by Dave Carl, job coach, Shop CI, Washington State
A theme that came up in our Identity
Survey—open Jan. 26-Feb. 15, 2011—was the desire to improve communication
with others, particularly in a work setting. Dave Carl is a social
worker and writer who helps people living with
disabilities learn job skills and enter the workforce for what is often the
first time.
My primary focus as a social worker is working with individuals living with
disabilities teaching a variety of independent living skills including
employment. Through my career I have seen the progress of people living with
disabilities in the workforce who at first had very low self confidence and
communication skills. Many knew what they wanted but did not know how to ask for
it or did not have the courage to ask for it.
It is important for employers and co-workers to understand that someone with
a disability can be just as capable in the workforce as anyone else, but this
understanding must begin with the individual living with the disability. I have
a very obvious disability because I use a wheelchair, but I also have a few
hidden disabilities as well, including learning disabilities. In my experience
as a social worker and job coach, people living with hidden conditions like a
mental illness and who are entering the workforce after some time away may need
to work on their self-confidence, without which they may hang back from sharing
with others. On a personal level, I had a hard time talking about one of my
challenges—severe epilepsy which at one time affected my ability to concentrate.
Through time I have learned how to work with my hidden disabilities so I can ask
for appropriate job accommodations, while at the same time helping my clients
find the accommodations they needed in order to be effective workers.
Employment is not something that is easy for everyone but
you.
It is very common for everyone—whether you are an individual with a
disability or not—to feel uncertain about themselves and not very confident in
the workplace. This feeling of uncertainty may linger, making someone with a few
extra challenges have a hard time trusting others or believing that they are
wanted. One thing it is important to realize is that you went through an
interview just like the others and obviously there are qualities that your
employer saw in you just like they saw in your coworkers. People whose life
experience has been very difficult often hear—and remember—negative feedback
much more than positive feedback, which they may not notice at all. Learn to
challenge these feelings of self-doubt by paying attention to positive
communication or remembering you were hired for a reason.
Good work communication requires both talking and listening—most
people have to work on at least one.
If you are getting a job for the first time, understand that good work
communication is hard work for even the most experienced member of the
workforce. It requires speaking clearly as well as listening and processing
information. Some people are good listeners may be unable to ask for help when
needed. or find that their talents are overlooked. Employees with room to grow
in the opposite area may make mistakes because they didn’t listen closely to all
the instructions.
Like many of the issues that affect workers living with disabilities,
communication differences are often minimized when employees talk to someone—a
supervisor, a human resources worker— about their specific needs. Being upfront
about something and providing a solution shows that you are aware of an issue
and willing to improve. It can also reduce some of the worry or shame you may
feel about something that is not a big deal. Some examples are: “I get a little
nervous speaking in front of people—can I try out my presentation in front of
someone first?” or “I heard your instructions, but would you mind writing them
down and e-mailing them to me—I’m a visual learner.”
You don’t come to work to make friends, but you can’t be an effective
worker without allies.
One of the first things I reinforce to new and returning workers is good
personal boundaries. People who tend to be shy or anxious may be worried about
the uncertainty of a new job setting—meeting all those new people after spending
most of their time within a small support network may feel like a big stretch.
For others, I need to teach the difference between the kind of friendliness
expected between coworkers and the relaxed friendliness they might share with
family and friends. It takes some finesse to know which coworker expects nothing
more than a friendly good morning and which people are open to a short chat
about an appropriate topic. There’s nothing wrong with asking someone—a coworker
you trust, a friend or family member—for feedback on an interaction you weren’t
sure about. Remember that every workplace has different expectations, so you
aren’t the only one that has to learn the ropes.
Learn from setbacks.
Frustration is another area that will affect you from time to time, just like
any worker. For someone who has low self-esteem or feels unsure on the job, one
mistake can seem symbolic of a larger fear. I tell people that letting, “I
didn’t do this one thing right,” turn into “I can’t do anything right,” makes it
that much harder for you to pick up and try again. Instead, work on correcting
the situation and remind yourself that everyone makes mistakes—not just you. If
you get frustrated with a coworker, it is important to talk to the person in a
calm way without showing anger. Learn about the chain of command and find out
who are the appropriate supervisors to contact when you have a particular type
of problem you can’t handle yourself. Above all, taking a moment to de-escalate
and get some perspective is always a better idea than reacting impulsively.
Know your rights.
I recommend to my clients that they tell employers about any job
accommodations they might need once they are hired—not necessarily during the
interview. This is another example of something you need to take the lead
on—most employers are not likely to ask you.
What is Reasonable Accommodation According to the Americans
With Disabilities Act?
Employers may be asked to make certain changes, including:
- providing or modifying equipment or devices;
- job restructuring;
- part-time or modified work schedules;
- reassignment to a vacant position;
- adjusting or modifying examinations, training materials or policies;
- providing readers and interpreters; and
- making the workplace readily accessible to and usable by people living with
disabilities.
An employer is required to provide a reasonable accommodation to a qualified
employee with a disability unless the employer can show that the accommodation
would require significant difficulty or expense.
Here are some tips to help people—even those who have been working for a long
time— who may have a difficulty communicating with supervisors about
accommodations.
- It is reasonable for you to talk to you supervisor about your concerns. Ask
for a meeting with him or her to talk about what you need in order to do your
job to the best of your ability.
- While you are within your rights to ask, remember that you are still dealing
with your boss and that a pleasant request works better than a demand.
- Your workplace is within its rights to ask for documentation such as
doctors' notes confirming that you need what you are asking for, and that this
is not discrimination.
- Be confident when asking for what you need. Remember that you know yourself
better than anyone and thus know what you need.