NAVIGATING THE WATERS: DISABILITY IN THE WORKPLACE

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

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