Our Differences Drive Our Greatness

Introductions & Agenda We are… Definitions UMN process Case Studies Best Practices Patricia & Staci 2

Defining Disability Disability is defined as: A physical or mental impairment that substantially limits one or more major life activities (including, but not limited to, caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, working, and operation of a major bodily function). ADA 1990; ADAAA 2008 The University of Minnesota values diverse identities, and honors disability as an important aspect of human diversity. Staci

UMN Process umn.edu/jobs Office of Human Resources Talent Acquisition Team, Diversity & Inclusion Recruiters: Simone Brown Thunder, Email: brow2789@umn.edu Marvin Banks, Email: bank0124@umn.edu Patricia Izek, Email: izekx001@umn.edu Disability Resource Center (DRC) Phone: 1-612-626-1333, Email: drc@umn.edu Report Disability-Related Access Issue Patricia

State of MN Employment Resources for People with Disabilities Minnesota offers employment resources to assist people with disabilities. Counselors at these programs know about disabilities, workplace demands, and community resources. They can help you choose the best options. https://www.careerwise.mnscu.edu/guide/disabilities/disabilitiesemployment.html https://mn.gov/admin/assets/minnesotans-with-disabilities-popnotes-march2017_tcm36-283045_tcm36-283045.pdf Patricia - second site slide 7

Disability Resource Center (DRC) Works in partnership with students, faculty, staff and guests of the University to eliminate or minimize barriers and facilitate inclusion on campus. Determines accommodations to remove barriers for individuals in the University Community. Connects individuals to resources within the University and larger community. Provides Outreach to the University community to educate around ways to increase access for everyone. Staci

Models of Disability Social Model! Staci

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Access Environments Physical Informational Program/Policy Attitudinal Staci

Workplace Accommodations Use an interactive process when exploring possible workplace accommodations. Job Accommodation Network www.askjan.org Staci

Examples of Workplace Accommodations Making existing facilities accessible Providing qualified interpreters Ergonomic Equipment Computer Accommodations Document conversion Providing a job coach Modified work schedules Remote work arrangements Medical Leave of Absence Breaks Providing information in alternative formats Staci

Case Study 1 Employee works in an administrative support role in a large office setting. Employee has limitations with speaking, mobility and sensitivity to extreme temperatures. Accommodations: Accessible parking Paratransit service Power door access Private office Communication aid/ voice amplifier Temperature control: AC and space heater in office Remote work on very cold and very warm days Staci

Case Study 2 Employee works in a student advising role. Employee has limitations with focus, concentration, and fatigue. Accommodations: Weekly meetings with supervisor to discuss status of projects. Tape record meetings with supervisor and colleagues. Provide written information/instructions when possible. Job coaching: strategies for organization, management of workflow. Proximal parking Flexible work schedule Service dog Staci

Case Study 3 Accommodations Employee works in a material storage facility. Employee experiences migraines triggered by environmental factors including fragrance, noise, and fluorescent lighting. Accommodations Sunglasses or a visor Noise cancelling headphones Computer modifications: Monitor brightness, background/text colors Signage requesting that staff and visitors refrain from using fragrance products Access to a private space when experiencing migraine Staci

Implicit / Unconscious Bias Implicit Bias and Unconscious Bias platform upon which our unwitting discrimination rests Implicit Bias and Unconscious Bias Definition: The positions (beliefs) we hold about others that are influenced by past experiences, forming filters that cause conclusions to be reached, about groups or ethnicities, by ways other than through active thought or reasoning. The paradox of both Implicit Bias and Unconscious Bias is that they are intangible states of mind. One cannot actually DO an Implicit Bias or an Unconscious Bias. Looking at this definition, there are three terms that illustrate this paradox; ‘positions’, ‘filters’, and ‘conclusions’. One cannot DO a position – We HOLD a position. One cannot DO a filter – We FORM filters. One cannot DO a conclusion – We REACH a conclusion. http://insighteducationsystems.com/unconscious-bias-implicit-bias/ Patricia Examples: an applicant with an Asian name is assumed to have great math skills

Implicit / Unconscious Bias Studies show that 67% of us are “uncomfortable” interacting with people obviously disabled, so the challenge of overcoming unconscious bias must be addressed first during the interview process. More Tips: Start by including disability as a part of your diversity program Establish hiring goals and put metrics in place to measure progress Train supervisors and hiring managers on unconscious bias toward the disabled Provide training for all employees that builds awareness of implicit biases and ways to overcome them Create recruiting materials that include disability in your diversity program Consider an employee resource group /affinity group for disabled employees Don’t treat disability as taboo; have discussions around it Make sure all positions have documented descriptions and measure applicants against their ability to perform them with reasonable accommodations, if necessary https://www.digitalchalk.com/blog/unconscious-bias-and-the-disabled Patricia

Enhancing Climate:Best Practices Address individual needs in an inclusive manner Welcome everyone Be approachable and available Avoid stereotyping Recognize diversity and cultural differences Use inclusive language Consider access when planning Maintain the confidentiality of disability and health information Avoid focus on what the medical condition is Focus on what employee CAN do and also how their documented functional limitations impact their ability to perform required and essential job tasks. Be open to suggestions and share yours about possible adjustments/accommodations. Staci

Questions & Suggestions Patricia & Staci

Thank YOU! Patricia & Staci