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THE DEFINITION OF DISABILITY AWARENESS
Disability Awareness is the understanding that people with disabilities have the same range of preferences, perceptions, attitudes, habits and needs as you or I.Disability Awareness incorporates learning about ourselves, as well as how we relate to people with disabilities.Disability Awareness is built on the idea that attitudes, emotions and stereotypes can cause us to be less effective in working and communicating with people with disabilities.Disability Awareness is the recognition that people with disabilities can pass, fail, succeed, go bankrupt, take trips, stay at home, are bright people, are good people, can be pains in the neck and are trying to get by, just as you and I.Disability Awareness is the understanding that people with disabilities are people who just happen to have a disability.Disability awareness is the recognition that each individual—with or without a disability—faces unique and special challenges. Individuals with disabilities experience some unique challenges related to their disabilities, which canbe accommodated.
UNDERSTANDING DISABILITY
Our understanding of disability has changed over time. In the past, persons with disabilities have been regarded as objects of charity and passive recipients of welfare. This view is slowly giving way to a human-rights based approach to disability, which rejects the long established idea that obstacles to the participation ofpersons with disabilities arise primarily from their impairment.
Instead it focuses on eliminating barriers created by society that prevent people with disabilities from enjoying their human rights on an equal basis with others. Such barriers include negative attitudes, discriminatory policies and practices, and inaccessible environments. In line with this approach, disability is seen as a socially created problem and as a matter of removing barriers to the full participation of persons with disabilities.
These barriers are what can prohibit full and equal participation in society. By eliminating attitudinal and environmental barriers –as opposed to treating people withdisabilities as problems to be fixed-persons with disabilities can participate as active members of society and enjoy the full range of their rights.
MYTHS ABOUT PEOPLE WITH DISABILITIES
Higher insurance and safety costs
A common misconception is that workers compensation costs will increase due to
hiring people with disability and that people with disability will have more accidents at
work.
This is definitely not the case. Whether an employer employs people with disability is
irrelevant to the calculation of such premiums. Premiums are based on accidents at
work and not the characteristics of particular groups of employees. There is no proof
that employees with disability are more susceptible to workplace injury than others.
In fact, research suggests that people with disability can have fewer accidents at
work. The workers compensation costs for people with disability can be as low as
four per cent of the workers compensation costs of other employees (Graffam et al
1999).
Lower productivity
Some employers argue that it is not financially viable for them to hire people with
disability as they work too slowly. But the reality is that most people with disability
work at productivity levels equivalent to other employees and receive full wages.
People whose productivity is significantly reduced as a result of disability may
consider the Supported Wage System. With the Supported Wage System, eligible
people with disability can access a reliable process of productivity-based wage
assessment to determine fair pay for fair work. If a person is assessed as having a
work productivity rate of 70 per cent, the employer may pay 70 per cent of the full
award wage.
People with disability will not fit in
It is common to hear employers say that hiring a person with disability will ‘not work’
as customers will complain or the person will not 'fit in' with co-workers. Neither
statement is true. In most cases customer and co-worker acceptance comes with
awareness and observing that workers with disability are competent and efficient in
their jobs.
People with disability make up 20 per cent of the Australian population and the
likelihood of customers and co-workers having a relative or friend with disability is
high. Employer initiatives in hiring people with disability can have positive bottom line
results, increased staff morale and community recognition as good corporate
citizens.
Basic jobs only
Employers may have a misconception that people with disability can only work in
simple or base grade jobs. This is not the case as people with disability work across
occupations, including in apprenticeships and traineeships, and at all levels of
competency:
19 per cent of employees with disability work in professional occupations
15 per cent of employees with disability are clerical sales and administrative
workers
15 per cent of employees with disability are technicians and trade workers
(Australian Bureau of Statistics 2009).
Higher absenteeism
Employers may be concerned that job seekers with disability will have higher
absenteeism including taking more sick leave.
Disability should not be perceived as sickness. Most people with disability are not
perpetually sick and do not need or take more time off work than anyone else due to
illness.
Research has revealed up to 39 per cent lower absenteeism and use of sick leave
among staff with disability when compared with other employees (Graffam et al
2002).
Higher employment and training costsMany employers wrongly believe that it is more expensive to hire and train a person with disability. There are usually no extra costs at all. In fact, the costs of hiring people with disability can be significantly lower than hiring other employees, as low as 13 per cent of the cost of the other employees (Graffam et al 2002).
