Seeing through a different lens

Here’s an NPR series worth sharing with others. It is called “The Human Edge” which, yesterday, provided a view into the unique perspective of one student with Autism.

Lisa Daxer, 27, is a biomedical engineering major at Wright State University in Dayton, Ohio. For her, things like reading faces and understanding what’s on another person’s mind are a struggle. Lisa has autism, which she says has always made her feel like an outsider. “I have a weird brain,” she says. But it has also helped her become something of an expert on the social behavior of people she calls “neurotypical.”

Daxer records her observations about neurotypicals in a blog called Reports From a Resident Alien. http://chaoticidealism.livejournal.com/

This well-relayed story helps others to see the world as Daxer does, and to gain an appreciation for the fact that ‘different’ is often very good. To Daxer’s brain, observations are just facts. She studies the social behavior of the people around her, and has learned how to appreciate traits like empathy and cooperation in others.

“I’ve seen them help people who are hurt,” Daxer says. “I’ve seen them draw together networks of people to make the world better. I’ve seen them connect different sorts of minds so that we could all communicate and live in a single society. I know you take it for granted, but it’s really very amazing to be able to do that.”

Daxer doesn’t want what she calls “a typical brain.”   Her autism is part of who she is. As you listen, you’ll appreciate how special that is. You can hear, or read, the story at npr.org through this link:  http://www.npr.org/templates/story/story.php?storyId=129379866

New PRIDE Industries Training Facility Dedicated to Former Employee with Disabilities

Today, valued customers and community leaders joined us for the opening and dedication of a new PRIDE Industries Training Facility at Ft. Bliss, Texas. The training center is designed to offer hands-on, advanced training in various facilities maintenance trades to PRIDE’s employees working at Ft. Bliss under a Directorate of Public Works (DPW) contract through the AbilityOne program.

AbilityOne (formerly Javits-Wagner-O’Day, or JWOD), is a federal program designed to create employment opportunities for people with severe disabilities. PRIDE employs more than 140 individuals on the contract, which creates jobs for people with, and without, disabilities.

The new training center is an open architecture building-within-a-building on the base. It will provide concentrated skills training in light carpentry, carpentry, electrical, plumbing skills and more. Training is available to all new and existing PRIDE employees, providing opportunities for growth and career advancement. In a true show of camaraderie and team spirit, the center was created by an all-volunteer team of PRIDE employees who were formally recognized for their contributions in a ribbon cutting ceremony.

The facility was dedicated in honor of Steve Cener – a former PRIDE employee with a disability who worked at Ft. Bliss in 2007-2008. A devoted employee, Steve passed away in 2008, but not without leaving a significant impression on his supervisors, peers and PRIDE’s President and Chief Executive Officer, Michael Ziegler, to whom he wrote these words…”I wanted to thank you all for the chance to live again…lately I have had no life, no job and no friends. So thank you for giving me the reason to live and hold my head up with pride.”

Job training prepares people for employment, helps to ensure quality service to our valued customers – partners in our social mission - and advancement potential for all PRIDE employees. PRIDE’s dedicated employees could have created no greater legacy to Steve, than a brighter future for other employees with disabilities.

PRIDE in El Paso: A Success Story

David Ludwick joined PRIDE Industries in August 2009. He is as a worker on the roads and grounds crew, an important part of the base wide facilities services that PRIDE provides to the D.P.W. at Fort Bliss, TX.

David is a post-Vietnam veteran. While he served his country – it seemed his country had forgotten David.  His disability made it difficult for him to find, or hold, employment.  He was anxious in interviews, resulting in closed doors. Seasonal work was not sufficient to sustain him, and he had been in and out of the system for so long that supports were no longer there and the transition to full time work was extremely challenging.  He had no connection to family, and eventually he had no home.

David had been homeless for a number of years when he was referred to PRIDE’s Employment Services office in El Paso. PRIDE’s Employment Services staff works to create employment opportunities for people with disabilities across the country, including in El Paso where many individuals with disabilities find opportunity on PRIDE’s contract at Fort Bliss, TX.

PRIDE saw through David’s challenges to his potential. In partnership with the Texas Department of Assistive and Rehabilitative Services (DARS), PRIDE supported David’s efforts for personal rehabilitation, including the restoration of services that he had once been receiving.  It took the combined efforts of DARS, several VA programs, Goodwill, PRIDE’s Employment Services Office and HR department at Ft. Bliss to help David succeed. But most of all, it was David’s determination to keep on working toward the goal of employment and stabilization that helped him to achieve his goals.

