May/110
Disabilities in the Workplace: Training for Executive Order 13548
As we approach the twenty-first anniversary of the Americans with Disabilities Act (ADA), the Disabilities Education Blog would like to reflect on the year that has passed since President Obama addressed the country in honor of the Act’s 20th anniversary last summer.
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 20th 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.
May/110
Paratransit Month: Increasing Accessibility and Opportunity
The Disabilities Education Blog has covered the contemporary issues faced by many individuals with disabilities when it comes to access to employment. From company websites to physical offices, we’ve explored what is necessary to increase the accessibility of both the physical workplace as well as general information, such as job openings and company information. We have sought to identify the barriers to access faced by individuals with disabilities in these areas so we may better counter them, establishing systems and practices that help these individuals overcome such barriers.
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 1st 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_
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.
Mar/110
Making Websites Accessible: Color Scheme Planning, Part II
In this final installment of Making Websites Accessible, we will review practical methods of implementing a website color scheme that is readable by both visually impaired users and unimpaired users alike.
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.
Mar/110
Making Websites Accessible: Color Scheme Planning, Part I
In this two part disability education article, we will review a fourth dimension of creating accessible websites: Color scheme. With vision impairment affecting an estimated 8% of American males and 1% of American females, proper color planning takes on great importance when designing a Web page with readability in mind (i). With a touch of proper planning, company websites can be rendered in colors that most all individuals can perceive. Effective color choice rounds out our discussion on website accessibility, providing the proverbial finishing touch to websites that utilize user friendly text, proper image optimization, and video usage, as outlined in our previous Website Accessibility articles.
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
Feb/110
Making Websites Accessible: User Friendly Text
The Web has expanded the ability of disability employment programs to reach a diverse pool of potential job applicants. A wide range of customers is also readily reachable through vibrant company websites, social media networks, and email campaigns. Despite the opportunity provided by the Web and its dynamically evolving technologies, an estimated 15-20% of Americans have difficulty using technology because of a disability (i). This percentage is high, though, because most websites are not built with accessibility in mind.
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
Feb/110
Assistive Tech Apps
Organizations continually face the hurdle of effective employee placement. This hurdle grows higher when the employee has a disability, challenging organizations to place individuals in work opportunities that are both safe and rewarding. Assistive technology, coupled with ongoing disability training, has made it possible for organizations to employ thousands of individuals with a wide array of impairments. These individuals are able to contribute to the organization and community through their work opportunities, becoming wage earners, consumers, and community participants.
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.
Feb/110
Disability Employers and the BWAP
Disability employers and diverse organizations know that recruiting talent is meaningless without the means of organizing individuals to yield optimum production or service efficiency. Identifying individual aptitudes, abilities, and preferences goes a long way in placing new hires as well as advancing current employees. At times, specific assessment tools are necessary. For workplaces that employ individuals with disabilities, core operations depend on the accurate assessment and placement of individuals. Disability employers are smart to consider the Becker Work Adjustment Profile (BWAP) when conducting these assessments. This easy-to-use disability training resource provides critical insight on individual vocational abilities, a prerequisite for providing meaningful and safe job placement for those with disability.
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.
Feb/110
Employee Training Programs That Add Value
There are several reasons for employers to value a diverse employee base. Today’s business landscape is explosive; technological proliferation, decreased consumer spending, and a slow-to-recover economy make for a volatile environment. Organizations must take proactive steps towards hedging against such volatility. From a financial investment standpoint, one need only diversify their investment portfolio to minimize the risk associated with volatility. In the very same way, organizations may diversify to overcome the turbulent business environment of the present. With eclectic human capital comes a wider distribution of ideas, the foundation on which forward thinking and innovation are built.
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.
Feb/110
Building a Disability Employment Program
As training for disability initiatives gain momentum, one hopes to see a fall in unemployment among those with disabilities. Instead, the opposite is true. When facing an increasing rate of unemployment among those with disabilities, one need ask: why are disability employment programs not working? There have been dozens of initiatives aimed at lowering the level of unemployment among individuals with disability. From Federal legislation like the Americans with Disabilities Act to Presidential Executive Orders, finding jobs for those with disabilities has been on the forefront of American political agendas. The rate of unemployment continues to grow, despite the genuine efforts made by Federal lawmakers, business owners, and citizens alike.