OTHER MYTHS AND FACTS ABOUT DISABILITY
1. Your attitude may be causing disabilities. Disability is not contagious, butyour attitude might be.
Myth: People with disabilities live very different lives than people without disabilities
Fact: Overall, people with disabilities live the same way people without disabilities live – They go to school, get married, work, have families, do laundry, grocery shop, laugh, cry, pay taxes, get angry, have prejudices, vote, plan and dream like everyone else.
2. Learning Disabilities doesn’t mean that you’re slow. You just learn differently.
Myth: Students with LD have low intelligence or are slow learners.
Fact: Students with LD have at least average to high average intelligence and many are gifted. Many people with LD are successful: singers Tony Bennett and Jewel, actors Patrick Dempsey and Whoopi Goldberg, Kinko’s founder -Paul Orfalea, and author Avi to name a few.
3. Ignorance is not a disability. Don’t block ramps and sidewalks!
Myth: It is all right for people without disabilities to park in accessible parking spaces, if only for a few minutes.
Fact: Because accessible parking spaces are designed and situated to meet the needs of people who have disabilities, these spaces should only be used by people who need them.
4. Can you read this sign? A person who’s blind can’t. Think about how you disable others.
Myth: Blind people have exceptional hearing.
Fact: A person's vision, or lack of vision, does not affect their hearing. However, someone who is blind may depend more on their hearing and be more attuned to sounds than a sighted counterpart5. If you want to help a person with disability,invite them to a party.
Myth: People with disabilities are more comfortable with "their own kind."
Fact: In the past, grouping people with disabilities in separate schools and institutions reinforced this misconception. Today, many people with disabilities takeadvantage of new opportunities to join mainstream society.
6. Don’t judge people with disabilities until you’ve rolled a mile in their chair. Wheelchairs don’t confine they liberate.
Myth: Wheelchair use is confining; people who use wheelchairs are "wheelchair-bound."
Fact: A wheelchair, like a bicycle or an automobile, is a personal assistive device that enables someone to get around.
7. Find out what a person with an intellectual disability can teach you.
Myth: Curious children should never ask people about their disabilities.
Fact: Many children have a natural, uninhibited curiosity and may ask questions that some adults consider embarrassing. But scolding curious children may make them think having a disability is "wrong" or "bad." Many people with disabilities won't mind answering a child's question.
8. Do you include people with disabilities in your life? Are you against discrimination?
Myth: There is nothing one person can do to help eliminate the barriers confronting people with disabilities.
Fact: Everyone can contribute to change. One way you can help remove barriers is by encouraging participation of people with disabilities in community activities byusing accessible meeting and event sites.
9. How you treat people with disabilities says a lot about you. Are you conscious of your actions? Myth: People with disabilities always need help.
Fact: Many people with disabilities are independent and capable of giving help. If you would like to help someone with a disability, ask if he or she needs it before you act.
10. If you don’t know a person with a disability, you don't know what you're missing.
Myth: Persons with disabilities are unable to meet performance standards, thus making them a bad employment risk.
Fact: In 1990, DuPont conducted a survey of 811 employees with disabilities and found 90% rated average or better in job performance compared to 95% for employees without disabilities.
11. There is something you may not know about the person next to you, there’sa good chance they have a hidden disability.
Myth:
Fact: One in five Americans has a disability; that’s 49.7 million people (U.S. Census 2000). Hidden or invisible disabilities are physical or mental impairments that are not readily apparent to others. Hidden disabilities include disabilities such as learning disabilities, attention deficit disorder, mental illness, brain injuries, epilepsy, diabetes, arthritis, asthma, cancer, chronic health pain, and AIDS.
12. Just because you talk a lot doesn’t mean you’re smart; just because you don’t talk doesn’t mean you’re stupid.
Myth: People with disabilities are usually very sedate and unable to participate in recreational activities.
Fact: People with disabilities lead diverse lives and take part in any sport or hobbyyou can think of including: mountain climbing, kayaking, dancing, horseback riding,scuba diving, racing, skiing, and skydiving.
EXPLORING KEY DISABILITY ISSUES RELATED TO THE WORKPLACE
1. Inadequate information and advice on how to enter the open workforce and the provision of support-Historically, people with disabilities have worked in settings which have been segregated from the rest of the community, either in sheltered workshops or specialised work projects. It’s only been since the late 1980’s/early 1990s’ that we seen people with disabilities in open employment. However, there’s still inadequate information and advice on people with disabilities can enter the open employment market and obtain ongoing support. There seems to be a lack of co-ordination between government services, making it unclear to people with disabilities, which Commonwealth or State agencies can provide them with assistance.
