October is National Disability Employment Awareness Month. Established in 1945 by President Truman, National Disability Employment Awareness Month recognizes and embraces the contributions disabled people have made in the workforce. The theme for NDEAM 2022 is “Disability: Part of the Equity Equation.”

Twenty-six percent of people in America are disabled. This includes both apparent and non-apparent disabilities. A large percentage of these 61 million people are of working age, and are able and willing to work. According to US Secretary of State, Antony J. Blinken, “A workforce inclusive of persons with disabilities is critical to achieve broad-based economic growth around the world.”

In order to do their jobs well and efficiently, many disabled employees require accommodations. Stigmas still exist about the efficacy of accommodations. Historically, disabled people have been discriminated against in the workforce. A lack of knowledge and understanding about accommodations and the abilities of disabled people lead to confusion and hesitation for many employers. According to the website Looking Beyond Figures, “Correctly implementing the appropriate accessibility solutions is a giant step towards inclusion. However, inclusion is actually a state of mind to adopt and is much more complex.”

Several agencies and organizations around the metro work to empower disabled people and educate employers about the abilities of disabled people in the work place. Many employers lack exposure to disabled people, and these organizations seek to bring awareness and enlighten employers to the benefits of hiring disabled people; not to mention, disabled people also have a right to fair and equitable opportunities in the workforce under the Americans With Disabilities Act.

Autism Action Partnership

Autism Action Partnership is an organization serving people on the autism spectrum in Nebraska. Its targeted programs provide support and promote inclusion and prosperity for autistic people.

“I want people to understand autism. Employers should do trainings even if they don’t currently employ people with autism,” says Marcia Prideaux, program manager, Autism Action Partnership. “There’s more to a good employee than having great social skills. People on the spectrum are highly talented.”

According to the website My Disability Job, 85% of college educated autistic people are unemployed. A lot of variables go into a statistic like this, but the more supports people on the spectrum receive, usually their chances of employment go up. Training and educating employers is a key aspect.

“Whether you know it or not, you likely have people with autism working for you,” says Prideaux. “Once you understand behavior, you’re more willing to accept it. Employers need to educate their entire workforce so, when they see certain behaviors, they won’t judge it but understand people with autism better.”

There are several adaptive methods and tools to help autistic people achieve success in employment. Prideaux says her clients find it helpful to have interview questions in advance. Since there can be processing or communication delays, having the questions in advance is a helpful accommodation. Once they have a job, using checklists to prioritize tasks and manage time can be helpful. Sometimes, it is also beneficial for a job coach to assist with communication between an autistic employee and their workmates or supervisors. She also encourages people to disclose their autism. Autism is a non-apparent disability, which means you can’t look at the individual and identify a noticeable disability. Disclosing for many people can make a job smoother, since the employer and co-workers will recognize behavior for what it is.

“Invisible disability is difficult for people to wrap their minds around,” says Prideaux. “You don’t always see it, and accommodations can be provided to make their lives better, making the culture more welcoming and inclusive.”

Several employers in the US are embracing employers with autism. This list includes:

SAP

The Federal Home Loan Mortgage Corporation

J. P. Morgan Chase and Co.

Safeway

The Nebraska Commission for the Deaf and Hard of Hearing

The Nebraska Commission for the Deaf and Hard of Hearing is a state agency providing a variety of services and supports to Deaf and Hard of Hearing people in Nebraska.

According to the National Deaf Center, 53% of Deaf people in the US are employed, but this rate has not increased since 2008. Advocates are concerned by this gap and seek to close it.

“Regarding employment, I do a lot of general advocacy, but I educate individuals to start with,” says Kim Davis, advocacy specialist, Nebraska Commission for the Deaf and Hard of Hearing. “I help them learn what their rights are and empower them to get educated, and then in return, educate employers about different resources.”

The Commission also collaborates with the Nebraska Vocational Rehabilitation Department. Intersecting supports between multiple organizations often helps people retain their jobs. These agencies can provide resources, training, and even equipment for Deaf and Hard of Hearing employees.

Davis explains that most employers don’t know what to expect when they consider a Deaf or Hard of Hearing candidate for employment. There are Deaf, Deaf/blind and Hard of Hearing people, and each have differing modes of communication. Many rely on ASL to sign. Some use residual hearing or use hearing aids. Deaf/blind people use tactile forms, like Braille and ASL tactile-signing. And Davis reveals that those with intersecting identities refer to themselves as Deaf Plus. This means they have another disability, or may be from a different country. There is a lot of diversity in the Deaf and Hard of Hearing community.

“Most the time, the biggest misperception about Deaf and Hard of Hearing people has to do with communication,” says Davis. “People hit a roadblock if they don’t know how to communicate. This is a big issue for employers. Web X, IM, text, there’s so many options to communicate, making Deaf and Hard of Hearing employees successful.”

When employers take the time to learn about disability and what disabled people offer to the workforce, it opens up opportunities to a large group of people willing to work.

“It can appear to be complicated to hire a Deaf person, but it’s really not,” says Davis. “Especially in the 21st century, and with technology taking off, we can work in any job. The communication is at our finger-tips.”

Deaf and Hard of Hearing people work in all fields, including:

• Medicine
• Law
• Teaching
• Business

The National Federation of the Blind of Nebraska

The National Federation of the Blind of Nebraska is an advocacy and education organization led by blind people and working to empower blind and low vision people in Nebraska. The NFB is a national organization headquartered in Baltimore, MD, and has affiliates and local chapters across the US, including D. C. and Puerto Rico.

