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Diversity 101 August 26, 2008 Blue Cross and Blue Shield of Florida

Diversity 101 August 26, 2008 Blue Cross and Blue Shield of Florida. Presented by: Nancy Hanisch Agency for Persons with Disabilities. Diversity. Main Entry: di·ver·si·ty Function: noun Inflected Form(s): plural di·ver·si·ties Date: 14th century

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Diversity 101 August 26, 2008 Blue Cross and Blue Shield of Florida

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  1. Diversity 101August 26, 2008Blue Cross and Blue Shield of Florida Presented by: Nancy Hanisch Agency for Persons with Disabilities

  2. Diversity • Main Entry: • di·ver·si·ty • Function: • noun • Inflected Form(s): • pluraldi·ver·si·ties • Date: • 14th century • 1: the condition of being diverse:variety; especially : the inclusion of diverse people (as people of different races or cultures) in a group or organization <programs intended to promote diversity in schools>

  3. Nina Owcharenko is Senior Policy Analyst in the Center for Health Policy Studies at The Heritage Foundation. The Congressional Budget Office reports that the major entitlement programs—Medicaid, Medicare, and Social Security—account for approximately 42 percent of federal spending.

  4. National Treasury If 94,000 people, or 1% of people with severe disabilities on SSI, SSDI and related medical programs were to become gainfully employed, the 10 year cost savings would be 45 billion dollars!

  5. THE TIME IS NOW!!! The Employment Policy Foundation estimates a workforce shortage of 4.8 million workers by 2010, 19.7 million by 2020.

  6. Questions?

  7. Person First language • The words you use can create either a positive view of people with disabilities or it can reinforcecommon myths. • Put the person first!

  8. Why Person First? Group designations such as "the blind," "the retarded" or "the disabled" are inappropriate because they do not reflect the individuality, equality or dignity of people with disabilities. Further, words like "normal person" imply that the person with a disability isn't normal, whereas "person without a disability" is descriptive but not negative. http://www.dol.gov/odep/pubs/fact/comucate.htm

  9. Language Use Affirmative Phrase A person with an intellectualdisability A person who is blind A person with a disability A person who is deaf A person who has multiple sclerosis

  10. More on Language Use Affirmative Phrase • A person who has cerebral palsy • A person who has epilepsy • A person who uses a wheelchair • A person with Down syndrome • A person with mental illness or psychiatric disability

  11. More on Language Use Affirmative Phrase • A person with a physical disability or one who has quadriplegia • A person with a learning disability • A person without disabilities • A person with a brain injury • Accessible Parking

  12. Questions?

  13. MYTH: Hiring employees with disabilities increases workers compensation insurance rates. • FACT: Insurance rates are based solely on the relative hazards of the operation and the organization's accident experience, not on whether workers have disabilities.

  14. MYTH: Employees with disabilities have a higher absentee rate than employees without disabilities. • FACT: Studies by firms such as DuPont show that employees with disabilities are not absent any more than employees without disabilities.

  15. MYTH: Persons with disabilities need to be protected from failing. • FACT: Persons with disabilities have a right to participate in the full range of human experiences including success and failure. Employers should have the same expectations of, and work requirements for, all employees.

  16. MYTH: Persons with disabilities are unable to meet performance standards, thus making them a bad employment risk.

  17. FACT #1: A DuPont conducted a survey of 811 employees with disabilities and found 90% rated average or better in job performance compared to 95% for employees without disabilities.

  18. Fact #2: A similar DuPont study which involved 2,745 employees with disabilities found that 92% of employees with disabilities rated average or better in job performance compared to 90% of employees without disabilities.

  19. MYTH: Persons with disabilities have problems getting to work. • FACT: Persons with disabilities are capable of supplying their own transportation by choosing to walk, use a car pool, drive, take public transportation, or a cab. Their modes of transportation to work are as varied as those of other employees.

  20. MYTH: Persons who are deaf make ideal employees in noisy work environments. • FACT: Loud noises of a certain vibratory nature can cause further harm to the auditory system. Persons who are deaf should be hired for all jobs that they have the skills and talents to perform. No person with a disability should be prejudged regarding employment opportunities

  21. MYTH: Considerable expense is necessary to accommodate workers with disabilities. • FACT: Most workers with disabilities require no special accommodations. Studies by the President's Committee's Job Accommodation Network have shown that 15% of accommodations cost nothing, 51% cost between $1 and $500, 12% cost between $501 and $1,000, and 22% cost more than $1,000

  22. MYTH: Employees with disabilities are more likely to have accidents on the job than employees without disabilities. • FACT: In the DuPont study, the safety records of both groups were identical.

  23. Thank You! Nancy Hanisch (904) 992-2440 Nancy_Hanisch@apd.state.fl.us

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