Peace corps inclusive recruitment


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  • National Service Inclusion Project Serve Idaho: Managing Disability Inclusion, National Service and Volunteerism
  • National Service Inclusion Project Serve Idaho: Managing Disability Inclusion, National Service and Volunteerism
  • National Service Inclusion Project Serve Idaho: Managing Disability Inclusion, National Service and Volunteerism
  • 2010 American Community Survey information on disability:, “ Some Facts about Persons with Disabilities” ( disabilities /convention/pdfs/ facts heet.pdf) National Service Inclusion Project Serve Idaho: Managing Disability Inclusion, National Service and Volunteerism
  • This slide contains sample of photos from institutions from “Christmas in Purgatory”
  • 1970s: Emersion of the disability movement Independent Living Centers were founded by and for people with disabilities Services of these centers focused on assisting individuals with disabilities to become contributing, active, and functional members of society 1990s: Passage of the Americans with Disabilities Act (ADA) of 1990 Aims to end all forms of discrimination toward individuals with disabilities Guarantees individuals with disabilities access to employment, housing, education, transportation, and all other rights given to able-bodied citizens Establishes individuals with disabilities as protected citizens The Americans with Disabilities Act focuses on public space, employment, and includes businesses that have over fifteen employees In 1993,the Corporation for National and Community Service was created, and funds were set aside for the inclusion of people with disabilities Present Day: Edward M. Kennedy Serve America Act (SAA) of 2009 ADA Amendments Rosa ’s Law: Stopping usage of the word “retardation”
  • When we talk about “inclusion”, this is what we mean
  • The same disability can impact an individual differently so therefore it is important to not make generalizations. Do not let fear of making a mistake, fear of saying the wrong thing, or fear of the unknown make you hesitant to interact with an individual with a disability. If you make a mistake, acknowledge it and move on. If you are ever unsure of what to do, ask. For example: When someone is Deaf, do no speak with exaggerated slowness or with exaggerated facial expressions. When there are companions/interpreters present, always direct your comments to the person with the disability. Do not assume that because a person may not speak they are unable to understand or hear you. When helping a person who is blind, allow him/her to hold your arm. This way, he/she will be able to walk slightly behind you and get a sense of what to expect from the motion of your body. Ask if people want verbal cues as to what is ahead, approaching steps, curbs and barriers. Remember to relax.
  • Notes about the pictures: The top picture shows people in wheelchairs at a protest, the bottom picture is of Ed Roberts who described his wheelchair as an instrument of his freedom
  • National Service Inclusion Project Serve Idaho: Managing Disability Inclusion, National Service and Volunteerism
  • Ronald L. Mace founded the Center for Universal Design at NC State – he used a wheelchair – NC State still has a focus on the built environment Share Principles of Universal Design posters from NC State
  • Provide NSIP fact sheet: Making your presentations accessible to everyone
  • While disclosure can have many positive results, non-disclosure can have the opposite effect. Why then would anyone not want to disclose? As mentioned previously, disclosure involves confidential, personal information. This may be information, particularly around a person ’s disability, that may be difficult to share with someone. The following are reasons individuals may not wish to disclose their disability. This information is from a study conducted on the subject of disclosure. These responses were collected from people with disabilities who chose to disclose (or not to disclose) and the impact on how this affected them: The culture of the program ’s environment- disclosure was considered “gossipy,” excessively competitive, and/or racially insensitive. People who did not disclose feared the potential reactions of others. They also were concerned service members may refuse to share equipment with them. Some did not disclose because they thought it was not relevant or there may be a stigma associated with their disability. Lastly, people who did not disclose felt the need to disclose to other people outside of service program first. Can you identify some other reasons as to why a person with a disability may chose not to disclose?
  • In order to further demonstrate, the impact for not disclosing can include the following: Social isolation because of fear of personal questions, the Need to misrepresent, inasmuch they told other service members of a different diagnosis or explained medical appointments by saying he or she was part of a nutrition study, Being unable to request accommodations, Reporting less support than people who did disclose, and finally Higher stress from keeping the secret In order to demonstrate the impact of not disclosing further, the next scene will feature a case study example of a service member who does not disclose and its impact.
  • These are important points for all to be aware of including staff from the Human Resources department at your organization. Each bullet above describes one piece of the disclosure process. It is important that any forms that contain confidential information are kept separate from other personnel information in a locked drawer with access allowed only to necessary personnel. It is always up to the individual who discloses to decide how much information to share about the disability.
