Table of Contents

Introduction

Disability – Mobility

Disability – Multiple Sclerosis

Disability – Intellectual

Disability – Deaf/Hard of Hearing Or Late Deafened

Disability – Aids

Disability – Mental Illness

Disability Learning

Visability – Blind and/or Visually Impaired

Resource Guide: Videos

ACCOMMODATION GUIDE FOR EMPLOYERS

A Tool for an accessible workplace

Published by: Saskatchewan Voice of People with Disabilities 2000    

Acknowledgments

A special thank you to the Accommodation Committee for all of their assistance in developing this guide:

Michael Huck Pat Danforth

George Thomas Bev Blakely

Anna Powell Terry Hart

Thank you to the following organizations for their input:

North Saskatchewan Independent Living Centre

South Saskatchewan Independent Living Centre

Canadian Paraplegic Association

Multiple Sclerosis Society of Canada

Saskatchewan Association for Community Living

Saskatchewan Deaf & Hard of Hearing Services

AIDS Regina & Saskatoon

Canadian Mental Health Association in Saskatchewan

Learning Disabilities Association of Saskatchewan

Canadian National Institute for the Blind

Special thanks to the employers, who took the time to review the material, and provided us with valuable feedback.

Works of Art Furniture SGI R.C.M.P.

WalMart STV Regina Travelodge

Landmark Inn Laing Properties Regina Bible Supplies

Mackenzie Plumbing & Heating SAAN Stores Supreme Office Products

Northern Plains Leather Campbell West

Executive Director Cost: $5. Funding provided by:

Bev Prescott Human Resources Development Canada

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Introduction

Our society is beginning to examine how people with disabilities could participate equally in mainstream activities, such as; recreation, and employment. We have come to recognize that people with disabilities can play an important role in the workforce, when given the opportunity.

Historically, people with disabilities have not been considered part of the labour market, and have been either unemployed or under employed.

Our purpose is to have a guide that makes employers capable of making hiring decisions based on factual information. Our publication is not all-inclusive, but includes references and resources to assist you in obtaining more details. The information was gathered from various disability groups, and tested on a number of employers.

The disabilities, which have been selected, show some of the accommodations, which support successful employment. This information could be useful in your discussions with a prospective employee, to determine needs and/or accommodation.

Employers have come to recognize that the work force, as we know it today, has become a thing of the past. Within the next decade, "baby boomers" will be leaving the workforce. Thus, employers are beginning to change the face of how they do business, and beginning to look at changing their techniques on hiring practices. Jobs of the future are going to be highly technical and highly skilled.

Employment of people with disabilities has been slow. Statistics gathered in 1989, by the Federal Government, under the Employment Equity Legislation, of the approximately 370 companies recognized under Employment Equity legislation, 1.6% of employees were disabled. Overall, 30% of people with disabilities of working age are employed, as compared to 70% of people without disabilities.

The following, are statistics regarding people with disabilities and the

Labour market.

w 58% of working age Canadians with disabilities are either

Unemployed or not in the labour force.

w People with disabilities make up 12.7% of the working age

Population living in private households in Canada.

w People with disabilities are about 1.5 times more likely than

Non-disabled persons to make a labour market transition to less

or no work at all.

w Among those unemployed, people with disabilities are more

likely than people without disabilities to drop out of the labour

force entirely.

w People with disabilities are concentrated at the bottom of the

income scale, particularly women with disabilities.

w The disabled population accounted for 19.2% of

Saskatchewan's total population.

• Among the working age population with disabilities, 63% of the population did not graduate form high school, including 38% of those age 25-44.

w Only 3.1% of the disabled population over 15 were employed,

compared to 63.7% for the Saskatchewan population as a

whole.

w A large proportion of disabled persons, 58%, who were of

working age had never had any type of employment (paid,

unpaid or self-employed).

It has been documented that there are still employers who believe that a person with a disability means that a person cannot function within a workplace. Fortunately, these employers have been proved wrong. People with disabilities are in every way as effective in their jobs, and have proved to have less time lost than a person without a disability.

Remember that each person is unique and they are the best source of information. If you have a question, ask them.

Definition:

n Mobility disabilities are those disabilities, which restrict a person's ability to move

around, to perform manual tasks, or to participate in certain activities.

n The nature and degree of mobility disabilities are as varied as their causes, some

of which are: Multiple sclerosis; spinal cord injuries; cerebral palsy; muscular

Dystrophy; spina bifida; polio and arthritis.