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
Jan/110
Emotional Quotient: A Managerial Study
Our disability training and education blog has a long history of distributing articles to help business professionals make the most of the talent they recruit. This article is no different. Today, Program Development Associates explores Emotional Quotient, or EQ, and the benefits employers receive by engaging in this type of employee training. It goes without saying, however, that leaders are smart to construct this sort of training in an inclusive manner. Opening the doors to a diverse talent pool adds depth to an employee base that translates to greater idea exchange and a heightened bottom line. In short, implementation of an EQ employee training program that accommodates those with disabilities is your organization’s best bet for increased productivity in 2011.
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
Jan/110
Government Trains to Hire Workers with Disabilities
President Barack Obama issued Executive Order 13548 last summer, challenging the Federal government to reevaluate their strategy for disability employment. The Order fell on July 26th, 2010, the 20th anniversary of the Americans with Disabilities Act. Motivation for the Order came from the need for the nation’s largest employer, the Federal government, to lead by example. The President challenged Federal departments to not only higher individuals with disabilities, but also to increase the rate at which they are retained and advanced. The government made significant strides towards attaining that goal just before the New Year; the Office of Personnel Management (OPM) hosted a disability employment training event, focusing on how best to achieve the goals set forth by the President’s Order.
An Overview: Executive Order 13548
Executive Order 13548 moved to unite the Office of Personnel Management, Department of Labor, Equal Opportunity Commission, and Office of Management and Budget in an effort to reassess Federal disability employment initiatives. The goal: reposition the Federal government as a “model employer of persons with disabilities,” (i). Each department was charged with developing their own plan of action for hiring prospects with disabilities. Additionally, Order 13548 encourages Federal departments to utilize the excepted service hiring authority of Schedule A to expedite job, internship, and training program placement of those with disabilities.
Federal Disability Training, October 2010
The Office of Personnel Management hosted the disability training workshop, partnering with fellow departments to address the lofty goals set forth by the President’s Order. Commenting on the training program, OPM Director Christine Griffin stated:
This is a win-win for everyone. Employment opportunities are increased for people with disabilities and the Federal government hires highly talented and skilled individuals. (ii)
Disability Programs and Employment
In the wake of President Obama’s Order and the Federal Disability Employment Training event, it is time for employers nationwide to embrace Ms. Griffin’s message: training for disability is a win-win. Preparing your organization to take on individuals with disabilities adds rich depth to your employee base, strengthening human capital. Further, according to a study of disability trends conducted by the Council for Disability Awareness, the rate of serious disabilities among working Americans is growing at an alarming rate (iii). Training for disability is becoming an essential component of employee training, creating a competitive advantage for the forward thinking organizations that embrace it.
(i) http://jfactivist.typepad.com/jfactivist/2010/10/from-the-office-of-personnel-managment-102610-opm-hosts-disability-employment-training-workshop-gave-agencies-the.html
(ii) See above.
(iii) http://www.beamalife.com/blog/disability-insurance/5-most-alarming-long-term-disability-ternds/
Jan/110
Achieve Interoffice Efficiencies with Disability Training
Disability training may take on several forms. From enhancing employee communications to creating cohesion among different departments, training for disability optimizes organizational performance. The means of implementation may vary, however the end is most always constant: increased operational efficiency.
Reasons to Train for Disability
Training for disability is a requisite for success in today’s dynamic and diversified business culture. The Council for Disability Awareness has issued disability trends report stating that the incidence of serious disability has grown steadily since just 2007. Women and younger workers are most at risk, according to the report, and managers who anticipate disability in the workplace are positioned for success. Disability costs can be staggering, but forward-thinking organizations can anticipate areas of risk and train employees accordingly. Remaining compliant with the Americans with Disabilities Act, for example, requires attentive study of Federal and state level laws. Specifics may fluctuate, and creating a disability employment program that oversees compliance issues can save organizations immense amounts of time, money, and unwanted publicity.
Disability Training Topics
Disability training topics are similar to those of other, more common employee training programs. Unlike common training programs with which most employers are familiar, however, training for disability addresses these areas with workplace diversity in mind. This new and forward thinking method of employee training increases accessibility, builds inclusion, and positively leverage diversity to increase the bottom line. Three areas of beneficial disability training include employee communications, human relations, and ethical decision making:
Communications
With the number of different cultural customs and languages increasing in today’s workplace, increased importance is placed on effective communication. The same may be said for public relations; as community diversity increases, so too does the need for business to make an effort to communicate with persons of different backgrounds.
