1. Understanding and Engaging the Disability Community
Disability Inclusion
Understanding and Engaging the Disability Community
Presenters: Donna Teel, Program Development Specialist/NJ FGP Director, NJ Office of Volunteerism & Community Service
Kelly Boyd, Access & Functional Needs Planner, NJOEM

2. Inclusion
There are more than 56.7 million Americans with disabilities. Many see a need in their communities and want to contribute to creating a better world.

3. Defining Inclusion
“…an inclusive environment welcomes all people regardless of their disability…(it) is respectful, supportive, and equalizing.”
-From the Handbook for Inclusion of People with Disabilities in National and Community Service Programs

4. Major Federal Laws Related to Inclusion
The Americans with Disabilities Act (ADA), 1990 (amended in 2008)
Among other things, the ADA ensures access to the built environment for people with disabilities and it protects against discrimination.
The ADA applies to most public and private entities with 15 or more staff.

5. Major Federal Laws Specific to Federally Funded Programs
Section 504 of the Rehabilitation Act of 1973, as amended
Applies to any entity that receives federal assistance (including grant funds), services of federally sponsored participants, or federally sponsored training
Generally stricter than the ADA

6. A person with a disability is one who…
Has a physical or mental impairment that substantially limits one or more major life activities; or has a history of such impairment; or is perceived or “regarded as” having an impairment, even when the impairment does not exist.
Substantially limits major life activities means: ‘Unable to perform or significantly restricted compared to most people engaging in activity.’ (ADA and Section 504)

7. Disability Definition and Examples…
Major Life Activities:
Caring for oneself
Performing manual tasks
Walking
Seeing
Hearing
Speaking
Breathing
Learning
Working

8. Disability Definition and Examples…
Types of Disabilities:
Visual impairments
Hearing impairments
Developmental disabilities
Epilepsy
Paralysis
Learning disabilities
Mental impairments
Physical impairments
Speech impairments

9. Recruiting Volunteers & Employees with Disabilities
Step 1: A Well-Written Position Description
Step 2: Advertising & Outreach
Step 3: Interview Insights
Step 4: Making an Offer

10. What to Include in a Position Description
Title and Type of Position
Site Location and Who to Report to
Qualifications
Physical Requirements
Essential Functions
Marginal Functions
-Note specifically what is required to perform the job and provide candidates with a clear
understanding so they can determine their level of interest.
Protect your organization!

11. Position Description Key: Identify Essential & Marginal Functions
Essential Function
Any one of the following three factors can make a function essential:
The position exists to perform a specific function.
There are a limited number of other participants available to perform the function or among whom the function can be distributed.
A function is highly specialized and the person in the position is selected for special expertise or the ability to perform it.
Examples: 1) Ability to provide homework help at after school program. 2) Ability to read and explain third grade subject matter. 3) Able to communicate effectively with children.

12. Position Description Key: Identify Essential & Marginal Functions
A marginal function is a non-essential part of a service position.
It may be a task that is completed on an as needed basis, or a task that can be easily reassigned.
Example: Occasionally prepare snacks.

13. Effective Advertisements
Print ads should include the following phrase:
Individuals with Disabilities Strongly Encouraged to Apply
(in addition to EEO Employer)

14. Where to Advertise? Newspapers, television, radio, social media, etc.
College/University Student Organizations (Disabled Students Association)
Local disability organizations
Goodwill Home Medical, State/County Office on Disability Services and Vocational Rehabilitation/DVRS
ARC, Centers for Independent Living, etc.
Plan a Disabilities Mentoring Day (October)
Conferences and Disabilities Expos, etc.

15. Recruitment Assistance
Division of Vocational Rehabilitation Services (DVRS): or
Division of Veteran’s Affairs: Anthony Harper,
One-Stop Career Centers:
New Jersey Statewide Independent Living Council: Mary E. Neary, Coordinator-
New Jersey Association of Centers for Independent Living: Scott Elliott, Chair-
DHS/Division of Disabilities Services
Use DHS Disability Services Resource Guide

16. Before the Interview… Make sure your location is accessible.
Remove physical barriers (see ADA guidelines)
Provide reasonable accommodations, if asked
Know the job description well
Ask if a third party will sit in
No coding

17. At the Interview… DON’T: Ask about mental health history
Ask about disabilities
Ask what accommodations would be necessary
Provide assistance without asking first

18. At the Interview… DO: Treat the candidate as an adult
Use appropriate eye contact, etc.
Ask job-related questions relevant to Essential Functions
Ask about a disability only when:
obvious
disclosed
an accommodation was requested
Focus questions on meeting job-related requirements
How would the person perform duties with or without accommodations?

19. After the Start of Service/Hire
Employer may require a medical exam after offer:
If required by all employees
If so, keep in separate medical file, not personnel file
Ask about health if there are reasons to believe that:
There is a medical explanation for a change in performance
A medical condition may pose a threat to the safety of members/others
There has been a request for accommodations

20. ACCOMMODATIONS
You may be required to make REASONABLE accommodations that DO NOT cause financial hardship to your organization.
The request method should be flexible and according to organization practice/policy.
Discuss accommodation/device needs with the individual.

21. ACCOMMODATIONS Accommodations may be requested to assist:
the candidate in the application process (if requested)
the individual to do the service effectively and efficiently (maximize independence, minimize supervision needs and improve outcomes and/or quality)
Accommodations may include:
specialized services, such as a Job Coach
modifying tasks, methods/quotas, and/or schedules
technology & adaptive devices

22. Creating an Inclusive Environment
An inclusive environment understands that every individual is just that—an individual.
No two people experience disability in the same way.
An inclusive service environment sees individuals, not stereotypes.

23. Creating an Inclusive Environment
An inclusive environment starts with actions and attitudes:
A supervisor who thinks first about what someone can do is sure to be more inclusive than one who thinks about an individual's limitations.
A supervisor who uses "people first" language is already aware that individuals with physical or mental limitations are people before they are disabled.
A supervisor who leads by example, who provides training in disability awareness and sensitivity, and who works to ensure equal expectations and contributions will be more successful in creating an inclusive service environment.

24. Creating an Inclusive Environment
Ensures the respect and dignity of individuals with disabilities.
Speaks and listens to the individual with a disability.
Understands that personal preference in accommodation is often a personal need.
The built environment (paths, doors, rooms, etc.) meets current accessibility standards to the greatest extent possible.
Accessibility is considered when planning events, meetings, and determining program placement sites.
Is flexible when necessary.

25. Recommended Inclusion Steps
Annually, attend at least one workshop, conference or employment fair devoted to working with persons with disabilities.
Examples: Abilities Expo, ADA Network webinars, etc.
Recruitment ads must include inclusive language and should be placed in at least two sources devoted to serving people with disabilities (i.e., disability organization newsletter/paper, DVR/recruitment agency website, etc.)

26. Inclusion Commitment-Requests/Recommendations
Keep records.
Recruit persons with disabilities to participate in volunteer and community building initiatives.
Programs should conduct inclusion self-evaluation required by 45 CFR (c) .

27. Resources
Creating an Inclusive Environment: A Handbook for the Inclusion of People with Disabilities into National and Community Service Programs
Department of Human Services, Division of Disability Services’ NJ Resource Guide
National Service Inclusion Project (NSIP)

28. Questions? Comments?

29. Contact Information
Donna Teel-
Kelly Boyd-