  • Slide Bank Number 86
  • Peace corps inclusive recruitment

    1. 1. Inclusive Outreach and Recruitment October 17, 2011 The webinar will begin shortly. Please let us know you’re “here”!
    2. 2. Toll-free hotline: 888-491-0326 (voice/TTY)
    3. 3. <ul><li>The Institute for Community Inclusion promotes the inclusion of people with disabilities in every aspect of society including: </li></ul><ul><li>Community Life Health Care </li></ul><ul><li>Education Employment </li></ul>
    4. 4. Disability 101 Defining Disability A history of Disability in the US Basic disability etiquette What do we mean when we say “inclusion”?
    5. 5. “ Disability” as Defined by Section 504 of the Rehabilitation Act & The Americans with Disabilities Act (ADA) <ul><li>A physical or mental impairment that substantially limits one or more major life activities </li></ul><ul><li>A history or record of such an impairment </li></ul><ul><li>Being regarded as having such an impairment, even when no limitations exist </li></ul><ul><li>Someone who has an association with someone with a disability </li></ul>
    6. 6. Major life activities include, but are not limited to: “ Major Life Activity” is Anything an Average Person Can Do with Little or No Difficulty
    7. 7. <ul><li>“ Substantially limits” </li></ul><ul><li>… unable to perform, or significantly limited in the ability to perform, an activity as compared with an average person. Factors to be considered are: </li></ul><ul><li>Its nature and severity </li></ul><ul><li>How long it will last or is expected to last, and </li></ul><ul><li>Its permanent or long-term impact, or expected impact </li></ul>
    8. 8. Disability Facts <ul><li>Over 36 million Americans have a disability. That’s about 12% of the US population </li></ul><ul><li>Worldwide, there are over 650 million people with disabilities. They are the world’s largest minority </li></ul><ul><li>Only 45 countries have anti-discrimination and other disability-specific laws. </li></ul><ul><li>From the 2010 American Community Survey (Conducted by the US Census Bureau) and the UN’s factsheet “Some Facts about Persons with Disabilities. </li></ul>
    9. 9. Living with a disability- 40 Years ago Christmas In Purgatory: A Photographic Essay On MentalRetardation Burton Blatt and Fred Kaplan Human Policy Press, June 1, 1974
    10. 10. History of the Disability Movement
    11. 11. “ If we are to achieve a richer culture… we must weave one in which each diverse human gift will find a fitting place” - Margaret Meade
    12. 12. Basic Disability Etiquette <ul><li>When offering assistance, </li></ul><ul><ul><li>Ask first </li></ul></ul><ul><ul><li>Clarify assistance desired </li></ul></ul><ul><ul><li>Preferences are different </li></ul></ul><ul><ul><li>Be comfortable with “no” </li></ul></ul><ul><li>Always direct communication to the person with a disability, not to his or her companion, assistant or interpreter. </li></ul><ul><li>Make a mistake? Apologize, correct, learn and move on </li></ul><ul><li>Treat adults as adults </li></ul><ul><li>In most cases, it’s okay to ask. </li></ul>
    13. 13. Language <ul><ul><li>Why should you avoid saying… </li></ul></ul><ul><ul><li>“ cripple”? </li></ul></ul><ul><ul><ul><li>Derived from an old German term “kripple” which means “to be without power” which is completely untrue </li></ul></ul></ul><ul><ul><li>“ wheelchair bound”? </li></ul></ul><ul><ul><ul><li>A wheelchair is a means for mobility and freedom, not something that restricts anyone </li></ul></ul></ul><ul><ul><li>“ the” anything </li></ul></ul><ul><ul><ul><li>“ the blind” “the disabled” etc. groups people into an undifferentiated category </li></ul></ul></ul>
    14. 14. People First Language <ul><li>The key is to use “ person first ” language because people with disabilities are human first and have a disability second </li></ul><ul><li>For example… </li></ul><ul><ul><li>“ A person who is blind ” instead of a “a blind person” </li></ul></ul><ul><ul><li>“ A student with epilepsy ” instead of “an epileptic” </li></ul></ul><ul><ul><li>“ A boy with an intellectual disability ” instead of “a retarded child” </li></ul></ul>
    15. 15. What is “inclusion”? Why is inclusion important to Peace Corps?
    16. 16. “ An individual has not started living until he can rise above the narrow confines of his individualistic concerns to the broader concerns of all humanity. ” - Dr. Martin Luther King, Jr.