There is virtually no information on financial and health impacts on entering the open workplace and there is limited or delayed access to open employment services.
2. Financial costs of participation-Some of the costs associated with work are not subsidised, such as additional transport to meetings or additional support costs, and even when financial support for additional costs is available, this information is not widely publicised.
3. Inflexible working environments- Sometimes people with disabilities find it difficult to physically access the workplace and getting to and from work. They also may have difficulties, if they’re working inflexible hours. Inadequate adjustments and adaptations to workplace equipment may also hamper the efforts of people with disabilities to do their job effectively.
4. More limited opportunities for people with disabilities-Young people with disabilities have limited employment opportunities due poor links between State administered school and post school funding programs and Commonwealth administered disability employment services. People with disabilities are under-represented in the vocational, educational and training systems. Sometimes there is limited scope and variety of jobs offered to people with disabilities .In some instances, people with disabilities are on a lower pay rate than their colleagues and are less likely to be promoted, thus, retention rates for people with disabilities-when it comes to employment, is also a lot lower than the general population.
DISABILITY DISCRIMINATION
Disability discrimination is when a person with a disability is treated less favourably than a person without the disability in the same or similar circumstances.
For example, it would be ‘direct disability discrimination’ if a nightclub or restaurant refused a person entry because they are blind and have a guide dog.
It is also disability discrimination when there is a rule or policy that is the same for everyone but has an unfair effect on people with a particular disability.
This is called ‘indirect discrimination’.
For example, it may be indirect disability discrimination if the only way to enter a public building is by a set of stairs because people with disabilities who use wheelchairs would be unable to enter the building.
What does the Disability Discrimination Act do?
If you have a disability, the Act protects you against discrimination in many areas of public life, including:
• Employment – getting a job, terms and conditions of a job, training, promotion, being dismissed
• Education – enrolling or studying in a course at a private or public school, college or university
• Accommodation – renting or buying a house or unit
• getting or using services – such as banking and insurance services, services provided by government departments, transport or telecommunication services, professional services like those provided by lawyers, doctors or tradespeople, services provided by restaurants, shops or entertainment venues
• accessing public places – such as parks, government offices, restaurants, hotels or shopping centres.
The Act also protects you if you are harassed, because of your disability, in employment, education or in getting or using services.
What is harassment?
Harassment occurs when someone makes you feel intimidated, insulted, humiliated or places you in a hostile environment.
Harassment because of a disability, such as insults or humiliating jokes, is against the law if it happens in a place of employment or education, or from people providinggoods and services.
A woman was employed as a part-time receptionist in a busy medical practice.
The employer became aware that the woman had previously claimed workers compensation for occupational overuse syndrome and she was dismissed from the medical centre a few weeks later.
She claimed that she was told that the reason for her dismissal was her previous compensation claim.
The complaint was resolved with the employer providing the woman with financial compensation.
A small business operator, who is blind, complained that he could not use a government website because it didn’t provide an accessible version of the content.
The man needed to use the website regularly for his work.
As a result, the government department agreed to upgrade its website in line with web content accessibility guidelines.
What about discrimination and harassment at work?
A person with a disability has a right to the same employment opportunities as a person without a disability.
If a person with a disability can do the main activities or ‘inherent requirements’ of a job, then they should have an equal opportunity to do that job.
In some cases, an employer may need to make some workplace changes so that theemployee can best perform the job, such as providing an enlarged computer screen or installing ramps.
Employers are not required to make workplace changes if it would cause major difficulties or unreasonable costs. This is called ‘unjustifiable hardship’.
However, employers would need to show how making those changes would cause such hardship. Many adjustments involve little or no cost, and the Australian Government’s Workplace Modifications Scheme can assist where there are costs in modifying the workplace or purchasing equipment for eligible employees with disability.
Employers should also have policies and programs in place to prevent discriminationand harassment in the workplace.
Two friends complained that they had been forced to leave a bar because one of them was accompanied by a guide dog.
The complaint was resolved and the bar owner provided an apology, financial compensation and a donation to a charity.
When is Disability Discrimination not against the law?
Like other anti-discrimination laws, the Disability Discrimination Act says that in somecircumstances treating someone differently because of their disability won’t be against the law. This is known as an exception or exemption.
For example, the Disability Discrimination Act says it may not be against the law to refuse to employ a person with a disability if, because of their disability, they cannot perform the inherent requirements of a job.
