navigating the waters: disability in the workplace
DESCRIPTION
NAVIGATING THE WATERS: DISABILITY IN THE WORKPLACE. D.I.C.E. Assessment & Employment Counselling Services. The pessimist sees difficulty in every opportunity . The optimist sees opportunity in every difficulty Winston Churchill. LEARNING OBJECTIVES. - PowerPoint PPT PresentationTRANSCRIPT
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NAVIGATING THE WATERS: DISABILITY IN THE
WORKPLACE
D.I.C.E. Assessment & Employment Counselling Services
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The pessimist sees difficulty in every
opportunity.
The optimist sees opportunity in every
difficulty
Winston Churchill
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LEARNING OBJECTIVES
Effects of disability on work performance and types of accommodations available
Factors to consider when disclosing disability
Proactive job development strategies for persons with disabilities
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RATIONALE
Factoring disability and accommodation needs into the equation can bridge the gap between vocational assessment and job placement through a realistic employment goal that improves the odds for workplace success
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DISABILITY CONSTRUCTSWORLD HEALTH ORGANIZATION
ONTARIO HUMAN RIGHTS COMMISSION
EMPLOYMENT EQUITY ACT
Continuum:a) Impairmentb) Disabilityc) Handicap
Type:a) Physicalb) Developmentalc) Learningd) Psychiatrice) Workers’
Compensation
Self-Perceived:a) Disadvantageb) Barrier to
employment
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DEMOGRAPHIC OVERVIEWCAN 14.3%NL 14.9%PE 16.3%NS 20.0%NB 17.2%QC 10.4%ON 15.5%MB 15.7%SK 16.0%AB 13.6%BC 16.0%YT 13.5%NT 8.6%NU 6.4%Statistics Canada. Participation and Activity Limitation Survey 2006: Tables. Ottawa: Statistics Canada, 2007 (Cat. No. 89-628-XIE - No. 003)
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NATIONAL UNEMPLOYMENT RATE FOR PEOPLE WITH DISABILITIES
DEGREE OF DISABILITY
TYPE OF DISABILITY
RATE OF UNEMPLOYMENT
Mild 8.3% Hearing Impairment Low
Moderate 9.1% Memory/Psychological High
Severe 15.2% DevelopmentalLowest Labour Force Participation (32.7%)
Statistics Canada. Participation and Activity Limitation Survey 2006: Tables. Ottawa: Statistics Canada, 2007 (Cat. No. 89-628-XIE - No. 003)
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THE ROLE OF ASSESSMENT IN JOB DEVELOPMENT
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D.I.C.E.DISABILITY IMPACT ON CAREER/EMPLOYMENT
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WHAT IS D.I.C.E.?
A vocational self assessment tool for people with disabilities that explores:effect of disability on career choice and work performance
accommodations needed
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D.I.C.E.....Cont’d
Opposite to medical model: participant is the expert on their disability
Equal attention given to strengths and abilities
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RESEARCH FINDINGS
DISABILITY TYPETASK CHALLENGESACCOMMODATIONS
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DISABILITY TYPE
Environmental
Digestive
Circulatory
Respiratory
Hormonal
Genetic
Sensory
Musculoskeletal
Neurological
Psychiatric
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TASK CHALLENGES
MENTAL HEALTH
Stress Management
Emotional Self-Regulation
Interpersonal Communication
Dealing with Change
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TYPICAL ACCOMMODATIONS
LEARNING• Extra time to
complete tasks• Job coach/mentoring• Extended
probationary period• Verbal/email
reminders of important deadlines
MENTAL HEALTH• Supportive
supervision• Time out to deal with
stress• Time off for therapy
appointments• Advance notice of
changes
STAMINA/WORK SPEED• Flexible/ reduced
work hours• Permission to work
at own pace• Extra breaks as
required• Permission to work
from home
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Typical Accommodations...cont’d
ORGANIZATION/ MULTITASKING• Flowchart of steps
involved in tasks• Permission to
complete one project at a time
• Colour coded system for categorizing/ prioritizing tasks
• Clutter free environment
LITERACY/ NUMERACY• Text Help Read and
Write Gold software• Optical character
recognition• Calculator with
enhanced functioning
• Computer assisted instruction software (MathTalk)
MOBILITY• Wheelchair
accessibility• Ergonomically
designed work station
• Assistive devices for motor control
• Adjustment of non essential job duties
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DISCLOSURE
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DECISION TO DISCLOSE
Factors to Consider
Will the disability affect job performance? Is the disability visible or invisible? At what stage are you in the hiring process?