Things to Do:

n If you are asked to fold, carry or store a wheelchair, treat it with the same kind of

respect that you would if you were holding someone's eyeglasses. They are similar in many ways. They can break; they are difficult to have repaired on short notice and weekends, and it is extremely disruptive to the user when they are out of commission, as this is their only means of mobility.

• When speaking to someone who uses a wheelchair, remember to give the person a

comfortable viewing angle of yourself. If possible sit down.

Things to Avoid:

n Do not come up to someone who is using a wheelchair and start pushing him or her without asking.

n When communicating, do not stand too close to the person in the wheelchair,

Give them some space.

Things to Consider:

n It is a very common experience for persons who use wheelchairs to be told that

some places are accessible, when they are not. Listen carefully when anyone who

uses a wheelchair tells you that a specific area you thought was accessible is not.

n Do not assume that the person using a wheelchair needs assistance. Ask them

if there is anything special you can provide.

Accommodation:

n A desk might have to be raised, a filing cabinet lowered, or an isle widened to

accommodate an individual who uses a wheelchair.

n Ask the person what changes, if any, would be necessary to accommodate

them in the workplace.

For further information, or to arrange support services, contact:

North Saskatchewan Indepen- South Saskatchewan Indepen- Canadian Paraplegic Assoc.

dent Living Centre (NSILC) dent Living Centre (SILC) #3-3012 Louise St, Saskatoon, SK

112-514 23^rd Street East 2240 Albert Street S7J 3L8

Saskatoon, SK S7K OJ8 Regina, SK S4P 2V2 Ph: (306) 652-9644

Phone: (306)665-5508 Phone/TTY: (306) 757-7452 Fax: (306) 477-2228

Fax: (306)244-2453 Fax: (306) 757-5892 #210-4401 Albert, St. Regina, SK

S4S 6B6 Ph/fax: (306) 584-0102

Definition:

n Commonly diagnosed in 40 - 50 year olds, it is also present in younger persons.

There is no known cure or cause. It is a disease of the brain and spinal cord.

n Multiple Sclerosis (MS), interferes with the brain's ability to control such functions as vision, walking, talking, etc.

n MS is not a mental illness; contagious; nor is it preventable or curable...yet!

Things to Do:

n MS is a very complex disease. The best approach is to find out what the

individual requires for accommodation.

n Remember - MS comes with many faces.

Things to Avoid:

n People with MS frequently report fatigue. Regular scheduling and frequent rests

are important.

Things to Consider:

n May require time to attend doctor's appointments.

n People with MS would find a job easier if it was possible to sit rather than stand.

n Potential employees may have periods where the disease is not active,

this is called remission.

n MS attacks the central nervous system. Because of this, sometimes the smooth

flow of messages from the brain is disrupted, as a result, people may slur their

speech, or lack coordination.

Accommodation:

n Talk to potential employee about what they would need to do the job

n Be in contact on the long term, because their physical abilities may change.

For further information, or to arrange support services, contact:

150 Albert Street B39 1736 Quebec Ave

Regina, SK S4R 2N2 Saskatoon, SK S7K 1R4

Phone: (306) 522-5600 Phone: (306) 244-0045

Fax: (306) 565-0477 Fax: (306) 665-3376

Definition:

n People who have impaired learning abilities, which means a difficulty adopting to

the various demands of daily life.

Things to Do:

n Provide training/allow extra time for training

n Focus on the person's ability

n Give concrete/specific instructions

n Step by step demonstration (teach one task at a time until it is mastered)

n Repetition allows for learning

n Positive reinforcement

n Verbal explanations as much as possible

n Recognize not two individuals are the same!

Things to Avoid:

n Changing work tasks without explanation or training

n Avoid complex written instruction.

n Numerous people giving different instructions

n Consistently changing supervisors

Things to Consider:

n People with intellectual disabilities are capable of becoming self-sufficient,

contributing members of society

n They have high levels of job satisfaction

Accommodations:

n Look at the job descriptions and break down tasks in a format easily understood

n Access the individual needs (with the assistance of an employment counselor; if

necessary) and ensure job coaches or mentors are available as needed.

n Partnership with an organization which represents persons with intellectual

disabilities

n Utilize supports on a needs basis

For further information, or to arrange support services, contact:

