Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
Transcript of DIsabilities
Provide information and outreach
Mandate increased awareness and education
Reexamine how work, productivity and accommodation, can go hand in hand
Look at abilities first and tailor assistance and mentoring to match
Establish pipelines to reach school-age recruits with disabilities Finding Solution Among people ages 21-64 in the U.S, during 2006. 12.9 percent had at least one disability—22.4million of the 173 million working-age adults.
The employment rate of working-age people with disabilities remains only half that of people without disabilities—37.7 percent compared with 79.7 percent in 2006. Big numbers ADA Amendments Act of 2008 PUBLIC LAW 110–325 SEPTEMBER 25, 2008
(a) Findings.--Congress finds that-
(2) people with physical or mental disabilities are frequently precluded from doing so because of prejudice, antiquated attitudes, or the failure to remove societal and institutional barriers; Employers need a mind-set shift when it comes to people with disabilities.
“Rather than saying we’ll give people with disabilities jobs based on good well, we need to think about the value of human capital and see people with disabilities as a critical component.”
HR professionals need to treat disability as a “lifespan issue,” to see employees as assets and to universally respond to the needs of all. A fresh Perspective On the supply side, there may be costs associated with employing people with disabilities, such as remedial education or training, the need for flexible work arrangements, and disincentive from disability income and health care.
On the demand side, barriers include employer discrimination and reluctance to hire, corporate cultures that are not disability-friendly, and the need for accommodations. Identifying Causes Employer’ lack of knowledge, awareness and comfort level with workplace disability issues often makes them view workers with disabilities as having too many limitations to perform jobs. Hire disabilities? Includes protection from discrimination based on a disability
Including access and accommodations for disabled employees
Tax credit (Internal Revenue Code Section 190 Barrier Removal) up to $15,000 is available to businesses of any size for the costs of removing barriers for people with disabilities First Deaf/blind person to earn a Bachelors of Arts Degree
Advocate for people with disabilities
Published several books
1921 The American Foundation for the Blind (Helen Keller cause) We will discuss some topics in support of disabilities
We will look at two laws:
The Americans with Disabilities Act
(ADA) of 1990
The Americans with Disabilities
Amendments Act (ADAAA) of
We will examine people with disabilities and how it affects them personally and the workforce Helen Keller 1880—
—1968 2008 The American with Disabilities Act (ADA)
is signed into law The Americans with Disabilities Amendments Act (ADAAA) 1990 Disabilities Presented by
Yue Liu Chapter 9 Make effective communication a priority.
Interacting with people who have disabilities Questions Nearly 50%of the HR professional polled said people with disabilities could not adequately perform required work duties. Relax Imagining how you would like to be treated if you were the disabled person
Interact with a person, not a disability. Do not pay more attention to the disability than is warranted.
Do not assume anything if you don‘t know, ASK.
Always speak to a disabled person directly, even if he or she is using an interpreter.
Be patient and willing to learn.
Offer assistance if it seems to be needed, and wait for your offer to be accepted before acting.