David worked hard and participated in many services to get prepared to work. With support and training, he has thrived in his job – his first full-time job in years.  He has formed friendships with members of his crew, happily takes on additional responsibilities, and has the respect of his supervisors. In addition to a paycheck and benefits, David has earned self-sufficiency and independence.  Once homeless and unemployed, David now has a home and a future.

When PRIDE’s Employment Services Manager talked to David about highlighting him for this success story, he was really moved.  He said, “It started out just a regular day, and now look what has happened!”  He thanked us sincerely, and then said, “This was really a team effort.  It wasn’t just me.  It was all of us working together.”  There really has been a huge change in David and in his life since we started working with him 2 years ago.  We are all really proud of him!

When PRIDE and its partners and customers work together to create jobs and opportunities for individuals with disabilities, we all benefit – as tax consumers become community contributors. But the most important measure of our success is the transformational change it makes in the lives of people like David.

A Legacy of PRIDE

PRIDE Industries said goodbye to a long-time advisor, supporter and friend when board member Larry Mitchell passed away recently.
 
Larry was the Site General Manager for Hewlett Packard’s Roseville operations when he joined the PRIDE Industries Board of Directors in 1987.  Prior to his stint in Roseville, Larry led six worldwide HP manufacturing divisions.
 
Larry brought his extensive knowledge and talent to help PRIDE Industries, and used his influence and leadership at HP  and the greater Sacramento business community to expand opportunities for people with disabilities.
 
When he first joined the PRIDE Board of Directors, annual revenues were $2.2 million dollars and PRIDE had 297 employees. Today, with $150+ million in annual revenue and 4,300 employees,  PRIDE Industries is a leading employer of people with disabilities nationwide.
 
Larry gave generously of his time and expertise.  He sat with PRIDE executives to help strategize for the future. His passion for business and helping others helped to guide PRIDE’s current self-sustaining model.

All of us at PRIDE benefitted from Larry’s long time service and guidance,  and we are forever grateful for his contributions which live on with us.  He will be missed.

Recession Impact on People with Disabilities

NPR Reporter Joseph Shapiro recently wrote about the recession and its impact on people with disabilities. Whether people with disabilities are laid off in higher proportion to non-disabled workers is debatable, but one thing is clear – their struggle to become employed again is more difficult and takes longer.

The article highlights an unemployment rate for working-age people with disabilities that is nearly twice that of non-disabled workers. This does not include the larger number of working-age people with disabilities that have given up looking for work completely. This discrepancy in counts is at the heart of varying statistics reporting unemployment among people with disabilities.

According to the Office of Disability Employment Policy at the U.S. Department of Labor, 21 million out of 26 million people with disabilities, or more than 80%, are not even in the labor force. Surveys indicate that the vast majority want to work, but have simply given up trying.

PRIDE Industries is committed to addressing this crisis of unemployment among individuals with disabilities. We are more than 4,000 strong, creating opportunity in our own businesses, by partnering with others in the private and public sector, and by opening doors to community employment through job training and employer education.

To learn more about how you can support our work, please visit PRIDE Foundation, a 501(c)(3) public charity created as a means for individuals, businesses or foundations to join the mission of PRIDE Industries, and participate in helping generate solutions for individuals most often excluded from employment.

National Disability Employment Awareness Month

Proclaiming October 2009 as National Disability Awareness Month, President Barack Obama recently called on all Americans to celebrate the contributions of individuals with disabilities to our workplaces and communities, and to promote the employment of individuals with disabilities to create a better, more inclusive America.

 This is a great time to highlight PRIDE’s programs and partnerships that create  jobs for people with disabilities. PRIDE’s Supported Employment and Employment Services programs provide the tools, training and coaching necessary for individuals with disabilities to succeed in the workplace. With time-tested vocational expertise developed over more than 40 years, PRIDE carefully assesses each individual’s strengths and interests, provides continuous training before, during and after employment, and then carefully matches each person’s abilities with employer needs in either individual or work group placements.

 Through Supported Employment, group placements of four to eight individuals provide a supportive peer-sharing environment at businesses in the community. Over a two year period, the program has grown significantly from seven groups to 42 at businesses in the community, and from 16 to 145 individuals with disabilities employed – thanks to the partnership and support of leading businesses.

PRIDE’s Employment Services program received very special recognition this year, when the Texas Department of Assistive and Rehabilitative Services presented PRIDE with its Business of the Year award. The award recognizes PRIDE’s innovative approach to job development, and dedication in collaborating with the department to support individuals with disabilities in job placement, career development and retention at Fort Bliss and throughout El Paso.