However, the Act also says that employers must consider how the person with a disability could be provided with reasonable adjustments to help them do the job. An adjustment is reasonable if it does not impose ‘unjustifiable hardship’ on the employer.
As mentioned earlier, unjustifiable hardship also applies to other situations. For example, it may not be against the law to only provide entrance to a cinema or theatre by a set of stairs if the owner can show that it would cause unjustifiable hardship to modify the building to provide wheelchair access.
How the Australian Human Rights Commission assists Employers and Organisations
The Commission provides advice and assistance to employers and other organisations about how they can prevent discrimination and meet their responsibilities under the Disability Discrimination Act.
We do this directly and through information and resources on our website.
We also run community education programs and support organisations to develop Disability Action Plans.
Action plans are a way for an organisation to plan the elimination, as far as possible, of disability discrimination from the provision of its goods, services and facilities.
You can find out more about what we’re doing by visiting:www.humanrights.gov.au/disability_rights/
COMMUNICATING WITH PEOPLE WITH DISABILITIES
General Information: • First and foremost, people with a disability, are people. Treat everyone the way you
would wish to be treated. • Secondly, people with a disability have a condition, which may limit their mobility,
hearing, vision, speech or mental function. They may also use mobility, communication and other aids to assist them carry out every day living tasks.
• People with a disability are not conditions or diseases. Rather than, ”he is an epileptic”, “he is a person with epilepsy”.
• When introduced to a person with a disability it is appropriate to offer to shake hands. People with limited hand use, or who wear an artificial limb, can usually shake hands. If a person indicates that they are unable to shake hands a verbal acknowledge should be given to acknowledge their presence.
• When talking to a person with a disability use a normal tone of voice, look at and speak directly to that person rather than through a companion or aide who may be with them.
• It is important to be relaxed and open in your communication. Don't be embarrassed, treat a person with a disability as you would any other customer.
• Relax, don’t be embarrassed if you happen to use common expressions such as “see you later” or “got to be running along”, that seem to relate to a person’s disability
• Never assume a person needs assistance. You may offer assistance with dignity and respect, but be prepared to have your offer declined.
• Understand that access to the services at Council includes not only physical access. It could also include making written, tactile, or audio materials accessible to people with visual or cognitive disabilities and making visual materials or other signals accessible to people with hearing impairment.
• Be aware that often people may have hidden disabilities, such as people with acquired brain injury, learning difficulties or other forms of cognitive impairment. Other disabilities such as back injuries, respiratory/cardiac diseases are also not always obvious.
• Children are naturally curious, so allow them to ask questions about a person with a disability, or a person’s wheelchair or other aids. Open communication helps overcome fearful or negative attitudes.
People with a Vision Impairment • When greeting a person with a severe loss of vision, always identify yourself and
others who may be with you e.g. “my name is John Smith and on my right is MaryJones.”
• When conversing in a group, give a vocal cue by announcing the name of the person to whom you are speaking e.g. “Mary, what do you think about the process.”
• Speak in a normal tone of voice, indicate in advance when you will be moving from one place to another and let it be known when the conversation is at an end.
• Offer a person with visual impairment the opportunity to take your arm (at or about the elbow), this enables you to guide them rather than propel or lead them.
People with a Hearing Impairment • When communicating with a person with a hearing impairment, look directly at the
person and speak clearly, naturally and slowly. • Not all people with a hearing impairment can lip read. People, who can lip read, will
rely on facial expression and other body language to help in understanding. • Do not shout at a person with a hearing impairment. Shouting distorts sounds
accepted through hearing aids and inhibits lip reading. • Show consideration by placing yourself facing the light source and keeping your
hands, cigarettes and food away from your mouth when speaking. • Written notes may aid conversations with person with a hearing impairment.
• To facilitate conversation, be prepared to offer a visual cue to a person with a hearing impairment.
People who use Mobility Aids: • When addressing a person who uses a wheelchair, don’t lean on it, rock or move
their chair. The wheelchair is part of their personal body space. • If a person has transferred out of their chair, do not move it out of reach. • People who use canes, crutches or other mobility aids may also regard them as
part of their personal space, so unless the individual requests your assistance, donot offer to hand cane or crutches.
• Offer a person who uses mobility aids such as walkers or crutches a seat if you are going to be speaking to them for more than a minute.
• When talking with a person in a wheelchair for more than a few minutes, use a chair, whenever possible, in order to place yourself at the person's eye level to facilitate conversation.
• Never patronise people using wheelchairs by patting them on the head or shoulder.
People with a Speech Impairment • Listen attentively when you're talking to a person who has a speech impairment.
