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
Surpassing the Norm with Universal Design Strategies
Companies nationwide are turning to Universal Design to reevaluate growth strategies, and it is easy to see why. The rate of disability among American adults varies by specific condition, however, maintains a general upward climb (i). In the past, organizations have designed disability work programs and other internal panels to accommodate job applicants or current employees with disability. Now, however, organizations realize that such disability training has benefits that extend beyond the confines of the business itself. Internal disability education and training programs also put businesses in touch with local communities where disability is often times most prevalent.
About Universal Design
Universal Design is a method of planning that proactively creates structures, products, and atmospheres that are equally accessible to those with disability as they are to those without. As individuals live longer, research and trends indicate a corresponding increase in disability prevalence. Interest for Universal Design has thus grown as well, with businesses and consumers alike searching for ways to create inclusive environments.
Universal Design and Language
If a picture is worth a thousand words, what kind of price tag may a business place on a single disrespectful comment? More than ever, businesses are in touch with communities of consumers both locally and often worldwide. Information technology, in particular, unites consumers and makes reputation management a daunting task. A single disrespectful, disingenuous, or callous comment has the power to produce an incident that may destroy an organization’s good will overnight.
Sensitivity training is one area to which businesses may look to insulate themselves from potential downfall. This type of training teaches employees to recognize disability as the positive societal element it is, rather than a setback. In doing so, employees learn to identify the stigmas or prejudices they hold, counter them, and engage in etiquette means of communication with those with disability. Program Development Associates recommends the Principles and Practices: Universal Language DVD for business professionals looking to design disability etiquette programs with Universal Design principles in mind.
Proactive disability training with Universal Design concepts helps organizations prepare everything from buildings to customer service agents for interaction with a diversity of individuals. Proactive training carries with it disability education and awareness, two elements that pay added dividends to organizations looking to diversify their workplace. With the rate of disability climbing, it is hard to escape the notion that the modern workplace and ongoing disability education are a match made for long term success.
(i) http://www.allbusiness.com/labor-employment/workplace-health-safety-occupational/14267330-1.html
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 Employment In Faltering Economies
Business has seen interesting times over the past year, to say the least. Economic recession began with the close of the 2007 fiscal year, and it was impacting employment numbers by the middle of 2008. Applications for Federal disability increased dramatically in mid 2008 as well, illustrating an increase in unemployment among those with disability (i). This trend was not unique to our most recent recession, however. Data suggests that those with disabilities are among the first to be fired and the last to be rehired when the economy begins to falter.
Unemployment Explanations: Worker Insecurity, and Disability Employer Fear
One explanation for the correlation between disability unemployment and tough economic times is worker insecurity. Workers with disability voluntarily leave the workplace when the economy begins to turn, seeking to replace their unstable work environment for the certainty of Federal programs that provide unemployment benefits.
Another explanation links the correlation among increased disability unemployment and a “recession economy” with employer fear. Organization leaders know that tough economies require efficient and productive business operations. Fearing insolvency, disability employers must move to cut costs while improving efficiencies across all departments. Downsizing seems inevitable, and employees with disabilities are among the first to be perceived as inefficient and expendable. In fact, research suggests that when recession strikes, employees with disabilities “may be the first to be laid off in a recession and the last to be hired when conditions improve” (ii). Deep, often unconscious prejudices about workers with disabilities may label the individuals as unproductive, fragile, or inferior, and thus subject them to unfair scrutiny or dismissal.
Increasing Worker Retention with Disability Education
Organizations must strive to increase efficiency, especially in stagnant or declining economies. Human capital must be retained, as it is the main driver towards production, innovation, and longevity. Diverse workplaces must recognize all workers as drivers towards recovery rather than superfluous costs, regardless of their physical or mental ability.
Disability education can help to build a culture where this ideal is held in high regard. By exposing employees to disability products that spread awareness, employers are able to accomplish two goals. First, they build an environment where workers with disability may feel comfortable, and thus less likely to leave. Second, disability training products build unity among all levels of an organization. This unity drives efficiency and productivity, two elements critical to surviving a down turned economy.
(i) Annual Statistical Report on the Social Security Disability Insurance Program, 2000 (Social Security Administration, 2001); Annual Statistical Report on the Social Security Disability Insurance Program, 2009 (Social Security Administration, 2010).
(ii) Douglas Kruse and Lisa Schur, “Employment of People with Disabilities Following the ADA,” Industrial Relations, 2003, p. 31.
