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Fred ’ s suggestions for interacting with someone who has a disability .
You may have heard this a million times , but it ’ s true , we ’ re all “ people ” first , so you should use “ people first ” language . This is an acknowledgement that a person ’ s disability does not define them , but their humanity does . For example , instead of saying , “ a disabled person ” you should say , “ a person with a disability .”
Always speak directly to the person with a disability . If they use a wheelchair or if they are a little person , you should kneel down on one knee , or for extended conversations , you should sit in a chair . It ’ s always best to have level eye contact with the person who has the disability .
Easterseals’ Employment Services throughout the
United States command attention during National
Disability Employment Awareness Month
October is recognized as
National Disability Employment Awareness Month
throughout the United States
E
asterseals, a leading service provider
and advocate for people with disabilities
in the U.S., is driven by its purpose to
change the way the world defines and
views disability by making profound, positive
differences in people’s lives every day. For more
than 100 years, the non-profit organization
has accomplished this through the delivery of
critical services and powerful advocacy focused
on ensuring that the one in four Americans
living with disability today realize their potential
so they can fully participate in life. Its National
Network of 67 Affiliates provides a variety of
home - and community - based services to
children and adults with disabilities, veterans,
seniors and their families - regardless of age or
ability - throughout the country.
One of Easterseals’ key programs offers
workforce solutions designed to secure
meaningful employment for people with
disabilities, including veterans and older adults.
“Only 19% of people with disabilities are
employed, compared to 66% of nondisabled
people,” said Angela F. Williams, Easterseals
President and CEO. “Plus, significant disparities
in the median incomes for people with and
without disabilities still remain. According
to the 2015 U.S. Census, median earnings for
people without disabilities were more than
$30,469 compared to the $20,250 median
income reported for individuals with a disability.
Easterseals is committed to changing these
inequities.”
Partnering with job seekers to identify their
interests and assess their skills, Easterseals
then provides training which prepares the
candidate for employment interviews and
additional supports as needed including resume
writing, practice interviews and coaching.
Easterseals also works with the employer to
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“ Only 19% of people
with disabilities are
employed, compared
to 66% of nondisabled
F. Williams, Easterseals
people” Angela
President and CEO.
assure the candidate’s success once hired
including workforce accommodations, assistive
technology, job coaching and transportation.
Many U.S. corporations are realizing
quantitative and qualitative benefits by
hiring people with disabilities, captured in
a 2018 Accenture Study: Getting to Equal.
Among Study findings: companies deemed
“Disability Inclusion Champions” realize higher
shareholder returns and were, on average, two
times more likely to outperform their peers
in terms of total shareholder returns. These
same businesses achieve 28 percent higher
revenue and 30 percent higher profit margins
compared to companies that do not include
people with disabilities in their diversity and
inclusion strategies. The qualitative benefits
are equally impressive: higher retention
rates among employees with disabilities, by
up to 30 percent, when a well-run disability
community outreach program is in place;
increased productivity as reflected in a DuPont
employee survey that found when employees
with disabilities are graded on the same scale
as nondisabled employees, 90 percent of them
received performance ratings of average or
above; enhanced overall employee morale as
evidenced in studies that reflect nondisabled
employees’ expectation and appreciation of a
more inclusive work environment which they
believe is better for everyone.
Persons with disabilities bring strengths such as
problem-solving skills, agility, persistence and
a willingness to experiment to the workplace
– all qualities essential for innovation. Such
has been the experience of Cincinnati-based
Procter & Gamble. The company approached
Easterseals when it sought individuals on the
autism spectrum to expand neurodiversity in its
workforce. Neurodiversity is the concept that
people with autism spectrum disorder (ASD),
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