Disabled workers find playing field not level for them

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Disabled workers find playing field not level for them

Nearly 22 million Americans; 13 percent of the population; of working

age have a disability. But they are only half as likely as others to

be employed.

By SHANDRA MARTINEZ Newhouse News Service

http://seattletimes.nwsource.com/html/businesstechnology/2008228695_di

sabledjobs.html

If you think the job market is tough, trying see it through Jon

Bruski's eyes.

His 200 applications netted only three callbacks. One of the

interviews was an obvious waste of time.

Bruski, who is hearing-impaired, is well-versed in reading body

language. He recalled that the interviewer's lack of interest was

evident: averted eyes, nervous nods and limp handshake.

" I wanted to show them that I'm a hard worker, that I can make their

company look good if they are patient, " said the 23-year-old Grand

Rapids, Mich., man who reads lips.

That sentiment is shared by millions who, like Bruski, have a

disability.

There is a dramatic employment gap between those with disabilities

and those without, according to the annual Disability Status Report,

prepared by researchers at Cornell University.

Nearly 22 million Americans — 13 percent of the population — of

working age have a disability. But they are only half as likely as

others to be employed.

The gap widens in income levels as well. The median annual income for

a worker with a disability is $30,000, compared with $36,000 for

those without, according to the study. That may be surprising,

considering during the past four decades, the government has taken

steps to level the playing field.

Federal laws aimed at helping those with disabilities integrate into

the workplace have included the Rehabilitation Act of 1973 to the

1990 Americans with Disabilities Act, or ADA.

Still, companies' efforts to diversify their work force in other ways

rarely extend to increasing the ranks of those with disabilities.

" I think part of the problem is perception, " said Rick Diamond,

director of employment services with the Disability Network in

Holland, Mich.

Helping his clients land jobs often requires educating employers

about myths. One is that hiring a person with a disability will

increase workers' compensation costs and insurance rates.

Another myth claims they are absent often and are less productive. In

fact, employees with disabilities tend to stay longer with a company,

statistics show.

Diamond concedes he is much more successful helping clients keep

their jobs than finding new ones. In one year, only five of 75

clients reached their goal.

" It's the economy, " he said.

Interview hazards

There also are barriers that people with disabilities have to

navigate. Take interviews.

Some applications and interviewers still ask improper questions,

requesting information about a disability or medical histories.

What does an applicant do? Call them on it? Avoid the question? Lie?

It takes finesse, acknowledged Joy Vazquez, who supervises

employment services for Disability Advocates of Kent County, Mich.

" Answer to the intent of what the employer wants to know — [whether]

you can do the job, " Vazquez advised.

When it comes to health questions, companies can require a drug test

before a job offer is extended, but a medical exam can be demanded

only after a job is offered, Vazquez said.

She advises job seekers to be honest but not go overboard in offering

information on their disability. The employer needs to keep questions

focused on job performance.

When Bruski interviewed for a bindery operator's job with Integra

Printing, a sign-language interpreter was present, thanks to Patti

Hammond, the company's human-resources manager.

But halfway through the interview, Hammond asked the interpreter to

stop working. She needed to see if Bruski could communicate with her

and other employees.

The tryout worked. Bruski speaks clearly enough to be understood and

reads lips well enough to comprehend.

" When we hired him on, he was so thrilled, " Hammond said. " He

couldn't thank me enough. "

Confront the elephant

Employers need to talk about the elephant in the room, said Sheridan

, founder of HirePotential.com, a consulting and staffing firm

for employees with disabilities.

" Recruiters get so distracted with the disability, they really don't

interview, " said.

Her advice: Applicants should talk about their skills, work ethic and

what adaptive tools can help them accomplish the job.

She places people in fields including information technology,

administration, finance, engineering and customer service with wages

ranging from $10 to $75 an hour.

While only 20 percent have evident disabilities — such as use of a

wheelchair, hearing and visual impairments — she encourages everyone

to be honest about their limitations. That's especially important if

accommodations are needed.

Calvin College hired Smit to teach when he was finishing

up his Ph.D at University of Iowa in media studies. Born with spinal

muscular atrophy, Smit uses an electronic wheelchair to maneuver

around campus.

The college spent more than $10,000 to provide him with remote

controls that operate the elevators and doors on the campus, along

with a voice-activated computer.

" At the end, I was hired not as a minority candidate — just as a

viable addition to the staff, " Smit said.