Inclusive Outreach and RecruitmentOctober 17, 2011

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www.serviceandinclusion.org

Toll-free hotline: 888-491-0326 (voice/TTY)

The Institute for Community Inclusion promotes the inclusion of people with disabilities in every aspect of society including:

Community Life Health Care

Education Employment

Disability 101

Defining DisabilityA history of Disability in the US

Basic disability etiquetteWhat do we mean when we say “inclusion”?

“Disability” as Defined by Section 504 of the Rehabilitation Act &

The Americans with Disabilities Act (ADA)• A physical or mental impairment that substantially

limits one or more major life activities• A history or record of such an impairment• Being regarded as having such an impairment, even

when no limitations exist• Someone who has an association with someone with a

disability

“Major Life Activity” is Anything an Average Person Can Do with Little or No Difficulty

Major life activities include, but are not limited to:

“Substantially limits”

…unable to perform, or significantly limited in the ability to perform, an activity as compared with an average person. Factors to be considered are:

1. Its nature and severity2. How long it will last or is expected to last, and3. Its permanent or long-term impact, or expected

impact

Disability Facts• Over 36 million Americans have a disability. That’s

about 12% of the US population

• Worldwide, there are over 650 million people with disabilities. They are the world’s largest minority

• Only 45 countries have anti-discrimination and other disability-specific laws.

• From the 2010 American Community Survey (Conducted by the US Census Bureau) and the UN’s factsheet “Some Facts about Persons with Disabilities.

Living with a disability- 40 Years ago

Christmas In Purgatory: A Photographic Essay On

MentalRetardation

Burton Blatt and Fred Kaplan Human Policy Press, June 1, 1974

History of the Disability Movement

10

“If we are to achieve a richer culture… we must weave one in which each diverse human gift will find a fitting

place” - Margaret Meade

Basic Disability Etiquette• When offering assistance,

– Ask first– Clarify assistance desired– Preferences are different– Be comfortable with “no”

• Always direct communication to the person with a disability, not to his or her companion, assistant or interpreter.

• Make a mistake? Apologize, correct, learn and move on

• Treat adults as adults

• In most cases, it’s okay to ask.

Language Why should you avoid saying…

- “cripple”?- Derived from an old German term

“kripple” which means “to be without power” which is completely untrue

- “wheelchair bound”?- A wheelchair is a means for mobility and

freedom, not something that restricts anyone

- “the” anything- “the blind” “the disabled” etc. groups

people into an undifferentiated category

People First Language• The key is to use “person first”

language because people with disabilities are human first and have a disability second

• For example…– “A person who is blind” instead of

a “a blind person”– “A student with epilepsy” instead

of “an epileptic” – “A boy with an intellectual

disability” instead of “a retarded child”

What is “inclusion”?

Why is inclusion important to Peace Corps?

“An individual has not started living until he can rise above the narrow confines of his

individualistic concerns to the broader concerns of all humanity.”

- Dr. Martin Luther King, Jr.

Inclusive Outreach

Where to find qualified applicants with disabilitiesTools for Inclusive Outreach

Where to find qualified applicants with disabilities

• Colleges/Universities– Office of Disability Services

• Organizations for Older Americans• AmeriCorps and Senior Corps

programs• Disability Organizations

What tools are available for inclusive outreach?

Think about the tools Peace Corps uses to inform potential PCV’s about service. •Which resources include stories/images/quotes from PCV’s or RPCV’s with disabilities?•How can you include those resources in your outreach efforts?

Inclusive Presentations

Universal Design and PresentationsCommunicating an Inclusive Message

Universal Design is the design of products and environments to be usable by all people,

to the greatest extent possible, without the need for adaptation or

specialized design

Principles of Universal Design• Equitable Use• Flexibility in Use• Simple and Intuitive Use• Perceptible Information• Tolerance for Error• Low Physical Effort• Size and Space for

Approach and Use

For example…

Provide essential information in different modes

Another example… Disability inclusion is really important because everyone should have the opportunity to reach their full potential. After years of advocating for the need for increased civil rights for people with disabilities, leaders in the disability movement can look and see tangible improvements in the opportunities available to Americans with disabilities but there is still a long way to go, especially in changing the attitudes and prejudices many Americans have toward people with disabilities. As people with disabilities continue to achieve far more than many people ever thought possible, attitudes are changing amongst Americans. This process is also happening in other countries, but the US has been a leader in increased civil liberties for people with disabilities in areas such as education, employment, access to transportation and community life.

Universal Design and Presentations

• Think about space when you are setting up a meeting.

• Good lighting benefits everyone.

• Use signs that have both text and symbols.

• Caption videos.

• Repeat questions from the audience so everyone can hear them clearly.

• Other suggestions?

• Culture of program environment– “gossipy”– Excessively competitive– Racially insensitive

• Fear of potential reactions

• Refusal of other service members to share equipment

• Not relevant

• Stigma associated with disability

• Need to disclose to other people outside of service program first

Reasons for Not Disclosing

• Social isolation– Did not get close to people for fear of personal questions

• Feel compelled to misrepresent– Told other service members he/she had a different

diagnosis– Explained medical appointments by saying they were part of

nutrition study

• Unable to request accommodations

• Report less support than people who did disclose

• Higher stress from keeping the secret

Impact for Not Disclosing

Things to Remember about Disclosure

• It is up to the individual to disclose a disability

• The amount of information provided about a disability is up to the individual

• If an individual discloses a disability, that information must be maintained confidentially and cannot be disclosed to others

• Staff may only share information regarding disabilities if the individual provides approval

• Information about disability must be maintained confidentially with other medical, disability and accommodation-related information

Hints on Interviewing...

Offer the availability of accommodations prior to the interview

If someone discloses a disability, offer the availability of and process for acquiring accommodations

Avoid asking questions about an applicant’s disability.

Do not ask for details about a requested accommodation during the interview

Not everyone with a disability needs an accommodation

Click to edit Master title styleContact Information:

National Service Inclusion Project888.491.0326 [V/TTY]

NSIP@UMB.EDU

www.SERVICEandINCLUSION.org