Human Relations
Training to better human relations involves more than communications training. Subtopics here include soft skills training, sensitivity training, and other areas of training that aim to increase the emotional quotient of employees.
Ethical Decision Making
From a legislative stance, employers are prohibited from discriminating against qualified job applicants. However, job posting, recruiting, and interviewing practices are each performed at the discretion of the employer. Training managers and human resources departments to carry out these functions in an ethical manner translates to ADA compliance, increased reach to prospects with disabilities, and an enriched talent pool from which to choose.
What to Expect from Disability Training
Ongoing employee training benefits each member of the organization. For organizations with an eclectic employee base, disability training offers the added benefit of creating a sense of inclusion among employees with rich differences. Ongoing training is essential; disability videos and other multimedia resources are essential in presenting and refining concepts that are critical to success.
Jan/110
Moving Forward: Disability Training and Trends
Disability training has become an instrumental means of accommodating workers of most ability levels. Qualified individuals may now find fulfilling careers in workplaces in spite of mental or physical impairment. Technology has undoubtedly fueled this movement, assisting individuals to accomplish otherwise impossible feats. Disability awareness has grown since the mid 1900s as well, contributing to fully functional diverse workplaces. To continue with this progress, an assessment of disability trends is necessary. Only by an examination of the past may we create a future that continues to strive for heightened disability awareness, appreciation, and equal opportunity among qualified individuals.
Training for Disability: Examined Trends
To prepare for the future, we must study the past. To help, the Disability Training Blog must turn to the Council for Disability Awareness (CDA). In 2007, the CDA reviewed long-term disability claims, figures from participating companies, and data collected from the Social Security Disability Insurance (SSDI) program. Pooling this information, the CDA successfully uncovered several emerging trends with respect to disability prevalence among working Americans.
Disability Trends*
The 2007 CDA study uncovered the following trends in workers with disabilities:
1) Growth of Disabilities
Disabilities deemed “serious” are growing among American workers at a staggering rate.
2) Women and Young Employees Are Most Susceptible to Disabilities
Working women experience serious disabilities and almost twice the rate of men, while young workers aged 20-40 are experiencing such disabilities at a likewise increasing rate.
3) Decline in Cancer, Cardiovascular, and Nervous System Related Claims
Claims of this nature receded in 2007, perhaps because of increasingly effective and accessible medical technologies.
Meeting Needs with Disability Resources
The 2007 CDA study whispers a word of caution that organizations and business professionals are smart to heed. Disability rates are climbing. Most alarming are the rates of serious disability among women and young adults, two major talent pools from which disability employers draw to maintain diversity. As rates of disability continue to climb, so too will the frequency with which employers encounter qualified individuals with disabilities. This puts tremendous strain on employers to assimilate these individuals into the workplace, particularly in instances requiring strict ADA compliance.
Training for disability is the most effective way for organizations to anticipate this trend, accommodate individuals with disabilities, remain ADA compliant, and continue operating proficiently. Moreover, disability training enhances business cultures through disability awareness and appreciation, two critical factors in leveraging diversity to create value. In light of the research conducted by the CDA, and the trends uncovered therein, it is likely that the rate of disability will continue to grow with the American population. Inclusive workplaces anticipate this trend, are positioned for a minimally disruptive transition, and are poised to excel while competitors play catch-up.
*Source for 2007 CDA study: http://www.beamalife.com/blog/disability-insurance/5-most-alarming-long-term-disability-ternds/
Dec/100
Disability Training Blog Honors CSC
The Disability Training Blog would like to recognize and congratulate CSC on earning a spot on the “Top 50 Employers for Persons with Disabilities” list in CAREERS & the disABLED magazine. Though printing of the official list will not occur until this coming month, January 2011, the news is already rippling across the Web. CSC, a multinational technology solutions company, sets the quintessential example of what it means to value disability in the workplace.
CAREERS & the disABLED first printed in 1986. To this day, the magazine is the only periodical of its kind. Geared towards undergraduate students, graduates, and professionals, this magazine provides disability career guidance for individuals with a range of mental and physical impairments. For the past twenty years, CAREERS has surveyed subscribers to create an annual list of the top 50 employers for which those with disability would most like to work.