Keep your manner encouraging rather than correcting. • Exercise patience rather than attempting to speak for a person with speech
difficulty. When necessary, ask short questions that require short answers or a nod or a shake of the head.
• Never pretend to understand if you are having difficulty doing so. Repeat what you understand, or incorporate the statements into each of your following questions. The person's reactions will clue you in and guide you to understanding.
• If you have difficulty communicating, be willing to repeat or rephrase a question.
People with a Cognitive or Mental Health Disability
• You can’t tell by looking at someone if they have a mental health disability.
• 1 in 5 Australians have had, or will have a mental health disability in their life time. Mental health conditions include depression, anxiety, psychosis and dementia.
• Cognitive disabilities can be caused by a stroke or degenerative diseases.
• People with cognitive or mental health disabilities frequently find it difficult to askfor assistance. They may sometimes present with a minor request that is not their major issue of concern.
• Be attentive and show respect. Don’t draw attention to unusual behaviour in front of others.
• Make sure that your verbal and non verbal communications are consistent.
More information available at www.mentalhealth.gov.au
Telephone technique for dealing with a person with a disability
When dealing with a person over the telephone there are no non verbal communication clues. Barriers to communication, not obvious at your end of the conversation, may also be present.
Therefore, it is not possible to know if a person has a disability unless they tell you.
General communication principles apply:
• Listen carefully to the request or complaint
• If you don’t understand what the customer has said, don’t pretend to understand.
• Ask questions to clarify your understanding of the information provided by the customer.
• Affirm what you have heard.
• Provide information in response to the request or complaint.
• Clarify the customer’s understanding of the information you have provided.
• Never record information about a person’s disability unless they have given you permission to do so, and it relates directly to their request or service provision.
Information on Aids to Assist People with a Hearing Impairment.
Telephone Typewriters (TTY's)
TTY's enable text communication over the telephone line between two people, one or both of whom may be deaf. The typed message appears on a display panel and, on some machines, as a printed message.
Telephone Aids
Many of the newest telephones, including Telstra's Touchtone 400, have a built in hearing aid coupler and, when used with a "T" switch of a hearing aid, will reduce background noise.
Some telephone aids such as visual signalling devices, tone ringers and gliding tone callers are available to eligible persons, from Telstra, free of charge. For further information contact your nearest Telstra office. External couplers are also available.
National Relay Service (NRS)
The NRS is available to people who are deaf or have a hearing loss, and those people who have a speech impairment. The service facilitates telephone conversation between a person with a TTY or computer modem, and a person using an ordinary telephone.
The NRS number is 133 677 and the service is available 24 hours a day, 7 days a week. For more information: Freecall TTY: 1800 555 630 or Freecall voice: 1800 555 660 or Fax: 1800 555 690.
Assistive Listening Systems
Devices to aid listening operate by excluding background noise and providing individual volume control. They are helpful in listening to the radio or television, and in public buildings where public address systems are installed.
Some public buildings such as churches, theatres, concert halls etc. have assistive listening systems. The following systems are available:
Audio Loop: People wearing hearing aids with a "T" switch can tune into the electromagnetic field generated by an audio loop that is attached to a microphone or sound source.
Infra Red System: Sound can be transmitted as infra red light waves. A transmitter is attached to the sound source and a receiver worn to pick up the sound.
FM System: Sound is transmitted as FM radio waves from a speaker, using a transmitter, to the listener wearing a receiver. This system is used in classrooms and for lecture tours..
LANGUAGE
When writing or speaking about people with disabilities, it is important to put the person first. Group designations such as “the blind,” “the deaf,” or “the disabled” are inappropriate because they do not reflect the individuality, equality or dignity of people with disabilities. Following are examples of positive and negative phrases.Note that the positive phrases put the person first. Use this list as general guidance, but also remember, individual preference will vary. If in doubt: ask people what terminology they prefer.
