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.
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,
According to a recent email by the Texas SILC, “By taking this short survey, you can help us create a framework for service delivery by including your feedback in the next State Plan for Independent Living. Take the Survey
Target is investing in customers needing accessible shopping carts to assist families who want to shop and not have to push a wheelchair and shopping cart together, according to a report in Upworthy.
Target’s new shopping cart is called Caroline’s Cart, and is named after Drew Ann Long’s daughter, Caroline, who has special needs. According to the report, Long developed the cart and marketed it, and Target began testing it in its stores because of an employee who had a family member with special needs.
According to the report, one parent of a child with special needs, Adam Standiford, posted on the Target Facebook page: “Dear Target, I can’t express enough how happy my wife was to see this at our local Target today. We have a 6 year old handicap girl who either doesn’t fit in carts anymore or gets weird looks to as why she’s sitting in the basket and can’t walk like a normal child. This simple cart literally will change how we can shop, not having to worry as to how we are going to get her into a store. … I will forever be Target loyal! Sincerely, Every parent of a special needs kid.”
According to the Target website, “Beginning March 19, the vast majority of our stores (with the exception of a handful of our smallest stores where we don’t have full-size carts) will have at least one Caroline’s Cart, and many will have more, depending on their guests’ needs.”
According to the Upworthy report, “It may look like a pretty ordinary cart … but for the families who will use it, it’s extraordinary.”
When people with disabilities encounter disability discrimination, they may think the only option is to sue. Or, they may let the issue go, thinking hiring a lawyer may be too expensive or time consuming.
Litigation in court costs money, and matters are resolved over a period of time–sometimes years. That’s too long to wait for a pressing need.
Other options are available to get access and inclusion.
When agencies, organizations, and businesses know the laws and don’t want to make accommodations or include people with disabilities, there are other remedies.
According to the Coalition of Texans with Disabilities’ (CTD) Messenger e-Newsletter, a lawsuit should come after other efforts have been made to see if a solution can be reached.
The CTD newsletter suggests three actions before seeking a lawyer:
Talk to the business directly CTD recommends asking for the manager or the property manager. A CTD example shows that calling attention to access for one disability can benefit others: “CTD was approached by a group of taxi drivers who were concerned that the drop-off area [for Austin City Limits] was far from the entrance gates and required people with mobility impairments to traverse a ditch. CTD staff met with Festival organizers … By the next year, vehicles transporting people with disabilities were allowed to pull right up to the entrance gate. Plus, the Festival added accommodations such as an accessibility station and free rental wheelchairs, and ASL interpreters became permanent.”
Put it in writing An example where this worked: “Austin resident Julie Maloukis sent Maudie’s Tex Mex written notice about their inaccessible parking. Several weeks later, Maudie’s contacted Julie, thanking her for letting them know about the situation and to tell her the parking spaces were fixed.”
File a complaint with the Texas Department of Licensing and Regulation, “which might be able to require a business to comply with ADA regulations.” What does the Department of Licensing and Regulation do? According to the agency’s website, they “ensure public safety and customer protection, and provide a fair and efficient licensing and regulatory environment at the lowest possible cost.” The department has influence over businesses, particularly if the business requires a license. Complaints can be filed against businesses that are unlicensed too.
Another way to educate others is to ask to schedule a demonstration of the lack of access or inclusion. When staff at businesses learn how the problem affects others, they are more willing to help.
For example, if a ramp is too steep at the entrance to business, offer to demonstrate for them why. Have someone to spot the wheelchair as you attempt to travel up or down the ramp, and keep safe.
If you need communication access, demonstrate how the experience would be without sound or words. For example, if you need a video captioned, have them watch the video with you without any sound. Have them read a paper with their eyes closed or in the dark if you are requesting Braille and they don’t understand why.
Be creative with teaching others to understand. Misunderstandings lead to discrimination continuing. Once everyone is on the same page, it’s easier to find a reasonable solution.
In many cases, these steps will work with solving discrimination situations.
If not, another option before filing a lawsuit is to ask a lawyer to draft a letter discussing their obligations under the law, so that they are aware of the seriousness of the situation.
