Scene Two: March 23, 2007:
Including and Engaging People with Disabilities: Don't "Dis" Abilities!
Engage Employees and their expertise!
The second session of the Series focused on what people can do to raise their personal awareness around disabilities. It provided both employees and employers tools and strategies to effectively include and engage people with disabilities in the workplace.
The participants were divided into two groups at the end of the session: Personal Development and Change Agent. Each group responded to questions prompted by a video clip of a meeting involving a person with a disability.
In the video clip, Bill is hired to help a failing company get back on its feet. The key members in the meeting do not know that Bill has a disability, and are surprised when Bill walks in with a limp and speech impairment. Each group responded to different questions.
Personal Development:
Discuss what could have been done to make the situation more comfortable for you?*
- Shocked the group
- Could have prepared the group about what they would see
- CP (Cerebral Palsy) brings with it possible perceptions
- Energy was bad in the group
- What makes him so special?
- More information on ability, background and credentials to raise anticipation and credibility
- Since he was not an "Us" we should have been more prepared
- Timing could have been arranged differently so Bill had arrived first
- Each member could have introduced themselves
- Have a copy of Bill's resume and recommendations first
- Welcoming tome could have broken the ice
Would you have preferred to know about Bill's disability before the meeting?*
- There should have been more information about Bill no matter what
- It's tricky but the group should have been prepared
- Ask the candidate
- We want to be legally compliant/HR compliant
- Feel it would have been common courtesy
- Yes, definitely - there was too much shock value and no one was prepared
- No - everyone should be treated the same
How would that knowledge have changed the progression of the meeting?
- It would have been more upbeat and positive with more background on Bill
- May have prevented the nasty comment that was made (2)
- Wrong to set him up as a hotshot savior - could sabotage any person
- Better focus on issues
- The shock value could have been prevented
- The focus would have been beyond the disability and onto the task at hand
If everyone knew about Bill's disability before he arrived, how might that affect Bill?
- Bill may be more comfortable
- He may have felt patronized
- Depends on his mindset or his own developed strategies
- He may not feel equal because he doesn't like that people have to be warned and that might make him angry
- It could have caused a 50% interaction
- Not really sure - we feel Bill has confidence in who he is and his abilities
As a result of watching the vignette, what do you know about Bill?
- He's a hot shot and a savior
- Highly qualified
- Bring it on home
- Doesn't shy away - got into it
- Confident
- Strong, willing participant, intelligent
Change Agent:
Which barriers are universal among members of your group?
- Time
- Stress
- Lack of information (2)
- Thought Bill has a learning disability as well as physical
- Thought he was a "hot shot" like Stephen Hawkins
- How will I communicate with him?
- Will this slow us down?
- Discomfort/lack of knowledge around the disability
- Personal bias/snap judgements/exposure
- Complicated (real or perceived) legal issues
- Time and willingness
- Cost and workload involved in accommodation
- Letting pity get in the way
- Dealing from assumption rather than from facts
- Perceptions
- Money
- Recruiting
Are any unique to your organization?
- Yes - factory environment
- Contractual requirements
- Activity-based type of work
- All - fear of the unknown
- No
Which can be addressed through employee training?
- All of them
- Lack of information
- Perceptions
- Ergonomic issues
- Change environment
- Involve EE's with disabilities on training
Which might be corrected by modifying policies?
- All of them
- Time
- Recruiting
- Contract requirements
- Make money available to accommodate disabilities
* It is illegal to disclose a person's disability regardless of what it is. "It is similar to disclosing that a person has HIV," says Kurt Kuss. The civil rights legislation in the ADA prohibits any discrimination based on a person's disability. Disclosing any information about a person's disability sets up discrimination. The intent of the legislation is to eliminate any discriminatory behavior that would put a person with a disability in a vulnerable position.
Barbara Ceconi and Kurt Kuss of Access Umbrella, Inc. were the presenters for the second session, March 23, 2007, on including and engaging people with disabilities in the workplace.
Scene Two was the second session of the 2007 NW Diversity Learning Series held in Seattle Washington, Life theater - Inclusion and Engagement: Challenging and Expanding My diversity Competency: Moving Beyond My Comfort Zone. The Series is organized by The GilDeane Group, publishers of DiversityCentral.com.