According to the American Foundation for the Blind, only 44% of blind and low vision people are working, compared to 79% of non-disabled peers. Even when attending a college or university, blind people often find it difficult to convince employers they are capable of employment.

“There’s misconceptions about blindness,” says Jamie Richey, president, National Federation of the Blind of Nebraska. “The public lacks knowledge about blindness. We know we are capable, but employers don’t always realize this.”

The NFB has been involved in advocacy efforts since the 1940s. Encouraging employers to offer fair and equitable employment has been a part of NFBs mission since its inception. Richey says the NFB of Nebraska partners with the Nebraska Commission for the Blind and Visually Impaired to train blind people in adaptive skills like Braille and white cane, but also provide blindness awareness trainings for employers. Educating the public about blindness and breaking barriers is a crucial aspect of NFBs work.

“I think the biggest misconception employers have about blind workers is that we can’t carry an equal share of the workload,” says Ryan Osentowski, station manager, Nebraska Radio Talking Book. “I think that even those who think they are well-informed believe that we have to be given lighter work duties, because we take longer than your average able-bodied employee.”

Most blind and low vision people express frustration about employers assuming they are limited or require more supervision or assistance than their sighted peers. According to the American Printing House for the Blind, it’s a myth that blind and low vision people need more supervision on the job. It states that, “Employees who are visually impaired do not need more supervision. With proper training on completing the functions of the job and provisions of accommodations, individuals with vision loss will perform competitively and successfully in the workforce.”

Of course, blindness intersects with all other disabilities. Many blind and low vision people have another, or multiple, disabilities. Accommodations will be specific and unique to each individual, just like non-disabled employees.

“Unfortunately, employers and organizations will accommodate one disability, like blindness,” says Ross Pollpeter, vocational rehabilitation teacher, Iowa Department for the Blind. “But will often neglect their other disabilities; sometimes accidently, sometimes, intentionally. But for most of these individuals, when given proper supports and accommodations, they can be successfully employed too.”

Blind and low vision people are found in all fields of employment, including:

• Application software developer
• Physical therapist
• Financial advisor
• Nursing
• Communications and marketing
• Social worker

The Nebraska Stroke Association

The Nebraska Stroke Association serves Nebraskans who have experienced strokes, or those who know someone who has experienced a stroke. It provides information on prevention, educational resources, advocacy efforts and supports.

There’s been recent discourse around the ability of stroke survivors working. The public tends to question the intellect and cognition for a stroke survivor to continue in a job or find work.

Cognitive disabilities are obstacles to learning, according to Dr. Michael Quist on Study.com. It can impact focus or processing, and results in a person needing different strategies and methods to learn and process. Intellect, according to Quist, are specific cognitive issues that lead to lower IQ scores. Even with accommodations, there may be barriers to learn and processing information.

Strokes impact people differently. Like any other disability, there’s a range of impact and severity. According to the Job Accommodations Network, it’s possible for people who have experienced a stroke to work though. Assessments need to be conducted to determine the severity and what accommodations might work.

“Strokes often lead to significant physical and cognitive disability,” says Stacy Cervenka, Vocational Rehabilitation and Disability Policy Consultant. “However, people with significant disabilities are participating in the competitive, integrated workforce in record numbers and moving into fields previously considered impossible or impractical.”

Kristy Weissling, Professor of Practice and SLP program coordinator at UNL, encourages stroke survivors to manage their work load. For those who want to consider the option of retaining employment, she recommends they connect with vocational rehabilitation services. Processing information can impact return to work, and it’s important people have access to services and supports that will help them achieve goals. It’s about determining if and what accommodations will yield desired results.

“Some people think those who function as neurotypical don’t deserve employment, says Weissling. “Work is one way to get back to society, but there are other ways to contribute besides work. Volunteer, spend time with family. Supports need to be creative, and everybody needs a role, but it doesn’t always have to be through employment.”

In 2014, 38% of people hospitalized for strokes were under the age of 65, according to the CDC. This leads to a decent number of working age people who have experienced a stroke.

Adaptive tools and methods are available for stroke survivors. It depends on the range of their disabilities. Cervenka explains that with speech and communication disabilities, someone might use text-to-speech software, alternative communication devices or a laptop. For those experiencing difficulty with working memory, they might record meetings, set up task reminders or have additional work time. Those dealing with concentration might rely on noise cancelling headphones or request to work in a quieter place in the office or work space. Many stroke survivors find working with a job coach and creating scripts for their job to be helpful.

“Many people assume if you can’t speak, you can’t think or learn,” says Cervenka. “However, one of the most common conditions that results from stroke is aphasia, which impacts people's ability to speak and understand language, but does not impact their intellect.”

While some stroke survivors want and can return to their previous job, others find new opportunities. Some common jobs stroke survivors do include:

• Copywriting
• Graphic design
• Visual artist
• Factory worker
• Kitchen assistant

The theme for 2022s National Disability Employment Awareness Month – Disability: Part of the Equity Equation – seems to sum up what organizations and agencies across Nebraska advocate for. Employment is necessary for the world we live in, and disabled people need to be included in the workforce, since they are part of this world. For many disabled people, it’s a matter of accommodations and opportunities.

As October wraps up, find ways to demonstrate appreciation for all the disabled people currently participating in the Nebraska workforce, and help these organizations advocate for fair and equitable employment for all disabled people.