1 / 37

NAVIGATING THE WATERS: DISABILITY IN THE WORKPLACE

NAVIGATING THE WATERS: DISABILITY IN THE WORKPLACE. D.I.C.E. Assessment & Employment Counselling Services. The pessimist sees difficulty in every opportunity . The optimist sees opportunity in every difficulty Winston Churchill. LEARNING OBJECTIVES.

gordon
Download Presentation

NAVIGATING THE WATERS: DISABILITY IN THE WORKPLACE

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. NAVIGATING THE WATERS: DISABILITY IN THE WORKPLACE D.I.C.E. Assessment & Employment Counselling Services

  2. The pessimist sees difficulty in every opportunity. The optimist sees opportunity in every difficulty Winston Churchill

  3. LEARNING OBJECTIVES • Effects of disability on work performance and types of accommodations available • Factors to consider when disclosing disability • Proactive job development strategies for persons with disabilities

  4. RATIONALE Factoring disability and accommodation needs into the equation can bridge the gap between vocational assessment and job placement through a realistic employment goal that improves the odds for workplace success

  5. DISABILITY CONSTRUCTS

  6. DEMOGRAPHIC OVERVIEW

  7. National Unemployment Rate for People with Disabilities

  8. THE ROLE OF ASSESSMENT IN JOB DEVELOPMENT

  9. D.I.C.E. DISABILITY IMPACT ON CAREER/EMPLOYMENT

  10. WHAT IS D.I.C.E.? • A vocational self assessment tool for people with disabilities that explores: • effect of disability on career choice and work performance • accommodations needed

  11. D.I.C.E.....Cont’d • Opposite to medical model: participant is the expert on their disability • Equal attention given to strengths and abilities

  12. RESEARCH FINDINGS DISABILITY TYPE TASK CHALLENGES ACCOMMODATIONS

  13. DISABILITY TYPE

  14. TASK CHALLENGES

  15. TYPICAL ACCOMMODATIONS

  16. Typical Accommodations...cont’d

  17. DISCLOSURE

  18. DECISION TO DISCLOSE Factors to Consider • Will the disability affect job performance? • Is the disability visible or invisible? • At what stage are you in the hiring process?

  19. TIMING OF DISCLOSURE

  20. Timing of Disclosure …cont’d

  21. Timing of Disclosure …cont’d

  22. Timing of Disclosure …cont’d

  23. Timing of Disclosure …cont’d

  24. Timing of Disclosure …cont’d

  25. Timing of Disclosure …cont’d

  26. HOW TO DISCLOSE Explain in a clear, concise and positive way: • what the disability is • how it affects functioning and work performance • what adaptive coping strategies have been used in the past • what accommodations will be needed in the current job

  27. SKILL PRACTICE EXERCISE:NEGOTIATING ACCOMMODATIONS Group 1 George Welby: Diploma in Computer Programming/Web Design; spinal cord injury from diving accident Group 2 Lisa Longhorn: BA in Geography/Travel & Tourism Diploma; has bipolar disorder Group 3 Carl Holmes: technical sales professional; knowledge of solar energy: has epilepsy Group 4 Rachel Lightfoot: degree in Entomology: has a learning disability

  28. SKILL PRACTICE: QUESTIONS What accommodations do you think your candidate would need? How would you address the employer’s concerns and negotiate accommodations to achieve a win-win situation?

  29. PROACTIVE STRATEGIES FOR JOB DEVELOPMENT

  30. Employment Realities for People With Disabilities

  31. Employment Realities...Cont’d

  32. Labour Market Reintegration:Best Strategies • Long-term on-the-job coaching • Individualized action plans • Peer support/group discussion • Employer referrals to pre-screened candidates • Intergovernmental and government-industry sector partnerships • Recognition of increased social participation, volunteer placement and part time work as employment successes

  33. JOB CARVING • Business and diagnostic approach • Relationship based marketing • Allays employers’ fears regarding: • accommodation costs • reliability issues • customer perceptions • Fosters greater job retention

  34. JOB CARVING...Cont’d

  35. JOB CARVING...Cont’d

  36. JOB CARVING...Cont’d

  37. Everyone has talent. What is rare is the courage to follow the talent to the dark place where it leads. Erica Jong

More Related