2. Welcome to the Unit 2!
In this part of the training, you’ll answer the following
questions:
• What are the needs of people with disabilities?
• How to treat people with disabilities?
• What are the rules for the inclusion of people with disabilities in the
workplace?
4. The needs of people with disabilities:
• their needs are different, depending on the kind and degree of disability as
well as on their overall life circumstances.
• due to their disability, these people have specific needs – otherwise, their
needs are the same as ours.
• People with disabilities shouldn’t be seen and treated through the prism of
their disability.
• Disability should neither be the reason for rejection nor reward.
People with disabilities do not need pity, what they need is help.
Source:
http://webcache.googleusercontent.com/search?q=cache:0GznDQ0kMM4J:przemysl.idn.org.pl/files/potrzeby.doc+&cd=6&hl=pl&ct=clnk&
gl=pl&client=firefox-b-d
5. Activity 1
Watch short videos about the needs and functioning of people with
disabilities in society:
https://www.youtube.com/watch?v=rjluLV1F-UI
https://www.youtube.com/watch?v=bwW6mYdJ7Xc
Perhaps you are surrounded by people with disabilities in your workplace.
Think about what they can expect from you.
6. Activity 2
Watch short videos about treating people with disabilities:
https://www.youtube.com/watch?v=W6c6JLbczC8
https://www.youtube.com/watch?v=HXEEh6UteEo
Write down your conclusions – how should you treat / how do you treat a
person with disabilities in your workplace?
7. What is disability inclusion at work?
Disability inclusion at work is about more than hiring people with disabilities.
An inclusive workplace values all employees for their strengths. It offers
employees with disabilities – whether visible or invisible – an equal
opportunity to succeed, to learn, to be compensated fairly, and to
advance. True inclusion is about embracing difference.
Companies with strong disability inclusion programs have better access to
talent and better employee retention. They have the tools they need to help
their employees thrive.
Source: https://www.understood.org/articles/en/disability-inclusion-at-work
8. Key inclusion competencies
• Courage to engage - willingness to get out of the comfort zone and
engage in difficult conversations.
• Learning from others - believing one can learn from the perspectives of
others rather than defending their intent.
• Awareness of systemic bias - recognizing flaws in the system that
need to be addressed and monitored.
Source: https://pulsely.io/our-solutions/inclusion-competencies-
assessment?utm_source=googleads&utm_campaign=ica&gclid=Cj0KCQjwxdSHBhCdARIsAG6zhlUr
-OSr8Og4QAhTK3VzigAJ5RCLFU-dDCDRqBk3-fVN0SKc9aD0BTwaApEWEALw_wcB
9. Key inclusion competencies
• Addressing bias - recognizing that actions must be taken to keep bias
from influencing behaviours.
• Willingness to adapt - changing one’s own behaviour to foster the
inclusion of different backgrounds and perspectives.
• Allyship - actively championing people different from ourselves and
fostering productive conversations about differences.
Source: https://pulsely.io/our-solutions/inclusion-competencies-
assessment?utm_source=googleads&utm_campaign=ica&gclid=Cj0KCQjwxdSHBhCdARIsAG6zhlUr-
OSr8Og4QAhTK3VzigAJ5RCLFU-dDCDRqBk3-fVN0SKc9aD0BTwaApEWEALw_wcB
10. Activity 3
Asses to what extent you possess key inclusion competencies that are listed
in the previous slide of the presentation.
Use the scale: 1-10, where 1 means a very low level of a given competence
and 10 – a very high level.
Write down the conclusions from your analysis.
11. Inclusive workplace
1. Avoid stereotypical perceptions of people with disabilities
2. Avoid negative reactions - fear, disgust, excessive curiosity
3. Do not see people with disabilities only through the lens of their
disability (they are also parents, friends, partners, etc.)
4. People with disabilities have similar needs and desires as others.
Source: https://www.kulawawarszawa.pl/modele-niepelnosprawnosci-od-wykluczenia-do-wlaczenia/
12. Inclusive workplace
1. Opportunities for advancement and adequate remuneration
2. Provision of suitable working conditions and adaptation of the workplace
3. Ensuring safety at work
4. Protection against aggravation of existing dysfunctions while performing
the job
5. Adequate adaptation process to the new job position
Source: http://archiwum.ciop.pl/18519.html
13. 5 tips to create a disability inclusive workplace
1. Learn more about the specific disability, disability etiquette, or
disability inclusion in general.
2. Help all employees understand the challenges that persons with
disabilities face and contribute to solutions.
3. Keep an open dialogue.
4. Break the ice!
5. Maintain standards.
Source: https://www.perkins.org/stories/5-tips-to-create-a-disability-inclusive-workplace
14. Activity 4
Read about 5 tips on how to create a disability inclusive workplace.
https://www.perkins.org/stories/5-tips-to-create-a-disability-inclusive-
workplace
Which of these tips can you use, as an employee, in your workplace?
How can you use them?
15. Activity 5
As a summary of this unit, make a list of at least 10 tips for effective
cooperation in a team with people with disability.
Finish the sentence:
When working in a team with people with disability I will remember
about…………..
17. References
The needs of people with disabilities
http://webcache.googleusercontent.com/search?q=cache:0GznDQ0kMM4J:przemysl.idn.org.pl/files/potrzeby.doc+
&cd=6&hl=pl&ct=clnk&gl=pl&client=firefox-b-d
Disability inclusion at work: What it is and why it matters
https://www.understood.org/articles/en/disability-inclusion-at-work
Inclusion Competencies
https://pulsely.io/our-solutions/inclusion-competencies-
assessment?utm_source=googleads&utm_campaign=ica&gclid=Cj0KCQjwxdSHBhCdARIsAG6zhlUr-
OSr8Og4QAhTK3VzigAJ5RCLFU-dDCDRqBk3-fVN0SKc9aD0BTwaApEWEALw_wcB
5 tips to create a disability inclusive workplace
https://www.perkins.org/stories/5-tips-to-create-a-disability-inclusive-workplace
Inclusive workplace
https://www.kulawawarszawa.pl/modele-niepelnosprawnosci-od-wykluczenia-do-wlaczenia/
http://archiwum.ciop.pl/18519.html
