Gcsv2011 an untapped resource - a.braken and t. justice


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This document was created by an individual or individuals who submitted a proposal so he / she / they may present at the Office of Faith-Based and Community Initiative’s 2011 Conference on Service and Volunteerism (GCSV11). This proposal was approved by the Indiana Commission on Community Service and Volunteerism (ICCSV) and other community partners. Sharing this document is a courtesy extended by the OFBCI to conference attendees who may want to reference materials covered at the GCSV11, and the OFBCI in no way not responsible for specific content within.

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  • Gcsv2011 an untapped resource - a.braken and t. justice

    1. 1. An Untapped Resource: People withDisabilities and Community Service
    2. 2. accessABILITY, formerly known asIRCIL, was founded in 1987 by asmall group of advocates under astate grant.
    3. 3. accessABILITY isone of many Centersfor IndependentLiving (or CILs) thatresulted from thecivil rights movementfor people withdisabilities.
    4. 4. “I’m tired of well-meaning noncrippleswith their stereotypes of what I can andcannot do directing my life and my future. Iwant cripples to direct their own programsand to be able to train others to direct newprograms. This is the start of something big– cripple power.” Ed Roberts
    5. 5. Independent Living (IL) Philosophy:The right to control and direct ones own life, tomake choices from a range of acceptableoptions which minimize reliance on others inmaking decisions and in performing every dayactivities. This includes managing ones affairs,participating in all aspects of community life,fulfilling a range of social roles and makingdecisions that lead to self-determination and theminimization of physical and/or psychologicaldependence.
    6. 6. Our Vision At accessABILITY, we believe that ALL people with disabilities are valued individuals of our community with rights and responsibilities. This value is reflected in the following ways:• accessABILITY is a consumer-controlled organization. No less than 51% of our staff and governing board are persons with a disability to insure that the will and needs of people with disabilities are reflected in all we do.• accessABILITY supports and advocates for a community that is accessible for all.• accessABILITY believes that a disability is a natural part of life.• accessABILITY was established to assist people with disabilities in developing the supports they need to assure full inclusion in community life.
    7. 7. Centers for Independent Living Core ServicesAll CILs have the following four core services:• Peer Support• Independent Living Skills Training• Information and Referral• Advocacy – Individual – Systems
    8. 8. Our Programs Include:• Independent Living (IL): Serving individuals with disabilities between the ages of 25-55.• S.A.I.L. (Seniors Achieving Independent Living): Serving seniors with disabilities who are 55 and older and are blind or have a visual impairment.• Y.A.I.L. (Youth achieving Independent Living): Serving youth under the age of 25.
    9. 9. Additional Services We Offer:• Youth n Power Project: Serving youth from ages 14 to 25.• Community Education: Educating the community about disability, inclusion and rights.• Benefits Counseling: Helping people to understand and receive the benefits they need.• Employment Support: Assisting people with disabilities to gain and keep jobs.• Braille Production: Creating Braille documents for people, organizations, and businesses.
    10. 10. accessABILITY is one of nine Centers forIndependent Living in Indiana, servingthe following counties: Marion Shelby Hendricks Johnson Boone Bartholomew Hamilton Monroe Hancock Brown Morgan Owen
    11. 11. What are the benefits of volunteerism to individuals with disabilities?• A person can volunteer once on a particular project or they can volunteer for many projects over a lifetime.• They may choose to work on one event annually or they may choose to volunteer on a weekly basis.• They may serve through the types of local volunteer opportunities available in virtually every community.• Opportunity to give.• They can develop more peer relationships and increase future opportunities to form new friendships.• A person can volunteer with the same group of people over time and learn about friendship as a different source of security, comfort and self-worth (The Arc, 1998)
    12. 12. What are some myths & barriers for not hiring and recruiting individuals with disabilities?• Persons with intellectual disabilities cannot learn volunteer jobs.• Persons with disabilities require too much training and supervision.• Persons with disabilities are unreliable and likely to cause injury to themselves or others.• Organizations may not be sure they know how to accommodate individuals with disabilities.• Volunteer stipends may conflict with disability benefits.
    13. 13. As the environment becomes friendlier and more accommodating, it will notbe a question of whether persons withdisabilities will be able to contribute, it will be more of a question of where their abilities can best be utilized.
    14. 14. MythOrganizations may not be sure they know how to accommodate individuals with disabilities.
    15. 15. What is job accommodation? Job accommodation means modifying a job, job site, or way in which a job is done so that the person with a disability can have equal access to all aspects of work. It can make it possible for people with disabilities to:• Apply for jobs.• Perform essential job functions.• Be as productive as their co-workers.• Accomplish tasks with greater ease or independence.• Allow people with disabilities to enjoy the same perks that their co-workers enjoy, such as access to the employee cafeteria or use of company-provided transportation.
    16. 16. What are essential job functions and how are they determined? Essential functions are the basic duties that an employee/volunteer must be able to perform, with or without reasonable accommodation. Factors to consider in determining if a function is essential include:• Does the position exist to perform that job function? (e.g., a cashier exists to exchange money with customers)• How many other employees are available to assist with the required job function?• How much time have present or past employees spent performing this function?• What has been the actual work experience of present or past employees in this job?• What degree of expertise or skill is required to perform the job function?• What will the consequences be if this employee is not required to perform the job function?
    17. 17. What are possible accommodations needed?• Extended time for tasks • Provide quiet workspace• Rearranging for an individual with ADD furniture/heighten desks • Accessible work for wheelchair users station/assistive• Provide TTY for Deaf technology devices individuals• Posted instructions for someone with memory loss
    18. 18. What are the steps involved indeveloping job accommodations?• Identify accommodation needs.• Identify accommodation.• Begin by discussing options with the applicant or employee.
    19. 19. What are the steps involved in developing job accommodations?Who is responsible:• The employee with a disability is responsible for requesting an accommodation.When do you request:• During the job application process• After a job offer is made• At any time during the course of employment.
    20. 20. 5302 East Washington Street Indianapolis, IN 46219 317.926.1660 www.abilityindiana.org