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TIMING OF DISCLOSURE
Resume/Cover Letter
Call for Job Interview
Job Interview
Job Offer/Job Commenceme
nt
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Timing of Disclosure …cont’d
Resume/ Cover Letter
Advantages
Part of selection criteria
Specialized knowledge/skill
Disadvantages
Assumptions/ stereotypes
Easy to weed out/discriminate
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Timing of Disclosure …cont’d
Call for Job Interview
AdvantagesDisability apparent;
accommodations needed
Prepares interviewer
DisadvantagesBias based on insufficient
information
Cannot address concerns
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Timing of Disclosure …cont’d
Job Interview
Advantages
Addresses visible disability
If invisibility affects work
Disadvantages
Focus on challenges
Cannot prove discrimination if not hired
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Timing of Disclosure …cont’d
Job Offer/ Start Date
Advantages
Legal Protection
Reduces performance anxiety/ fear of discovery
DisadvantagesProbationary period: easily
terminated
Tendency to blame errors on disability
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Timing of Disclosure …cont’d
Post Probationary Period
Advantages
Demonstrated Competencies
Protected by Human Rights legislation
Disadvantages
Employer reaction to withholding information
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Timing of Disclosure …cont’d
Impeded Work Performance
Advantages
Applied problem solving skills to save job
Reduces performance anxiety/stress
Disadvantages
Weaker Human Rights case if accommodations denied
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HOW TO DISCLOSE
Explain in a clear, concise and positive way:what the disability ishow it affects functioning and work
performancewhat adaptive coping strategies have been
used in the pastwhat accommodations will be needed in the
current job
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SKILL PRACTICE EXERCISE:NEGOTIATING ACCOMMODATIONS
Group 1
George Welby: Diploma in Computer Programming/Web Design; spinal cord injury from diving accident
Group 2
Lisa Longhorn: BA in Geography/Travel & Tourism Diploma; has bipolar disorder
Group 3
Carl Holmes: technical sales professional; knowledge of solar energy: has epilepsy
Group 4
Rachel Lightfoot: degree in Entomology: has a learning disability
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SKILL PRACTICE: QUESTIONS
1. What accommodations do you think your candidate would need?
2. How would you address the employer’s concerns and negotiate accommodations to achieve a win-win situation?
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PROACTIVE STRATEGIES FOR JOB DEVELOPMENT
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Employment Realities for People With Disabilities
Only half as likely to remain employed for at least a year
Lack of accommodations
Employer Attitudes
Lack of flexible working conditions
Lack of practical work experience
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Employment Realities...Cont’dPressure from funders to place clients quickly
Unsuitable candidates referred to advertized positions
Rigid requirements for external postings; clients not competitively employable
Employer resistance to changes in hiring procedures
Limited awareness and contact between employers and job developers
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Labour Market Reintegration:Best Strategies
Long-term on-the-job coachingIndividualized action plans Peer support/group discussionEmployer referrals to pre-screened candidatesIntergovernmental and government-industry sector
partnershipsRecognition of increased social participation,
volunteer placement and part time work as employment successes
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JOB CARVING
Business and diagnostic approach Relationship based marketing Allays employers’ fears regarding:
accommodation costs reliability issues customer perceptions
Fosters greater job retention
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JOB CARVING...Cont’d
Analyze job responsibilities
Identify tasks candidate could do
Offer solutions to employer
Job Carving
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JOB CARVING...Cont’d
STEP I •IDENTIFY POTENTIAL FOR ENHANCED COMPANY PERFORMANCE (operational efficiency, cost effectiveness)•Sound business experience preferred
STEP II •MATCH JOB SEEKER SKILLS AND EXPERIENCE WITH EMPLOYER NEEDS•Refrain from marketing candidates for jobs during initial company visits
STEP III •SITE RESEARCH, OBSERVATION AND FREQUENT EMPLOYER CONTACT•differences in cultural norms, personalities, quality standards and procedures
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JOB CARVING...Cont’d
STEP IV• IF NO SUITABLE MATCH FOUND,
LOOK TO OTHER AGENCIES FOR POTENTIAL CANDIDATES
• satisfies employer needs; reason to continue relationship
STEP V
• PRESENT A PROPOSAL TO EMPLOYER
• outline of the problem/need• how you can solve their need• the value/benefits of hiring your
candidate
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Everyone has talent. What is rare is the courage to follow the talent to the dark place where it leads.
Erica Jong