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/100
National Caregiver Month is Here
November brings many things. The November winds swirl with crisp air, turning leaves, and a lingering reminder to give thanks as another year nears its end. This year, November carries additional meaning as National Family Caregivers month. Caregivers are essential members of the community, representing the bridge that bonds individuals of diverse mental and physical ability. This November, remember to give thanks to these community heroes. There are several ways to show appreciation, and no feat is too small or insignificant for consideration.
Show Appreciation for Caregivers
The easiest way to participate in National Family Caregivers Month is to simply show appreciation for the caregivers in your community. You may find community caregivers in many places, including hospitals, retirement communities, and even through social networking sites on the Web. You may wish to enrich the lives of these individuals with caregiver training resources that will help them to serve other persons with disability within the community.
Caregiver Support Through Advocacy
An advocate is someone who represents another person or group of people. Typically, advocates are in a position to positively influence the position of the people whom they advocate. Disability Advocates, for example, are licensed individuals who help other individuals with disability obtain financial benefits, find work, and help with other aspects of life. Program Development Associates offers products to help individuals progress through advocacy training. Here, however, we are using advocate in a more generic way.
This November, you may wish to become an advocate by helping family caregivers. Organizing information sessions, spreading caregiver awareness online, and raising funds to donate to other philanthropic organizations are great ways to mobilize local communities.
Lobby for Change
Approaching policymakers is a powerful means of incurring change. Unfortunately, it is often seen as the most dismal. Stay positive! Rallying a group of individuals in person or online to contact community leaders is a superb way to engage policymakers and inquire about the development of caregiver support programs and other initiatives.
Join Program Development Associates in celebrating National Family Caregiver month by following us on Twitter. We will continually provide caregiver program information, news, and suggestions on how to stay involved. You may find stories and updates on the Disability Training Facebook Page as well.
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.
Nov/105
Disability Education: Psychiatric Disabilities in the Workplace
One of the most difficult tasks faced by disability employers of almost every industry is developing an environment in which employees with disabilities can receive the individual support they need to work effectively. Much of this battle is fighting the preconceived ideas that current employees, managers, and even customers may hold regarding those with mental and physical disabilities.
When we think of providing equal employment opportunity to those with disabilities, individuals with physical disabilities almost always come to mind first. However, we must expand our perceptions to encompass individuals with mental disabilities as well. We must further our ideas of what may or may not be considered a disability to also include psychiatric disabilities. Psychiatric disabilities are often disregarded when organizations consider disability employment; individuals who suffer from depression, bipolar disorder, and obsessive-compulsive disorder are sometimes overlooked during an organization’s efforts to employ disability training and education. However, an estimated 26 percent of Americans over the age of 18 suffer from a mental disorder, providing impetus for businesses to utilize disability education to better understand these conditions (i).
Program Development Associates has a number of resources to help build employer relations among an organization and potential prospects. Organizations interested in developing programs aimed specifically at spreading awareness of psychiatric disabilities will find the Accommodating Employees with Psychiatric Disabilities DVD an invaluable resource. This closed captioned DVD uses a diverse cast of 27 different characters to explore the workplace needs of individuals with six major disabilities: Depression, anxiety, chemical dependency, bipolar, obsessive-compulsive, and psychiatric expressive disorder.
Disability education products are perhaps the best supplement to an organization’s disability training initiatives. These interactive products are capable of engaging large audiences, making them ideal for educating sizable groups of employees and management teams. Specific products can be utilized when training to accommodate individuals with psychiatric disabilities in particular. Such resources help to spread awareness and build cohesion among employees, two key ingredients to long term productivity.
(i) http://www.nimh.nih.gov/health/publications/the-numbers-count-mental-disorders-in-america/index.shtml
Oct/100
Disability Awareness: From Ancient Arenas, Willowbrook, and Forward
Learning the history of disability and the evolution of disability awareness is the key driver towards inclusion, both in the workplace and in the larger context of society as a whole. Disability employment professionals may utilize resources that provide the history of disability in society to better frame contemporary issues for employees. The goal: to provide a story with which everyone may relate, regardless of the difference in mental and physical capacities.
Program Development Associates features a resource bundle that is ideal for disability education in the diverse workplaces of today. This 2 DVD pack first primes viewers with the history of disability from a medical and societal perspective, then moves to share with viewers an unrestricted view of the infamous Willowbrook State School for the developmentally disabled. The progression of this multi-resource bundle will not only give viewers a comprehensive history lesson, but will also provide a real-world examples for the necessity for ongoing disability awareness.
