Megan came to Camp Merry Heart as a camper and had a fantastic time. So much so, that she couldn’t stay away. She came back as a volunteer because she wanted to help make sure other campers were able to experience camp the way she did. We ask her what makes her feel so strongly about the camp experience.

Camp and Disability

Megan says, “I come to Camp Merry Heart because it is fun and I get to meet different people and learn about different cultures. As a child, I went to elks camp more and once I was old enough I became a camp counselor. I was able to connect with the campers on a personal level because we all went to camp together as kids.”

Her inspiration to help others doesn’t stop at camp though, explaining how she also finds time to educate others:

“I have 3 different teacher’s certifications and a teaching degree from Caldwell University. Now I teach elementary education, middle school, and English language arts to students with disabilities. Special education has taught me to be more patient in overcoming diversity in my own disability and also in working with people with disabilities.”

We have to agree – Megan’s patience and abilities are an asset to Camp Merry Heart and we’re so thankful to have her on campus.

Join the Camp Family!

“Now being at Easterseals Camp Merry Heart I am able to reconnect with some of my old friends. My favorite activity at Camp Merry Heart is arts and crafts and I always look forward to coming back”

Thank you so much for reading Megan’s story. In case you were wondering, camp registration is open for the upcoming summer respite sessions. Sign up today and join Megan as part of the Easterseals New Jersey, Camp Merry Heart family.

The post Megan Tells Us What Camp Means to Her appeared first on Easterseals New Jersey Blog.

A Special Relationship with Special Education

When raising a child with an intellectual or developmental disability, it is essential to find the most suitable environment for them to receive the best education possible. Sometimes, a traditional approach to education can be the perfect option, but it’s important to know that it is not your ONLY option. There are many avenues to accomplish this: mainstreaming, specialized curriculums, and even schools tailored to meet the needs of particular disabilities. We spoke with Jacky Wilensky, a teacher at The Shore Center, a public school placement for students with autism, to learn more about what kinds of accommodations parents should consider to ensure a student’s educational success.

“Depending on the student, there can be a variety of accommodations. Some students need to read aloud, some to use calculators for simple addition or subtractions, some may need visual cues when reading,” Jacky explains.

Although the correct accommodations are vital to a student’s development, Jacky stresses the significance of communication between parent, teacher and child:

“It is very important for the parents and teachers to be on the same page. As a teacher, there are many things we can teach in the classroom that the students may not follow at home. Routine and structure is important when working with a child with special needs and many times there is a lack of structure and routine at home. If a student uses a token board or behavior chart in class, they may behave well in school and follow directions but at home, if they are not given constant praise or positive reinforcement they may not behave since there is no reward for doing so.”

Specialized Programs for Students

Specialized programs are created so the core aspects of a general curriculum can be taught in an effective manner to all enrolled. The objective is for students to receive a top-notch education whilst still providing the necessary modifications to their individualized learning experience. In these programs, students are provided with appropriate accommodations but still expected to independently accomplish their school tasks. This outlook introduces the child to personal accountability, as they are now responsible for completing tasks and practicing time management.

“Homework should be given even to the lowest functional child but maybe not given something they are unable to complete without help. We call this “independent work” which is simply something the student is able to complete without an abundant amount of help.”

Jacky explains that although academic work is critical to a child with a special needs education, it is equally important to focus on activities that help build social skills as well. In order to properly evaluate and improve a child’s behavior, an Antecedent-Behavior-Consequence, or ABC Chart is generally used (see below).

“The teacher or behaviorist will pinpoint the reason the student is having a problem behavior and they will use the data from the evaluation to find this. The behavior graphs will show an increase if the strategy being used is working. Social groups can be beneficial for students who struggle with social situations. These are generally monitored by a teacher-created task analysis sheet or simple observation. “

With a proper balance of communication, individualized accommodations, and opportunities for personal growth, a student is able to tackle the demands of a general studies curriculum at their own pace. These methods allow children with disabilities to learn crucial academic and social skills needed to thrive in a general environment. In fact, many students in school placements such as The Shore Center have been able to learn and grow to the point where they are able to transition into a traditional learning environment, continuing to learn alongside their peers.

“We have had many students mainstream back to the district. The process for mainstreaming is usually started after an IEP (individualized education plan) where the teacher recommends the transitions and the school is capable of accommodating the student. The student may start with one class period for a semester and then move to 2 periods the second semester. Depending on the learner, the time frame for the transition will vary,” Jacky says.

All students have the potential to learn and grow at their own pace. Many students can benefit greatly from specialized education programs like the ones found at The Shore Center. These services can make a substantial difference and prepare many individuals for transition into adult life. Every child has the right to receive an education, regardless of any disability they may have. We encourage you to explore your options and find what’s right for your child. After graduating, they can look for a job, live independently, or participate in community activities, but it all starts with a solid education.

As we just discussed, int’s undeniable that knowledge is POWER. So please share the power with others, by sharing this article on your social media networks. Thank you for reading!

