|
|||
Creative Survivors Add Elasticity to Your WorkforceBy: Jim Hasse
Summary:
eSight members show why individuals with disabilities can be valuable employees: They can bring a creativity to the workplace based on what they've learned in solving problems which stem from their vulnerabilities. 
Vulnerability as a Strength
The Spectrum Down to the Nitty-gritty Show me a survivor -- someone who has beat the odds in dealing with a visual impairment or other physical disability and who is competing in the mainstream workplace for jobs -- and more than likely you'll have a job candidate who knows how to go about resolving some tough personal problems. Such problem-solving know-how can be transferred to a work situation and help your team develop the elasticity it needs today to compete on a global scale. I've learned that first-hand because I walk and talk with difficulty due to cerebral palsy and I've worked in a Fortune 500 environment. But I hadn't really thought about it much until the discussion eSight members had on the "Swimming in the Mainstream" (SiM) blog about how to survive mainstream employment when you have a disability. Specifically, the SiM participants discussed this question: Vulnerability as a Strength We, as human beings, are quite fragile. Unlike the penguin, we don't do well in cold weather. Unlike the elephant, we can't detect an upcoming tsunami. We may be vulnerable, but we are adaptive and solution-oriented. We wear insulated clothing. We use technology to track storms. We also adapt technology to compensate for visual impairment, a disability which makes some of us vulnerable. But using adaptive technology to compensate for our human frailty can make that vulnerability irrelevant. In fact, our individual vulnerabilities are valuable -- to our society as well as individual organizations and companies -- because they stretch our ability to be adaptable as human beings. In the competitive business world, that kind of reasoning is often lost. An all able-bodied workforce, for instance, can become flabby in terms of creativity and problem-solving, precisely because it lacks diversity and does not include individuals who look at opportunities just a little bit differently than the rest of us. Individuals with disabilities can be valuable employees because they bring a creativity to the workplace based on what they've learned in solving problems which stem from their personal vulnerabilities. And, although they may need help occasionally, they have most likely learned to be self sufficient on a mature, adult level. I call them "survivors" because they've managed to use their creativity to overcome or sidestep barriers to thrive in the mainstream. The Spectrum However, don't be surprised if you get this reaction or something similar to it from your next job candidate with a disability: "Some workplaces have not changed from the 1950s. If you go back to this timeline and look at the difficult situations minorities had in employment, then, in the 2000 era, you'll see the disabled would need to survive the same types of situations." - Anonymous That's one individual's perception of reality. Here's another: "My mom said to me very early on 'The unfortunate thing is you'll have to do 99 percent of the adapting to the world; they aren't going to do it especially for you.' I've found that to be true. I don't go in with any pre-conceived expectations. I try to be friendly but also firm about my strengths and weaknesses. I know what they are. "I don't tolerate bullies or nastiness towards me or anyone else, and I'm not afraid to state my case. I do the most professional job I know how to do, but I also make sure I'm kind and empathetic to others as well. I make sure I have interests outside my work so that I am able to converse with my colleagues. I don't always talk about me, me, me. I'll ask for help if I need it and I'll explain my accessibility issues I have -- but not with a sneer or a snarky attitude." - Liz Down to the Nitty-gritty Three of the SiM bloggers submitted specific workplace rules for survival which I think are interesting. I chose to highlight them here because you may find them helpful in selecting job candidates with disabilities who will best fit your corporate culture. Blind since birth, Jake, for instance, believes it's important for an individual to be independent but also realistic. He writes: Melissa is between jobs right now and has quite an extensive list of survival tips based on her experiences: "Depending on the extent of you disability ask for accommodations that you realistically need for the job, don't ask for extras that you don't really need. This means do your homework about the job ahead of time and be current on assistive technology available. "If someone treats you in a way that is uncomfortable, like treating you like a fragile child, speak up in an assertive and polite manner. Don't be confrontational and talk in private. "If someone asks you a question about you disability, even if you think it is ignorant, answer them. We can combat ignorance in small ways. Someone asked me how I ate since it was 'obviously too dangerous for me to cook.' I explained to the person that I had enough vision to operate most kitchen appliances, but I was not above burning my homemade lasagna on occasion. "Get a mentor at work. If you are having a problem, (a mentor) can be a good sounding board for you. "Be assertive, not passive and not aggressive. "(You'll probably) have to do a lot of the adapting, but employers are more receptive if you are honest about your needs and clear about them. Otherwise, do whatever you can do to make your workspace fit your needs and ask others to respect that if they use the space, too. Tell them you need them to put things back where they got them to make it easier for you to retrieve them. People will get it if you are respectful to them. They cannot read your mind and are not experts on the needs of the visually impaired. "Show a positive attitude -- even when you're ready to bite someone's head off. When you keep your cool and show tact, others respect you for it. "If someone is really making your work life miserable and nothing seems to work, check to see if your company offers any resources that could help. I had an employer that offered a hotline for all employees where they could anonymously get advice on work-related issues. I used it more than once. "Remember you are a viable member of the team. If someone is blatantly disrespectful or seems to be out to cause you problems, handle it as any other employee would. If you cannot work it out with the person in a civil way, follow the chain of command. "Don't forget the Human Resources Department. Part of its job is to provide for the needs of the employees." Jo is a minister who is blind. She offered this insight on September's SiM blog: "I was a hospital chaplain and got caught trying to introduce myself to an empty bed! Nobody knew quite what to say until I quipped, 'I was just offering a little comfort to that bed because I had the feeling it was getting pushed around a lot!'" Any of these people sound like they would be the type of employee who could help your company or organization continue to move forward? Some of them have posted offering statements on eSight, so those also may be of use to you. Made possible by a grant from the American Express Foundation.
Go to Top of Page Bookmark this article to: 
|
|||
