Exploring the Challenges of Implementing the American Disabilities
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Exploring the Challenges of Implementing the American Disabilities
- 1. Donna Marie Lewis ∙ School of Business and Management ∙Master of Public Administration ∙ Spring 2016 Exploring the Challenges of Implementing the American Disabilities Act Regarding Employees with Invisible Disabilities: ADHD
- 2. MY STORY…
- 3. What is Attention Deficit Hyperactivity Disorder? "If you've ever had that feeling of loneliness, of being an outsider, it never quite leaves you. You can be happy or successful or whatever, but that thing still stays within you." ~ Tim Burton
- 4. Symptoms of ADHD Difficulty focusing on everyday requests. Routines are challenging. Have trouble getting organized, making realistic plans and thinking before acting. They may be fidgety, noisy and unable to adapt to changing situations. Source: http://www.apa.org/topics/adhd/
- 6. Mcmahon, B. T., Rumrill, P. D., Roessler, R., Hurley, J. E., West, S. L., Chan, F., & Carlson, L. (2008). Hiring discrimination against people with disabilities under the ADA: Characteristics of employers. Journal of Occupational Rehabilitation, p.114 & 117. Failure to Provide Reasonable Accommodations
- 7. Mcmahon, B. T., Rumrill, P. D., Roessler, R., Hurley, J. E., West, S. L., Chan, F., & Carlson, L. (2008). Hiring discrimination against people with disabilities under the ADA: Characteristics of employers. Journal of Occupational Rehabilitation, p.114 & 117. Public Administration Industry is #3
- 8. Research Questions… 1) Do managers in the nonprofit industry have knowledge regarding the ADA that is not given to those in the healthcare and education industries? 2) Will knowledge about invisible disabilities and employee legal rights change managers and employees misconceptions?
- 9. Research Results “It’s like having 59 televisions blaring in my head all at once. Medications turn off 58 of them.” ~ Melissa Orlov, Psychology Today
- 10. 33% 61% 63% 53% 52% 55% 50% 54% 57% NON-PROFIT EDUCATION HEALTHCARE Knowledge of the American Disabilities Act by Industry All Respondents Employees Managers
- 11. 75% 36% 9a - 9e ORGANIZATION VALUES DIVERSITY/DISABLED INDIVIDUALS 9f & 9g VALUED AS AN INDIVIDUAL EMPLOYEE Respondent Answers to Question 9 (a - g) Strongly Agreed/Agreed
- 12. Recommendations “It’s like trying to have a conversation with a friend across a large room filled with people yelling at each other.” ~ Unknown
- 13. Managers and Employees Education and Training EEOC, ADA Guidelines Different Disabilities Diversity
- 14. SUMMARY “One person’s madness, is another person’s reality” – Tim Burton
Editor's Notes
- [SLIDE 1] Hello! My name is Donna Lewis, and I want to thank you spending your time with me this evening. My CAPSTONE IS TITLED……….
- [SLIDE 2] PERSONAL STORY My capstone project began from personal experience. I know a gentlemen who is very near and dear to my heart. He is a regular guy. Super Smart. Funny. Intuitive. Creative. Great sense of humor. Quirky. But an overall good-hearted person. Five years ago, I was at a Sharks game with this gentleman, and a man came and sat next to shook his hand, and said, "Good to see you, Dr. Lewis…" The gentleman looked at me and said, "This man here, he's a really good doctor. He saved my son's life." and left to his seat. Then I asked, "Who is he?" And my friend answered: "He is one of my patient's parents. His son's heart sounded like he had Ventricular SEPTAL DEFECT, that wasn't detected at birth, and when he came to see me, I was able to detect it and I referred them to a specialist." Fast forward five years to today. This same person, now my spouse: said something that shook my world, THAT I WILL NEVER FORGET. AFTER a long, trying day at the office. He said: "I think I'm going to lose my job because I just can't keep up with my paperwork. I'll never be good at it." And my thought to myself was, "how can someone so brilliant, who saves children's lives, beat themselves up SO BADLY? Almost 20 years as a pediatrician, MY HUSBAND SPEND MOST OF HIS CAREER UNDAGNOSED. HE WAS diagnosed with ADD (inattentive type) at age 40. AND! Although medicated, EVERYDAY he continues to struggle with basic workplace tasks, and EVERYDAY he hopes he doesn't lose his job. Like many of us today, I came up with this project because of a much deeper purpose. I wanted to understand the misunderstood. AND FIND THE ANSWERS TO THE questions THAT CIRCLED IN MY MIND.
- What is ADD? Through research, I found that Attention Deficit Disorder is a brain disorder. It is also a disability under the American Disabilities Act. The symptoms can be viewed or perceived as something different. I PUT THIS QUOTE HERE BECAUSE WHEN WE ARE CHRONICALLY MISUNDERSTOOD, IT CAN LEAVE YOU FEELING LONELY, AND IT CAN DEFINE US.
- [SLIDE 4 ADHD SYPMTOMS]
- [SLIDE 5] [PHOTOS] HAVE YOU EVER HAD SOMEONE WORK FOR YOU THAT WAS difficult to manage? make up too many excuses, or have difficulty following through. difficulty cultivating relationships WITH COLLEAGUES CLASSIFY as lazy. You may need to micromanage them. Do you wish you could just fire them because they seem to be a problem to the work environment and the entire organization? Is there another answer to this person?
- [SLIDE 6] DURING MY RESEARCH I FOUND A STUDY which investigated hiring discrimination against people with disabilities, and between 1992 and 2005 OVER 65, 624 allegations were found due to failure to provide [REASONABLE ACCOMMODATIONS FILED ALLEGATIONS]
- [SLIDE 7] [Chart regarding the Public Administration field] And in the same study, it was found that the public administration field ranked third in the number of allegations of discrimination between 1992 and 2005 This led me to two research questions regarding managers in the healthcare, non-profit, and education industries:
- [SLIDE 8] 1. Do managers in the nonprofit industry have knowledge that is not given to those at the medical and university facility? 2. Does knowledge about invisible disabilities – particularly employees with ADHD and legal rights – change employers and employees misconceptions?
- [SLIDE] RESULTS 1. KNOWLEDGE OF ADA BY INDUSTRY 2. QUESTION 9 – OPEN, ACCEPTING, VALUING INDIVIDUALS WITH DISABILITIES – ORGANIZATION vs. INDIVIDUAL
- Organizations should continue with Education and Training for managers and employees. [SLIDE] THE SOLUTION I RECOMMEND Organizations should continue with Education and Training for managers and employees. EEOC, ADA Guidelines Process for Accommodations Different Disabilities - Visible and invisible Diversity Soft Skills are necessary Bridge the gap from perception and stigma to understanding and compassion Communication is Key
- SUMMARY Working with people of all different backgrounds is a DIFFICULT! IT IS complexity at its finest. Our perceptions, our natural emotional reaction WHEN WE POKE FUN AT a co-worker or colleague, or even a loved one or child, who is struggling with their job.. We may react to think THEY ARE LAZY, OR LACK INTELLIGENCE These perceptions exacerbate their situation, or worse, it can paralyze them from doing the one thing they fear most in the workplace: disclosing their disability, disclosing that they need help, or need an accommodation. ITS NOT BECAUSE THEY ARE LAZY, OR LACK INTELLIGENCE. THEY MAY HAVE AN INVISIBLE DISABILITY. One person's madness is another person's reality.