For those of us striving to open up employment opportunities for people with disabilities in North American workplaces, few things are more frustrating than the attitudinal barriers harbored by so many employers - frustrating because they are so intangible, so readily deniable, and so seemingly resistant to change. Every other barrier can be readily assessed and addressed.

If a person with a disability lacks job qualifications, their skills and competencies can be increased through training. If their disability presents an impediment to particular tasks, workplace modifications and other accommodations can often compensate for that. But when resistant attitudes flavor the subjective decision-making processes that govern the recruiting and hiring processes of so many workplaces, our work can be discouraging indeed.

I personally doubt that there is a more powerful way to change those attitudes about the employability of people with disabilities than in-your-face encounters with people with disabilities at work. Of course, I am primarily referring to folks who have visible disabilities – or at least disabilities that are readily evident in the context of personal or professional interactions.

Happily, in the course of my own life, I am encountering more and more people with disabilities in my community’s workplaces – folks with evident disabilities who are obviously competent at what they do. For a number of years now, several folks with developmental disabilities have been cheerful and helpful baggers at my grocery store. A young man, with limited use of his left hand, works the check-out counter at the neighborhood drug store. In a neighboring town, several police officers are wheelchair users. A very pleasant young woman of short stature is in charge of the cell phone display at our Costco store.

As people with varying disabilities become more and more evident in the workplaces of our communities, those non-disability friendly employers are going to have their attitudes challenged on a regular basis. It is going to become harder and harder for them to hold firm to their beliefs about the inability of people with disabilities in the workplace. They are going to be confronted by an increasing weight of evidence to the contrary.

My personal faith in our ability to eventually break down the attitudinal barriers that restrict the employment of people with disabilities is renewed by each new encounter with someone with an evident disability employed in my community.

Late last month, I received an email from a seasoned corporate recruiter. He told me how his local movie theater employs a number of people with visible disabilities – yet, in all his years working in corporate circles, he remembers encountering only one person with a visible disability. “Could it be true” he asked me, “that the local theater complex does a better job of hiring physically disabled persons than Google, Yahoo! or Apple?” This question has led him to consider creating an alliance of his colleagues (other corporate recruiters) to proactively help people with disabilities to secure jobs in the corporations that they work with.

Just as this recruiter’s encounter with the employees of the theatre raised this question for him – and caused him to take action, disquieting questions about their own workforces must be raised in the minds of hiring managers and corporate executives who are patrons of that theater. These are good questions. Disquieting questions are frequently the precursors to change.

~ Rob McInnes

© Rob McInnes, Diversity World, March, 2006

(If not used for commercial purposes, this article may be reproduced, all or in part, providing it is credited to "Rob McInnes, Diversity World - www.diversityworld.com". If included in a newsletter or other publication, we would appreciate receiving a copy.)

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This terrific little book testifies to the phenomenal success of Habitat International, a Tennessee-based carpet manufacturer that proactively seeks out employees with disabilities. Based on experience, they shatter the erroneous myths about employees with disabilities that are commonly-held by employers.

In a time when companies are outsourcing abroad, Habitat International, a Tennessee-based carpet manufacturer, has managed to achieve superior levels of productivity at home, often two to three times greater than its competition. Habitat’s business has grown enormously, with much of its new business coming from work outsourced to them by competitors who could not come close to matching its productivity.

At Habitat three of every four workers have a physical or mental disability. They earn normal wages and are cross-trained on every job. They work harder, with less supervision, lower turnover and an unparalleled level of loyalty.

Read last month's issue...
 

“If one of the purposes of writing is to stir up thoughts and emotions, this article hit the mark. I couldn't agree more with everything that you wrote and also with Deborah Kaplan's ideas. The article and those I found afterwards on www.disabilityisnatural.com helped percolate my thoughts on this subject, which have been brewing for a while.

Language is power (as Mr. Orwell notes in his book 1984), to the extent that it shapes thoughts and perceptions. Words can wound or bring healing and hope.

The word 'disabled' has a negative connotation in all usages. Something is not working properly, be it the car broken down on the highway causing a massive traffic jam or the veteran broken down from psychological stress living on the street. Also, when used to describe an individual, this word tends to grab all of the attention to the extent that anything else the person is capable of is instantly relegated to the background.

