Ask Slashdot: Dealing With Disabilities In the Workplace? 292
mpol writes "The job market can be hard right now, depending on your background and location. Having a disability makes things even more interesting. Seven years ago I suffered from a psychosis, and I was diagnosed with schizophrenia. I have been recovering quite well, and last year I started searching for a paying job. I found one, but it didn't turn out to be the right place, so I'm back at my volunteer job as web developer. My current workplace is quite unique, as there are several people who have had a psychosis in the past, or have been diagnosed with autism. When I look at myself I know that I have some things that will always play a role: I'm very sensitive to the atmosphere in the workplace for example. I also need clear communication, more so than other people. Furthermore, a workweek of maybe 20-25 hours is the max for me. I tried self-employment, but motivation and discipline are a bit hard to come by, and it's not something that will work for me long-term. In theory it's perfect, in practice not so much. I'm not sure what my short-term future will look like, and for this year I'm quite happy where I am, but next year I might go searching for a salaried job again. I'm wondering if there are more people on Slashdot who have a job in ICT, or are seeking one, and also have disabilities. How did you land at your job, and what issues do you run into in daily practice?"
Re:Holy Shit! (Score:5, Informative)
I work in IT, and am profoundly Deaf. Working with a disability is definitely a challenge. You have to set expectations and remind people constantly--I work in a company of only 35 people and I have to remind people I can't hear for shit. You have to advocate for yourself, and let people know what YOU need to be successful in the job. That being said, all of these things are difficult to do.
Re:I think the OP mentioned self-employment (Score:5, Informative)
> That's going to be a problem when he seeks a salaried job -- few employers want an unmotivated, undisciplined employee. If I wanted to hover over the employee and make sure he's doing the work he's supposed to be doing, I'd hire my son.
I can clarify that.
When I'm at the workplace this is different. I am motivated and disciplined. I'm at the place where it is expected to work, and that's what I do. Also there's a clear border, when I'm home my workday is over and I don't have to worry about it.
Working from home is a lot harder, to me at least, and I heard other people mention it. When I'm home I am usually relaxing a bit, so the place has a complete different association with me. Also there's no clear border, I can work for 7 hours straigt and still feel the rest of the day that I should be doing stuff. Or take a day off, like any normal person, and feel that way the whole day. That gets tired very soon.
So I figured out I need a real work environment, and I can't work from home.
Re:I think the OP mentioned self-employment (Score:5, Informative)
Re:autistic adult sysadmin (Score:5, Informative)
Americans with Disabilities Amendments Act of 2008 as per http://www.autismpolicyblog.com/2011/03/americans-with-disabilities-act-new.html [autismpolicyblog.com]
http://en.wikipedia.org/wiki/ADA_Amendments_Act_of_2008 [wikipedia.org]
http://www.eeoc.gov/eeoc/newsroom/release/11-7-11a.cfm [eeoc.gov] "Comfort Suites To Pay $132,500 For Disability Discrimination Against Clerk With Autism"
This one is very important, look at page two "Examples Illustrating Definition of Disability" one of the examples used to define a disability was specifically to list autism, by name. Its kind of hard to wiggle out of "autism isn't a disability" when its specifically listed by name in regulation as an example of a legally protected disability.
http://www.eeoc.gov/laws/regulations/upload/adaaa-summary.pdf [eeoc.gov]
I mean when the EEOC uses your diagnosis as an example of what the law covers, its kind of hard to claim that example doesn't fit under the definition. Now my ingrown toenail was not listed by name, so I would have a fight in court to prove its a disability by definition, unlike your diagnosis.
Obviously your best bet is as per your own comment:
Accordingly, at the advice of my attorney
Yeah that'll probably work a hell of a lot better than the advice of some idiot on /. who none the less knows some people with autism and also knows how to use google really well. However if you haven't talked to your lawyer since 2008 when they passed the law, or 2011 when the EEOC released their new regulations specifically naming autism, maybe its time to talk again, or at least think about it?
Re:Holy Shit! (Score:5, Informative)
How is accommodating someone with a mental disability any different that dealing with someone with a physical disability?
If you have someone at work who is in a wheel chair, you would need to ensure there is access for them, everything they need to do their job can be reached from the chair, that in the event of an evacuation their location is rapidly determined and they are evacuated along with everyone else even though they can't take the stairs.
If a person is deaf you have to adapt meeting practices, phones, etc..., if a person is blind they may need screen readers or braille output devices. If a person is recovering from an injury they may be on reduced hours and reduced duties.
If you, as an employer, have decided that this person will add benefit to your company sufficient for them to be on the payroll (or volunteers list), then you have a responsibility to make it a safe workplace for them.
My husband has a medical condition which can result in him having fits and seizures. It can be triggered by stress and heat among other conditions. His work has ensured that the first aid officers on his floor know how to manage someone having a seizure. They have provided a standing fan near his desk so he can control the air flow if it's a warm day and he needs more breeze than the aircon is providing as a base. His coworkers have my number in their phones and visa-versa so that we can communicate if he has an episode. My boss is aware that I keep a chat window open to him during the day to monitor him (especially on bad days) so that I can call his boss if I notice him starting to have symptoms (aphasia is often a warning sign).
His boss has found him to be an excellent employee who occasionally has bad days. The good days outweigh the bad days. Lots of places wouldn't consider him knowing he is subject to seizures.
I get incredibly angry listening to policy wonks talking about getting the disabled back to work and off benefits. That's all well and good, but how do you get employers to take a chance on someone with a medical condition which may unpredictably affect their capacity to work. It's incredibly tempting to lie about it in the recruitment process, but it's likely to come up before your trial period is over - and then your boss has to assess that if you lied about that, what else may you be deceiving him about.
Most people with some kind of mental disability have triggers. Your responsibility as a boss is to provide them with a 'safe' environment where you minimise their exposure to trigger situations - for example, don't put them in a customer facing role, keep them dealing with internal staff who are familiar with some degree of routine. If you take on someone with a chronic medical condition (mental or physical) then you sign on for the possibility that they may have medical absences on potentially short notice.
But guess what. You sign on for the same thing with parents who may have to take time off to look after sick kids. Or people with partners or older parents or siblings who may have to take carers leave to look after other members of their family. Or singles who may have accidents, injuries or just a cold or flu at various times of the year.