Our conclusions, as detailed in this report, entitled The Future of Disability in America, document the sobering reality that far too little progress has been made in the last two decades to prepare for the aging of the baby boom generation and to remove the obstacles that limit what too many people with physical and cognitive impairments can achieve.
Certainly not all of these accommodations need to be in place for the first day of work, but an awareness of the potential need and a willingness to implement accommodations as part of your company culture will help any employer successfully onboard new employees.
“What is notable about these findings is that despite all the many challenges these children face in relation to their chronic medical or developmental diagnosis, being bullied or excluded by their peers were the factors most likely to predict whether or not they reported symptoms of depression,” study leader Dr. Margaret Ellis McKenna, a senior fellow in developmental-behavioral pediatrics at the Medical University of South Carolina, said in an American Academy of Pediatrics news release.
For many of you, spring break is your chance to sleep in, hang out with friends, or take a vacation with your family; however, for juniors just starting their college search and for seniors making their final selection, spring is the prime time for visiting college campuses.
JAN’s Occupation and Industry Series is designed to help employers determine effective accommodations for their employees with disabilities and comply with title I of the Americans with Disabilities Act (ADA).
Building an Inclusive Workforce: A Four-Step Reference Guide to Recruiting, Hiring, and Retaining Employees with Disabilities
This colorful resource includes examples of inclusive workplaces and links to many different resources for employers and those who encourage inclusive employment.
Recruitment: Workers with Disabilities: Where Can Employers Find Qualified Applicants with Disabilities?
Comprehensive information for employers about recruiting and hiring qualified applicants with disabilities is available in the Recruitment and Retention section of Office of Disability Employment Policy (ODEP) website.
Still another rationale used to support technical standards is that in order to teach a student or patient, a nurse needs to be able to do everything that could potentially be taught, explains Beth Marks, RN, PhD, assistant director of the Rehabilitation, Research and Training Center on Aging with Developmental Disabilities at the University of Illinois in Chicago.
A colleague in a wheelchair goes into an underground passage connecting two campus buildings. Once the entrance locks behind him, he discovers that the door at the other end refuses to open with his swipe card. Although he is a vigorous man of middle age, the maintenance worker who comes to his rescue calls him Pops.
A student with a sensory-processing disorder needs to sit in the front row of class and take notes on a laptop computer, but the professor insists that laptops may be used only in the back of the room. After the student explains her situation, he announces to the entire class that he is making a “special exception” for her.
I heard these and other stories about broken elevators, stairs without handrails, and inaccessible bathrooms at a recent panel on disability and the university that I organized on campus for students, faculty, and staff from our Office of Disability Services.
That position still remains a hope, but I am beginning to think that this opening up of the inner sanctum of diversity to admit the abject may well never happen—not because scholars or administrators are mean or ignorant, but because diversity as an ideological paradigm and a course of study is structurally related to the goals of neoliberalism.