Nous élaborons un programme de ressources humaines et développement des compétences conçu pour aider les jeunes handicapés à se préparer à travailler, à décrocher un emploi ou à devenir des travailleurs indépendants. Le programme les aide aussi à acquérir les compétences dont elles auront besoin pour conserver leur nouvel emploi.
Hiring a person with a disability brings greater benefits beyond just filling an open job!
Why hire people with disabilities?
Because it makes business sense!
- insights into how to serve customers with disabilities.
- greater diversity at the work site so that a wide variety of perspectives are utilized when solving problems.
- high productivity; consult
- higher retention rate for workers; consult
- benefit to public, media and community relations.
GUIDE TO EMPLOYING PEOPLE WITH DISABILITY
Helping employers hire people with disability
1- How to interview a person with disability?
When interviewing a person with a disability, the first and most important thing to do is to relax and make the applicant feel comfortable. In some instances, the person with a disability will be accompanied by a personal assistant or a job coach. It is important that this person also feels comfortable and that you understand his or her roles both during the interview and later during employment. We also suggest the following simple guidelines:
Preparing for the Interview
Make sure your organization’s employment offices and your interviewing location(s) are accessible to applicants with mobility, visual, hearing, and learning difficulties, and intellectual disabilities. Be willing to make appropriate and reasonable accommodations to enable job applicants with disabilities to present themselves in the best possible light for their interview. When setting up the interview, explain what the hiring process involves and ask the individual if he or she will need reasonable accommodations for any part of the interview process. For example, if a person states that he or she will need help filling out forms (perhaps because of blindness, or an intellectual or learning disability), provide the assistance.
General Interviewing Etiquette
Make sure that all questions asked during the interview are job-related. Other items to remember:
- Shake hands when introduced to someone with a disability. People with limited hand use or artificial limbs do shake hands, and you can shake the left hand if that would be more appropriate.
- Always speak directly to the applicant. If he or she arrives with a companion (e.g. a driver or personal assistant), do not talk to the person with a disability through their companion.
- Be clear and candid in your questioning.
- Ask for clarification of terms or issues when necessary.
- Don’t ask personal questions that you wouldn’t ask someone without a disability.
- If you offer to help, wait until the offer is accepted. Do not insist, and do not be offended, if your offer is not accepted.
- Conduct interviews in a manner that emphasizes abilities, achievements, and individual qualities, just as you would in any other interview.
When Interviewing People with Mobility Disabilities
- Don’t lean on or touch a person’s wheelchair. The chair is a part of his/her personal space.
- Sit at eye level with the person you are interviewing.
- Be sure to notify the interviewee if there are accessibility problems with the interview location. Discuss what to do and make alternate plans.
When Interviewing People with Intellectual Disabilities
- If you are in a public area with many distractions, consider moving to a quiet or private location.
- Be prepared to repeat what you say, orally or in writing.
- Offer assistance in completing forms or understanding written instructions and provide extra time for decision-making. Wait for the individual to accept the offer of assistance; do not “over-assist” or be patronizing.
- Be patient, flexible, and supportive. Take time to understand the individual and make sure the individual understands you.
2- Evaluating the Workplace:
When evaluating the workplace for new employees with disabilities, think of it as adjusting to the needs and comforts of all. For example: a desk with height adjustment capability is just as accommodating for a person who is simply taller or shorter than average as it is for a person in a wheelchair.
Of course, there are specific adjustments needed for certain disabilities, but most cost very little or nothing at all. It’s just a matter of being flexible. Some suggestions in identifying an employee’s workplace accommodation are:
- Involve the employee who has the disability in every step of the process. The more communication, the better.
- Identify any of the employee’s functional limitations as they relate to the job functions.
- Consult with rehabilitation professionals, if necessary.
Beyond the physical surroundings, attitude is also a very important thing to consider. To create a comfortable working environment for all, the employer may want to consider providing employees with information about people with disabilities. Some suggestions are to:
- Include disability awareness in the orientation process.
- Provide ongoing information on disability for all employees.
- Form a disability support group.
The more informed employees are, the more easily they will interact with fellow coworkers with disabilities, and the more productive the company will be as a whole.
3- Vietnamese Sign Language