage. 

Telework Exchange, in conjunction with the Federal Managers Association, shed some light on this mysterious conundrum in a study of Federal employees titled Unnecessary Boundaries.  Through the early months of January and February of 2010, over 500 Federal employees were surveyed in an attempt to discern the extent to which Federal managers hired and trained job prospects with disabilities.  Of the respondents polled, the following opinions were gathered (i):

• Over half (71%) of Federal employees surveyed felt that their manager, or managers, had fully committed to hiring prospects with disabilities.
• Only half of respondents (about 50%) felt that their managers had the skill sets necessary to train an individual with a disability.

The results of the TeleWork Exchange Unnecessary Boundaries study are quite clear.  The level of unemployment among those with disability is not high because these individuals have trouble attaining work.  Rather, the unemployment level remains high because these individuals are plugged into systems of training and development that are not ready to accommodate their needs.

Building Disability Employment Programs

Inclusive workplaces hire individuals because of their abilities.  In certain circumstances, this may involve an employer gaining a talented individual through a work-placement agency or headhunter.  Other times, employers simply encounter an applicant with a disability who happens to be the most qualified candidate for the position.  In either case, the new hire must be correctly transitioned into the new work environment and company culture.  The most proficient way to do so is through a Disability Employment Program.  Such programs utilize disability videos, interactive training software, and standardized test materials to ensure a smooth transition for both new hire and current company culture.

The need for internal constructs that facilitate employee inclusion is great.  The system has been set; no longer may employers discriminate among qualified job applicants merely because of disability.  Rather, employers are required to make reasonable accommodations for new hires with disabilities.  Program Development Associates offers many resources to help your organization develop disability training programs that build inclusion in the workplace.

(i) http://www.teleworkexchange.com/unnecessarybarriers/landing.asp

Mr. John Wodatch has an extensive history of promoting equal rights among Americans.  His career with the Federal government began in 1969 in the Department of Health, Education, and Welfare where he worked with several employment discrimination lawsuits.  Three years later, Mr. Wodatch found himself involved with the writing of rules to implement the Education Amendments of 1972, a piece of legislation that barred Federally funded educational programs from practicing sexual discrimination.  Here, his career took a notable turn; Mr. Wodatch’s role in implementing the Amendment’s new statutes gave him unparalleled exposure to civil rights issues that eventually made him one of the government’s primary experts.

In 1989, Mr. Wodatch was recruited to help draft a piece of legislation that would become a landmark in American history.  The legislation would bring disability awareness to the forefront of the workplace, prohibiting employers to discriminate among qualified job prospects because of disability.  That piece of legislation, of course, was passed in 1990 as the Americans with Disabilities Act.  Mr. Wodatch, because of his extensive experience in the area, was chosen to help draft the legislation to make the ADA enforceable and able to promote social change.

John Wodatch provides an exemplary role model for the men and women of America, particularly business professionals.  When reflecting on over 40 years of Federal employment, Mr. Wodatch comments “I feel luck to have been a civil rights attorney during a time of enormous social change[…]” (i).  Each of us can relate to Mr. Wodatch’s experience, having seen progressive social change occur steadily from the 1960s and well into the 1990s.  We must, however, strive to remain grateful to have seen such change.  Moreover, we must follow in Mr. Wodatch’s footsteps to help promote the social change he worked so hard to spur.

American business owners are in a powerful position when it comes to promoting the social change brought about by Mr. Wodatch and the ADA of 1990.  Practicing equal opportunity employment and training for disability can put an end to discrimination against individuals with disabilities, helping to spread equality among Americans.

(i) http://www.washingtonpost.com/wp-dyn/content/article/2011/01/24/AR2011012402765.html

Training and The Emotional Quotient

The emotional quotient, typically denoted EQ, is the ability of an individuals to perceive, evaluate, and curb their emotions, as well as the emotions of their peers.  This domain of ability is becoming characterized by organizational leaders, leadership consultants, and psychologists as the primary indicator of work performance.  Individuals with a high EQ are more in tune with the emotions of themselves and those around them, increasing their ability to empathize, negotiate, and motivate individuals including themselves.  EQ is thought to have the greatest impact on individuals in positions of authority because of their role in organizing and motivating a group.

Disability Employment Programs with EQ

Disability programs are already in place at most American businesses, their goals ranging from ADA compliance oversight to aggressive hiring of individuals with disabilities.  No matter what the whole disability employment programs play in your organization, one thing is certain:  Managers with high EQ scores drive effective disability employment programs that drive improvements in performance, workplace culture, and revenue (i).

Unfortunately, managers are often categorized by low levels of EQ.  In a study of more 1400 managers, Ken Blanchard businesses found that about 56-82% of managers lacked the EQ skills most necessary for successful leadership (ii).  Specifically:

• 82% fail to give employees praise for positive contributions
• 81% neglect to incorporate each of their followers in job processes
• 76% either over-supervise their followers, or under-supervise them, providing a leadership style incongruent with job tasks and work environment
• 59% neglect to implement proper employee training programs to motivate their employees

Moving Forward:  Developing Employer Relations

The good news:  it’s never too late to create employee or managerial training programs tailored specifically to the needs of your organization.  Organizations are cautioned, however, to fully assess business operations as well as managerial EQ levels before engaging in training to build employer relations skills.  Full business analysis is a critical factor in creating training programs that yield true results.  Disability videos, EQ materials, and other resources are available online, giving businesses the opportunity to create a custom library of training materials geared specifically towards their unique training objectives.

(i) http://guidebestofthebest.com/emotional-intelligence-eq-matters-more-than-iq-to-increase-business-profit-budget-for-executive-leadership-development-and-success.php

The first step in leveraging your workforce is ensuring that you spread disability awareness.  Today’s dynamic workplace is one where many individuals of many abilities must interact and work with one another.  Engaging in disability training is one way to spread awareness, as many disability programs start with an educational overview of different conditions, communication practices, and etiquette guidelines.

Once employees are made aware of the rich differences they share with their peers, they can move to more specific areas of disability training, such as disability etiquette.  Etiquette training increases the ability of one employee to communicate with another in a respectful and considerate manner, regardless of either one’s abilities.  This is important for several reasons.  First, workers are more likely to communicate with one another when feeling respected within their environment.  This breeds efficacy, or the feeling that one is capable of bringing about change.

Second, courteous communication practices help employees communicate with one another in a non-offensive way.  This contributes to creating a respectful environment, and likewise to instilling a sense of efficacy in workers, but has another benefit:  risk mitigation.  Organizations that regularly train for disability maintain a heightened level of disability awareness that prompts appreciation for the differences among peers.  Ongoing training likewise keeps communication skill sets sharp, ensuring employees respect one another in the workplace.  Without training for disability, an organization cannot hope to create a respectful and functional diverse workplace.  This opens the door for a host of negative side effects including harassment lawsuits, discrimination claims, and other distracting and detrimental outcomes.

Training to enhance workplace skills is a sure bet for productive growth this year.  Training initiatives must be conducted with persons with disabilities in mind, however.  Disability training plants the seed of awareness.  From awareness grows respect, appreciation, and inclusion—3 fundamental principles of communicative and profitable work environments.