1. Our Differences Drive Our Greatness

2. Introductions & Agenda
We are…
Definitions
UMN process
Case Studies
Best Practices
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3. 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.
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4. UMN Process umn.edu/jobs Office of Human Resources
Talent Acquisition Team, Diversity & Inclusion Recruiters:
Simone Brown Thunder,
Marvin Banks,
Patricia Izek,
Disability Resource Center (DRC)
Phone: ,
Report Disability-Related Access Issue
Patricia

5. 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.
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6. 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.
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7. Models of Disability
Social Model!
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8. Staci / Todd

9. Access Environments Physical Informational Program/Policy Attitudinal
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10. Workplace Accommodations
Use an interactive process when exploring possible workplace accommodations.
Job Accommodation Network
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11. 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
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12. 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
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13. 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
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14. 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
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15. 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.
Patricia
Examples: an applicant with an Asian name is assumed to have great math skills

16. 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
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17. 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.
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18. Questions & Suggestions
Patricia & Staci

19. Thank YOU!
Patricia & Staci