It is easy to see why CSC has been honored with a spot on such a admirable list. When asked about the award, Jeannie Maul, Vice President of CSC’s Managed Services Sector, replied:
CSC is greatly honored to receive this prestigious recognition that highlights our focus and commitment to creating an enterprise-wide culture of inclusion, valuing diversity and providing opportunities for all employees.
The company is no stranger to diversity, with offices in the U.S., Asia, Australia, and Europe. Experience with the global workplace has clearly impacted the culture of CSC, as Ms. Maul explains that disability awareness is very much a part of the company:
[…] we work to create awareness not about the ‘disability,’ but rather about the abilities of our employees. CSC strives to provide a fully inclusive workplace that inspires all employees to be a part of our success, and to provide everyone with vast global opportunities for professional development.
It is inspiring to see a company of such great magnitude value the diversity they recruit. Business leaders are smart to take a page from the CSC operations manual, and not just because of the praise the company has received from Fortune Magazine for being one of the World’s Most Admired Companies for IT. Ms. Maul said it best: CSC inspires each employee to be a part of the company’s success. By focusing on abilities, companies are better able to train, develop, and place employees for optimal performance. Disability training is an integral part of this process, equipping individuals with the knowledge and foresight to build inclusive workplaces.
News source for this article: http://www.businesswire.com/news/home/20101220006346/en/CSC-Recognized-Top-Employer-Persons-Disabilities
Dec/100
Disability Training Specials for 2011
Just over 8% of Americans reported a disability or work limitation of some kind in 2009 (i). That equates to roughly 15 million individuals according to the Cornell University Online Resource for U.S. Disability Statistics. Unemployment among these individuals remains high as well, a statistic that some believe evidences a “first fired and last rehired” trend that asserts workers with disability are among the first to be fired and last to be rehired during weak economies. As the economy recovers and business begins to flourish, hiring is expected to increase and the unemployment level of all Americans is projected to drop. This will trigger an influx of workers with disability in the workplace, simply in virtue of the diversity of American population and the requirement for organizations to offer equal opportunity employment.
Disability training prepares business leaders, managers, and employees to work with and support individuals with mental and physical impairments. These individuals are qualified and capable, however may require accommodations to facilitate them in performing work. Such accommodations may be tangible or intangible, including physical structures like wheelchair ramps as well as nonphysical environmental constructs like coworkers who can communicate with sign language. In a world that becomes increasingly diversified by the day, businesses that utilize disability training remain competitive in terms of hiring, maintaining Federal compliance, and providing goods and services to a richly varied customer base.
Program Development Associates excitedly offers many resources for disability training professionals of most all industries. These multimedia training products are ideal for human resource departments, newly diversified workplaces, and educational professionals alike. The following selection of disability DVDs are Specials from PDA that are sure to meet your needs for 2011, no matter what your budget:
Disability Awareness Special—this disability video bundle includes the Ten Commandments for Communicating with People with Disabilities, as well as the Getting It Right DVD. Ideal for diverse organizations that want to teach courteous communication and engage in sensitivity training.
ADA Information Special—keep managers, human resources personnel, and employees up-to-speed on the Americans with Disabilities Act. Includes ADA quiz book, CD-Rom, and existing facility checklist to evaluate current compliance.
American Sign Language Special—Deaf Americans are among the fastest growing segment of the U.S. population. Prepare to hire, train, and serve this growing population with this comprehensive set of CD-ROMs.
These specials and more are available at the Program Development Associates disability video Specials and Clearance store. PDA wishes you and your organization a Happy Holiday, and a prosperous start in 2011!
(i) http://www.ilr.cornell.edu/edi/disabilitystatistics/reports/cps.cfm?statistic=prevalence
Dec/100
Disability Training: Soft Skills Meet Hard Tasks
One of the fastest ways to increase productivity is to encourage employee cohesion, particularly in diverse workplaces. Training employees to accept coworkers, communicate courteously, and work in teams is paramount in creating a productive workplace. Disability DVDs that develop cohesion among workers, for example, help employees to develop soft skills. These abilities relate to the personality and interpersonal abilities of an individual, and they are requisites for success in today’s dynamic and diverse workplace.
