Shifting Perceptions: Accommodations Aren't Always Expensive

At Champions, we are often solicited by employers who would like more information about hiring and retaining persons with disabilities in their respective workplaces. When working with various employers we generally like to start by addressing many misconceptions that exist about persons with disabilities. Education and awareness can often go a long way to removing stigma and discrimination and can be part of promoting greater participation of persons with with disabilities in the workplace.

This article is part of an ongoing series of posts on this blog titled Shifting Perceptions. In these posts we will discuss many of the myths and misconceptions which exist and hopefully paint a truer picture of the reality of including persons with disabilities in the workplace.

Today's Myth: Hiring or retaining an employee with a disability will involve considerable expenses for accommodations.

Fact: Most job accommodations are simple and inexpensive.

The reality is that most persons with disabilities don't need accommodations as they know how to self-accommodate. They know how to be work with their disability and have strategies in place to be successful in the workplace. However, in some instances accommodations may be required.

Numerous studies have been done which show that accommodations for persons with disabilities usually do not involve a lot of expense. The most frequently cited study comes from the Job Accommodation Network (JAN, 1990:2000), who found that 80% of accommodations cost less than $500.

Follow up studies from JAN have painted an even clearer picture of the costs involved with accommodations. In 2006, employers who were interviewed said slightly over half (50.5%) of the accommodations they implemented had been at no cost. For those employers who did experience some cost, the median dollar value was $600 - with almost all of these accommodations being a one time cost. The most common accommodation? A change in work schedule, which is an accommodation often extended to every employee.

And the cost for providing accommodations to existing employees? It is almost far less than the costs associated with bringing on new hires. In 1996, researchers found the average administrative cost of hiring and training a new Sears employee ranged between $1,800 to $2,400, as compared to an average cost of $45 for accommodating an existing employee (Blanck, 1996).

In the rare cases where the cost associated with accommodations becomes prohibitive, there are often funding sources from the government which can help cover the costs. For example, in Alberta we have Disability Related Employment Supports (DRES) funding, which covers everything from on the job supports, worksite modifications, vehicle modifications, to assistive technology.

However, there is still plenty of room for more research in this area. Currently, almost all of the research is focused on the cost of retaining current employees. Obviously an employer has more of an imperative to try and keep a current employee - as they already have an investment in them and are also aware of their experience and contributions to the company. They may also be compelled legally to retain their current employees.

For new hires, breaking down these misconceptions about accommodations is huge. But the burden of education comes from both parties in the hiring process. Employers need to be open to the unfamiliar and avoid making judgement calls regarding disabilities, and recruits need to know how to present themselves in a way that allows an employer to focus on their abilities.

Managing Stress in the Workplace

One of our community partners - Canadian Mental Health Association, Calgary - has recently launched their first e-learning module on stress management in the workplace. This brief module, designed for anyone and everyone in the workplace, will help you to better recognize stress in yourself and others and provide tangible strategies to effectively address stress in the workplace. The information can also be useful in other aspects of your life.

We highly recommend for you to take this ten minute course and to share it with your co-workers, family and friends. It is a tremendous resource and can play a great part in shifting perceptions about mental health and disability in the workplace.

Start the course by clicking on the image below.

Parkinson's in the Workplace

As we mentioned in our blog post yesterday, April is Parkinson's Awareness Month and an excellent opportunity for us to discuss how this condition may have an impact in the workplace. A significant number of people diagnosed with Parkinson's disease are under the age of 65 and may have to find ways to accommodate their symptoms while at work.

Similar to many other health conditions, the symptoms and limitations facing each individual may vary dramatically. Certain people living with Parkinson's may not require any accommodations, while others may require more attention. Having an open and honest discussion between an employee and manager is always the key to finding the right supports.

The most common symptom associated with Parkinson's is uncontrollable shaking or tremors, which can cause difficulties with motor skills at work. Assistive Technology can provide many solutions to these difficulties. There are many alternatives to the mouse and keyboard which can make using a computer easier to use for someone experiencing tremors. If typing becomes too strenuous or tremors are too violent then speech recognition software can help. Similarly, page turners and grip aids can help with other tasks while at a desk or workstation.

Fatigue is also a common symptom related to Parkinson's and very simple accommodations can help mitigate some of the weakness related to the condition. Scheduling periodic breaks and flexible work schedules can allow an employee to work when they are feeling at their best. Simply moving a desk closer to other work areas - like a printer or restroom - can also serve to reduce fatigue.  Using a scooter or similar aid can also make travelling to and around the office easier.