POSITIVE LANGUAGE NEGATIVE LANGUAGEPerson with intellectual disability Retarded, mentally defectivePerson with visual impairment, person who is blind
The blind
Person with a disability The disabled, The handicappedPerson who has a hearing impairment, Person who is deaf
A hearing loss, the deaf
Person who has multiple Sclerosis Afflicted by MSPerson with Cerebral Palsy CP victimPerson with Epilepsy Epileptic Person who uses a wheelchair Confined or restricted to a wheelchairPerson who has Muscular Dystrophy Stricken by MDPerson with a physical disability Crippled, lame, deformedUnable to speak, uses synthetic speech Dumb, muteSeizure FitPerson with psychiatric disability Mental, Crazy, NutsPerson who no longer lives in an institution
The de-institutionalised
Successful, productive Has overcome his/her disability; courageous (when it implies someone has courage, merely because they have
a disability).Person without a disability Normal person (implies that a person
with a disability is not normal)Person has a disability Suffers from a disability
HOW TO ADVISE STAFF ON DISABILITY AWARENESS
Everyone has different levels of contact with people with disability. As a result, some of your employees/volunteers may be concerned that they will embarrass themselves or a co-worker with a disability by saying or doing the wrong thing. This can lead to uneasiness when meeting a new employee/volunteer with disability or potentially result in misunderstanding and anxiety for both the co-worker and the new employee/volunteer.
Disability awareness can be discussed during team meetings, at special training sessions (such as disability awareness training) or you may prefer to provide staff with printed materials, including checklists and factsheets. It is highly recommended that you discuss your approach with the employee/volunteer with disability, to ensurethey are comfortable with this approach. They may also be able to provide you with more tips and assistance.
DISABILITY ETIQUETTE A basic understanding of disability etiquette can help make employees feel more comfortable when interacting with coworkers and supervisors with disabilities and can help prevent awkward situations. Good disability etiquette can also expand business opportunities and help organizations serve customers more effectively.
What is Disability Etiquette?
Disability etiquette refers to respectful communication and interaction with people who have disabilities.
Basic Disability Etiquette
The principles of disability etiquette are fairly simple. First and foremost, rely on common sense to guide your interactions with people with disabilities and behave in the same courteous and respectful way with individuals with disabilities that you would with anyone.
Beyond that, there are several simple steps everyone can take to ensure appropriatedisability etiquette:
Use "people first" language which recognizes that individuals are more than their disabilities.
Don't ask questions about a person's disability unless it is brought up by the individual.
If you offer assistance, wait until the offer is accepted. Then listen to or ask forinstructions.
Speak directly to the person.
Don't be afraid to ask questions when you are unsure of what to do.
When introduced to a person with a disability, it is appropriate to offer to shakehands. People with limited hand use or who have artificial limbs can usually shake hands. (Shaking hands with the left hand is also an acceptable greeting.)
Treat adults as adults. Address people who have disabilities by their first names only when extending the same familiarity to all others.
THE DO’S AND DON’T’S OF DISABILITY ETIQUTTEWhat to DO?• DO remember that people with disabilities have abilities.• DO ask people with disabilities what terminology they prefer; not all people with disabilities use the samewords to describe themselves and their disabilities.• DO familiarize yourself with appropriate ways of communicating with people with disabilities • DO ask first before assisting a person with a disability. Wait for acceptance and instructions before you help.• DO be considerate of the extra time it may take a person with a disability to walk, talk, write, etc.• DO use common sense and apologize if you offend someone.• DO identify yourself verbally to a person who is blind or visually impaired, i.e. “Hi, Mary, this is John Doe.”• When you meet someone seated in a wheelchair, DO extend your hand to shake if that is what you normally do. A person who cannot shake hands will let you know.• If you encounter a person having a seizure, DO remove from the area any objects that might cause further injury, i.e. chairs, tables, etc.What NOT to DO?• Do NOT refer to individuals by their disability. A person is not a condition.• Do NOT block ramps or park in disability-designated parking spaces.• Do NOT emphasize disability over other characteristics when describing a person with a disability.• Do NOT use “normal” to describe someone who is not disabled, implying that someone with a disability is not normal. Instead, say that the person is “non-disabled.”• Do NOT interact with a service dog while it is working (in harness).• If you encounter a person having a seizure, do NOT try to put anything in his/her mouth, give him/her something to drink or restrain his/her movements.• Do NOT be overly friendly, paternalistic or condescending, or assume you need to speak loudly when speaking to a person with a disability.
How often do you?• Challenge others who tell derogatory jokes about people with disabilities?• Accept and reinforce the fact that not everyone has to act or look a certain way to be successful or valuable?• Take responsibility for helping people feel welcome and accepted?• Empower people with disabilities, assigning responsibility to them as often as others?• Disregard physical characteristics when making decisions about competence or ability?• Make assumptions about a person’s capabilities before you gave them a chance to compete.
• Get to know people with disabilities?
Advantages of an Inclusive Culture
Helps the organization create a reputation as an “employer of choice” and thereby attract diverse job applicants, including those with disabilities.