The development of this issue, like all others, is a process. There is recognition of a problem, attempted solutions, analyses of what's going well and what isn't, etc. There isn't a straight-line, one-size fits all solution. As you've pointed out, persons with certain conditions are not being employed at appreciably higher rates despite greater recognition that they exist and much funding being thrown at the problems. Thinking outside the box, redefining the core of the issue, is definitely a positive step to the solution, which is to welcome all people into society and honor them for themselves.”

- Rick Blank, Worksource Renton, Seattle, WA
 

“I couldn’t agree with you more. As an individual that grew up with the results of polio long before legislation or regulations provided any type of protection I have always lived my life as I chose. I had a family that wouldn’t allow me to be “disabled”. I was just one of the kids which is how I like to think I have lived my life. I have always worked, maintained a “normal” social life, married, had my own family, etc. However I did it on my terms. I always start off my workshop presentations with the statement “I define my disability, my disability doesn’t define me”.

As you mentioned in your article there are probably hundreds of definitions as to what a disability is. That same technology you mentioned helps many to survive mishaps that even thirty years ago would have been fatal. Unfortunately our social thinking is not keeping pace with our technological advances.

We can legislate all we want but that doesn’t change attitudes. Legislation does not guarantee attitude change. Legislation can be quickly outdated and requires a lot of work and will to change it. Case in point: “access”. Thirty years ago access was focused on getting in and out of places - physical access. Just because a library is ramped does not mean it is accessible.

It is my belief that actions change attitude. How I behave and how I conducted myself is what opens doors for me. As a general rule of thumb people distrust what they don’t understand. The best way for them to understand is for me to do my own educating within my own environment. I have very little influence in what people think 500 miles away.

As a resident of British Columbia, Canada I did felt some pride when Sam Sullivan (a high level quad) accepted the flag for the 2010 Olympics. I also felt some sadness for the reasoning behind it. Sam has accomplished a lot, not “because” of his disability but because of his ability. There’s a fine point there. I really don’t want to be an inspiration and I hear that a lot. I prefer to be recognized for what I can do and not what other people feel I ‘have had to overcome’. Just one man’s opinion…”

- Terry Wiens, British Columbia, Canada
 

“Wow! What a powerful article. I am inspired by the message of re-envisioning the workplace. It is so true that "disability" is a natural human life stage. I am a teacher of students with moderate to severe disabilities in Junior High and I will send each teacher and parent a copy of this article. A better quality of life is possible post-secondary education!”

- Dawn Ferrier
 

“An excellent article. Here are my thoughts--re-envisioning? Is that necessary? What needs to happen is that people need to understand a simple idea: that no one who is disabled volunteered for their situation and it is a natural fact of life. If you live long enough you will become disabled.

The disabled populace has been studied, dissected and fragmented for far too long. What needs to happen is an acceptance of the fact that anyone at anytime can and may become disabled. Disability is not the end of life but rather the beginning of a new way of looking at life and doing things that were once taken for granted.

The work place likes to think they understand diversity but when one looks at the work forces of many of these companies you quickly realize that they are still searching for a shred of a clue. It is a two way street for the disabled community must overcome the reticence and reluctance to be forthcoming. Yes, we are more vulnerable than others but never underestimate the power of a person, it can be a fatal error. Vulnerability does not mean that we are not capable, worthy and able. We are warriors and each day we deal with our disability, our life, our work and the world.

What would happen if the world suddenly became disabled and the odd people were those without disabilities? How would they like to be treated at that point? The adage of treating others as we would wish to be treated is worthy of remembrance and daily practice for both the able-bodied and disabled.

We have gifts to share that cannot be shared in isolation. We have lessons to learn that cannot be learned in isolation. We have wisdom to teach that cannot be taught in isolation. Full societal engagement is a necessary part of living with a disability. Each person with a disability has to make that commitment and decision for themselves. Each person needs to understand that it will take patience, determination and the spirit of a warrior to transform the world but it will be worth the effort.”

