Serious Business: Enbracing Employees Who Suffer from ... POST... · If a person is applying for a job, an employer cannot ask that person if they are (dis)abled or ask about the

Serious Business: Embracing

Employees Who Suffer from

Invisible (Dis)abilities (Those Who

Are Differently-Abled)

Dr. L. Larry Edmonds (Education/Leadership/Human Communication)

Arizona State University

Why Are We Here Today?

Millions of members of today’s workforce suffer from invisible (dis)abilities, but are often

subjected to verbal abuse and jokes because others do not understand these issues.

Employers and their employees need to better understand how to deal with these

(dis)abilities and how to avoid violations of federal and local laws through proactivity. The

information presented today can be used immediately in the workplace and can lead to

greater sensitivity to the struggles experienced by others who are affected by invisible

(dis)abilities.

Let’s Begin with an

understanding of one key

concept about ALL of us:

Intersectionality

Intersectionality suggests that various forms of

social and cultural identities, such as

socioeconomic status, ethnicity, sexual

orientation, age, religion, (dis)ability and

gender performance, do not exist separately

from one another but are woven together to

create our individual identity…

…because of our different backgrounds and

the identities we embrace, no two of us can

be EXACTLY the same…we are made up of

the INTERSECTIONS of our many cultural

identities and performances

Now, let’s look at (dis)ability…

https://en.wikipedia.org/wiki/Sexual_orientation

https://en.wikipedia.org/wiki/Disability

https://en.wikipedia.org/wiki/Gender

Common misconceptions

about (dis)abilities

Wheelchairs are only for people with paralysis

(Dis)abled parking spots are only for those with mobility aids

Service animals are only for those who are blind, and those animals must wear a vest

Accessible restroom stalls are only for those with mobility aids

If you aren’t “obviously ill,” you do not have a serious disease

What ARE Invisible (Dis)abilities?

ADHD

Anxiety disorders

Allergies

Arachnoiditis

Asperger Syndrome

Asthma

Autism

Bipolar disorder

Brain injuries

Charcot-Marie-Tooth disease

Chronic fatigue syndrome

Chronic pain

Circadian rhythm sleep disorders

Coeliac/Celiac Disease

Crohn's disease

Depression

What ARE Invisible (Dis)abilities? (cont)

Diabetes

Ehlers Danlos Syndrome

Endometriosis

Epilepsy

Fetal Alcohol Spectrum Disorder (FASD)

Fibromyalgia

Food allergies

Fructose malabsorption

Hereditary Fructose Intolerance

Hyperhidrosis

Hypoglycemia

Inflammatory bowel disease

Interstitial cystitis

Irritable Bowel Syndrome

Lactose Intolerance

Lupus


Lyme Disease

Major depression

Metabolic syndrome

Migraines

Multiple Sclerosis

Multiple Chemical Sensitivity

Myasthenia Gravis

Narcolepsy

Personality disorders

Primary immunodeficiency

Psychiatric (dis)abilities

Reflex Sympathetic Dystrophy

Repetitive stress injuries

Rheumatoid arthritis

Schnitzler's Syndrome

Schizophrenia


Scleroderma

Sjogren's syndrome

Temporomandibular joint disorder

Transverse Myelitis

Ulcerative Colitis

AND, sometimes, early stages of

Parkinson’s disease

AND, sometimes, colorblindness

AND, sometimes, a permanent cervical

spine injury

7 Things to Keep in Mind About People

with Invisible (Dis)abilities - #1

Invisible Illnesses Aren't Always

The Same Every Day

This isn't an experience that you, as a well

person, need your (dis)abled friend or

employee to explain, either. "The

unpredictability sucks for the patient;

don't put them in a position where they

feel like you need an explanation every

time their situation changes," Dr. Rebecca

Quigg advises. "Accept them for what

they are at the moment, and work with

what you both have." (Bustle)

It Is Important To Them That You

Listen and Believe Them

If they have chosen to tell you what's

happening, that's a privilege, and it's one

you should take advantage of, says Dr.

Quigg. "Sometimes having to keep

explaining is utterly exhausting," she

explains. "It would be amazing to feel as if

someone was really listening- frankly,

even taking notes, so they actually

understand what is going on." If you've

never heard of their condition, go away

and research it to understand it better and

be more aware of their needs. (Bustle)



They Don't Want To Talk About

It All The Time

(Dis)ability is not necessarily a person's

defining feature. Whether they choose to

talk about themselves as "a disabled

person" or a "person with a disability", and

how much they want you to actually

discuss it with them, is up to them. Just

because they've made the choice to

reveal it to you doesn't mean you need to

keep going on about it. "Sometimes it's

nice to pretend it's not there, and to

ignore it," Dr. Quigg says. (Bustle)



People With The Same

Condition Are Not The Same

"A lot of chronic conditions have a really

wide range of associated symptoms,

problems and issues," warns Dr. Quigg.

"Just because your first friend has a

particular set of symptoms doesn't mean

your other friend has the same, so don't

tell them airily that you know all about it.

You don't. And definitely don't tell them

that your other friend 'has it worse' or 'has

the serious version.' Just don't." (Bustle)



Sometimes Your Help Isn't

Really Helpful

Many people with invisible illnesses, she

says, are given a lot of unsolicited advice,

and that doesn't make dealing with it any

easier. Dr. Quigg notes "It's exhausting

being belabored with 'miracle cures', and

in the case of things that require massive

lifestyle changes, it can leave the patient

feeling like a failure for not doing

everything. Give them helpful info, and

then leave them alone to make choices

for themselves." (Bustle)





They're Still People, Too

Don't exclude them or leave them out of

the loop unnecessarily. "I wish people

understood that even though I get it, it

hurts to hear that they didn't come to me

for help because I'm often in pain," Dr.