Increases the likelihood that employees with non-apparent disabilities will disclose to their supervisor or human resource representative.
Increases employee job satisfaction, engagement, and retention.
Reduces turnover and absenteeism.
Improves accessibility for employees and customers.
Communicating an Inclusive Culture
There are a variety of ways that organizations, supervisors and HR professionals can create an environment that is welcoming and inclusive of people with disabilities.
Include individuals with disabilities as part of your company's diversity statement.
Ensure website accessibility.
Offer written materials in alternative formats.
Include an Equal Employment Opportunity statement in job advertisements and notices.
Create and publicize a grievance procedure to report, and seek resolution for, situations in which employees/volunteers believe discrimination and/or unfair treatment occurred.
Include images of persons with disabilities in marketing and outreach materials. Whenever possible include one of the 12 universal access symbols.
Train front-line managers to focus on job performance of individuals, not their disabilities.
Train all front line staff to understand disability disclosure for people with disabilities and aging populations in interviewing and accommodations requests
Provide diversity training to employees/volunteers on disability issues in the workplace.
Implement effective accommodation policies and practices.
Use a centralized funding model for covering the costs of disability related accommodations.
Advertise open job positions on job boards and media known to be utilized by persons with disabilities.
Ensure physical accessibility.
Establish a disability-focused employee resource group and provide top management support for the effort.
MAKING YOUR WORKPLACE ACCESSIBLE
People with disabilities have skills, abilities and experience that can add value to your workplace. By making your workplace accessible to both employees and volunteers with disabilities, you create a win-win situation. You create a workplace where anyone can work and be productive, you find the right person for the job and you allow workers with all types of abilities to work in the marketplace.
BASIC TIPS FOR CO-WORKERS
The most important advice that you can provide for staff on disability awareness is toremember to treat each person as an individual. People with disability should be treated just as other employees/volunteers would want to be treated.
It is also important to provide the following basic tips to staff:
Avoid asking personal questions about someone’s disability. Be considerate of the extra time it takes for a person with particular disabilities
to do or say something.
Be polite and patient when offering assistance and wait until your offer is accepted. Listen or ask for specific instructions-be prepared if your offer is refused.
Relax. Anyone can make mistakes. Offer an apology if you’ve feel caused embarrassment. Keep a sense of humour and be willing to communicate.
WORKING WITH COLLEAGUES WITH DIVERSE ABILITIES
You may find the following tips useful in working with colleagues who have a diverserange of abilities, including people with a disability:
Productive staff benefit from sufficient breaks, workload management tools (for example, task lists, project plans), time management tools (such as a diary) and an environment free from distractions (particularly noise). This is particularly relevant for people who have attention, concentration and memoryproblems.
People with a visual impairment usually hear perfectly well and do not need tobe spoken to loudly or more slowly. People with a hearing impairment usually prefer others to speak to them a little more slowly.
Guide Dogs are working when they are in harness, and should not be patted or fussed over.
A person’s speech or body language does not reflect intelligence, so if a person speaks slowly or at an unexpected pitch or volume, it is not a reflectionof their intellectual capability.
People with a hearing impairment may find it difficult to understand what you are saying if you do not speak directly and clearly.
If a person is accompanied or assisted by an interpreter or a friend, direct your conversation to the person themselves and not the interpreter or friend.
People using a wheelchair or similar aids will ask for assistance if required, and appreciate others not moving them or their aid without their permission. Some people in wheelchairs can stand or walk for a limited period with assistance.
If someone is talking slowly, be patient and let them finish. Don’t finish their sentences for them. Some problems that look like they are performance related could actually be resolved through making reasonable adjustments. For example, a condition
which is exacerbated by significant stress could be alleviated by actively managing the employee’s workload and timeframes.
Psychiatric disabilities can develop over time and changes in medication may affect performance at work.
IMPROVIDING ACCESSIBILITYImproving accessibility benefits everyone. The physical work environment should promote independence and full participation of people with disabilities. Eliminate existing barriers and make a plan to increase accessibility, including accessible technology and web based applicant systems, increasing accessibility will:
Reduce the potential of unintentionally screening out applicants with
disabilities Ensure access to good and services for employees/volunteers and customers
or clients with disabilities.
