Swimming in the Mainstream

I would like to have employers presume competence and ability in all potential employees. I would like them to share reservations or concerns if they have them but I know that each person with a disability has skills, talents and a marvelous capacity for adaptation that can serve the wonderful world of work if we are given the opportunity. If we can climb mountains, run races, compete in the paralympics and achieve graduate degrees, I suggest that our abilities to contribute are limitless. Risk taking employers are invited to respond.

To Employeres who have a genuine commitment to hiring persons with disabilities,

Train your HR recruiters and your staff well. Awareness is key to the success of both the company and the individuals involved.

Structure your hiring practices with a proactive philosophy. Hire well and offer a foundation for growth. Make sure you do not limit your commitmnet to potential employees. Include existing employees in awareness training. They will be instrumental in makeing your commitment a reality.

Train leaders to look for the potential rather than focusing on limitations.

Barney and Helen have summed it up pretty well.
I think my advice would be to as an organization, from the cleaners up the ceo and cfo, go beyond your expectations, your fears, your prejudices .
ML . King said he hoped one day his children wouldn't judged on the colour of their skin but on the content of their character. I'd add that I would hope one day that all people would not be judged at all but assessed on their abilities to do the job no matter what their disability, their age, their sexual orientation, their gender, their ethnic culture, their religion or lack of it .

People really are people , we all have the same wants , the same needs, the same desires. Our children, siblings, parents, spouses , grandparents all want the same things anyone else does.

I think the best thing business needs to know when hiring a person with a disability is that it's a person first and last and that disability may make them unique in a way you'd never experience.

Hopefully we've a long way from having to hide a disability like FDR did and yet look at what he accomplished and how's he 's respected despite having polio and having to be in a wheelchair.

When a disabled person sends along his/her resume it would certainly be nice to receive a reply back that someone else has been selected for the position. Why? Because it usually takes a little more time for the disabled person to get credentials, resume, and cover letter together let alone print and personally drop off, or send to the company. Even if the person isn't selected for the position it's kind of refreshing to learn that the employer did go over the material you sent.

As a final cap to this series, I would ask every employer to take a minute and think about the word "disability".
You will never know our true "ability" until you give us a try
"Dis" could be the best person you could ever hire. Take the chance you take on other people. YOU WILL BE SURPRISED.

I want to tell the employers that they shouldn't presume anything about a visually impaired interviewee before giving him/her a fair chance. Many a times, their prejudiced presumptions steal the future of the prospective visually impaired candidates.

What happens when a disabled person attempts employment, within a Union, Company?

What happens, when a enthusiastic, well intentioned, employer hires a person who is disabled, and only has certain, limited capabilities?

Since Unions, usually require that any employee must, rise within the ranks, based on attrition and openings, the disabled person, probably will not, be considered, up front.

Should the person, be hired, chances are that, the employment will not prove, to be, permanent.

The well intentioned employer hires the disabled person, for an entry level job. The person is trained, capable and becomes a trusted, reliable, and well liked worker.

As time goes on, Mr. well intentioned, sees a chance, for that deserving, disabled worker, to promote, and thus, abetter himself.

Pressure is applied on the worker, to take advantage, of this advancement, and pressure causes problems.

The worker immediately reacts, to the pressure, becomes confused, frustrated, and agitated.

The worker begins, to act out, in odd and unacceptable manners.

The great worker, becomes seen as an ingrate, and obviously does not appreciate the employers kindness and goodness. The employer is hurt and dismayed, with this behavior, and attitudinal change.

The great employee looses his job.

The great worker, looses faith in himself, looses self esteem, and very often, may loose the work skills, before he can ever become employed again.

The above rationale, is why professional job placement and subsequent follow up, is so very necessary.

C. Fred Stout

San Antonio, Texas

Here's my word of advice for employers:
Be willing to reach compromises with your employees regarding disability accommodations. It's ok to ask questions, but you should not refuse accommodations. Here's an example: a visually impaired student taking a technical support position. The user will likely need to install a screen reader on one of the ocmputers in the workplace. In addition, he may need to put labels on the phone to know which button he is pushing. A light sensor might be necessary if the user is taking calls on a multi-line phone. Some employers might think it is ok to refuse such accommodations. This is especially ture if the employer is concerned about background noise in the office, software that is not normally installed on the computer, or being able to operate the phone. The employer can sk questions about the employee's accommodations. Some possible questions might include:
How can you access the computer without vision? How will you know which line is ringing when you answer the phone? How can you identify the buttons on the phone? You can request that the employee use a headset to listen to the screen reader in order to keep from distracting other employees. In addition, the employee might choose to turn the sound off and use a braille display. In addition, if you are having trouble accommodating the employee, let him know right up-front so he can find another workplace. Don't just hire him and then refuse to work with him just because he is visually impaired. Other users can send comments to ericp@teleport.com

I would like to touch a bit on what Eric says. I was a receptionist at a nonprofit organization for a few years. One of my duties was to answer the front-desk phone and occasionally make business-related calls. I am blind with only light perception in both eyes. The phone at the front desk had pieces of Velcro on a few buttons such as each of the staff extensions and the voicemail transfer button. This worked out quite well for me, and nobody in the organization had a problem with it. When I typed out things for the staff, I used JAWS or Window-Eyes for part of the time. However, VR was only willing to support me for part of the time. So I had to rely on a fully-sighted co-worker to dictate things for me part of the time.

Good job thanks! Best wishes to owner of this site!