Tag Archives: Centers for Independent Living

Houston Internship Opportunity with Disability Advocacy

Pink cherry blossoms in front of the Jefferson Memorial in Washington. D.C.
With this internship opportunity, you can travel to Washington, D.C. License: (license)

If you’re currently enrolled in an undergraduate or graduate program at college, this internship opportunity provides training in disability advocacy and laws, and an opportunity to travel to the nation’s capital to attend a national conference regarding disability issues.

According to a recent announcement from the Independent Living Research Utilization program, the internship includes a $2,160 to $3,600 stipend and will last six to ten weeks during the time frame of June 6 to August 12, 2016.

Travel to the National Council on Independent Living in Washington DC, July 25-28 is required. You can learn more about this annual conference here.

The Independent Living Research Utilization program at the TIRR Memorial Hermann Research Center in Houston, Texas seeks applicants for its 2016 summer undergraduate internship program.

Interns will learn about research, the Affordable Care Act, disability laws and policy, and disability and independent living history and philosophy.

The interns will be supervised by Lex Frieden and Richard Petty at ILRU and will be mentored by other researchers in the Collaborative on Health Reform and Independent Living.

According to the announcement, interns will attend the annual conference of the National Council on Independent Living in Washington, D.C., where they will gain additional exposure to disability issues, policy and the disability movement.

Interns will also assist in conducting town hall meetings regarding centers for independent living, learn from disability leaders, and visit federal agencies and meet federal officials in the disability network.

Applicants should submit:

  • a cover letter indicating their interest and availability,
  • an up-to-date resume,
  • transcript, and
  • a letter of recommendation.

See what a cover letter looks like here.

Need to make a resume? Resume Genius has templates you can download to make sure you cover important topics in the resume and that it looks good.

Submit your application package to Richard Petty at Richard.petty@bcm.edu by April 22, 2016.

Applicants will be evaluated on:

  • Academic performance,
  • previous research experience,
  • writing ability,
  • experience with disability,
  • experience in healthcare, and
  • interest in the field.

Applicants should include the above information in their cover letter and/or their resume.

Applicants should be enrolled as undergraduate or graduate degree-granting students.

Final selections will be made by May 9, 2016.

A majority of ILRU’s staff have disabilities and they provide reasonable accommodations, including:

  • meetings with Interpreters and CART live captioning,
  • TTYs,
  • screen readers,
  • accessible office furniture,
  • chemical-free work spaces,
  • emergency evacuation chairs,
  • flashing alarms,
  • accessible offices, parking, paths of travel, equipment and furniture.

ILRU’s offices, parking, paths of travel, equipment and furniture are physically accessible and convenient for access of staff and visitors with disabilities.

 

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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.

Woman wearing business suit and smiling.
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.”

Wheelchair ramp placed at bottom of stairs.
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.”
Business people hold meeting with a man on video.
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:

Human with a question mark
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.

Man with a cochlear implant
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,