 As one of the largest nonprofit employers of people with disabilities nationwide, PRIDE Industries celebrates the many successes of all its employees with disabilities this month – as well as the efforts of dedicated staff members, community partners and business leaders who make employment a reality for people with disabilities.

Disability Etiquette 101

Don’t know how to act around people with disabilities? Relax; a person with a disability is more like you than they are different! Individuals with disabilities are just normal, everyday people who live with various challenges.

At PRIDE Industries, where two out of three employees are people with disabilities, even new employees can feel unsure at first. Here are a few tips to help you be more comfortable and communicate more effectively. Don’t let fear and uncertainty keep you from getting to know people with disabilities. Most importantly, remember that a person with a disability is an individual first.

Use common sense
When in doubt, resort to the Golden Rule; treat others as you would want to be treated. If you don’t know what to say, or how to act, use common sense and think about how you would want to be treated and you will probably be just fine!

Use people-first language
This one is easy; always emphasize the person first in your conversations. Say “person with a disability” rather than “a disabled person.” Avoid terms that disempower people or have negative meanings like “handicapped,” “wheelchair-bound,” “crippled,” etc. For specific disabilities, saying “person with Tourette syndrome” or “person who has cerebral palsy” is usually a safe bet. Still, individuals do have their own preferences. If you are not sure what words to use, just ask.

Respect the person’s privacy
As you would with anyone, refrain from asking private questions which would otherwise be inappropriate.

Communicate with the person
Always speak directly to the person with a disability rather than through a companion or colleague.

Be considerate and patient, but not patronizing
Be patient if a person requires more time to communicate, to walk, or to accomplish various tasks. Don’t be patronizing. There’s no need to pretend to understand if you did not; instead, repeat what you have understood and allow the person to respond.

Ask before you help
Don’t assume that people need help simply because they have a disability. If the setting is accessible, people with disabilities can usually get around fine. People with disabilities want to be as independent as they can. If you offer assistance, wait until the offer is accepted. Then listen and ask for instructions.

Be sensitive about physical contact
Wheelchairs, walkers, canes and other mobility equipment should be treated as an extension of that person’s personal space. If you are assisting someone, always ask where the best place is to touch them or their equipment, as people with disabilities usually have some degree of decreased balance and coordination.

Clearly introduce or identify yourself
Give a person with a visual disability verbal information about the things that are visually obvious to those who can see. For a person with a hearing disability, tap the individual on the shoulder or wave your hand to get their attention. Look directly at the person and speak clearly, slowly and expressively to establish if the person can read lips.

Relax
Be yourself. Don’t be embarrassed if you use common expressions such as “see you later” or “did you hear about this” that seem to relate to the person’s disability. And remember, it is OK to ask questions when you are unsure of what to do.

PRIDE’s Unsung Heroes

How does PRIDE Industries successfully employ over 2,700 people with disabilities? How do we train, retain and promote this workforce of people with disabilities who have struggled to maintain steady employment in the past? 

It takes a team of behind-the-scenes professionals – PRIDE’s unsung heroes – to make this possible. They are the Case Managers, Job Developers and Job Coaches of PRIDE Industries.

PRIDE’s approach is focused on the unique skills and interests of each individual.

Each person with a disability is matched with a Case Manager who acts as the intermediary between the appropriate support agency, natural supports (parents/family/guardians) and employers. They help PRIDE’s employees with disabilities develop professional goals and work with them to develop work skills and standards that meets employer expectations. They also provide an evaluation of the client, personal development and job skills training, work/service plans, and emergency crisis management.

Angie Rao is a PRIDE employee with a disability who is a shining example of how gainful employment is achieved through this Supported Employment model. Angie has learning disabilities and has been successfully employed in the community for 20 years. She lives an independent life and holds a steady, full time job at Raley’s/Bel Air. While support begins with regular weekly meetings, Angie is so successful that she and her case manager, Ashley Noyer now meet only a few times a year- and that’s a good thing! When Ashley and Angie meet they revisit and assess Angie’s employment goals and ensure that she is receiving adequate support from her PRIDE job coach and Regional Center worker.

PRIDE’s Job Developers offer support and guidance in identifying employment opportunities in the community, while matching individuals with disabilities to appropriate jobs. They also monitor and work with individuals to ensure a mutually beneficial working relationship with the employer.