Disability History
The first DVD of this resource bundle, A Little History Worth Knowing, provides a background in disability stereotypes spanning from early medical dilemmas to current day assistive technology breakthroughs. This DVD uses a multitude of resources, including the diaries of real individuals with disabilities, to follow the development of disability awareness through the past century.
Willowbrook: Lessons for Today
The Unforgotten: 25 Years After Willowbrook DVD provides the quintessential follow-up for this disability resource bundle. This award-winning expose was shot in 1972 by Geraldo Rivera and is widely considered a major catalyst for the widespread reform in the treatment of people with disabilities. The hour long DVD, available in Closed Captioned format, also includes a 30 minute Geraldo Rivera bonus feature that will give viewers insight toward the making of the documentary. Above all, the critically acclaimed film is a valuable tool for disability employment professionals because it shows viewers of the horrific shortcomings of the Willowbrook State School, teaches them of the inequities of such treatment, and provides impetus for ongoing disability awareness training.
Additional disability training resources may be viewed through the Program Development Associates product catalog, which may be downloaded for free on the Disabilitytraining.com.
Sep/101
Stages of Senile Dementia
The rate of senile dementia has continued to grow over the past decade. Research has shown the rate of Alzheimer’s disease related deaths grew between 2000 and 2006 by nearly 50% (i). As the baby boomer generation of the 1960s continues to age into their 60s and 70s, this rate is only expected to climb.
In addition, recent trends indicate that individuals are working longer into their Golden years, choosing to retire later rather than sooner (ii). This highlights the importance for business professionals to learn and recognize the stages of dementia as it is likely to become more common among employees.
Stages of Senile Dementia
The following are considered to outline the seven stages of dementia, as provided by Omni Medical Search (iii):
Stage I: No impairment of normal function
Stage II: Very mild cognitive decline
Stage III: Mild cognitive decline
Stage IV: Moderate cognigitive decline
Stage V: Moderately severe cognitive decline
Stage VI: Severe cognitive decline
Stage VII: Very severe cognitive decline
The first two stages of decline are subtle and not likely discernable as dementia. By Stage III, however, the individual has trouble remember words, names, and may misplace things regularly. Stage III impairments are the first to be noticed in a work environment as decline in cognitive ability will be congruent with decline in working ability.
After Stage III, cognitive ability begins to erode rapidly. The individual will gradually lose their ability to remember incidents, perform arithmetic, organize complex tasks, and maintain mental clarity.
Program Development Associates has been providing business professionals with tools to identify Alzheimer’s disease and provide support for individuals suffering with dementia. The Alzheimer’s Project: The Memory Loss Tapes DVD observes seven different people, each at different stages of Alzheimer’s disease. Through observation, viewers learn firsthand how each of the stages of dementia affects individuals, providing a basis for awareness. Program Development Associates provides a range of other caregiver resources ideal for professionals who aspire to learn caregiver techniques, spread awareness, and provide support for individuals suffering with mental illness.
(i) http://www.alz.org/alzheimers_disease_facts_figures.asp
(ii) http://www.foxnews.com/story/0,2933,281153,00.html
(iii) http://www.omnimedicalsearch.com/conditions-diseases/dementia-stages.html
Sep/100
Frontotemporal Dementia Identification and Care
As the baby boomer generation of the 1960s continues to age, physicians predict that the rate of Alzheimer’s disease among adults will likewise continue to climb. Currently, just over 5 million people have Alzheimer’s disease and require over 170 billion dollars in healthcare (i). In the years between 2000 and 2006, Alzheimer’s associated deaths climbed by 46.1 percent, illustrating the growing need for disease awareness and research. Of particular concern is the occurrence of Frontotemporal dementia in middle-aged adults.
Frontotemporal dementia is an umbrella term used to define several disorders, each of which affects two primary areas of the brain: the frontal and temporal lobes. These areas, associated with personality, behavior, and language, begin to shrink at the onset of this disorder, causing individuals to undergo severe changes in personality (iii).
Frontotemporal Dementia vs. Alzheimer’s Disease
Frontotemporal dementia is often misdiagnosed as Alzheimer’s disease because often the symptoms are similar. One dissimilarity, however, is that Frontotemporal dementia occurs in middle-aged adults as young as 40 years old. Alzheimer’s disease is more common among older individuals over the age of 60 years old. In this light, Frontotemporal dementia can be considered a type of early onset dementia.
Counselor and Caregiver Resources
Though Frontotemporal dementia is often misdiagnosed as Alzheimer’s disease, similar resources prove instrumental in helping family members and caregivers provide care for loved ones. An example of such resources includes the Alzheimer’s Project: Caregivers DVD. Issues like denial, guilt, frustration, and sorrow are addressed as caregivers learn to support, consol, and cherish those with the disorder.