Soft Skills Overview
Soft skills contribute to the building of an individual’s Emotional Quotient. The Emotional Quotient, or EQ, is a measurement of 5 basic personal dimensions. These include open-mindedness, conscientiousness, extroversion, agreeableness, and narcissism. Those with a high EQ may exhibit positive personal qualities like high self esteem, responsibility, integrity, and a sociable personality. In addition, these individuals have refined interpersonal skills and work well as team members, interoffice leaders, and social negotiators.
Why Emotional Quotient?
Employers have begun to recruit, train, and advance individuals with increasing attention to their Emotional Quotient. While general intelligence is an important factor, it is limited in its ability to predict job performance. Intelligence, as measured by IQ, is merely an indication of what an individuals is capable of mentally. EQ, in contrast, provides a strong indication of what the individual will do. Moreover, individuals with a high EQ are better positioned to learn and excel within their respective areas of expertise. The American Psychological Association’s report titled Intelligence: Knowns and Unknowns furthers this idea, stating that individual characteristics like interpersonal skills are of equal or greater importance than IQ in predicting work performance (i). Conscientious and open minded individuals, for example, work well in teams and positively contribute to the overall functionality of their office culture.
Benefits of Soft Skills Training
Cohesion among the members of an organization or business is one of the key drivers towards profitability. Employees who understand one another, communicate effectively, and hold one another accountable for their actions create workplaces that are efficient. In this light, soft skills training takes on added importance for businesses wishing to increase efficiencies, engage in team building, or unite a fragmented and inefficient workforce. Soft skills training is also important because it develops the abilities that are thought to complement hard skills, or job-specific tasks. In this way, an employee can become more productive or efficient simply by developing their ability to stay conscientious of peers, open minded to change, or communicative with fellow employees.
Soft skills training is essential for businesses of most industries because it aids in achieving efficient operations. Moreover, developing the soft skills and EQ of employees creates a work experience rich in feelings of worth, efficacy, and autonomy. Workplaces that cultivate such feelings are usually able to keep employee turnover low, building a long lasting foundation of human capital for future growth.
(i) Neisser et al. (August 7, 1995). “Intelligence: Knowns and Unknowns”. Board of Scientific Affairs of the American Psychological Association. Retrieved August 6, 2006.
Dec/100
Disability Education Resources for Advocates
Today’s Disability Advocate plays a crucial role in linking those with disability with job opportunities, Social Security, and other disability benefits. Helping those with disability to find such benefits and enroll in employment programs creates opportunity for all who are involved. This opportunity often leads to successful job placement, the acquisition of essential finances, and other benefits that those with disability may not otherwise attain.
Program Development Associates features the following disability DVDs to help advocates better serve the individuals with whom they work.
A Fair Chance DVD
Gain unparalleled insight to the world of disability with this 53-minute DVD. Examine the lives of 6 parents, each with a developmental disability, and learn to identify the factors that contribute to their success. University professors, social workers, and educators round out this disability resource with a straight forward discussion of the prejudices these individuals face as parents, effective support services, and the need these individuals have for standardized services.
This disability education resource is a must for disability advocates who work or wish to work with Autistic individuals. An ABC News Program, this resource showcases two adults, along with their parents and life coaches, and examines the life of an American adult with Autism. Psychologist Peter Gerhardt and Quest Autism Foundation cofounder Jen Hoppe contribute to the ABC production, presenting commentary on the quality of life that Americans with autism face, the assistance they need, and the funding needed to develop support initiatives.
A Video Guide to Disability DVD
An essential for disability advocates, this resource builds a foundation for understanding the Americans with Disability Act. With an opening and concluding segment from former President Bill Clinton, A Video Guide to Disability takes disability advocates through the constructs of the ADA, touching on humanistic topics including disability etiquette, behavior, interaction with those with disabilities, and more.
Disability Education resources are essential in advocacy training, helping individuals become professionals who may better serve those with disability. For additional resources, please visit the Program Development Associates Advocate Training online store.
Dec/100
Prepare for Disability with Educational Products
Disability work programs do more than just hire individuals with disabilities. While these programs certainly create workplaces where a diversity of individuals may find opportunities for work, they go a step further by facilitating the development of these individuals. Creating a work program of this nature is not difficult. Further, successful disability work programs recruit a multitude of unique prospects and provide support systems that develop prospects into long term company assets.
