Disability Awareness at Work


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This 90-minute session is an interactive training designed to educate professionals on how to effectively communicate and feel comfortable while interacting with customers and staff who have disabilities. Also includes need-to-know ADA info for employers.

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  • Panel 1: robot discovers box with disability. Panel 2: robot gets closer to box and grows in awareness. Panel 3: robot and box shake hands in respect. Panel 4: robot gets in box for full inclusion.
  • Image: long line of people
  • Photo: business class with person writing on white board
  • Image: wheelchair symbol
  • Image: people networking in office building
  • Image: judge's gavel
  • Image: bird standing on the head of a male thinker statue
  • Image: judicial scales
  • Image: Cook with disability from Katzenjammer Kids 1911, Rudolph DirksImage: Stack of papers
  • Only answer 3 and 7 are appropriatePhoto:People in wheelchairs playing basketball
  • Image: Person with visual impairment with service animal
  • Image: profile of person with light bulb illuminating the mind
  • Image: Polio Pete adapted from 1933 Polio Chronicle : Searching for the Missing Link by G. Salmon Jr.
  • Only answer 4 is inappropriate.Image: Person pushing person in wheelchair
  • Image: Person in wheelchair shaking hands
  • Image: Person with head in a vice (under pressure)
  • Image: clothes of invisible person
  • 1 and 4 are false.Image: left ear
  • All are false.Image: Brilliant, the inventor from Dick Tracy who was blind
  • All are false.Image: Person pushing person in wheelchair
  • Only answer 4 is true.Image: prescription drug mixing container
  • Answer 2 is false.Image: person pointing
  • Image: employees with headsets fielding customer calls
  • Image: angry character
  • Image: Piggy bank with money being added in
  • Image: person with back pain and legal forms as the carpet
  • Image: Rows of filing cabinets
  • Photo: hands reading Braille
  • Image: Globe flying a rocket ship
  • Disability Awareness at Work

