Our disability inclusion training program gives employers and rehabilitation professionals the opportunity to discuss real cases, learn about their responsibilities, and find out what assistance is available to them. We cover a variety of topics, and each one assists you in recognizing and understanding barriers in employment for individuals with disabilities.
DisabiliTy ETIQuette and pErson firsT languagE
Talking about disabilities can be uncomfortable because no one wants to say the wrong thing. As part of our disability inclusion training, we teach you the basics such as "person-first language." Person-first language is essential because it puts the attention on the person and not their disability. For example, saying "person who uses a wheelchair" instead of "wheelchair bound" makes a huge difference!
OVercoming ATtitudinal Barriers
Research has consistently indicated that the greatest barrier in the workplace for people with disabilities is a negative employer attitude. For example, some employers believe that providing employees with a job accommodation is the same as giving them “special treatment.” Other employers believe that most job accommodations are expensive and, as a result, would cause an undue hardship. As part of our disability inclusion training, we take a close look at some of these negative attitudes and then discuss different strategies you can use to overcome them.
Accommodation requests and the interactive process
Recognizing an accommodation request is the first step. Monitoring the accommodation is the last step. As part of our disability inclusion training, we show you all the steps in the "interactive process." The U.S. Equal Employment Opportunity Commission (EEOC) recommends that employers use the interactive process when determining an appropriate accommodation.
disability Rights and ACCommodation policies
Knowing your rights under federal and state law is essential. Implementing a robust accommodation policy that aligns with federal and state law is critical. As part of our disability inclusion training, we provide you with a basic understanding of the American with Disabilities Act (ADA) and other applicable laws so you can create a clear and effective accommodation policy.
EMerging knowledge Areas: case management and disability management
Case management and disability management are two emerging knowledge areas for both HR professionals and rehabilitation professionals. In order to meet the demands of an employer effectively, these professionals must be well prepared in both traditional and emerging knowledge areas. As part of our disability inclusion training, we define the terms case management and disability management and then give you a few examples of how it plays out in the workplace.