As a kid, I was an ardent fan of the Lone Ranger. Every episode, the masked man would ride into a town with his friend Tonto. There he would quickly proceed to right a wrong, correct an injustice, or just help out someone in trouble. Then, as suddenly as he had arrived, he would ride out of town in a cloud of dust - leaving someone to query; “Who was that masked man?” It was amazing how he could abruptly stir things up, challenge the status quo, set things straight and leave the town forever changed –all within a half hour or less!

In a similar way, every once in a while a “truism” enters my life unexpectedly, knocks me back on my heels, causes me to question and re-examine my previous ways of thinking, and leaves me changed. In the wake of those experiences, I find myself shaking my head and asking rhetorically: “Who was that masked man?”

In last month’s issue, I reprinted an article that I had prepared for the Oregon Business Leadership Network – an interview with Randy Lewis of Walgreens. Well, something that Randy said to me after the interview became one of my “masked man” experiences. It took me by surprise, shook up my comfortable pattern of thinking and, as its retreating cloud of dust still settles in my mind, continues to have me sorting through my thoughts.

I had originally interviewed Randy for an article in the Oregon Business Network’s Inclusion@Work e-magazine. Sometime after I interviewed him, I let him know that a shorter article would also be in that issue – about a person with a disability employed in a Portland-area Walgreens retail store. I told him that it was a nice little piece – that the folks at the store didn’t view the woman’s employment as anything particularly special – that they just considered her to be another employee, doing a solid job. Randy immediately jumped in and said; “But it is special! And they need to know it. The opportunity that they gave her is very special to her and it is very special to her family! They are doing something special. They need to know that.” I probably mumbled something like; “Oh yeah, of course.” But here I am, over a month later, still pondering the implications of his comment.

There is no doubt that her opportunity to work at Walgreens is special. Its “specialness”, however, has nothing to do with her or her ability to do the job. Its “specialness” is in the rarity of the opportunity itself. Its “specialness” is in the fact that hundreds of other companies with similar kinds of jobs would never even consider hiring her – someone with a disability. Its “specialness” is in the lifestyle and life experience that this woman has – and may never have had if someone at Walgreens hadn’t dared to step out of the box and give her a chance.

But Randy said; “They need to know that.” Why did he say that? That has been the big question for me this past month. I had been content to hear that this woman was able to quietly do her job and be appreciated by her employer without any fanfare. But is that enough? Is Randy right? Should someone step in and make sure that the folks at the store realize that, in hiring this woman, they have done something extraordinary?

Of course, we want employment opportunities for people with disabilities to be commonplace. But they certainly aren’t. Will they eventually become commonplace if we simply treat them that way now – or will they more readily become commonplace if we celebrate and highlight each new opportunity that opens up? I wonder.

In the past, I have spoken with many employers who, when receiving awards for hiring people with disabilities, have made comments like; “What is the big deal? This is a no-brainer. This person has the talent and skills that we need so I hired them. As we expected, they are doing a great job and we have a great employee. We shouldn’t be given an award for making a good business decision.” There is a lot of truth to that statement – until we lay it in front of the backdrop of widespread discrimination and rampant unemployment/underemployment for people with disabilities. No, there is definitely something special going on there. The “specialness” is not in WHAT they did but in THAT they did it – that they chose to depart from the routine rejection of employees with disabilities from North American workplaces and chose, instead, to see the individual and their talent as an asset to their company.

So, maybe we do need to consciously and overtly celebrate the employers that choose to be pioneers and exemplars in the opening up of workplaces to people with disabilities. Of course, in so-doing we have to be careful that we don’t give out the wrong message. It isn’t special to hire people with disabilities because it is an act of personal benevolence or sacrifice, but because it is a rare thing for employers to see past socially-ingrained misconceptions and to see possibilities instead of limitations.

At the same time, I also don’t see anything wrong with pointing out the exceptional difference that an employment opportunity can make in the life of someone with a disability. I see nothing wrong with commending employers for giving someone a job opportunity where there was none – for bringing social justice where only injustice has been encountered. Given the current collective vocational experience of people with disabilities in our society, it is a good thing to make an effort to employ them. People who do good things should be commended for it.

In writing this, I think about how Randy described the enthusiasm and excitement with which Walgreens’ team is striving to make the new hiring initiatives at their distribution centers a success. They are enthusiastic because they know they are doing something special, something unusual, something right and good, something meaningful, something to be proud of.

Maybe if we took care to ensure that every employer who employed someone with a disability was consciously aware of how uncommon their actions were, how rare those kinds of opportunities are for job seekers with disabilities, and what a profound difference that job can make in that person’s life, they would take more pride in their role, more care in ensuring the success of that employee, and give more attention to creating more such opportunities.

I don’t live in Oregon, so I can’t go to that Portland Walgreens store and tell them that they are doing something special, but I can email them a copy of this article – which I will do.