Also, a big thank you goes out to Jacky Wilensky at The Shore Center for her invaluable input into this vital topic.

The post Specialized Education Programs: How to Challenge AND Accommodate appeared first on Easterseals New Jersey Blog.

Making YOUR Workplace Accessible

Welcome to PART 3 of our Business Side of Disability blog series. If you’ve missed PART 1 and PART 2, please give them a read, but it’s not necessary to understand this article. In those blogs, we discussed recruitment strategies and the benefits employees with disabilities bring to an organization. Now, we will be discussing how you can make your workplace more accessible by exploring technology and workplace accommodations.

Know the PERSON Before the Disability

The FIRST thing you should consider when hiring a person with a disability, is that everyone’s needs and challenges are unique, even if they share a type of disability. A person who is deaf or hard of hearing may need a sign language interpreter, or they may not know sign language at all. Someone who uses a wheelchair user may be able to walk short distances without the chair or they may not. A person who is blind or visually impaired may or may not need to use Braille to read. Best not to assume. Lucky enough, there is a resource you can always rely on to tell you what kinds of accommodations will be needed. The person with the disability!

Sometimes it’s as easy as having a direct conversation with the individual you are hiring. Take a look at the job description and ask the individual what they might need to complete their job tasks to the best of their ability. Make a list and prepare your workplace for your new employee. This is a great starting point for any employer. Even so, there are ways you can prepare your business if you’ve never considered disability in the workplace before.

Culture Shift

Unfortunately, with workplaces having not hired many people with disabilities in the past, there will be a learning curve when it comes to workplace culture. You want to make sure you’re new employees and old are able to work together in positive and productive ways, so this culture shift will need to be addressed. Luckily, with a bit of time and attention, your staff will surprise you how quickly they will adjust.

Once you’ve established what accommodations will be needed to hire your new employee, it can be helpful to let others know about the changes. Let people know you are building new automatic doors and to let you know if they ever break down. Share educational tools (such as this blog) to give employees a preview about why you’ll make making changes around the office. A do’s and don’ts guide could be helpful when it comes to language as well, letting people know what language could be offensive or not. You could also work with our Workforce Development Team here at Easterseals New Jersey to educate your workers.

Review your company policies and see if they are considerate of having an employee with a disability. This could mean adjusting your emergency evacuation plans or the policy on having service animals at work. These policies may need to be converted into a braille or audio format so they are made fully accessible.

Lastly, team building activities and meet & greet sessions are also a great way to break the ice. These will not only be a great way to bring the team together, they will also be an opportunity to show how everyone can work together. You never want to single out an employee, so ensure these are group activities that provide accommodation for the individual who has a disability so everyone can participate.

Final Thoughts and Tips

Remember though, as time goes on, new technology may be developed, or the job responsibilities may shift, or even the individual’s level of ability may change, so remember to check in from time to time. An individual may feel embarrassed or frustrated, so they won’t come forward to let you know there’s a problem. If you reach out, you help keep that employee happy and productive at your company for years to come. We are thankful you are thinking more about diversity and have taken the time to explore the untapped workforce of persons with disabilities. If you need additional assistance with hiring or with accommodations, we hope you’ll ask our experienced Employment Services Team to assist.

Below we have also compiled a list of bulleted suggestions for easy reference when adjusting or reviewing your workplace accessibility:

· Make not only the entrance to the workplace wheelchair accessible but also the layout of the interior

· Provide lowered accessible counters/desks

· Be sure that corners, steps, and edges are marked with highly visible material

· Braille and raised lettering for signage

· Eliminate heavy/hard to open doors

· Have bathrooms with accessible stalls

· Welcome service animals into the office

· Consider how persons with disabilities will be evacuated in an emergency

· Provide accessible technology, such as screen reader technologies, Screen readers, closed captioning, enlarged keyboards, voice recognition software, etc.

· Invest in training for all employees (similar to sensitivity training) that will teach them how to contribute to a positive work environment for employees with disabilities

· Provide handicap accessible parking or assign a spot to the employee with a disability

· Provide access ramps which are appropriately graded and have handrails

· Make sure doors at least 36 inches wide to accommodate wheelchairs

· Elevator control panels should be lower than 54 inches from the floor and have raised symbols or numbers

· Light switches need to be in reach for wheelchair users, adaptive switches can be used as well

· Allow new employees to be accompanied by a support person during training

· For meetings, distribute accessible presentations in advance to give everyone as much time as they need to digest it

· Provide audio or braille versions of paper notices

· Provide work from home options where appropriate

The post The Business Side of Disability – Part 3 appeared first on Easterseals New Jersey Blog.

As part of our continued celebration of October being National Disability Employment Awareness Month (NDEAM), this is PART 2 of our blog series showcasing the untapped workforce of job seekers with disabilities. In PART 1, we explored the overall value workers with disabilities can bring to your organization, but here we will be exploring how you can attract those employees to apply for open positions at your company.

