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Presented by the Office of Diversity, Equity & Inclusion
#PartnersDiversity
For questions about the series, please contact Jarrod Chin,
Senior Manager for Education and Consulting, at JJChin@partners.org
Click here to learn more about the series
Insight into Identities. Vol. 2 – 2 – July 2019
Insight into Identities
July 2019
The Office of Diversity, Equity & Inclusion’s “Insight into Identities” series is a system-wide learning
initiative dedicated to exploring aspects of human difference. A self-guided learning opportunity, Insight
into Identities is designed for Partners staff to further understand how diversity and inclusion expands
our ability to effectively work with others and improves patient care. Each edition of Insight to Identities
will contain an overview of that month’s featured identity, multi-media items for learning, questions for
reflection, relevant statistics/definitions, and Partners-based resources. In addition, this series provides
Partners staff with simple yet meaningful skills for inclusion that they can implement in their professional
work immediately. Every month, a new Insight into Identities will be shared throughout the Partners
system using this format. The goal of Insight into Identities is to not only engage all Partners Institutions
and staff in a coordinated learning experience around diversity, equity and inclusion, but to foster personal
reflection and conversation with colleagues about how issues of identity impact the care we provide our
patients daily.
__________________________________________________________________________________
This edition explores
People with Disabilities at Partners HealthCare
Insight into Identities. Vol. 2 – 3 – July 2019
Overview We all want to live and work in environments where we feel a sense of belonging, respect and purpose. For
1 in 4 Americans who live with a disability, this is sometimes more of a hope than a reality. As a health care
system, Partners realizes the importance of creating spaces where people with disabilities can utilize their
talents to their fullest. This starts by recognizing the tremendous value and contributions people with
disabilities make across the Partners system and how this identity impacts patient health. In coordination
with “Insight into Identities,” Partners is launching the Toolkit for Empowering and Accommodating
People with Disabilities in the Workplace in October. The toolkit is a way to share best practices and
resources across the system to better understand this issue and to be more inclusive of colleagues and
patients who have disabilities. Consider the following statistics:
According to a report by the Center for Talent Innovation:
• 30% of employees in the U.S. have disabilities, while only 3.2% of employees with
disabilities self-identify as having a disability to their employers.
• 30% of people with invisible disabilities have experienced workplace discrimination
relating to their disability, while 44% of people with visible disabilities have experienced
workplace discrimination.
• 57% of employees with disabilities feel that they cannot advance in their careers and have
been “stalled” from promotions in their workplace.
As it relates to health care, according to the CDC:
• 1 in 3 adults with disabilities does not have a usual health care provider.
• 1 in 3 adults with disabilities has an unmet health care need in the past year because of barriers related to cost.
• 1 in 4 adults with disabilities did not have a routine check-up in the past year.
Lessons for Learning The media materials presented below provide useful information about people with disabilities through
personal stories and insights into the unique challenges they face professionally. Moreover, the various
media sources illustrate ways you personally can support people in the disability community to openly and
freely express their identities at Partners HealthCare.
Media Materials
Articles
• The Case for Improving Work for People with Disabilities Goes Way Beyond Compliance.
This Harvard Business Review article looks at various ways for workplaces to improve their inclusivity
and support for people with disabilities.
• Becoming Disabled. This New York Times article discusses the variety of ways people personally
identify with their disabilities, both as individuals and as part of the disability community.
Podcasts
• Disability Visibility Project: “Employment” – Rooshey Hasnain and Kate Caldwell (guests). Two
professors from the University of Illinois discuss employment and disability (transcript of podcast is
available).
Insight into Identities. Vol. 2 – 4 – July 2019
Videos
• Haben Girma: “Disability & Innovation: The Universal Benefits of Accessible Design.” Disability rights
lawyer and activist Haben Girma shares how incorporating universal access principles into product
development can increase access for people with disabilities, while simultaneously improving the
overall usability.
• PBS Series: “Secret Life of Scientists and Engineers” – Featuring our own Dr. Cheri Blauwet:
Gold medalist Dr. Cheri Blauwet, who is a physician at Spaulding Rehabilitation Hospital and Brigham
and Women’s Hospital, describes her journey as a Paralympic gold medalist and physician with a visible
disability.
• TED Talk by Aimee Mullins: “The Opportunity of Adversity.” Groundbreaking runner Aimee Mullins is out
to redefine the word “disabled”. She shows how adversity – in her case, being born without shinbones
– actually opens the door for human potential.
Questions for Reflection Whether you have reviewed one or all of the selected
media sources, the following list of questions can be
used either individually or in a small group to reflect on
the identities of people with disabilities.
1. The identity of being a person with a disability can
be very personal for some of us. Think about the
social stigma that can come from having a disability.
How has that identity impacted you or people that
you personally know?
2. Colleagues with disabilities can face a variety of reactions from others who notice their disability. Has a
disability (yours or theirs) influenced or effected an interaction you have had with a colleague? If the
interaction was not positive, what steps can be taken to ensure that future communication is productive?