    17. 17. Inclusive Outreach Where to find qualified applicants with disabilities Tools for Inclusive Outreach
    18. 18. Where to find qualified applicants with disabilities <ul><li>Colleges/Universities </li></ul><ul><ul><li>Office of Disability Services </li></ul></ul><ul><li>Organizations for Older Americans </li></ul><ul><li>AmeriCorps and Senior Corps programs </li></ul><ul><li>Disability Organizations </li></ul>
    19. 19. What tools are available for inclusive outreach? <ul><li>Think about the tools Peace Corps uses to inform potential PCV’s about service. </li></ul><ul><li>Which resources include stories/images/quotes from PCV’s or RPCV’s with disabilities? </li></ul><ul><li>How can you include those resources in your outreach efforts? </li></ul>
    20. 20. Inclusive Presentations Universal Design and Presentations Communicating an Inclusive Message
    21. 21. Universal Design is the design of products and environments to be usable by all people , to the greatest extent possible, without the need for adaptation or specialized design
    22. 22. Principles of Universal Design <ul><li>Equitable Use </li></ul><ul><li>Flexibility in Use </li></ul><ul><li>Simple and Intuitive Use </li></ul><ul><li>Perceptible Information </li></ul><ul><li>Tolerance for Error </li></ul><ul><li>Low Physical Effort </li></ul><ul><li>Size and Space for Approach and Use </li></ul>
    23. 23. For example…
    24. 24. Provide essential information in different modes
    25. 25. Another example… <ul><li>Disability inclusion is really important because everyone should have the opportunity to reach their full potential. After years of advocating for the need for increased civil rights for people with disabilities, leaders in the disability movement can look and see tangible improvements in the opportunities available to Americans with disabilities but there is still a long way to go, especially in changing the attitudes and prejudices many Americans have toward people with disabilities. As people with disabilities continue to achieve far more than many people ever thought possible, attitudes are changing amongst Americans. This process is also happening in other countries, but the US has been a leader in increased civil liberties for people with disabilities in areas such as education, employment, access to transportation and community life. </li></ul>
    26. 26. Universal Design and Presentations <ul><li>Think about space when you are setting up a meeting. </li></ul><ul><li>Good lighting benefits everyone. </li></ul><ul><li>Use signs that have both text and symbols. </li></ul><ul><li>Caption videos. </li></ul><ul><li>Repeat questions from the audience so everyone can hear them clearly. </li></ul><ul><li>Other suggestions? </li></ul>
    27. 27. <ul><li>Culture of program environment </li></ul><ul><ul><li>“ gossipy” </li></ul></ul><ul><ul><li>Excessively competitive </li></ul></ul><ul><ul><li>Racially insensitive </li></ul></ul><ul><li>Fear of potential reactions </li></ul><ul><li>Refusal of other service members to share equipment </li></ul><ul><li>Not relevant </li></ul><ul><li>Stigma associated with disability </li></ul><ul><li>Need to disclose to other people outside of service program first </li></ul>Reasons for Not Disclosing
    28. 28. <ul><li>Social isolation </li></ul><ul><ul><li>Did not get close to people for fear of personal questions </li></ul></ul><ul><li>Feel compelled to misrepresent </li></ul><ul><ul><li>Told other service members he/she had a different diagnosis </li></ul></ul><ul><ul><li>Explained medical appointments by saying they were part of nutrition study </li></ul></ul><ul><li>Unable to request accommodations </li></ul><ul><li>Report less support than people who did disclose </li></ul><ul><li>Higher stress from keeping the secret </li></ul>Impact for Not Disclosing
    29. 29. Things to Remember about Disclosure <ul><li>It is up to the individual to disclose a disability </li></ul><ul><li>The amount of information provided about a disability is up to the individual </li></ul><ul><li>If an individual discloses a disability, that information must be maintained confidentially and cannot be disclosed to others </li></ul><ul><li>Staff may only share information regarding disabilities if the individual provides approval </li></ul><ul><li>• Information about disability must be maintained confidentially with other medical, disability and accommodation-related information </li></ul>
    30. 30. Hints on Interviewing... <ul><li>Offer the availability of accommodations prior to the interview </li></ul><ul><li>If someone discloses a disability, offer the availability of and process for acquiring accommodations </li></ul><ul><li>Avoid asking questions about an applicant’s disability. </li></ul><ul><li>Do not ask for details about a requested accommodation during the interview </li></ul><ul><li>Not everyone with a disability needs an accommodation </li></ul>
    31. 31. Click to edit Master title style Contact Information: National Service Inclusion Project 888.491.0326 [V/TTY] [email_address] www. SERVICE and INCLUSION .org