~ Rob McInnes

© Rob McInnes, Diversity World, September, 2006

(If not used for commercial purposes, this article may be reproduced, all or in part, providing it is credited to "Rob McInnes, Diversity World - www.diversityworld.com". If included in a newsletter or other publication, we would appreciate receiving a copy.)

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- By Debra Brooks, LCSW

Today was my first day on the job and, today, I told my boss that I am dyslexic.

It was the first time in my entire life that I’ve come clean right up front. No waiting until I get in trouble and then bringing up my dyslexia. This time I’ve decided to just tell it like it is right from the beginning. Maybe this time people will understand why when they watch me get lost in the halls or forget how to log on to the computer for no apparent reason.

Today I pushed past the shame, fear and trepidation of being judged for my difference. I tried to remember my unique abilities and skills. I thought of my successes rather than my failures. I held my head up, took a deep breath, looked my boss in the eye and told her the truth about me. “I am dyslexic; I learn differently than most people around here. This does not mean I can not do my job as well as any one, no, quite the contrary.” I spoke in a clear calm, steady voice. “As a matter of fact”, I continued, “you will never find anyone as loyal and hard working as me. It may take me a bit longer to get it, but once I do you will be very happy that hired me.” I smiled and she smiled back. It was as if I’d grown ten feet in two minutes. Hiding my dyslexia had always made me feel small, helpless and vulnerable.

My boss is a kind person, so I knew she would not be rude, but what was going on in her mind when I let her know who she had really hired? Would I get “punished” later? My brain was feeling fuzzy and not working well. Was she figuring out how she could get rid of me without getting sued? Is she mad at herself for hiring me? Did she even know how my being dyslexic would effect the work or the team?

At that moment, the pain of the secretive past had shut my connection to what was happening in the present. Survival was all I could focus on. No longer do I remember what my new boss actually said, but I know it was not hurtful. I knew that this person was going try her best to be patient.

It’s been almost a year now that I’ve been at this job. There have been many nights that I’ve driven home from work talking to my self. “This is not for me, I can’t do this job. It’s too complicated for me. Too much detail, too much to memorize. This job is for those that are sharp, not just creative.”

My boss must feel unbearably frustrated with me at times. Teaching someone who learns differently takes nerves of steel, tolerance and the belief in the worth of the person and relationship. It is an investment in the team and the success of the business. Coming clean up front has made a remarkable difference in my life. The anxiety, headaches, stomach aches and sleepless nights that often occurred in other situations were absent this time. Thanks to the support I’ve gotten from my entire team, I’ve noticed I am beginning to perform my job quite well.

I am not wasting time, energy or good brain power on the fear of being found out. In other jobs I was constantly fretting; scheming to assure my secret was safe. This time every one from the director to the administrative assistant knows who the real me. They have chosen to invest in me. My stead fast determination, drive and strength surprises even me. My boss and colleges are grateful that that they knew learning the details would take me longer. Training me has been a learning experience for the entire team. Even the way we communicate has become more casual, transparent and simple, less conventional, proper and masked.

Here is a list of tricks I’ve adopted over the years. Everyone has there own list, but we can learn from each other.

• Make a “TO DO” list every evening or morning depending on what your best thinking time of day it. Keep the list short, check it often.

• Take short breaks - get, refill tea, get a snack then get back to work. (5 - 10 minutes will make all the difference in the quality of work you end up producing.)

• Get away from the office during lunch, go outside. Your brain needs down time.

• Prepare every night for the next day, at least think about what is going to happen the next day.

• Try not stay out past 9:00 pm on a week night. It’s best not to go out, after work, more than twice a week, especially if you have a family. We need a lot of time organize for the next day. We hate it, but it’s one of those needs to happen things.

• When you feel yourself getting a little tired at night stop what you’re doing and start getting ready for bed even if it’s only 8:00 - so what.

• When starting a new project, make notes on the one presently being worked on before you start on the new one. If there is a deadline, write the date in bold marker on top of the file. Keep it in sight.

• Only keep three open, unfinished projects going at a time. Once the number gets over there, stop and organize.

• Keep dictionaries (thesauruses, medical dictionary, etc.) close.

• Copy and paste instead of coping. Less likely to make mistakes.

• Be honest about mistakes. Admit you’ve made a mistake and apologize and figure out how to fix it. Fixing it is not the boss’ responsibility.

• As long as we can laugh together, we will not only succeed we will prosper.

(Debra Brooks, a Licensed Clinical Social Worker, is a nationally known speaker and author on Invisible Disabilities and the Workplace.)

The newest product in our online store is a snappy little book called “The Disability Factor: Five Simple Tools to Better Serve and Counsel People with Disabilities”. This book was written by our friend Shayn Anderson – a sometimes contributor to Disability Network.