3. For a few moments, reflect on your preferred method of communication (email, phone call, text or face-
to-face). Does your preferred method of communication take into consideration how others may receive
and process information most effectively? Have you ever considered how your preferred method and
style of communication is received by others? Do they create space for others to actively engage and
share their perspective or does it create unintentional disparity? Here is a link to a few tips for being
more inclusive in how you communicate with others. What are some things that you could do to ensure
that your approach and style of communication is more inclusive?
Insight into Identities. Vol. 2 – 5 – July 2019
Skills for Application Whether it’s in our daily interactions with others or creating change across the Partners system, there are
simple steps we can all take to be inclusive of people with disabilities in the workplace.
Skills for Every Day with Colleagues
Disability Etiquette
Sometimes when employees work with colleagues or serve patients with disabilities, we may not know
the most effective ways to communicate and interact. Work Without Limits, an organization based at
UMass Medical School, provides simple and concrete skills and tips for engaging with people with
disabilities. Click here to see Work Without Limits Disability Etiquette Guide - a fantastic resource for
increasing your cultural competency around disability to ensure positive interactions.
Reasonable Accommodations
Employees who disclose their disability may require reasonable accommodations at work to do their job
effectively. The need for accommodations are not only valid for the person, but also protected by law.
Employees’ accommodations do not reflect their work ethic, skills and ideas that they bring to your team or
department. Being open and willing to make reasonable accommodations for coworkers will allow them to
work and excel as effectively as possible. A person’s disability may change over time. If you are a manager,
check in with staff to ensure that they have the proper accommodations. Additionally, work with
Occupational Health Services, Human Resources or the Employee Assistance Program to ensure that your
colleagues with disabilities are properly supported.
Skills for Organizational Work
Removing Barriers in Your Work
Disability rights lawyer and activist Haben Girma states: “Disability is not something that people need to
overcome. The barriers that exist are created by society, and it's up to every single one of us to work
together to remove those barriers.” As a team or department, review any existing policies or programs to
identify if there are barriers that may have been unintentionally created that limit access to people with
disabilities. Moving forward, as you develop new systems, programs or policies, seek diverse perspectives,
including people with disabilities. This will help identify potential barriers and develop innovative solutions
that allow greater levels of accessibility for every employee at work.
Insight into Identities. Vol. 2 – 6 – July 2019
Terminology
Person with a
Disability
An individual with a long-term physical, mental, intellectual or sensory impairment which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others.
Accessibility Accessibility is an evolving concept: defined as the freedom of choice in entering, approaching, communicating with or making use of a situation. The goal of accessibility is to enable persons with disabilities to live independently and participate fully in all aspects of life. (UN Convention on the Rights of Persons with Disabilities)
Accommodation An alteration of the environment, curriculum format, process or equipment that allows an individual with a disability to gain access to content and services and/or complete assigned tasks. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.
Resources • Partners HealthCare EAP (Employee Assistance Program) (Services, Information)
The Partners EAP (Employee Assistance Program) is a voluntary workplace-based consultation, short-
term counseling, information and referral program for employees and their household members.
Professional, licensed EAP counselors provide private, confidential and safe assistance for all types of
work/life, family or personal concerns. EAP services include free, confidential consultations; short-term,
problem-focused counseling and community referrals for treatment or other assistance, and it is a liaison
between the workplace and community resources.
• Occupational Health Services (Services, Information)
Occupational Health Services (OHS) is the primary conduit for employees with disabilities who seek an
accommodation in the workplace. OHS meets with the employee to conduct a medical review to
determine if the employee’s condition meets the ADA’s definition of a disability. If you need to make an
accommodation request, contact your institutions’ OHS. If your institution does not have an OHS, please
contact your Human Resources Business Partner. Click here to view an Accommodation Request
flowchart for Partners HealthCare.
• American Association of People with Disabilities (Advocacy)
The American Association of People with Disabilities (AAPD) is a convener, connector and catalyst for
change, increasing the political and economic power of people with disabilities. As a national cross-
disability rights organization, AAPD advocates for full civil rights for the over 60 million Americans with
disabilities by promoting equal opportunity, economic power, independent living and political
participation.
• Disability: IN (Advocacy, Services, Information)
Disability:IN is a national non-profit that helps business drive performance by leveraging disability
inclusion in the workplace, supply chain and marketplace.
Insight into Identities. Vol. 2 – 7 – July 2019
• Massachusetts Office on Disability (Advocacy, Information)
The Massachusetts Office on Disability (MOD) works to ensure the full and equal participation of all
people with disabilities in all aspects of life by working to advance legal rights, maximum opportunities,
supportive services, accommodations and accessibility in a manner that fosters dignity and self-
determination.
• Work Without Limits
Work Without Limits is a network of engaged employers and innovative, collaborative partners that aims
to increase employment among individuals with disabilities. In 2012, Work Without Limits set a 20-year
goal to position Massachusetts as the first state in the nation where the employment rate of people with
disabilities is equal to people without disabilities. Work Without Limits, an organization based at UMass
Medical School, provides training and consultative services to individuals with disabilities, family
members, employers, state agencies and employment service providers.
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