3031 Louise Street

Saskatoon, SK S7J 3L1

Phone: (306) 955-3344 Fax: (306) 373-3070

Definition:

n Hearing Loss: Almost two million Canadians have a hearing loss. This disability interferes with a person's most vital link to his or her environment; the ability to communicate effectively with other people. Hearing loss is an invisible disability, because there is little external manifestation of the disability and the individual usually appears to be able-bodied. Hearing loss can occur at any age. It may be congenital, or accident, or genetic factors.

n Deaf: a medical/audiological term referring to those people who have little or not functional hearing. May also be sued as a collective noun ("deaf") to refer to people who are medically deaf, but who do not necessarily identify with the Deaf community.

n Deafness: Medically defined by the extent of loss of functional hearing and by dependence upon visual communication.

n Deaf (with a Capital D): A sociological term referring to those individuals who are medically deaf or hard of hearing who identify with and participate in the culture, society, and language of Deaf people, which is based on Sign Language. Their preferred mode of communication is Sign Language.

n Hard of Hearing: A person whose hearing loss ranges from mild to profound and whose usual means of communication is the spoken language. It is both a medical and sociological term.

n Late Deafened: This is both a medical and a sociological term referring to individuals who have become deaf later in life, after the acquisition of a spoken language, and who may not be able to identify with either the Deaf or the hard of hearing communities.

n Note: Each of the three groups, the Deaf, Late Deafened and Hard of Hearing, is distinct. Communication modes vary and are dependent on each individual's needs, extent of hearing loss, and/or preferred mode of communication. Using the proper terminology shows respect for their differences.

Things to Do:

n Find out how the person best communicates and eliminate all

unnecessary background noise.

n If the person uses an interpreter, address the person, not the interpreter.

n If the person reads lips, speak in a normal, not exaggerated way. Short,

simple sentences are best. Also, face the person, and avoid blocking

their view of your face.

n Gain their attention before starting a conversation.

n If there is some doubt whether the person understood you correctly,

rephrase your statement and ask them if they understood.

n If you are having difficulty in communicating, use notes, or assistive

listening devices.

n When planning a meeting, it is very important that the individual be

contacted well ahead of time and asked what assistive listening devices,

or support services they might require. It is very important to ensure

that the interpreter, or CNS operator, is a certified, qualified professional.

Call SDHHS if you require any assistance.

Things to Avoid:

n Do not become impatient, or show frustration.

n Make sure there are not physical barriers between you and the person

you are communicating with.

n If the person is using a hearing aid, avoid conversation in large, open

and noisy surroundings

n Do not use the terms "deaf mute: or "deaf and dumb". These terms are

outdated and very offensive to Deaf individuals.

Things to Consider:

n A person, who may communicate on a one to one, may have difficulty

with two or more speakers, or in a group setting.

n Showing impatience or your frustration may cause the person to back off.

n If an individual asks, "What did you say?' and the answers, "never mind,"
or "nothing," are very common replies. These answers are insulting and

demeaning, because they communicate that the person is not worth repeating

yourself.

109-514 23^rd Street East 2341 Broad Street

Saskatoon, SK S7K OJ8 Regina, SK S4P 1Y9

Phone/TTY: (306) 665-6575 Phone/TTY: (306) 352-3323

Fax: (306) 665-7746 Fax: (306) 757-3252

Toll Free: 1-800-667-6575 Toll Free: 1-800-565-3323

Definition:

n AIDS: Stands for Acquired Immunodeficiency Syndrome. AIDS is the advanced

stage of illness believed to be caused by HIV (Human Immunodeficiency Virus).

HIV attacks a person's immune system and over time can result in the immune

systems inability to fight off infections and diseases. However, many people with

HIV infection can remain symptom-free for years while others may experience a

variety of symptoms periodically, while others may advance to a stage of specific

serious and often fatal diseases. This is the AIDS stage. Presently, there is no

cure yet for HIV Infection and once infected, it remains for life.

Currently in Canada, persons most affected by this disease are those between the

ages of 25-40. HIV is not a disease that is easily contractible in the majority of

workplace settings. For those occupations where there may be occupational

exposure, standard Universal Precautions should be followed.

n HIV is not yet thought to be a long-term manageable illness.

n Symptoms of HIV infection or AIDS are not usually contagious in the workplace

setting. The following exceptions would apply: Tuberculosis, and CMV

(Cytomegalovirus). If a person with AIDS has either of these active conditions,

they should be encouraged to take time off from the workplace.

n Other symptoms such as skin disorders, yeast infections, dementia, wasting and

other disorders are not contagious. Employees should be made aware that

working with a person with a compromised immune system is more dangerous

for the infected individual than it is for healthy employees. Ordinary cold and

flu viruses brought into the workplace may be easily transmitted to individuals

with compromised immune systems.