Whether the person chooses to take a matter to court is his or her right. Each person needs to evaluate how severe the situation is, and if a possible solution can be reached without deciding to sue.
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 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. The business case for investing in retention is a compelling one.”
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.”
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:
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.
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.”
While premieres for the latest Star Wars movie, Star Wars: The Force Awakens, were last night, the film opens in nationwide theaters today. Almost everyone who wants to can view one of the coolest movies in the galaxy–but not quite. For one blogger who uses a wheelchair, leaving home to view the movie with a damaged wheelchair could endanger his life. Another young man may be attending the film because of director J.J. Abram’s and others’ contributions.
Access to movies for people of all abilities will take a community effort.
Movies have been a stress point for many people with a disability. For some, they need captions or amplification to hear, others need descriptive voice, and others need physical access to parking, the building, and accessible seating and bathrooms. Many theaters now provide this access and indicate next to the movie listing if it’s accessible.
Open captioning: scheduled less frequently, captions are shown on the film itself for all to see
Assistive Listening Device: a theater-provided amplification device for those with mild to moderate hearing loss
Accessible Parking, Seating, and Bathrooms: those spaces with no seats allow someone using a wheelchair to sit–and may run out temporarily during Star Wars’ showings
Showings for People with Cognitive Disabilities: usually scheduled later for showings, allow viewers to walk around or talk as they desire, sound may be lower for those with Autism, reduces stress about “proper behavior” for viewing films
Showings for with Sign Language for People who are Deaf: usually scheduled later with sign language interpreters
Watching films with sign language is a truer form of communication for those who are culturally Deaf and use sign as their primary method of communication.
If you need accommodations, call early for theater access, especially when seats will be full, to know if there will be enough accessible seating, if captions will be available for the 3D version of the movie, if the film will have descriptive voice, if an open captioned film will be shown, or if there will be enough amplification devices on hand.
On crowded days, those using wheelchairs might want to call ahead to arrange for assistance carrying their food and drinks while navigating thick crowds in hallways.
Those needing additional access should show up early to the film to ensure their space or equipment is available. Accessible seating and equipment take extra time to arrange.
While many people with disabilities will experience Star Wars: The Force Awakens in theaters, some will not.
For actor, blogger, and activist Dominick Evans, Dec. 17 was a reminder of the downside of the lack of access. Evans said in his blog, “Not only can I not go see [Star Wars: The Force Awakens], but I probably won’t be able to see it until it comes to streaming or television. The reason is because I lack access to the things I need to not only get out of my house, but also out of my bed. I have been trapped in bed before, and it sucks, but today it is my reality…not because I’m disabled, but because any type of equipment and services I (and others) need, are 10 times more expensive. ”
Evans has had a broken wheelchair for three years. He said that if insurance comes through, he may have a new wheelchair next spring. In the meantime, Evans’ wheelchair is painful and dangerous to use.
Not having a wheelchair is one of Evans’ access problems. Another is needing a new Hoyer lift, equipment used to move Evans into his wheelchair and out of it.
Evans said, “Due to something called contractures in my legs, which can be very painful, my legs hang around the bar of the kind of lift I use. My feet snag on it, and I have recently experienced multiple sprained feet and broken toes.”
The new lift that won’t break Evans’ bones costs $5,000 and may not be covered by insurance.
For people like Evans, not having appropriate technology is life-threatening and deprives him of choices many of have that we take for granted.
“This is the part of having a disability that stinks the most … knowing you could have your freedom back, but lacking that access to get the things you need, to make it happen. Today I wish I could go to the movies. I have long been a Star Wars fan,” Evans said.
Evans asks us to think of him when we experience the film at theaters. He said, “So today, if you get to go enjoy Star Wars…have some popcorn for me, and think about ways you can help support the disability community, so those of us currently unable to go see this film, or any other film franchise we happen to love, due to lack of access, have a greater chance of not facing these barriers, in the future.”
