Hello.
Welcome to this issue of inclusionRX
our medicinal concoction of insights, information, tools, and resources designed to cure ailing and impoverished workplaces by increasing the opportunities for people with disabilities to participate equitably in the workforce.
(We do our best to provide accurate and current information; but please check with the sources for validation of the information we have provided.)

Response to "People with Disabilities: Last Hired - First Fired"

By Larry Robbin
Executive Director, Robbin and Associates

There is a difference between being fired and laid off although sometimes the terminology gets mixed even by employers.  I think people with disabilities are at greater risk for being laid off because of the following reasons:

1.  Disability hiring initiatives are relatively new compared to hiring in general.  In places where seniority is an issue people with less seniority will be laid off first.  This impacts every new employee regardless of having a disability or not.  In the recessionary economy some of my private sector clients are laying off people with less than ten years of seniority.  This will include many people with disabilities, former welfare recipients and young people.  Seniority is not a major factor in most places, but it can be an issue in places with contracts and past practices that are seniority related. People over 55 have also been discriminated against in layoffs where seniority is not a factor so employers can hire younger people to do the same work with lower wages.  In their case protection by seniority often keeps them employed.

2.  When layoffs occur in places where seniority is not a factor employers will often layoff the people who haven't been cross trained or can be easily cross trained to do the multiple job functions required by down sizing and keeping the business alive.  If a person's disability makes cross training not an easy option (they require special accommodations) they will be laid off earlier than other people because in times of down sizing every cost and time requirement is brought into play about who is retained.  Sometimes even the perception of more time to cross train and not the reality causes layoffs.  This is of course discriminatory, but it happens all the time.  People with disabilities need to make a special effort to learn as many jobs as possible to avoid this problem, but the nature of their disability and the reluctance of managers and co-workers to cross train them prior to layoffs may make this challenging.

3.  The World Institute on Disability has documented that people with disabilities often have smaller social networks than people without disabilities due to access issues, prejudice and fear of other people and in some cases the nature of disability itself i.e. autism.  This same dynamic often plays in the workplace.  Lots of co-workers and bosses play golf together or go to movies on the weekend.  People with disabilities that can't access these activities will have less social capital in the workplace.  If the bosses and co-workers aren't thinking of inclusion they don't notice this issue. 

There is a reason that some people have businesses teaching women executives how to play sports while others teach men and women how to work a room at a company party.  A lot of important relationships, information and connections come from these activities.  These factors will often play into who the boss knows better and values.  This definitely plays into promotions, advancement and layoffs.  When layoffs come social capital is often a deciding and sometimes not even a conscious factor in who gets let go. 

Disability employment programs do not address teaching people the soft skills of workplace integration.  Accommodation is not integration.  Integration is another competency that needs to be taught if people with disabilities are to be retained more often and advance in the workplace.  If activities occur that aren't integrated by disability, people with disabilities either need to politely and appropriately point this out without "spoiling the party" or suggest other activities that can be more inclusive.  This problem is more widespread than many people realize.  A recovering alcoholic can't go to the bar on payday with everyone, and this limits their workplace social capitol.  They may also be challenged being at the office party where alcohol is served.  A person of the Muslim and other faiths may also be faced with this dilemma.  A Jehovah's Witness will not be able to take part in birthday or holiday celebrations and this can leave them out of the loop.  Jewish people, Muslims and atheists may not feel comfortable at the Christmas party and doing the expected changing of gifts.  Bosses and employees (including people with disabilities) can often be insensitive to how certain seemingly innocent workplace or out of workplace activities can actually be excluding some people and reducing their social capital.  Like it or not social capital is a major force in getting jobs, promotions and being retained.
 

Larry Robbin is the Executive Director of Robbin and Associates. For over 45 years, Robbin & Associates have been offering workforce development training, keynote speaking and consulting services. Larry can be contacted at larryrobbin@aol.com.
 

The Pacific Rim International Conference on Disabilities

April 12-13, 2010 ~ Honolulu, Hawaii

With its beginnings dating back to 1985, the Pacific Rim International Conference on Disabilities has evolved into one of the top rated international educational offerings for and from persons with disabilities, family members, researchers, service providers, policymakers, community leaders, advocates, and nationally recognized professionals in the various disciplines in the diverse field of disabilities.

  More Information Here: http://www.pacrim.hawaii.edu

21st Annual APSE National Conference

"Employment First: Not Just a Slogan"

June 8 - 10, 2010 ~ Atlanta, GA

Watch for more details on our exciting 2010 Annual Conference in Atlanta. With the enthusiasm and commitments made at the 2009 conference, we will continue to the conversations and "rally" to move Employment for All onto everyone's agenda. Over the next few months we will be seeking candidates for speakers and service awards.  Be sure to get involved!

 More Information Here: www.apse.org/training/conference.cfm

National ADA Symposium

June 20 – 23, 2010  ~ Denver, CO

For the past fourteen years, thousands of individuals from across the United States have attended National ADA Symposiums to learn the latest information available on ADA regulations and guidelines, find solutions to their specific issues, and network with others in their areas of expertise. You will not find a better conference on implementation of the Americans with Disabilities Act than the National ADA Symposium 

 More Information Here: www.adasymposium.org

USBLN Conference 2010

"Aligning Disability with the Bottom Line"

Sept 19 – 22, 2010  ~ Chicago, IL

The preeminent national event for business, community leaders and BLN affiliates that have an interest in hiring, retaining and marketing to people with disabilities.

 More Information Here: www.usblnannualconference.org

NEADS Conference 2010

"Learning Today, Leading Tomorrow"

November 12-14, 2010 ~ Winnipeg, MB

The 2010 National Educational Association of Disabled Students (NEADS) conference will focus on solutions to drive change. This year’s event will be an exciting opportunity for students, consumer advocates, service providers, employers and all others interested in exploring key issues of equal access to post-secondary education and employment for students and graduates with disabilities. We welcome delegates from across Canada and around the world.

  www.neads.ca/en/about/events/conference2010/

CANNEXUS 2011

January 24 – 26, 2011 ~ Ottawa, ON

A National Career Development Conference designed to promote the exchange of information and explore innovative approaches in the areas of career counselling and career development. Designed to generate discussions for enhancing professional development, organizational productivity and client service effectiveness, topics include: career coaching, youth entrepreneurship, school to work transition, aboriginal employment, career trends, mentorship and more!

  www.cannexus.ca/CX/?q=en/node