Things to Do:

n Confidentiality is often an issue. Ask the individual how they would like their

status within the workplace handled.

n HIV and AIDS are conditions that may change rapidly. If the individual is

experiencing fatigue, less physically strenuous work or time off may be

encouraged.

n HIV infected individuals do not require special drinking, eating or washroom

Facilities, except in the case of those individuals with neuropathy, they may

have to use canes or walkers or wheelchairs at various times of their illness.

n The individual who is infected knows how the virus is affecting their body and

their specific needs in the workplace. Keep an open line of communication.

Things to Avoid:

n Avoid direct contact with spilled blood or open wounds of infected individuals

unless you are able to follow Universal Precautions for bloodborne pathogens.

All other work related contact is no risk.

n People with HIV infection may report stages of fatigue. Scheduling may be an

important factor to their being able to stay healthy and continue to work.

Things to Consider:

n May require some understanding in attending doctor's appointments.

n Some individuals may be on rigorous immune therapy drugs. These may impair

speech, cause periods of nausea or fatigue.

n Individuals may present a rollercoaster range of symptoms. Individuals have

often looked like they would never be able to work again, only to fully recover.

n Not every sickness that an individual may experience is a result of HIV infection.

Do not assume anything unless told by the individual.

Accommodation:

n Depending on the symptoms experienced, HIV infection and AIDS may present

many of the same challenges as other disabilities in the workplace. Being ready

to handle mobility, fatigue and nervous system changes is important.

n Contact with the infected individual to ascertain the physical or mental abilities

on an ongoing basis would be recommended.

AIDS Programs South Saskatchewan AIDS Saskatoon

Scotia Bank Building 130A Idylwld Dr. N 1504 Albert Street Saskatoon, SK S7L O47

Regina, SK S4P 254 Phone: (306) 242-5005

Phone: (306) 924-8420/Fax: (306) 525-0904 Fax: (306) 665-9976

Aids.regina@sk.sympatico.com

Definition:

n Mental illness takes many forms and can also be referred to as psychiatric

disorders.

n Some typical psychiatric disorders are schizophrenia; mood disorders;

(which include depression and manic depression), anxiety disorders; eating

disorders; and organic brain disorders.

n The degree of disability varies with the type of disorder, as well as the individual.

Things to do:

n If you know someone who develops the symptoms of a Mental Illness, it is

important to get the condition diagnosed, and to start treatment as soon as

possible. Most symptoms will be lessened, and in many cases, controlled

with a combination of medication, therapy and support.

n It is important that you educate yourself about Mental Illness, Mental Health,

and the identified disorder. There are numerous resources available at the library,

through Canadian Mental Health Association and Mental Health Services.

n Most importantly, treat the person who is ill as a person who can and will

improve. Be patient; Keep in touch; ask questions of care providers; try to

eliminate external sources of stress; encourage the person to follow treatment;

do not expect immediate results; assist when asked (i.e.: tremors may make

writing difficult; agitation may mean a temporary suspension of otherwise normal

activities; suicidal ideology may make concentration difficult); and treat the

person as a participant in every aspect of care.

Things to Avoid:

n Making plans for individual without consulting them.

n Advising individual to put more effort into daily living and this will improve

health.

n Telling the person you do not see medication or other aspects of treatment as

necessary.

n Arguing with individual or trying to make them feel guilty.

n Not taking suicidal threats seriously.

n Anger at repeating information, as this may be necessary due to interference

of both medication and illness.

n Stories of someone who is in worse circumstances.

n Labeling a person

n Creating stigma by assuming there are things a person "can and cannot do".

Ask if they are prepared to do a task.

Things to Consider

n Feelings of person experiencing the disorder

n Not adding to stress of person unnecessarily.

n Educating co-workers re: Mental Illness.

Accommodations:

n Flexible schedule and shorter workdays when re-entering the work force.

n Job sharing if person feels it is beneficial.

n Allowing person to work out of home when and where possible.

n Employee Assistance Plans and insurance coverage which does not preclude

Mental Illness.

n Allowing time for person to attend doctor's appointments and/or therapy

which cannot be scheduled for off-hours.

n Larger print and/or yellow filters to assist with making writing clearer.

n Providing cheerful/personal surroundings.

n Allowing frequent breaks, if necessary.

n Teaming on projects and/or presentations.

n Provision for support.