In writing this book, Shayn has responded to a great need out there – the need for a basic and practical booklet for professionals who may encounter clients or customers with disabilities but who may have had little personal interaction with folks with disabilities and/or little information on basic disability issues and etiquette. It isn’t intended to be a comprehensive treatise. Rather, it is a handy quick-read for the busy professional – a helpful guidebook to keep within reaching distance on their office shelves.

Written in a conversational manner and spiced with his personal experiences “on both sides of the desk”, Shayn has produced a very readable book to help professionals (particularly counselors) overcome any hesitancy they might have in delivering their services to people with disabilities.

The Disability Factor will be a welcome resource for anyone in a counseling career. From lawyers to real estate salespeople, it will also be helpful to any professional who may have the opportunity to serve clients with disabilities.

Don’t miss watching this! SunTrust Bank has developed a multi-faceted strategy to employ people with disabilities. This eight-minute video features interviews with employees, with and without disabilities, which highlight the exemplary policies and practices of SunTrust’s inclusive corporate culture.

Since 1978, the American Association for the Advancement of Science (AAAS) has published a Resource Directory of Scientists and Engineers with Disabilities - an alphabetical listing of professionals with disabilities holding at least a bachelor's degree in a science, technology, engineering, or mathematics (STEM) field. The Directory has helped students with disabilities to find role models, scientists and engineers to share information on job accommodations, and has been a resource for many related organizations and employers. The AAAS is currently updating the Directory and is encouraging scientists and engineers with disabilities to register online.

October is National Disability Employment Awareness Month (NDEAM) in the US. It is a great opportunity for employers and organizations to take stock of their ongoing practices and/or launch new initiatives. A new poster for NDEAM 2006 is now available.

GfK NOP, LLC is a multi-national firm that helps clients address marketing challenges and improve business performance. They have recently partnered with Butler Media’s Mystery Shopping Panel to create America’s first national panel for individuals with disabilities. Utilizing Butler’s ABILITY panelists, GfK Mystery Shopping sends a variety of disabled “undercover shoppers” into stores nationwide to assess customer service and sales personnel performance. This service provides companies the opportunity to determine how their employees communicate with shoppers with disabilities when these individuals are sent to specific store locations posing as customers.

The John F. Kennedy Center for Performing Arts publishes a quarterly e-newsletter that features articles, resources, opportunities and news for people with disabilities in the field of performing arts.

Are you interested in learning more about disability and employment issues? Are you an employer? An educator? A service provider? A job seeker with a disability? In our store, DiversityShop, we carry over 20 of the best books and videos that we have found on issues of disability and employment. Check them out now!

Would you like information or advice on a particular issue related to disability & employment? Tie into our network of over 5000 readers! Send us an email and we will post your question in our next newsletter.

I currently work for the Hardin County Board of Mental Retardation and Disabilities in the capacity of Community Employment Director. I would appreciate any suggestions re: transportation for those who are employed in the community. We are a very rural county with a county seat of approximately 8,800 and a total county population of 35,000. There is no public transit system. I have tried to work with our Ohio Department of Transportation with not much success. Again, any suggestions would be appreciated.

- Bill Ward, Harco Industries, Inc., Kenton, Ohio

Is your organization holding an event that might be of interest to our 5000+ readers? Would you like to add your event to our listings?

Arlington, VA: October 5 & 6, 2006

“What We Know and Need to Know”

This two-day conference will (a) cover current statistic on the characteristics and status of working-age people with disabilities derived from current survey and administrative data and (b) explore options for improving future data collection and data distribution efforts.

Baltimore, MD: November 8 - 11, 2006

The TASH Conference mobilizes vast numbers of folks from around the world together in a common experience of belief in the presumed competence of every person, and in the powerful role that every person can play in empowering people with disabilities and their families to build the life of their choosing. Each presenter and attendee comes to the scene with a personal perspective to share ~ and each leaves with a renewed sense of energy and commitment towards the great space of possibility for people labeled with the most significant disabilities.

Bethesda, MD: December 6 - 8, 2006

For 25 years, the Perspectives on Employment of Persons with Disabilities conference has given federal managers an edge in recruiting and retaining qualified employees with disabilities. This year’s conference offers updated information on personnel policies and practices, technology, legal updates, and resources.

Orlando, FL: January 24 – 27, 2007

ATIA 2007 serves as a leading forum for the Assistive Technology community to participate in presentations and discussions about new technology, practical applications, and services. Segments of the Assistive Technology industry (Augmentative and Alternative Communication; Blindness; Computer Access; Curriculum Adaptations; Deaf and Hard of Hearing; Electronic Aids to Daily Living; Games and Recreation; Learning Disabilities/Study Aids/Literacy; Low Vision; and Mechanical Accessories and Mounting Devices) will be represented in various presentations, demonstrations and/or exhibits. In addition, a hands-on lab will provide an opportunity to experiment with and evaluate the latest assistive technology devices and software available.

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