Embracing%20the%20Elephant%20in%20the%20Room:%20Interviewing%20Ideas%20for%20Applicants%20who%20are%20Deaf - PowerPoint PPT Presentation

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Embracing%20the%20Elephant%20in%20the%20Room:%20Interviewing%20Ideas%20for%20Applicants%20who%20are%20Deaf

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Title: Embracing%20the%20Elephant%20in%20the%20Room:%20Interviewing%20Ideas%20for%20Applicants%20who%20are%20Deaf


1
Embracing the Elephant in the Room Interviewing
Ideas for Applicants who are Deaf
  • Julia Smith, Ph.D., CRC, LPC
  • Western Oregon University
  • Partners Building Bridges Overcoming Challenges
    through Leadership and Collaboration
  • SCD Conference
  • August 24, 2010

2
What is meant by Elephant in the Room?
3
Competition for Employment
  • Employment rate for those with disabilities - 35
  • Employment rate for persons with no disability -
    78 (NOD, 2007)

4
Discrimination and Bias in the Workplace
  • Current literature
  • Employers have a positive attitude
  • toward people with disabilities
  • BUT
  • Employers are reluctant to hire people with
    disabilities
  • 19 of companies employ people with disabilities
  • 72 say the nature of their work is too
    challenging for people with disabilities

5
Laws that Protect Persons with Disabilities
  • EEOC
  • ADA
  • 20th Anniversary
  • Helpful to deaf employees?

6
Searching for a Job is a Job
  • Four hours a day is recommended
  • Keep a consistent schedule
  • Focus on the resume
  • Customize objectives for specific job
  • Chronological is best
  • Functional good when there are gaps
  • Use same language as the web page or from an
    informational interview

7
Professional Etiquette
  • First impressions are critical
  • Present yourself as a professional at all times
  • Understand your role as a job seeker
  • Email
  • Meeting people at conference
  • Ethical considerations
  • Deaf grapevine
  • On-line communication

8
Prepare for Interview Know the Job
9
Employer Concerns
  • Lack of knowledge of disability or the ADA
  • Dont know how to interview individuals who are
    deaf or hard of hearing
  • Concern of how co-worker and deaf or hard of
    hearing employee will interact
  • Reasons why employers dont grant accommodations
  • Undue burden too difficult/expensive
  • Fundamental alteration change actual job
  • Safety or direct threat
  • Lack of exposure to success stories

10
What Employer Really Wants to Know
  • What will I need to do differently to supervise
    this individual?
  • What can I expect from this individual in terms
    of production? Will I need to compromise what I
    ask her to do?
  • Can I use my normal approach to
    correct/discipline the worker?
  • What else do I need to know that I dont even
    know to ask?

11
Interview Preparation
  • Always request an informational interview
  • Work with others to help develop skills
  • Practice as much as possible (doesnt matter
    where)
  • Go through mock interviews
  • Try different strategies
  • Understand the ADA and meaning of Reasonable
    Accommodations
  • Example of when you might need an interpreter
  • Useable technology

12
Interviewing Skills
13
Disability Disclosure
  • Certainly, if you know that your condition is
    one that you know is going to come up its
    probably a good idea to take the bull by the
    horns and maintain control of the information
    flow and disclose it as soon as possible.
  • Nancy Starnes, NOD, Director of External Affairs
  • Judgment call/personal decision
  • Paint picture of who you are
  • Disability is only a part of who you are

14
ADA - Rules Change During Employment
  • 1. Applying for a job
  • Employer limited at interview
  • Focus of questions on the ability to do the job
  • 2. Employer makes a job offer
  • Rules change
  • Must ask the same question to all
  • Must be consistent
  • Job offer withdrawn only with clear evidence
  • 3. Offered job and begins job
  • Employer can ask questions related to disability
    if employee is struggling with getting the job
    done

15
Business and Budget
16
Employer Incentives
  • Budget is always a concern for employers
  • Most aimed at non-state agencies with less than
    1,000,000
  • Reported average return of 28.60 in benefits for
    every dollar invested in accommodations
  • Work Opportunity Tax Credit (WOTC)
  • Small Business Tax Credit IRS Code Section 44,
    Disabled Access Credit

17
Recognize Disability Fatigue
18
  • Examine attitude/issues that may come up
  • Find support to help work through
    frustration/anger
  • Present yourself as fresh and excited
  • Be curious and maintain I/Thou relationship

19
Sell Yourself
  • Coordinate your individual needs and the company
    objectives
  • Focus on questions of essential function or
    ability to do the job
  • Show how you can be part of a team
  • Build trust/reassurance
  • Be powerful about what you are saying

20
  • Directly address issues
  • Show that you can perform at same high quality
    level, but that you might get the job done
    differently
  • Give examples
  • Give examples of other agencies who hire deaf
    workers
  • Have references available
  • Remember employers are concerned about budget,
    safety, and inclusion

21
  • Julia Smith, Ph.D., LPC, CRC
  • Rehabilitation Counselor Education
  • Western Oregon University
  • Monmouth, Oregon 97361
  • 503-838-8744 (V)
  • 866-724-5141 (VP)
  • smithj_at_wou.edu

22
References
  • Acemoglu, D., Angrist, J. D. (2001).
    Consequences of employment protection? The case
    of the Americans with Disabilities Act. Journal
    of Political Economy, 109, 915-957.
  • Bruyére, S. M., Ericson, W. A., Ferrentino, J. T.
    (2003). Identity and disability in the workplace.
    William Mary Law Review, 44, 1173-1197.
  • Courtwright, A. M. (2009). Justice, stigma, and
    the new epidemiology of health disparities.
    Bioethics, 23, 90-96.
  • DeLeire, T. (2003). The Americans with
    Disabilities Act and the employment of people
    with disabilities. In D. C. Stapeton R. V.
    burkhauser (Eds.). The decline in employment of
    people with disabilities A policy puzzle (pp.
    259-275). Kalamazoo, MI Upjohn Institute.
  • Hernandez, B. (2000). Employer attitudes toward
    workers with disabilities and their ADA
    employment rights A literature review. Journal
    of Rehabiltation, 66, 4-16.
  • Houston, K., Lammers, H. B., Svorny, S. (2010).
    Perceptions of the effect of the public policy on
    employment opportunities for individuals who are
    deaf or hard of hearing. Journal of Disability
    Policy Studies, 21, 9-21.
  • Houtenville, A. (2002). Appendix. In P. Lennie
    S. B. Van Hemel (Eds.), Visual impairments
    Determining eligibility for Social Security
    benefits. Washington, DC National Academies
    Press.
  • Larson, D. (2008). Unconsciously regarded as
    disabled. UCLA Law Review, 56, 451.
  • Link, B. G., Phelan, J. C. (2001).
    Conceptualizing stigma. Annual Review of
    Sociology, 27,353-385.
  • McMahon, B. T., Hurley, J. E. (2008).
    Discrimination in hiring under the Americas with
    Disabilities Act An overview of the national
    EEOC ADA research project. Journal of
    Occupational Rehabilitation, 18, 103-105.
  • Peck, B, Kirkbride, L. T. (2001). Why
    businesses dont employ people with disabilities.
    Journal of Vocational Rehabilitation, 16, 71-75.
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