Canadian Mental Health Association in Saskatchewan

2702 - 12th Avenue

Regina, SK S4T 1J2

Phone: (306) 525-5601

Fax: (306)569-3788

Definition:

n Learning disabilities encompass a large group of individuals with varying

disorders, due to identifiable or inferred central nervous system dysfunction.

Such disorders may be manifested by delays in early development and/or

difficulties in any of the following areas: attention, memory, reasoning,

coordination, communication, reading, writing, spelling, calculation, social

competence, emotional maturation. This is classified as an invisible disability.

Things to Do:

n Flexibility is important, no two people with learning disabilities have exactly

the same learning difficulties.

n Ask how the person learns best.

n Highlight and repeat important information and key concepts, both verbally

and in print materials.

n Negotiate with the individual on projects, and use alternative methods,

including oral and taped methods.

n Promote interaction with other employees.

Things to Avoid:

n Confusion

n Mixed messages

Things to Consider:

n Learning disabilities can be identified by specific criteria.

n Maximize on the special abilities and interests of the individual.

n Someone with a learning disability may, get some words and letters mixed up;

be a slow writer; get mixed up with directions; sometimes forget names for

things; find it hard to remember lists in order.

Accommodations:

n Be flexible

n Arrange material in a sequential format and deal with it one step at a time.

n Allow for and encourage the use of computers, calculators, tape recorders,

oral & taped documentation, as well as, demonstrations and guided practice.

Learning Disabilities Association of Saskatchewan

26-610 Clarence Avenue South, Saskatoon, SK S7H 2E2

Phone: (306) 652-4114 Fax: (306) 652-3220

Definition:

n Most persons who are considered blind have some sight, rather than no

sight at all.

n Many people who are blind are mobile and independent. Some people

who are blind view blindness not as a disability, but as in inconvenience.

n While many people who are blind can use Braille, the majority do not.

Things to Do:

n Introduce yourself. Identify who you are and what your job role is.

n Be descriptive when giving directions.

n Always ask the person if they need assistance, and if so, how you can assist.

n Allow the person to hold your arm, rather than you holding them. It is

important to let them control their own movements.

n Inform the person when you have brought new items into their environment,

describing what it is and, most importantly, where you have placed it.

n Lighting conditions. Allow time for the person's vision to adapt from daylight

to indoor lighting or visa versa.

Things to Avoid:

n Do not move items (furniture, personal items) after their position has been

learned by the individual. This can be frustrating, and, in some cases, dangerous.

n Do not use references that are visually orientated.

n Do not interact with a guide dog while it is working (in harness).

Things to Consider:

n People who are blind and/or visually impaired, are by and large much more

independent than people give them credit for. Many times negotiating the

physical environment is less frustrating than trying to communicate with people

who are not sensitive to their needs.

n People who are blind have a long history of being patronized and talked to as

if they were children. They have often been told what to do rather than asked

what they would prefer doing. This attitude is not acceptable towards any person.

n Be clear and to the point.

n Use complete sentences.

n Color discrimination is a function of the level of visual impairment and is

individually determined. Consider bright colors in the persons work

environment

Accommodation:

n In many instances assistive devices are used to allow a person who is blind

and/or visually impaired to more effectively do their job as well as,

communicate. The following are some of the assistive devices on the market

today: Magnifying glasses and/or heavy lenses to read print. Talking books;

Closed circuit TV; Reading machines; read print audibly by computerized speech,

or by producing a tactile image of each letter to be read with the fingers. Talking

calculator; performs the functions of a basic electronic calculator and speaks each

entry and the result. Large Print books; Screenreader; a computer

component which provides audible reading of what is on the screen.

n Provide sufficient orientation to all activity settings.

• Identify dangerous areas and objects, such as open stairwell and protruding

ledges.

• Remain consistent with the placement of furniture, etc.

Contact:

1705 McKercher Drive 2550 Broad Street

Saskatoon, SK S7H 5N6 Regina, SK S4P 3Z4

Phone: (306) 374-4545 Phone: (306) 525-2571

Fax: (306) 955-6224 Fax: (306) 565-3300

n Arthritis n Lupus

n Crones Disease n Muscular Dystrophy

n Cerebral Palsy n Spina Bifida

n Fetal Alchol Syndrome n ALS

n People with these diseases/conditions, are capable of being employed.

n Many of the things to consider with these disabilities are similar to the first

eight disability areas covered.

n For more information on how to contact a specific disability organization,

call or write: