Removing the “Dis” from Disabilities at Work

This article was published in the July 2008 South Dakota e-Labor Bulletin.

“Disability is a matter of perception. If you can do just one thing well, you're needed by someone."--Martina Navratilova

Overview

According to the U.S. Census Bureau, almost one in five Americans has some kind of disability. Over the past few decades, America has experienced somewhat of a makeover when it comes to the accommodation of those with disabilities. Several barriers and obstacles that once existed have been or are in the process of being lifted. Public accommodations, public services, communications and even public perception have all undergone changes to assist this important population. A number of doors have also been opened in terms of employment for people with disabilities.

There are a vast number of conditions that can constitute the word “disability.” The definition of this broad term varies depending on the source, but in general relates to physical, mental, sensory and intellectual limitations. The U.S. Census Bureau defines a person with a disability as “someone who has difficulty in performing functional tasks or daily living activities or meets other criteria, such as a learning or developmental disability.” Examples of disabilities can range anywhere from visual and hearing impairments to multiple sclerosis to autism.

Life with disabilities results in countless limitations for those living with such conditions. Not only do these limitations affect activities in the workplace, they often influence most aspects of life. Below are some findings the U.S. Census Bureau reports on disabilities in America. The findings were gathered by the 2000 Census and are based on the age five and over in the civilian non-institutionalized population.

• 19.3 percent (49.7 million) have a disability or long-lasting condition.

• 11.9 percent (21.3 million) of those aged 16 to 64 have a condition affecting their ability to work at a job or business.

• 8.6 percent (18.2 million) have a condition that makes it difficult to leave the home to go shopping or visit the doctor.

• 8.2 percent (21.2 million) have a condition limiting basic physical activities such as walking, lifting climbing stairs, carrying or reaching.

• 4.8 percent (12.4 million) have a physical, mental or emotional condition causing difficulty in learning, remembering or concentrating.

• 3.6 percent (9.3 million) have a sensory disability involving hearing or sight.

• 2.6 percent (6.8 million) have a physical, mental or emotional condition causing difficulty in dressing, bathing or getting around inside the home

• 41.9 percent (13.9 million) of those 65 and older have a disability. The likelihood of having disabilities increases with age.

Among other findings, individuals with disabilities have a higher unemployment rate, are more likely to receive welfare benefits and are more likely to live at the poverty level. They are less likely to have health insurance and experience lower income levels than the rest of the population.

Legislation

The Americans with Disabilities Act of 1990 (ADA) was signed into law on July 26, 1990, by President George H. W. Bush and prohibits discrimination based on disability. Title I of the ADA contains laws which prohibit discrimination against applicants or employees. This applies to all aspects of employment, including the job application process, hiring procedures, the discharge of employees, advancement opportunities, workers’ compensation and job training. Discrimination, when it comes to individuals with disabilities, may include the denial of employment opportunities to qualified job applicants, failure to provide necessary modifications in regard to training, adverse classification of employees, failure to make reasonable accommodations in the workplace and/or denial of advancement opportunities.

Other legislation which has advanced the progress toward employment accommodations is the Workforce Investment Act (WIA) of 1998. An act designed to work with America’s career centers to reform the nation’s job training system, WIA contains a section mandating individuals with disabilities be provided with reasonable accommodations and modifications for their disabilities.

Disabilities at Work

Given the combination of legislation such as the ADA and the increasing public awareness of disabilities, employers have taken several steps to remove barriers in the workplace. Making existing facilities readily accessible and modifying positions to accommodate various limitations has aided in the transition. Below is just a brief list of examples of some of the actions that have been taken.

• Designated, accessible parking spaces

• Modified curb cuts

• Ramps and elevators

• Repositioned telephones

• Braille markings on elevator control buttons, restroom doors and other signs

• Wider and unobstructed routes of travel

• Properly arranged tables, chairs, vending machines, display racks and other furniture

• Accessible restrooms and drinking fountains

• Power doors

• Flashing alarm lights

• Removal of high pile, low density carpeting

• Installation of handrails

• Memory aids such as organizers or schedulers

• Magnified written material

• Installation of proper office lighting

• Telecommunication devices for the deaf (TDDs)

• Amplification for various means of communication

Merging disabilities into the workplace has proven positive in many instances. Paul Schumacher, the Director of Vocational Services of the Aberdeen Adjustment Training Center, Inc. speaks highly of the employment opportunities available to their clients. The Center, which primarily serves people 14-years-old and older with developmental disabilities, bids on and maintains employment contracts with several local employers. According to Schumacher, “We have made accommodations at contract sites and for people who work competitively in the community.” He further notes, “These programs are great stepping stones that enable our clients to gain independence in the workforce and the community.” Many of the positions are janitorial in nature and are helpful in teaching work skills and social skills to those participating.

Our Role

South Dakota holds similar statistics as the nation in that 16.7 percent of our five-years-old and older population have some type of disability or long lasting condition.

Barrier-lifting workplace advances have been made at the state level by establishing the Disability Program Navigator (DPN) program. As part of a joint effort between the South Dakota Department of Labor and the U.S. Department of Labor, professionals have been trained to help link job seekers with disabilities to the career-related resources available at South Dakota Department of Labor and other agencies across the state. The program is designed to assist individuals with disabilities in the following ways:

• Serve as a resource for programs that assist in getting and keeping a job.

• Guide South Dakota Department of Labor staff in helping find and then navigate the complexities of various programs.

• Develop contacts and stay in touch with businesses to help people with disabilities find jobs.

• Establish partnerships with people in other agencies to coordinate services effectively, make system-wide changes as needed and learn better ways to serve individuals with disabilities.

• Make it easier for youth with disabilities to make the transition to the adult world of work, get jobs and become self-sufficient.

• Reach out to other agencies/organizations serving people with disabilities.

• Serve as a resource for the Social Security Administration’s:

  • Work incentives/employment support programs.

  • Protection and advocacy systems.

  • Employment-related demonstration projects.

For more information on the DPN program, contact Todd Kolden of the South Dakota Department of Labor at 605.773.4999.