J.J. Adams, the director of Star Wars: The Force Awakens, contributed $50,000 this year to the family of 10-year-old Michael Keating, a young man who has Cerebral Palsy and whose family needed an accessible van to transport him. They needed more equipment too, since his mother had two hernia surgeries related to moving her 70-pound son.
According to a Washington Post report, Abrams said, “Katie and I made the donation. Likely for the same reason others did: we were moved by the Keating family’s grace, strength and commitment to each other.”
Sign Shares staff realizes the need to advocate for access and inclusion so that everyone can live, work, and play in the least restrictive environment. Sign Shares has contributed to disability events across the state and nation to support disability education, awareness, inclusion, and advocacy for people of all abilities.
If you need a sign language interpreter, CART live captioning, or similar resources, you can request services here or call: Local (Houston): 713.869.4373 • Toll Free: 866.787.4154, or at the Videophone numbers for callers who are Deaf or Hard of Hearing: Videophone 1: 832.431.3854 • Videophone 2: 832. 431.4889.
The Sign Shares’ advocacy team can provide resources to those who need technology, access, or advocacy information. Contact us here or by calling the numbers above, at or at the Videophone numbers for callers who are Deaf or Hard of Hearing: Videophone 1: 832.431.3854 • Videophone 2: 832.431.4889.
According to a recent press release, Morgan’s Wonderland officials have broken ground multi-million-dollar expansion to their theme park. The new addition, Morgan’s Inspiration Island, will be “the world’s first ultra-accessible splash park where guests of all ages and abilities can get wet and have fun together.”
“In many ways, creating Morgan’s Inspiration Island feels a lot like it did when our team designed and built Morgan’s Wonderland with special-needs individuals in mind – it’s never been done before,” said Gordon Hartman, CEO of The Gordon Hartman Family Foundation.
Morgan’s Wonderland is a 25-acre fully accessible, non-profit theme park that opened in San Antonio, Texas in 2010. It’s completely wheelchair-accessible. In just six seasons, the park has welcomed more than 500,000 guests from 50 states, and visitors from 54 other countries.
Individuals of all ages with special needs receive free admission, as well as children under three. Prices for tickets range from $11 for children, seniors, and military personnel, to $17 for adults. Group rates are available.
According to the park’s website, it “features more than 25 elements and attractions including rides, playgrounds, gardens, an eight-acre catch-and-release fishing lake, 18,000-square-foot special-event center, 575-seat amphitheater, picnic area and rest areas throughout the park.”
The theme park was “inspired by their 21-year-old daughter, Morgan. Her soaring spirit despite physical and cognitive challenges sparked within the Hartmans a deep desire to create Morgan’s Wonderland, a haven not only for those with special needs but also for their families, caregivers, friends and the general public,” according to the park’s website.
Want to have a more inclusive work place and hire people with disabilities, but not sure how? Onsite training from Sign Shares, Inc./International and a free webinar offer you solutions.
Sign Shares provides meetings to train and answer any questions you have about interpreting services for people who are Deaf, Hard of Hearing, or Deaf-Blind. Sign Shares is the oldest, professional, and unique provider of Sign Language Interpreting and Translation Services in the United States. Sign Shares’ staff know this may be a new type of communication for many people and can share strategies to make the transition smoother.
Workshops are catered to your needs and may include:
Why do people who are Deaf/Hard of Hearing/Deaf-Blind request interpreters or captioning?
What are the differences between the Deaf/Hard of Hearing and Hearing cultures?
Which Americans with Disabilities Act laws apply to my company?
What are common misconceptions about people who are Deaf/Hard of Hearing/Deaf-Blind?
This free webinar, from the Employer Assistance and Resource Network, will provide strategies learned through eight nationwide consortia to increase the capacity of small businesses to employ people with disabilities. Participants will hear from small businesses about their experiences and learn about a new online resource to help them take action.
The network is funded through the U.S. Department of Labor’s Office of Disability Employment Policy in cooperation with The Viscardi Center. The Viscardi Center provides programs that educate, employ, and empower children and adults with disabilities.
Registration is required for the free “Small Business & Disability Employment: Steps to Success” webinar on Dec. 8, 1:00-2:00 Central Time.