How to Make Talent Recruitment Accessible

First things first, if someone doesn’t see your job posting, they won’t be able to apply for the position. Posting jobs on the internet may not be enough, as only one in four American adults with a disability report having access to high-speed internet. Try some print or radio postings. If you do post online, be sure to include large graphics and audio descriptions. Another sure-fire way to find a candidate, would be to reach out to community-based organizations like Easterseals or state agencies like the Division of Vocational Rehabilitation Services, as they provide direct employment assistance to job seekers with disabilities. These groups can share your job posting directly with those they represent.

Volunteering or Recruiting?

There are few people who can claim the first job they started in is still the same job they are working today. We try out new jobs, see how they fit, and then move on when it doesn’t work out. That’s why Easterseals provides a Career Exploration Program for people with disabilities. It allows an individual to try out a job and gain first-hand experience about what working in this position is like. This only happens when a business allows Easterseals and their program participants on the job site to try it out. While the individual is there, a hiring manager can evaluate the potential employee to see if they can complete the job tasks as assigned. If it’s a “good fit” for both the business and the individual sampling the job, the business can choose to hire the participant. All of a sudden, a volunteer opportunity has turned into a recruitment opportunity. So a partnership with programs such as these could be a fantastic way to “try before you buy” when it comes to hiring employees with disabilities.

Market to Your Audience

Our final piece of advice surrounds your company’s marketing materials and overall brand presence. It has become standard practice for marketers to include diverse representation in their photo and video content. This most often manifests in showcasing individuals of various races, religions, and genders. What is often missing is representation of people with disabilities. If you feature photos and videos of your staff including people with disabilities, it sends a signal to job seekers that you may be an inclusive work environment. Perhaps show someone using sign language to communicate or show someone handing out a business card with raised braille lettering. These are subtle, yet effective indicators you are ready to speak with a job candidate with a disability.

There’s a labor shortage out there and there are high costs associated with recruitment and retention. To minimize these costs and start hiring from an untapped workforce, we encourage you to try out some of our aforementioned recruitment strategies. In PART 3 of this blog series, we will be focusing on how to make the workplace more accessible for people with disabilities.  

In the meantime, you can check out fascinating statistics and learn more at eastersealsnj.org/NDEAM 

The post The Business Side of Disability – PART 2 appeared first on Easterseals New Jersey Blog.

October is National Disability Employment Awareness Month and in the spirit of the occasion, we decided to do something a little different with our blog…

Many times, we have written about employment and disability from the perspective of the job seeker. For this article we will be taking a different approach. Easterseals job coaches often go above and beyond providing individual job supports to our program participants. They visit businesses to speak with owners/managers to discuss how hiring an employee with a disability can help meet their staffing needs. Often hiring managers are unaware of the benefits of hiring people with disabilities, let alone that so many people are actively seeking work. That’s why we’re going to discuss why looking to the untapped workforce of people with disabilities to fill your next open position, makes good business sense.

Workers With Disabilities by the Numbers

Unemployment has dropped to record levels, which has made it difficult for employers to find the right people for the open positions they desperately hope to fill. A perfect opportunity to look toward the 7.7% of New Jersey working-age (21-64) persons who identify as has having a disability. That’s approximately 700,000 people. 10.7% of those individuals were unemployed and actively seeking work. That’s 70,000+ individuals in New Jersey only who are looking to work for New Jersey businesses. Still, there is hesitancy for hiring managers to employee people with disabilities, evidenced by the 35.8% point employment gap between people with disabilities and those without.

There may be many reasons for this disparity, but the number one issue our job coaches have encountered is the stigma that still surrounds workers with disabilities. This stigma often stems from some commonly held misconceptions on the topic. So let’s address take a look at these issues here and now and learn more about why you should start hiring people with disabilities.

The More You Know

1. Employees with disabilities are reliable, dedicated, and consistently are recorded as having impressive job performance, attendance records, and retention rates.
2. It’s actually cost-effective to hire people with disabilities because benefits and insurance are sometimes covered by government programs, reducing your company’s overhead. You can also receive a tax credits for working with people with disabilities, helping to off-set any accommodation costs for providing accommodations for an employee.
3. Employees with disabilities often qualify for training and support programs like those Easterseals provides. This means often the individual you are hiring is either already trained in their job task, or the training you would normally pay for, instead is provided by Easterseals rather than coming out of your budget.
4. There is plenty of accessible technology available today which allows integration into the workplace possible. Everything from screen readers to accessible phone applications allow for many employees with disabilities to accomplish job tasks you may not have initially thought was possible for them.

These points may have dispelled some of the reservations you may have about hiring a person with a disability, but if you still have questions, let us know! Our workforce development team is always open to meeting with business leaders to discuss how we can work together to help solve your staffing issues.

Also, keep an eye out for our upcoming National Disability Employment Awareness Month highlights, coming this October. Don’t forget to check out Part 2 and Part 3 of this post for more information!

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