Quigg tells Bustle. "I can't change this, so I

wish people didn't see it as changing who

I am and what I'm good for. It doesn't

make me less able to help, most of the

time. And when I'm not able to help is a

decision I have to make and live with, not

you. You don't get to choose for me."

It's Not Just About The Condition Itself

While you may not be able to fully understand or empathize with the full extent of the pain and difficulty experienced by a person with an invisible (dis)ability, it's important to remember this. "It's not an invisible illness, it's an invisible life," says Dr. Quigg. "An invisible world." And being a part of that world means behaving in a supportive way that doesn't cross boundaries or make anybody feel like an idiot. If you make mistakes, apologize and admit what you did wrong, and you can move forward together. (Bustle)



Should a Prospective Employee Disclose?

Pros of Disclosing:

To receive reasonable

accommodations to perform the

essential functions of the job

To establish a positive and open

relationship with the employer

To provide legal protection against

discrimination

Cons of Disclosing:

A person may be viewed as less

capable than others

That person may be treated

differently due to misconceptions

about (dis)abilities

A person cannot take back their

disclosure once their (dis)ability is

known

What is (dis)ability discrimination

or (dis)ability harassment?

Discriminating on the basis of physical or mental (dis)ability in various aspects of employment, including: recruitment, firing, hiring, training, job assignments, promotions, pay, benefits, lay off, leave and all other employment-related activities

Harassing an employee on the basis of his or her (dis)ability

Asking job applicants questions about their past or current medical conditions, or requiring job applicants to take medical exams

Refusing to provide a reasonable accommodation to employees with physical or mental (dis)ability that would allow them to work

Creating or maintaining a workplace that includes substantial physical or psychological barriers to people with (dis)abilities…

Barriers to People with a (Dis)Ability

psychological

physical

Examples of (dis)ability discrimination

Direct: A restaurant allows a family with a child who has cerebral palsy to eat in their outdoor seating area but not in their family dining room

The family with the (dis)abled child is not given the same choices that other families have

Indirect: A local authority, such as a Health Department, produces an information leaflet about its services for residents

In order to save money it does not produce an easy-to-read version of the leaflet.

This would make it more difficult for someone with a learning (dis)ability to access the information and services which could amount to indirect discrimination

Employers and Discrimination (by law)

Job discrimination against people with

(dis)abilities is illegal if practiced by:

private employers

state and local governments

employment agencies

labor organizations or

labor-management committees

The Americans with Disabilities

Amendments Act of 2010

The ADA applies to all employers,

including state and local government

employers, with 15 or more employees

Many states also have laws that make it

illegal to discriminate on the basis of

(dis)ability

Can an Employer Inquire About an

Invisible (Dis)ability?

The ADA prohibits employers from asking questions that are likely to reveal the existence of a (dis)ability before making a job offer (i.e., the pre-offer period). This prohibition covers written questionnaires and inquiries made during interviews, as well as medical examinations. However, such questions and medical examinations are permitted after extending a job offer but before the individual begins work (i.e., the post-offer period).

If a person is applying for a job, an employer cannot ask that person if they are (dis)abled or ask about the nature or severity of the (dis)ability. An employer, however, can ask if that person can perform the duties of the job with or without reasonable accommodation; an example of this is: this job requires the person to stand outside for long hours, or, must be able to lift 20 pounds

An employer can also ask the a person to describe or to demonstrate how, with or without reasonable accommodation, they will perform the duties of the job

So…What CAN People Do When They Are

Differently-abled?

What I CANNOT Do

I am colorblind, so I cannot file

documents that are color-coded

I have Parkinson’s disease, so I

experience episodic involuntary hand

movements and might drop valuable

items to the floor

What I CAN Do!

I am colorblind, but I can certainly read

and edit documents for which color is not

an issue

I have Parkinson’s disease, so I

experience episodic involuntary hand

movements, but I can certainly still teach

online and speak to audiences

What Else CAN People Do Who Are

Differently-abled?

Some Jobs for People That Have

Intellectual (Dis)abilities

Culinary Arts

Photography

Broadcasting Technology

Truck Driving

Heavy Equipment Operation

Veterinary Assistant

Some Jobs for the Visually Impaired

Teaching, Training, and Early

Childhood Education

Paralegal Services

Music Production

What Else CAN People Do Who Are

Differently-abled?

Careers for Those Who Are Deaf or Hearing Impaired

Performing Arts

Drafting

Science

Carpentry

Medical Laboratory Technician

Careers for Those with Psychiatric or Emotional Disorders

Electronics Engineering

Welding

Electrician

Computer Animation

Physical Therapy Assisting

Dental Hygiene

What OTHER Things Can People with Invisible (Dis)abilities Do at YOUR Workplace?

Have a Happy Day!!

Thank you for having me here today and I hope you will be able to have a

greater appreciation for people in the workplace who suffer from (dis)abilities!

Embrace them. They can be wonderful (AND appreciative) assets to your team

when they are appreciated and provided with the accommodations or just the

consideration they may need.

All best!!

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Serious Business: Enbracing Employees Who Suffer from ... POST... · If a person is applying for a job, an employer cannot ask that person if they are (dis)abled or ask about the