- Barney Mayse, Disability Advocate, The Whole Person, Inc., Prairie Village, KS
 

Youth with intellectual disabilities have not had many chances to go to college. This is changing as individuals and institutions are beginning to create opportunities for these youth to reap the benefits of postsecondary education. A new website, ThinkCollege.net, is devoted to providing a centralized pool of information on these developments. Specific information on the issue is tailored to Students, Families and Professionals.

Rutgers University Program for Disability Research invites you to participate in a discussion of important issues facing persons with disabilities who are working or who want to work. The purpose of this online discussion is to inform policy and program recommendations for employment opportunities for individuals with disabilities. Your participation is entirely voluntary. You can choose whether you want to read information, respond to issues, or raise issues on this online discussion. The amount of time that you spend on it will be up to you. You can choose to remain anonymous by not including your name or identifying information OR you can choose to include your name and identifying information.

This bulletin from the Job Accommodation Network’s “Consultants’ Corner” deals with the issue of “Light Duty”. It answers such common questions as: What is light duty? Is an individual with a workers' compensation injury protected under the ADA? Is light duty required as a reasonable accommodation” Does an employee have to be 100% to return to work? Does an employer have to remove functions from an individual's position as an accommodation?

This bulletin provides the answers to these questions and more.

The U.S. Department of Labor’s EARN program has a history of helping employers connect with job seekers with disabilities. Historically, they have been a telephone-based service – receiving phone calls from employers & then working to connect them to job seekers in their local communities. With the launch of “EARN Extranet”, they have made online job-matching possible. Employers can now post jobs electronically to the EARN Extranet. Job Seekers with disabilities and/or Job Developers can search the postings (and sign up to receive email notices of new jobs that match their interests).

Are you interested in learning more about disability and employment issues? Are you an employer? An educator? A service provider? A job seeker with a disability? In our store, DiversityShop, we carry over 20 of the best books and videos that we have found on issues of disability and employment. Check them out now!

Would you like information or advice on a particular issue related to disability & employment? Tie into our network of over 5000 readers! Send us an email and we will post your question in our next newsletter.

Is your organization holding an event that might be of interest to our 3000+ readers? Would you like to add your event to our listings?

St. Louis, MO: April 10 – 12, 2006

The National ADA Symposium is the most comprehensive conference available on the Americans with Disabilities Act and related disability laws.

Washington, DC: May 22 & 23, 2006:

This Conference is appropriate for lawyers, law students, law schools and any organization that employs lawyers. Our intent is to help expand opportunities for lawyers with disabilities in all legal employment sectors. In particular, the Conference will provide examples of best practices in hiring lawyers with disabilities, focus on the law pertaining to the employment of lawyers with disabilities and provide practical advice for how to set up a legal work environment to be accommodating to lawyers with disabilities.

Atlanta, GA: June 14–16, 2006

“Maximizing the Talent Pool: Looking Below the Surface”

COSD is a unique national association of higher education institutions, well-known national corporate employers, U. S. Government agencies and private sector non-profit organizations focused on career employment of college graduates with disabilities.

San Diego, California: July 18-22, 2006

"Charting the Course for Change"

The annual international AHEAD conference brings together professionals in the fields of higher education and disability for a week of information-sharing, networking and theoretical and practical training.

Boston, MA: September 13-15, 2006

“Aspire, Achieve, Empower”

The conference will feature speakers and workshops that will cover a variety of topics related to mentoring including: a historical perspective on mentoring and what research has shown; effective one-to-one, group, and online mentoring models; evaluating mentoring programs; recruiting, screening and training mentors; how mentoring can impact health, education, and employment goals for youth; how to start and operate a mentoring program; and how to include youth with disabilities in existing mentoring projects.

Minneapolis, MN: October 4 – 6, 2006

“Inclusion: The time is Now”

Over 300 attendees are expected from Business Leadership Networks across the country, as well as other corporations and individuals who are seeking best practices and solutions for recruiting, hiring, employing and marketing to people with disabilities. Companies throughout the U.S. are striving to bring awareness, inclusion and innovation into their workplaces for people with disabilities.

Arlington, VA: October 5 & 6, 2006

“What We Know and Need to Know”

This two-day conference will (a) cover current statistic on the characteristics and status of working-age people with disabilities derived from current survey and administrative data and (b) explore options for improving future data collection and data distribution efforts.

Archives of past issues are available on our website - www.diversityworld.com

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