Internal Preparation: Soft Skills and Sensitivity Training
The best way to successfully engage in disability work programs is to first prepare internally. It is important to assess the management structure of your organization, encouraging all department heads and other influential leaders to openly advocate new disability programs. This will spread awareness, build program support, and position office leaders to answer any questions employees may have regarding disability training programs.
Organizations may further prepare their members by scheduling regular workshops to review etiquette and disability workplace skills. Soft Skills Training, for example, helps individuals identify and improve areas of personality to better suit a diverse workplace. Sensitivity Training furthers these efforts by helping employees recognize the biases they may hold about persons of different ethnicity, sex, and ability. Once recognized, these biases can be overcome through sensitivity training activities that dispel common prejudices.
Hiring for Disability
Once an organization is adequately prepared to support a diverse environment, it must take steps to make employment opportunities accessible to those with disability. The Department of Labor is an ideal place to start. Organizations may review a wealth of electronic resources by visiting DOL.gov and searching for Compliance Assistance Materials.
Leveraging technology to recruit prospects is another sound option. However, it must be done with tact. To illustrate, consider that most businesses already have a company website that features employment information and sometimes an electronic application. This is a positive step towards extending equal opportunity to job prospects. It can, however, be taken a step further by optimizing the website to better achieve disability employment accessibility. Simple adjustments in website coding and design go a long way in enhancing usability for individuals with disability.
Disability Assessment and Evaluation Protocol
After internal preparation and equal opportunity outreach comes the need to address disability assessment and evaluation. Proper supports must be designed to facilitate the needs of those with disability; from physical structures like wheelchair ramps to ongoing disability education workshops, structures and employees must stay up to date and informed. Regularly reinforcing soft skills as well as sensitivity training principles goes a long way in supporting disability work programs.
Program Development Associates offers a range of disability videos to assist organizations in preparing disability employment programs. From soft skills and sensitivity training to disability assessment, PDA has the disability products necessary for creating effective, lasting employment programs.
Dec/100
IDEA: Equal Opportunity Celebrated
The Individuals with Disabilities Education Act celebrated its 35th year Monday, November 29th. The ground breaking piece of legislation shattered the long standing education boundaries for children with disabilities, opening public school systems and advancing disability awareness among students.
Remembering the IDEA
On Monday, President Obama released a statement in honor of the Act, expressing his commitment to equal opportunity in the schoolyard:
In America, we believe that every child, regardless of class, color, creed, or ability, deserves access to a world-class education […]. And as we mark the thirty-fifth anniversary of that law, we remember what it was all about. Equal opportunity. Equal access. Not dependence, but independence. We know that our educational system must hold children with disabilities to the same high standards as those without disabilities, and hold them accountable for their success and their growth. (i)
In honor of the 35th anniversary of the IDEA, Program Development Associates would like to highlight the disability products available to educators, business owners, and parents that aid in education and employment.
Disability Education Resources
The rate of learning disability among children ages 5 to 18 is growing. More than ever, it is important for parents and educators to learn about disability and create supportive, inclusive environments in which children can thrive. PDA offers a variety of texts, DVDs, and interactive media to help with these often challenging endeavors. Visit the PDA Learning Disabilities store to find the resources that are right for you.
Workplace Disability Training
The President’s words may have been in reference to the IDEA of 1975, but it is possible to extend their meaning to describe the level of disability employment for which we strive as a country. After all, why should we work so diligently to produce equal access and opportunity for schooling without working with equal diligence to create equal opportunity for employment?
PDA is proud to offer the following resource selections to help employers, those with disability, and organizations build a foundation for diversity and growth:
Building a disability employment program takes a steadfast commitment, and these disability training products help to refine internal interviewing, hiring, and training processes.
For individuals with disabilities, choosing a career path may require a lifetime of continual learning and preparation. These disability resources help individuals to identify their passions, work preferences, and suitable job opportunities.
Diverse workplaces rise or fall with the attitudes of those involved. These disability products help members of organizations to cultivate soft skills, engage in sensitivity training, and learn to communicate effectively.
As we reflect on President Obama’s words, let us remember that there was a time when disability precluded one from attaining an education. Let us remember the IDEA, and what it has meant for the 6.6 million children with disabilities who receive an education each year because of its enactment. Most of all, let us remember that equal opportunity does not end with school children.
(i) http://www.whitehouse.gov/the-press-office/2010/11/29/statement-president-35th-anniversary-individuals-with-disabilities-educa
