Where to Connect to DeafBlind Resources

The Sign Shares’ blog has posted the past few articles relating to support people for individuals who are DeafBlind, or who have
both vision and hearing loss.

However, how do individuals seek DeafBlind Interpreters, Support Service Providers (SSPs), or Interveners? How do those who are DeafBlind pay for them?

One of the first stops for assistance is vocational rehabilitation. If an individual has a severe enough disability–and having both
vision and hearing loss qualifies–then most individuals can receive some assistance with services and/or equipment and training they need to maintain their independence from their state’s vocational rehabilitation program.

Here is a list of vocational rehabilitation agencies across America. It lists agencies by state.

Vocational rehabilitation may assist individuals who are going to school or work, as well as individuals who aren’t working and need support to live, work, and play independently.

Once an individual is a client of a vocational rehabilitation program, they may assist with the cost of DeafBlind Interpreters and potentially SSPs.

However, federal and state agencies, as well as cities, will provide these services if the individual requests them. They usually need some advanced notice so they have time to make an appointment for the individual to have services. Also, large businesses that serve the public are also required to provide these services as requested.

Schools provide Interveners as needed, and the request for one should be in a student’s education plan. The first step for this is for the student to be enrolled with special education or disability services programs at school or college/university. From there, they can request DeafBlind Interpreters and Interveners to assist with communication and/or learning, as is needed by the student.

While most services can be paid for through vocational rehabilitation, schools, colleges, and universities, as well as sometimes through government agencies and businesses, it
takes extra information to be prepared and learn what is needed for independence.

Joining organizations that have other individuals who have similar needs makes it easier to socialize and learn more about ways to adapt.

There are many organizations to choose from, based on the person’s needs and interests.

Here is a list of nationwide DeafBlind Organizations.

These supports are the beginning for a person who is DeafBlind getting assistance to have the services he or she needs to live the fullest life possible.

Disability Study Points to Important Factors for Employee Retention

A national British study involving major employers and employees determined two major factors related to the retention of employees with disabilities: organizational values and reasonable adjustments, or accommodations.

The research was conducted by the Business Disability Forum, which includes businesses that employ 20 percent of the United Kingdom workforce. The study involved 352 employees. It follows an earlier employees with disabilities study conducted with 145 businesses.

According to the report, retaining each employee saves a company an average of the American dollar equivalent of $43,000 a year. photo credit: Happy businesswoman via photopin (license)

According to the report, retaining employees with disabilities saves money for businesses, because it’s cheaper to keep them than replace them: “…staff turnover in just 5 sectors cost UK business more than £4 billion each year and the average cost of replacing individual employees is estimated at £30,000^[1]. The business case for investing in retention is a compelling one.”

Sometimes, employers and employees have differing views on what accommodations are needed. While the ramp is an accommodation here, a wheelchair can’t roll over the stairs. photo credit: Ramp to No where via photopin (license)

One of the areas needing to be addressed were workplace accommodations. According to the study, employees with disabilities felt their employers knew their legal obligations to provide accommodations, while few employees knew where to get advice about them from within their place of work:

• “Less than 7 in 10 employees with disabilities were ‘very’ or ‘mainly’ confident that their employer has the knowledge to manage legal obligations with respect to adjustments;” and
• “Close to 3 in every 10 employees with disabilities indicated that they were ‘very’ or ‘mainly’ confident about where to source advice about adjustments from within their organization.”

Advanced technology offers solutions for the needs of all employees. Sometimes, people don’t know the options they have to get the technology. photo credit: Skype panelist via photopin (license)

Existing programs could have provided accommodations for employees, but employees didn’t always know about the programs, according to the report. “Far fewer employees than employers report awareness of the Access to Work program which can assist with funding specific adjustments for individuals that would not reasonably be expected for all employers to fund.”

The Access to Work website says that employees can apply for grants to assist with accommodations.

In the U.S., Centers for Independent Living, resource centers for people with any disability, and vocational rehabilitation programs assist with accommodations for people with disabilities:

• U.S. Centers for Independent Living
• National vocational rehabilitation programs by state

The study revealed that line managers need resources and support with employees with a disability. photo credit: question mark via photopin (license)

According to the report, organizational barrier to employee with disability retention involves what they refer to as “line managers”  most directly. Line managers need skill and confidence in addressing disability-related needs, and in some cases, employees said that line managers had negative attitudes toward disability.

Does your company website include profiles of individuals with disabilities? photo credit: Cochlear Implant via photopin (license)

The report provides suggestions for employers, including:

• giving visibility to disability, such as having employee testimonials on recruitment webpages and staff profiles, and having staff networks for employees with disabilities;
• building the skills and confidence of line managers by providing “centrally stored, up-to-date advice and guidance on all aspects of how disability affects employers on the intranet” and providing support them when hiring new team members with accommodations needs;
• having a “stand-alone disability-related absence policy and clear guidelines for line managers about how disability-related absence is managed;”
• having a workplace adjustment process that involves employees in the accommodations process. Line managers need training and guidance with this, according to the report; and
• “reviewing performance appraisal systems for unconscious biases that limit the progress of employees with disabilities.”

 

 

 

 

 

 

 

[1] See: HR REVIEW (Feb 2014)

The report, State of the Nation: Retaining and developing employees with disabilities – Stage 2,