Category: Uncategorized

CIL Career Camps Lead Students to Career Paths

Posted on | by CIL Orlando

Abel has a lot to look forward to as a 15-year-old kid. Sure, another school year is right around the corner, but Abel likes to look farther into the future, thinking ahead about having a job and career one day.

This summer, Abel has been able to focus on what that career might be as he’s attended a pair of Career Camps hosted by the Center of Independent Living of Central Florida (CIL). He’s gotten an up-close look at a host of different jobs, and he’s learned skills he’ll need to help get hired in a few years.

Abel comes home from Career Camp – in mid-July, he was one of 23 students at camp in Winter Park – feeling encouraged and supported and excited in a way that his mother, Holly Whye-Schiffhauer, has not seen before.

“In my opinion, (Career Camp) is an unparalleled resource for youth such as my son,” said Whye-Schiffhauer. “Any chances for him to engage with other students and professionals in this way are rare and greatly appreciated. From my own interactions and what my son tells me, (CIL has) a team of dedicated, caring professionals who come prepared to give their best to these students daily.”

CIL provides its weeklong Career Camp program across its seven-county footprint to youth with disabilities enrolled in high school during times when school is out for break. The immersive program gives campers opportunities to build pre-employment skills and get exposed to opportunities that will ultimately help them to transition to adulthood and careers. Camp presenters are experts in their unique fields, so they can offer real-life, hands-on expertise, advice, and answers to any questions that campers may have.

Campers visit different agencies and businesses across several industries such as construction, hospitality, medical, marketing and human resources to learn about how to start their career, which levels of education are needed and what life on the job looks like, as well as how to manage a paycheck.

Abel and other camp members pose with their dollar bills after a lesson.

“We focus on work readiness,” said Career Camp Program Manager Eliezer “Eli” Agosto. “We let students know about their ADA rights, work with them on resume building and mock job interviews and let them work as a group to solve different problems and complete different activities.”

But the biggest benefits of Career Camp occur outside the classroom. Students learned to use maps and traveled via public transportation. They visited several large employers in the area, ranging from hospitals and hotels to police and fire departments. They took a tour of the fire station witnessed emergency calls come in and the firefighters on duty get ready and go. They learned how to give CPR.

By giving campers a wide variety of experiences, CIL’s Step Ahead team hopes they come away from the experience realizing that there are several career paths they can take.

“We want our students to start thinking about their options,” he said. “We want to give them what they need to help them get where they want to go and understand what their long-term goals are and how they can start working towards them now.” (Agosto)

The results can continue to build, as many students like coming to camp so much that they come back – even when they don’t have to.

As for Abel, he is getting ready for the upcoming school year, but his time at Career Camp has him thinking farther into the future. He’s also $100 richer, as each camper earns $100 when they complete a week of camp.

“I’m very thankful to have this experience,” Abel said. “It has given me a lot more confidence. I cannot wait to get a job!”

Abel learns the process of voting and submitting a ballot from a poll worker.

CIL of Central Florida Career Camp

  • Summer, Spring and Winter break camps
  • Students can attend 2 camps per calendar year
  • Eligible students must be 14-21 and reside in a county CIL serves
  • Students who complete camp earn $100
  • For more information, reach out to Brad at BReil@cilorlando.org or 407-961-5530.

Do you know how to refer to someone with a disability?

Posted on | by CIL Orlando

By Matthew Louis LaGassa Published March 3, 2023

Reviewed by Victoria Wells

 

About the Author:

Matthew Louis LaGassa (born March 2002) was diagnosed Autistic when he was two years old, and has always thought of his neurodivergency as a core part of his identity. Outside of his internship here at CIL, he’s a Junior year student at Rollins College, majoring in in English and minoring in Writing, with a knack for analytical essay writing. In his spare time, he enjoys reading, videogames, tabletop roleplaying games, and baking.

 

 

A Word From the Intern, Matthew LaGassa, About CIL, Disability Referral Language, and You

Just as there are many types of disabilities, there are many ways to refer to disabilities, called disability referral languages. Though the language used by this CIL has remained consistent for decades, the decision to do so is not a unanimous one, as I can personally attest to. With the center refreshing its readers on all the various disabilities and how our services support people with them, I’m likewise taking this time to refresh readers on the variances in language surrounding said individuals. We will also discuss why CIL uses the language it does, my own story in regard to these languages, and how to properly use disability referral language in daily life.

