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MYTHS AND MISCONCEPTIONS ABOUT PEOPLE WITH

DISABILITIES

People with disabilities and those who work on their behalf, are increasingly
concerned that negative images of disability - and incorrect assumptions about
disabled people - can hamper their progress towards equal opportunities at work.
Employers committed to good practice in the recruitment and career
development of disabled people need to be aware that most of the barriers which
the latter face are created by the negative attitudes and misconceptions held by
society. These barriers are reinforced by small details of language and behavior
which may seem insignificant but which can reaffirm inaccurate assumptions and
cause unnecessary offence.
By recognising this, and by understanding the feelings of disabled people
themselves, employers can do much to ensure that their disabled employees can
compete and flourish on equal terms in the workplace.
MYTHS AND MISCONCEPTIONS ABOUT PEOPLE WITH DISABILITIESMost
deaf people can lip-read.The truth - This skill is never wholly reliable, requires
intense concentration and can be very tiring. Deaf people communicate most
easily in sign language.
Blind people acquire a sixth sense.The Truth - Other senses may be used to gain
accurate information bur there is no such thing as a sixth sense.
Wheelchair users are literally “bound”.The Truth - Wheelchair like a shoe or a car
is a mobility aid that enables a person to get around. Wheelchair users are
restricted by an environment that has been designed for abled-bodied living.
Disabled people always need help and may be dependent.The Truth - Being
physically unable to do something does not causes dependency - not being able to
fly is Solved By Using the services of an airline company. Disabled people may
require different services and it is only when choice over those services is
removed that dependency occurs.
DISPELLING MYTHSMany employers, having never encountered persons with
disabilities either in their personal lives or work environment, have
misconceptions or myths which need to be dispelled. The following are a few
“myths” which the group of women with disabilities have faced and wish to
respond to:
MYTH - People with disabilities use more sick leave than able bodied
employees.RESPONSE - Statistics show that people with disabilities use less sick
leave than non-disabled employees. (Journal of occupational Accidents-1984).
MYTH - People with disabilities require expensive renovations and assistive
devices in the workplace to be effective.RESPONSE - In several countries there
are programs like The Access Fund which fund capital renovations for non profit
organisations to improve physical accessibility to a building. Other programs like
The Centre for Disability and Work, Vocational Rehabilitation Services and
Assistive Devices programmes can help to cover costs of assistive devices. Funds
may be available for the purpose of obtaining assistive devices for employers
maybe exempt from taxes for architectural adaptations to the workplace.
MYTH - People should be upfront with prospective employers about their
disabilities in an interview or on an application form. If an applicant has a
disability, I want to know about it.RESPONSE - Negative attitudes about people
with disabilities are real. Some people feel comfortable disclosing their disability
to an employer right away. Others prefer to meet the employer an determine how
open they are toward their disability.
MYTH - It might be difficult to fire an employee with a disability if they don’t
meet the performance requirements.RESPONSE - It’s important to treat
employees who have disabilities in the same way that the other employees would
be treated. All employees should receive a warning as they may be unaware of
their inappropriate actions.
MYTH - Employees with disabilities might find it difficult to juggle the time they
need to take care of their special needs with the time it takes to do their job
well.RESPONSE - Women who work and are not disabled make accommodations
every day to manage their lives at home and at work.
MEETING PEOPLE WITH A DISABILITY
MEETING PEOPLE WITH LOSS OF VISIONFirst identify yourself clearly, and
introduce anyone else who is present. Try to indicate where they are placed in the
room.
When offering a handshake, say something like “Shall we shake hands?”
When help is needed on unfamiliar ground, say “Let me offer you an arm.” This
will enable you to guide rather than propel or lead the person.
When offering a seat, place the person’s hand on the back or arm of a chair.
When talking in a group, remember to say the name of the person to whom you
are speaking.
Don’t leave someone talking to an empty space. Say when you wish to end a
conversation.
MEETING PEOPLE WHO USE A WHEELCHAIR OR CRUTCHESWhen talking
to someone in a wheelchair, try to put yourself at their eye level to avoid stiff
necks.Check the following:Are there suitable parking arrangements?Is there a
ramped or step-free entrance?Is there a lift if required?If there are potential
access problems, notify the person in advance and discuss what can be done.Is
reception altered to provide assistance?
MEETING PEOPLE WHO ARE DEAFDo not make assumptions about a person’s
ability to communicate or the ways in which they do it.
Remember that those people that use sign language find this the easiest method
of communication.
If an interpreter is present, speak to the person you are meeting rather than to
the interpreter.
When you are speaking directly to a person who is deaf, remember that shouting
does not help. You may want to use written notes.
WHY SHOULD I HIRE SOMEONE WITH A DISABILITYMany people with
disabilities have a wide range of skills , experience and education and are anxious
for an opportunity to utilise their talents.
Many people with disabilities are motivated and determined to meet employment
challenges.
Many people with disabilities are accustomed to finding alternative ways of doing
things. This innovative thinking can carry over into the workplace.
Many people with disabilities tend to remain with the same employer for many
years. Unfortunately, this low turnover rate occurs because of the difficulty
finding other employment, adequate housing and specialised medical care.
Many disabled people in Singapore are enthusiastically awaiting opportunities to
receive training and meet the human power shortage in the nations workforce.
IN HIRING PEOPLE WITH DISABILITIES, EMPLOYERS HAVE FOUND THAT
MOST HAVE NOT ONLY MET BUT EXCEEDED EXPECTATIONS - IN FACT,
THEY HAVE GONE ON TO BECOME VERY PRODUCTIVE AND LOYAL
EMPLOYEES. ONCE GIVEN AN OPPORTUNITY, PERSONS WITH
DISABILITIES HAVE PROVEN THAT ANYTHING IS POSSIBLE!
WOMEN WITH DISABILITIES - BEGINNINGS A JOB SEARCHAside from the
question of how to discuss having a disability with a prospective employer, there
are some of the questions a women asks herself when beginning a job
search.Where do I Start looking?Am I ready?What are my goals?What kind of job
do I want?Where can I find information about getting the kind of job that I
want?Do I have the skills, education, training and experience that an employer
wants?What do I need to be successful?How can I get a start?what
accommodations will I need to be successful at work?
SUITABLE CANDIDATES INTERVIEWINGIt may be necessary to have an
interpreter to assist the employer when interviewing a candidate with a hearing
impairment.
If your scheduled location for interviews is not accessible, arrange to have all
interviews at an accessible location. If the qualified candidate requires specific
accommodations, these can be made at the time of hire.
As can be seen in MYTHS there are many misconceptions about the abilities of
people with disabilities. These misconceptions are often the result of a lack of
awareness about disabilities. People often see the disability before the person.
They often make unfounded assumptions about how the disability affects the
person.
INTERVIEWING PEOPLE WITH DISABILITIESConduct interviews with
disabled peoples as you would with anyone.Emphasise abilities, achievements
and individual qualities but avoid putting people with disabilities on a pedestal.
Remember that questions concerning an interviewee’s disability should be
restricted to those relevant to work. Before asking a question about a person’s life
outside work, ask yourself if you would put this question to any other interviewee.
Do not make any assumptions about an individual’s ability to perform certain
tasks. Disabled people often offer innovative solutions to everyday challenges,
with or without the technical aid or personal support.
Do not rely on intermediaries for information or opinions about a disabled
person’s capacity to succeed at work. Form your own judgments from discussion
with the person themselves, as you would with any interviewee.
If a hand-written application is required, ask if it is necessary. Some people may
need someone else to fill it in, or may need to use a computer or tape.
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