Carol Balko, has worked at PRIDE for 22 years – and has worked with Angie for 20 of those years as her Job Developer. Angie came to PRIDE without any prior employment experience. Carol worked with her on employment preparation skills including interview preparation and resume development, and helped Angie determine what type of job she would like and where she would be most successful. Together they visited many potential employers and work places. Angie was drawn to grocery stores because they offered her the opportunity to interact with and meet many different people. Carol found a job opening at Raley’s and, after working with the employer to make sure it was a good fit, helped Angie through the interview process. She has been happily and gainfully employed ever since!

PRIDE’s Job Coaches support people with disabilities who work in the community. They monitor and teach individuals the skills needed to succeed in their job and provide ongoing support and direction throughout their work day. PRIDE’s Job Coaches provide support to people with moderate to severe physical and behavioral disabilities at their job sites, The goal is to assist them in maintaining attendance, communication, and performing their job at the best of their ability. It is not unusual for a Job Coach to learn the individual’s job side-by-side with them. This enables them to completely understand the expectations and skills required to offer meaningful support.

Gloria McNally, has been employed at PRIDE for 21 years and has been Angie’s Job Coach for the past 13. Gloria stays in constant tough with Angie, and ensures that she is both comfortable and successful in her employment. When asked about her work, Gloria says, “It’s very rewarding to not only find people with disabilities good jobs, but to help them be successful and excel in their positions. It’s both inspiring and satisfying and I couldn’t picture myself doing anything else!”

Case Managers, Job Developers and Job Coaches. These are the unsung heroes that enable PRIDE employees with disabilities to be successful in the workplace.

Opening Doors to Opportunity

Today, the New York Times featured an article on a mother with A.L.S., also called Lou Gehrig’s disease. She uses of an Apple iPhone running inexpensive text-to-speech software to not only “give her voice” but allows her to “wear her voice” around her neck while caring for her 5-year-old son who has Down syndrome.

While the article focuses attention on the policies of insurance providers which require more expensive, dedicated, propriety devices that do less – the story is a reminder of how simply many disabilities can be accommodated. For the millions of Americans with speech-impairing conditions, an everyday device can make communication possible.

To us, the article is a reminder of how simple accommodations can provide opportunity for the millions of Americans with disabilities excluded from the workplace.  Many employers mistakenly maintain that is difficult or costly to provide accommodations to workers with disabilities. In fact, research shows that 73% of employers report that their employees with disabilities do not require accommodations, and of those that do, the majority found the cost of the accommodation was only $500 or less.

Industry reports consistently rate employees with disabilities as on track or above average in performance, safety, and attendance. And, when it comes to retaining employees and reducing turnover costs, research has found that employees with disabilities tend to have higher retention rates when compared to employees without disabilities.

The New York Times article demonstrates how everyday devices can overcome obstacles and lead to increased independence. At PRIDE,  a leading employer of people with disabilities, we understand how simple accommodations and re-examining myths can open doors and create opportunity.

40th Anniversary: Lanterman Act

September 2009 marks the 40th anniversary of AB 225, the landmark Lanterman Mental Retardation Services Act of 1969 which was signed by Governor Reagan on September 4, 1969. The governor stated that this “progressive legislation provides us with a dynamic framework on which we shall build a comprehensive system to assure that the mentally retarded develop to the fullest extent to which they are capable.”

Prior to enactment of the Act, individuals with developmental disabilities faced isolation, segregation and lack of individual freedoms. Through the work of dedicated parents and advocates, the secret, institutionalized lives of people with developmental disabilities were brought to light.

The act called for California to contract with local, community-based non-profit corporations to provide services for people with developmental disabilities and helped to begin to open doors for community integration and acceptance.

The preamble and intent sections of AB 225 stipulated:

• “The state of California accepts a responsibility for its mentally retarded citizens and an obligation to them which it must discharge.”
• “A pattern of facilities and services should be established which is sufficiently complete to meet the needs of each mentally retarded person, regardless of age or degree of handicap, and at each stage of life’s development.”
•  “Services should be available throughout the state to prevent the dislocation of persons from their home communities.”
•  “Services should be available for mentally retarded persons that approximate the pattern of everyday living available to non-disabled people of the same age.”
•  “Evidence must be provided that services have resulted in more independent, productive and normal lives for the persons being served.”

Today, with California facing a financial crisis, deep, painful budget reductions have been made many vital programs and services, including $334 million to regional centers.

A historical timeline at www.lanterman.org provides a valuable reminder of how far we have come in creating opportunities for people with developmental disabilities. We’re Here to Speak for Justice,” charts the course of the developmental services system in California through the last 50 or so years. The retelling is fascinating and the background important as we collectively contemplate the future.