    1. 1. Disability Awareness at Work Joe Chiappetta
    2. 2. Disability "Ah-Ha" Moment • Everyone needs an "AhHa" moment • Have you had yours yet?
    3. 3. King Kong of Minority
    4. 4. Disability Population • 56.7 million in US have disability (US Census Bureau 2010) • About 1 out of 5 have disability in US (19%) • Largest US minority population • Over 1 billion worldwide (World Health Organization 2011)
    5. 5. 20% Percent of Labor Force Total Disability Population 15% 10% Working with Disability 5% 0% US Population with Disabilities • 19% of US population has disability • Yet only 6% are working Source: 2013 US Census Bureau analysis of 2010 data
    6. 6. Fun with Disability Spending
    7. 7. WHY Disability Awareness Training? • Discretionary spending = $220 billion (US Census Bureau 2002) • Cuts through all races • Your customers and co-workers • You (accidents and sudden illness) • Your children
    8. 8. Customer Views on Disability at Work (University of Massachusetts 2005) • 87% prefer to give business to companies that employ people with disabilities. • 98% of those served by a worker with a disability were very satisfied or satisfied with service received.
    9. 9. Companies who have Employee Resource Groups (ERGs) on Disability • • • • • • • • Blue Cross and Blue Shield Deloitte Ernst & Young IBM KPMG PepsiCo Sodexo Walgreens
    10. 10. Employee Resource Groups (ERGs) on Disability Help Companies to... 1. Market products/services to people with disabilities 2. Review policies/processes that impact people with disabilities 3. Increase accessibility of technology, physical space, and overall work environment 4. Raise awareness of workplace issues affecting people with disabilities 5. Recruit/hire/promote employees with disabilities
    11. 11. Disability History Crash Course • 1400 BC: First disability law: "Do not curse the deaf..." • 1700s England: Work or whipping • 1918 Smith-Sears Act: Help US vets with disabilities get jobs • 1973 Rehabilitation Act (US): No discrimination in federal programs • 1990 Americans with Disabilities Act (Civil rights to stop discrimination)
    12. 12. Americans with Disabilities Act • Law passed in 1990 (ADA) • Amended in 2008 (ADAAA) • Employers with 15 or more employees must comply • ADA Title 1 (employment) enforced by U.S. Equal Employment Opportunity Commission (EEOC) • Job Accommodation Network: free technical assistance www.askjan.org
    13. 13. QUIZ: Disability Definition under ADA (choose best answer) (A) a physical or mental impairment that substantially limits one or more of the major life activities of such individual; (B) a record of such an impairment; or (C) being regarded as having such an impairment. (D) All of the above
    14. 14. Major Life Activities (ADAAA) Includes, but not limited to... • Caring for self, performing manual tasks, seeing, hearing, eating, sleepin g, walking, standing, lifting, bending, s peaking, breathing, learning, reading, concentrating, thinking, communicatin g, working • Major bodily functions of immune system, normal cell growth, digestive, bowel, bladder, neu rological, brain, respiratory, circulator y, endocrine, reproductive functions
    15. 15. ADA Legal Requirements • Makes employer job discrimination against people with disabilities illegal • Covers recruitment, pay, hiring, firing, promotion, j ob assignments, training, leave, layoff, benefits, all other employment related activities • Person with disability must be qualified to perform essential functions of job with or without reasonable accommodation • Not a Transitory Impairment (expected to
    16. 16. Disability Documentation • Medical documentation may be needed to determine what, if any, reasonable accommodations are needed. • Entire medical history is not needed. • Manager should work closely with HR to ensure that all aspects of the policy and law are complied with. Is documentation needed here?
    17. 17. People First Language
    18. 18. People First Language Quiz Pick the right terms. "I see that he is..." 1. A mentally retarded person. 2. One of those slow people. 3. A person with an intellectual disability. 4. A Cripple. 5. Confined to a wheelchair. 6. A handicapped person. 7. A person who uses a wheelchair.
    19. 19. More People First Examples • People with disabilities, not "disabled people" • Person with a visual impairment • Person with hearing loss • Person with mental illness • Person with epilepsy • Person with arthritis
    20. 20. Emphasize Abilities • Would you like to be known for your strengths or your worst fault? • Living with a disability can increase adaptability. • Diverse abilities and backgrounds broaden company viewpoints.
    21. 21. Polio Chronicle 1933 • Like being known for strengths or worst fault? • Living with disability can increase adaptability. • Diverse abilities and backgrounds broaden company viewpoints.
    22. 22. A leader who "gets it."
    23. 23. ??? Is it OK to say... 1. "Let's take a walk," to someone who uses a wheelchair? 2. "I'd like to shake hands," to someone who is blind? 3. "I'll see you later," to someone who is blind? 4. "Here doggie, doggie," to someone with a service animal?
    24. 24. Eye Level Equality When talking with person who uses wheelchair or person of short stature... • Sit down if possible. • Then continue talking. • If no chair is available, those able to get on one knee can do so.
    25. 25. Fatigue Factor Who gives 100% every single day? Capabilities vary based on health and life circumstances--for everyone. Factors include: • Stress • Weather (extreme heat/cold) • Change in medication
    26. 26. Non-Apparent Disabilities
    27. 27. Non-Apparent (Invisible) Disabilities • Not always evident that person has disability. 33 million in US (Johns Hopkins U. 2001) • Diabetes, Learning Disability, Multiple Sclerosis, Fibromyalgia, Mental Illness • If co-worker questions accommodation, say, "What we're doing is consistent with business necessity."
    28. 28. Deaf Awareness Quiz (True/False) 1. Lip reading typically yields 95% accuracy? 2. Tapping on shoulder to get attention is appropriate? 3. Flicking light switch is OK to get attention? 4. Look at sign language interpreter when talking to person who is deaf? 5. Captioning videos is important?
    29. 29. Visual Impairment Quiz (True/False) 1. Eye contact is not important? 2. Grabbing someone's white cane is OK when escorting them? 3. Pointing for directions works best? 4. Images in documents and on your website need no extra coding to be accessed?
    30. 30. Wheelchair Wisdom
    31. 31. Wheelchair Quiz (True/False) • If a stroller can get up a ramp or through an aisle, then so can a wheelchair? • Resting your arm on another's wheelchair is a sign of trust? • Pushing someone in a wheelchair is always considerate?
    32. 32. Mental Illness Quiz (True/False) 1. Only doctors know how to best reduce workplace stress? 2. If someone is on medication, they're not workready? 3. Not interviewing well is a strong indication of low skills? 4. Having a single contact person for accommodations is best?
    33. 33. Developmental Disabilities and Social Skills
    34. 34. Developmental Disability and Learning Disability Quiz (True/False) 1. Being direct is best? (Tell me what I'm doing right/wrong.) 2. Visual learners can't keep up? 3. Quiet environments are best to communicate? 4. Repetition is very helpful? 5. Explaining what happens during a work break would be helpful?
    35. 35. Reasonable Accommodation Crash Course (ADA Title 1)
    36. 36. Reasonable Accommodation is for... • Employers of 15 or more employees • All state/local government employers • Person who is qualified (with or without accommodation) Reasonable Accommodation is... Change to job or workplace allowing person to: • Participate in job app process • Perform essential functions of job
    37. 37. Reasonable Accommodation is NOT • Tolerating violent or abusive behaviors • Non-adherence to fundamental policies and procedures • Personal services (toileting, feeding, medications, wheel chairs) • Undue hardship: Significant admin or financial burden
    38. 38. Cost of Accommodations • 57% of accommodations cost absolutely nothing to make. • The rest typically cost only $500. • Source: Job Accommodation Network in survey of 590 employers (2011 “Low Cost, High Impact” study)
    39. 39. Reasonable Accommodation Prep: Does your company have... • Reasonable accommodation policy? • Centralized reasonable accommodations fund? • Central staff point of contact on disability issues? • Familiarity with accommodation resources like http://askjan.org ?
    40. 40. Employee Accommodation Steps 1.Employee makes request 2.Manager writes it (or ask employee to) 3.Health info: Keep confidential! 4.Is more info needed on medical condition or accommodation? 5.If request isn’t reasonable, enter interactive process 6.Both parties explore effective accommodation options 7.Start accommodation 8.Follow up to ensure success
    41. 41. The Request Includes... • Nature of disability • Reason for request • Specific accommodation requested • Medical info if necessary Request doesn't have to be in writing but having it written, dated, and signed establishes clarity.
    42. 42. Disability Awareness: From Triple Play to Home Run 1) Annual disability training for staff 2) People with disabilities are hired and retained by your company. 3) Customers with disabilities seek YOUR business because of your disability-friendly culture. 4) Your company becomes an industry leader, which leads to national publicity (and world domination).