Program Development Associates provides many other caregiver resources to help those who provide care for physically or mentally impaired individuals. For over 25 years Program Development Associates has been providing resources to professional caregivers, personal assistants, and college educators to further disability and diversity awareness.
(i) http://www.alz.org/alzheimers_disease_facts_figures.asp
(ii) see (i) above.
(iii) http://www.mayoclinic.com/health/frontotemporal-dementia/DS00874
Sep/100
Building Organizational Infrastructure with Disability Videos
Disability videos are an indispensable tool for any business. Workplace diversity is gaining momentum. The Unnecessary Boundaries study, conducted by Telework Exchange, offers clear evidence that employers are committed to furthering disability employment and equal opportunity for qualified job applicants. However, the study also illustrates that although employers are open to hiring qualified personnel regardless of background, ethnicity, and disability, they at the same time fall short of retaining the range of talent they recruit (i).
A Lack of Infrastructure
The conundrum uncovered by Telework’s Unnecessary Boundaries study is nevertheless hopeful. The study asserts that employers are open to disability employment. Despite the increasing rate of unemployment among persons with disabilities, 71 percent of individuals surveyed reported that their respective organizations makes genuine efforts to recruit and hire prospects from richly varied backgrounds, including those with disabilities (ii). Given this insight, the problem can be reduced to a lack of proper infrastructure to aid in training, assessing, and advancing new hires with disabilities.
Disability Videos: Infrastructure for Organizational Growth
Program Development Associates recognizes the need for organizational infrastructure that supports the vocational development of a range of individuals. Diversity in the workplace cannot flourish without internal supports that facilitate growth for many individuals of varied backgrounds. Without tools for disability assessment and evaluation, individuals with a disability cannot be expected to communicate, learn, and develop within an organization. Unfortunately, this often leads to high turnover among those with disabilities, contributing to the recently increasing level of unemployment among persons with disabilities.
The hardest battle has been won. The Americans with Disabilities Act celebrated twenty strong years of disability awareness and advocacy this past July. Disability employment has grown. Organizations must now utilize tools for disability assessment and training to retain persons with disabilities. Moving forward, disability videos, CD-ROMs, and assistive technology are all necessities in maintaining a diverse workplace. Disability advocates agree: Disability unemployment will fall as organizations build the proper infrastructure to leverage the power of diversity.
(i) http://www.teleworkexchange.com/unnecessarybarriers/landing.asp
(ii) see above.
Sep/100
Disability Assessment and Evaluation
In recent years, businesses have focused on seeking out prospects from unique backgrounds to make their organization rich in culture, talent, and other dimensions. These organizations make proactive efforts to reach out to minorities and persons with disabilities to ensure equal opportunity is presented to qualified prospects. However, attention is all too often focused on the prospecting and interviewing processes, leaving a critical piece of the disability employment puzzle overlooked: maintaining and developing employees into valuable company assets.
Diversity in the Workplace
Diversification alone is unsuccessful in maintaining diversity in the workplace. The increasing rate of unemployment among persons with disabilities illustrates this concept, despite the push for equal employment by major pieces of legislation like the Americans with Disabilities Act (i). The Presidential Executive Orders that followed the ADA pushed a similar agenda for equal opportunity, likewise coming up short. According to recent studies, a number of Federal employees say that while their respective organizations have the framework in place to recruit a diverse group of employees, management is incapable of helping a diverse group develop into professionals (ii). Diversification is only the first step in building a diverse workplace. Steps to train, assess, and advance employees must be taken as well.
Disability Training and Assessment
A diverse workplace is composed of individuals with backgrounds and abilities that may differ greatly. These differences are particularly pronounced when the workplace includes persons with disabilities. Differences in individual ability require different approaches to community inclusion, ranging from specific assistive technology requirements to the need for unique communication methods. Disability assessment tools are crucial in training and retaining persons with disabilities, as they expose areas where an individual may need additional training and support.
Disability assessment and evaluation, along with Disability assessment tools, are all critical components that inclusive workplaces must use in building a work environment that will expand upon internal human resources. Properly developing human capital is essential in increasing company productivity, revenue, and longevity. Program Development Associates offers a host of additional disability and diversity resources to help organizations recruit, train, assess, and develop persons with disabilities into business professionals.
(i) http://www.dol.gov/odep/pubs/fact/stats.htm
(ii) http://www.teleworkexchange.com/unnecessarybarriers/landing.asp
