Feb/110
Universal Design for Learning: An Office Application
The 1990s saw many developments to further the assimilation of those with disabilities into both classrooms and offices. While the Americans with Disabilities Act of 1990 barred employment discrimination based on disability, the Center for Applied Special Technology introduced the concept of Universal Design for Learning. Together, these two accomplishments make possible the employment and advancement of a range of individuals with a diverse range of abilities. While the ADA breaks down the workplace barriers faced by those with disabilities, UDL helps employers develop disability training programs with maximal effectiveness.
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.
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.
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
Nov/100
Disability Employers and the Americans with Disabilities Act
Is your organization working with the Americans with Disabilities Act? It may seem unreasonable to frame this question nearly 20 years after the enactment of the ADA, but a closer look may prove otherwise. The rate of unemployment among those with disability hovered around 16% at the end of 2009; nearly double the rate of unemployment among persons with no disability (i). The assessment of Federal employers, as illustrated in the Unnecessary Boundaries study, indicates little progress in hiring individuals with disability since 1990 as well.
The picture is not entirely dismal, however. The ADA was enacted. Presidents have made legislative changes to further disability awareness– Barack Obama’s issuance of Rosa’s Law in late October being one of the most recent. In spite of these governmental and societal movements, though, unemployment among those with disability continues to hover at almost twice that of those without disability. To further unravel this conundrum, let us consider the other piece of the equation: disability employers.
Disability Employers and the Americans with Disabilities Act
Disability employers may not actively seek to diversify their workplace. On the contrary, the Americans with Disabilities Act prohibits employers from trying to gauge whether or not a particular applicant has a disability (ii). Persons with disabilities are thus able to disclose their condition at their own discretion. Employers often hire applicants with disabilities simply in virtue of their qualifications for the job. Ideally, this would be a victory for both employer and applicant. However, employers sometimes lack the skills, workplace supports, or technologies to facilitate the employment of a new hire with a disability. As a result, the new employee is hired, receives inadequate training, suffers from lackluster environmental supports, and is unable to perform to the best of their ability.
Prepare to Work with the ADA
Simple disability education products can equip organizations to reverse this trend. The ADA has been successful in breaking the barriers to disability employment, however progress now rests in the hands of employers. Proactive disability awareness training can equip an organization with the knowledge, skills, and etiquette necessary to build inclusive workplaces suitable for today’s diverse workforce. Additionally, organizations may enlist disability advocacy resources to refine their hiring skills, smoothing the transition of employees with disability into the workplace.
(i) http://www.bls.gov/news.release/empsit.t06.htm
(ii) http://careerplanning.about.com/cs/personalissues/a/disability_act.htm
Nov/102
Disability Products for Soft Skills and Sensitivity Training
Soft Skills Training and Sensitivity Training are rapidly becoming integral pieces of most organizational development programs. Internally, these training methods help disability employers to train employees with disabilities to overcome many of the everyday obstacles they may face. The benefit of Soft Skills and Sensitivity Training is not limited to the internal aspects of a business, however. Sensitivity training, for example, develops employee skill sets to interact with persons with disabilities who may be external agents, customers, or friends of an organization.
Soft Skills Training
Soft Skills are related to the EQ, or Emotional Intelligence Quotient, of an individual. EQ can be measured along the dimensions of a person’s open-mindedness, conscientiousness, agreeableness, and level of narcissism, to name a few. These skills are thought to be strong determinants of individual success within an organization. For example, the success of a sales associate may hinge upon their ability to be open minded and conscientious of their prospects more so than their knowledge of the goods they sell.
For disability employers, helping employees to develop soft skills can be key ingredients in increasing productivity and worker efficacy. Disability products that help individuals to get along with others, find passion in work, and maintain punctuality pay great dividends when leveraged within disability training programs.
Sensitivity Training
As the name implies, Sensitivity Training aims to make individuals aware of the prejudices the hold so they may become more aware, or sensitive, of others. Sensitivity training further helps individuals to develop proper etiquette when interacting with others, especially peers with disabilities. This type of training is ideal for inclusive work environments as well as businesses that provide goods or services to those with disabilities.
Soft Skills and Sensitivity Training are two methods of disability education that are becoming invaluable. The former augments the level of success an employee may reach, and the latter promotes effective internal and external collaboration. When properly cultivated, these workplace skills can greatly increase the productivity, efficiency, and community goodwill of an organization.
Oct/101
Disabilities Education and Awareness on Comedy Central
An overwhelming amount of A-list star took the stage last Thursday evening to raise charitable donations and promote national disabilities education and awareness on Comedy Central.
The telethon, aptly named A Night of Too Many Stars, successfully raised several hundred thousand dollars for a host of national organizations. Specifically, these organizations provide autism awareness and services for individuals with autism and their families. Hosted by Jon Stewart, the television special drew the participation of many celebrities including George Clooney, Naomi Watts, Steve Carrel, and Robin Williams, among many others. The event marked a noteworthy milestone as many high profile individuals stood together to spread disability awareness on the national stage.
At the onset of the event, host Jon Stewart reminded viewers that about 1 in 110 children are diagnosed as autistic (i). “Tonight isn’t about curing autism or fighting it,” he continued. “Tonight is about helping people that live with it now.” Mr. Stewart’s distinction exemplifies much of the mission of Program Development Associates, and his words resonate powerfully with us. Though finding cures for disabilities and disorders is imperative, proactive present-day action is perhaps more important. Each of us has the ability to impact the lives of others in profound ways. Spreading disability awareness is an essential catalyst, and none demonstrated this more than the stars of last Thursday night’s Comedy Central special event.
Just one of the beneficiaries of the event includes the Institute for Brain Development, based out of New York. This organization conducts ongoing research in an effort to address the daily needs of individuals with autism-spectrum disorders, as well as other developmental disorders of the brain.
Spreading disability awareness and advocacy is perhaps the best way to support efforts to fund, study, and ultimately cure developmental disorders. There are a range of disability products available to business professionals, educators, and parents who wish to become proactive advocates of disability.
(i) http://www.beaumontenterprise.com/ent-life/articles/Too_Many_Stars_to_help_raise_money_for_autism.html