ELECTRONIC AND INFORMATION TECHNOLOGY ACCESSIBILITY
Inaccessible electronic and information technology (IT) often present significant barriers to people with disabilities in the workplace. The costs associated with making electronic and information technology accessible does not have to be high. Areas in which to address accessibility include:
Web-based intranet and internet information and applications
Email and other electronic correspondence
Software applications and operating systems
Telecommunications products
Video and multimedia products
Desktop and portable computers
Self-contained, closed products such as calculators, copy machines, and printers
Online job applications
ATTITUDES AND ACCESSIBILITY
Misconceptions that employees/volunteers may have about disabilities can be the most significant employment barrier that people with disabilities face. Possible attitudinal barriers for employees with disabilities can include:
Inferiority: The employee/volunteer is seen as a "second-class citizen"
Pity: People feel sorry for the employee/volunteer and are patronizing as a result
Hero Worship: People consider a person with a disability living independentlyto be "special"
Ignorance: The employee is dismissed as incapable because of his or her disability
Multi-sensory affect: People assume that the employee/volunteer's disability affects his or her other senses
Stereotypes: People make both positive and negative generalizations about disabilities
Backlash: People believe the employee/volunteer is being given an unfair advantage because of his or her disability
Denial: People may not believe that hidden disabilities are legitimate and therefore do not require accommodations
Fear: People are afraid they will offend an employee/volunteer with a disabilityby doing or saying the wrong thing and, as a result, will avoid the employee
There are tools and resources available to all employers to help break down attitudinal barriers in the workplace. Some effective strategies to correct misconceptions and foster changes in attitudes about disabilities include:
Engaging employees /volunteers in discussions regarding disability issues
Providing training to increase employees' perspective and understanding of disabilities
Facilitating engagement with people with disabilities through internship programs, mentoring days, and volunteer opportunities with organizations servingpeople with disabilities in the community.
BIBLIOGRAPHY/REFERENCES
Anti-Discrimination Commission Queensland. (n.d.). What We Do. Retrieved September 22, 2015, from Anti-Discrimination Commission Queensland: wwww.adcq.qld.gov.au/about-us/what we do
Australian Government-Jobaccess. (2015, August 20). Disability Awareness Training. Retrieved September 30, 2015, from Jobaccess: www.jobaccess.gov.au
Australian Government-Jobaccess. (2015, August 20). How to advise staff on disability awareness. Retrieved September 10, 2015, from Jobaccess: www.jobacccess.gov.au/employers/supporting-and-retaining-new-staff/disability
Australian Government-Jobaccess. (2015). Jobaccess-Disability Awareness. Australia: Australian Government.
Australian Government-Jobaccess. (2015, July 16). Myths about Disability. Retrieved September 16, 2015, from www.jobaccess.gov.au
Boyce, S. (2014). Disability Awareness Training-Professional Training. Retrieved September 10, 2015, from Discovering Disability and Diversity: www.discovveringdisability.com.au
City of Lake Macquarie. (n.d.). A Guide to Disability Awareness and Communication. City of Lake Macquarie.
Disability Champions Partnership. (2014). Guide to working with people with diverse abilities. Brisbane: Queensland Government.
Disability Discrimination Legal Advocacy Service. (2001, February). Disability Discrimination Handbook-A Guide for people with disablities to their rights under the Queensland Anti Discrimnation Act and the Commonwealth Disability Discrimination Act. Brisbane, Queensland: Australian Human Rights Commission.
Disability Discrimination Legal Service. (n.d.). Disability Discrimination: Know Your Rights. Disability Discrimination Legal Service.
Employer Assistance and Resource Network. (2013, September 10). Workplace Accessibility. Retrieved September 10, 2015, from AskEARN: www.askearn.org/refdesk/Inclusive-Workplaces/Work-Accessibility
Employer Assistance and Resource Network. (2014, January 28). Creating An Inclusive Work Environment. Retrieved September 10, 2015, from AskEARN: wwww.askearn.org/refdesk/Inclusive-Workplaces/Creating-an-Inclusive-Work-Environment
Human Rights and Equal Opportunity Commission. (n.d.). Issues Paper 2: Issues Facing People With Disabilities-What Factors Impact On People With Disabilities Seeking To Enter and Remain in Employment? Australia: Human Rights and Equal Opportunity Commission.
JWOD-NISH. (n.d.). Creating Employment Opportunities For People With Severe Disabilities.
Ontario Ministry of Economic Development & Infrastructure. (2015, May 23). Making your workplace accessible. Retrieved September 2, 2015, from Ontario Ministry of Economic Development & Infrastructure: www.mcss.gov.on.ca/en/mcss/programs/accessibility/understanding-accessibility
UNICEF. (2009). It's About Ability-Learning Guide On The Convention On The Rights Of People With Disabilities. New York: UNICEF.