Problems with concentration and focus are also related to Parkison's, whether it be from the lack of dopamine production in the brain or because of sleep pattern problems. An office or workspace which is quiet can help remove distractions, and written reminders and scheduled interruptions can help an employee struggling with concentration stay on task. Providing clear, written instructions and prioritizing job tasks can also make it easier to focus on pertinent activities.

As you can see, almost all of these accommodations require little or no cost. They just require a different perspective and open attitude to how to help an employee succeed. For those accommodations which may be costlier - like a mobility aid or assistive technology - there are funding supports available to employers and employees in Alberta.

Diversity Champion: TELUS Spark

Participants play Disability Jeopardy. For the full gallery,
click the image above.

We wanted to extend a huge thank you to the team at TELUS Spark, the Calgary Science Centre, for inviting us in to facilitate a Diverse-Abilities event this month.

Participants braved a snowy Calgary evening and it was refreshing to see such enthusiasm and active participation in learning more about disabilities from the staff at Spark.

The evening started with a competitive round of Disability Jeopardy, where three teams competed in a test of knowledge about disabilities, accommodation and accessibility. From there, the team at Spark were challenged to complete our disability simulation activities which included playing Nintendo Wii with a vision impairment, concentration exercises, wheelchair races and more. All of the activities are designed to show participants what it may be like to live with a certain disability, the barriers which may exist, and how simple accommodations can overcome these challenges.

Jolee Coulter, Manager of Daily Programs at the Science Centre, talked with us after the event to discuss her thoughts what her staff was able to gain from the event.

"These activities were absolutely perfect for the group we have, a mix of silly and learning, which is what we do for our visitors here. One of our greatest challenges at TELUS Spark is accommodating wheelchair users and older people with mobility issues. For our facilitators, the wheelchair races were a great way to understand what it means, and how it feels, to be in a wheelchair and how to better interact with our customers who use them."

Thank you once again Jolee for inviting us in and to the entire team at Spark for your enthusiastic participation. We took many photos and you can see the entire gallery of the event by clicking on the image above.

Epilepsy in the Workplace

Today is Purple Day, a day dedicated to raising awareness about epilepsy worldwide. Although nearly 1% of the population in Canada lives with epilepsy - roughly 300,000 people with an additional 14,000 people being diagnosed every year - many misconceptions about epilepsy still exist.

Epilepsy is not a disease but rather a collection of symptoms that manifest themselves through recurrent seizures. While there are some medical interventions that can limit seizures, about 30% of people living with epilepsy cannot control when they have them. This can have ramifications in the workplace, both for hiring people with epilepsy and working alongside them. 

According to the Canadian Epilepsy Alliance, for persons living with epilepsy,

"the unemployment rate is double that of the general population. Under-employment is also a serious problem: about 40 per cent are not given jobs that fully use their skills. A Canadian National Population Health Survey conducted in 1994/1995 showed that only 40 per cent of adults (16 years of age and over) with chronic epilepsy were employed."

According to the CEA, there are many reasons for their unemployment and underemployment:

"The central issues are lack of knowledge about the disorder and epilepsy's perceived impact in the workplace. This ignorance and resulting misunderstanding produce unnecessary fear and anxiety among both employees with epilepsy and employers. Specific concerns regarding disclosure, accommodation, safety and liability then arise, and a vicious circle ensues. 

Workers with epilepsy face negative and uninformed attitudes, outright (and illegal) discrimination, sometimes unnecessary driving requirements, fear of repercussions after disclosing and under-utilization of their skills. On the other hand, employers worry about productivity, absenteeism, liability, job performance, reaction of customers or co-workers, accommodation costs and workplace safety."

Knowledge about epilepsy and education of all people in the workplace, from recruiters to executives to co-workers, remain the greatest weapon for combating misconceptions about epilepsy. The Epilepsy Association of Calgary provides free education sessions to employers on understanding what a seizure is, how to help, and how to provide support to a person with epilepsy.

Workplace accommodations for persons living with epilepsy are often inexpensive and only require a flexible and creative mindset. Flicker free monitors, deep arm rests, rubber matting, padded edges on desks and safety guards on machinery are all examples of easy to implement accommodations. Knowing which accommodations to use requires open and honest discussion between an employee and their employer, and asking assistance from outside sources when needed.

Purple Day is all about raising awareness about epilepsy, but working to remove barriers and misconceptions about epilepsy in the workplace is how you can truly make an impact every day of the year.