 

People-First Language: What it is and Why the Center uses it

As our readers should know, CIL’s writing employs people-first language, “language that puts a person before their diagnosis,” manifesting through phrases such as “people living with disabilities,” (Okundaye, 2021; CIL, n.d.). This type of language is used to acknowledge “a person’s humanity before conveying an objective fact,” such as saying someone “uses a wheelchair,” instead of referring to them as “wheelchair-bound,” which evokes “the language of pity, as in ‘confined to a wheelchair’… as it makes the person seem powerless,” (Research and Training Center on Independent Living, n.d.; Woolfolk, 2018, p. 123). This language originated in the 1970s as part of the Disability Rights Movement, providing “a way to acknowledge that a person’s disability is only one aspect of their identity,” with the intention of eliminating dehumanizing stereotypes that can form from the language of pity. This language has seen use in landmark legislation like the 1990 Americans with Disabilities Act with terms like “people with physical or mental disabilities,” and the People First Respectful Language Modernization Act of 2006, requires its use “in all new and revised District laws, regulations, rules, and publications and all internet publications,” (ADA.gov, n.d.; Office of Disability Rights, n.d.). This legal recognition is what motivates our Center’s adherence to the language, but on smaller levels, from groups to individuals, things are not so clear-cut.

 

Identity-First Language: What it is and Why I use it

Though the articles I have personally contributed to employ person-first language, I prefer to be referred to through identity-first language, “language that leads with a person’s diagnosis,” which, in my case, is being referred to as Autistic (Okundaye). As someone who was diagnosed Autistic at a very young age, I’ve always considered my Autism a vital part of who I am. The deep pride I take in my Autism serves as the backbone of my acceptance of being referred to as Autistic, Neurodivergent, and a special needs individual. Special needs individual is the referral term I prefer using in speaking and writing, as evidenced by my usage of it when editing “CSR and CIL: Why we should collaborate” (2023) over the Center’s standard “individuals with disabilities,” as seen in the published version (Wells). I am, however, no stranger to people-first language. In my Educational Psychology class at Rollins College, the textbook we used, Anita Woolfolk’s Educational Psychology (14th Edition), recommended the use of people-first language when referring to students with disabilities to avoid the language of pity, as described in the previous paragraph (p. 123). Though I understand the textbook’s perspective, and absolutely agree with avoiding the language of pity when referring to anyone with special needs, for others like myself, person-first language ironically victimizes us further, denying how we consider the disability to be vital parts or who we are and the lives we live (Okundaye).

 

Listening to and Using Language

There will never be a language type that works for everyone all of the time, especially in large-scale contexts like our Center’s work, so we use people-first language to err on the side of caution and remain consistent with legal history. Meanwhile, in individual and small group discussions which include people like us, where personal preference reigns supreme, what matters most is listening to us: listen to the language we use, recognize how the language you use to refer to us makes us feel, and give us our rightful say in how we want to be referred to. Whether we prefer people-first or identity-first language, listening to us is what truly safeguards our personhood.

 

References

  • About Us. CIL. (n.d.). Retrieved February 21, 2023, from http://cilorlando.org/about/about-us/
  • Americans with disabilities act of 1990, as amended. ADA.gov. (n.d.). Retrieved February 23, 2023, from https://www.ada.gov/law-and-regs/ada/
  • Guidelines. Guidelines | Research & Training Center on Independent Living. (n.d.). Retrieved February 23, 2023, from https://rtcil.org/guidelines
  • Okundaye, J. (2021, May 27). Ask a self-advocate: The pros and cons of person-first and identity-first language. Massachusetts Advocates for Children. Retrieved February 21, 2023, from https://www.massadvocates.org/news/ask-a-self-advocate-the-pros-and-cons-of-person-first-and-identity-first-language
  • People first language. Office of Disability Rights. (n.d.). Retrieved February 23, 2023, from https://odr.dc.gov/page/people-first-language#:~:text=The%20People%20First%20Respectful%20Language,and%20publications%20and%20all%20internet
  • Wells, V. (2023, February 16). CSR and CIL: Why we should collaborate. CIL. Retrieved February 21, 2023, from http://cilorlando.org/csr-and-cil/

CSR and CIL: Why we should collaborate

Posted on | by CIL Orlando

By Victoria Wells   Published February 16, 2023

Reviewed by Matthew LaGassa

and Roshana Rollock-Agarrat

 

Corporate Social Responsibility (CSR) and How it Came to Be

Corporate Social Responsibility (CSR) is a term that perhaps ten years ago, you may have never encountered in day-to-day life, however it is now becoming a crucial determining factor regarding the health of a company and is a widely accepted expectation of corporations. The consensus on the origin of the concept of CSR is that it arose from Howard Bowen’s book “Social Responsibilities of the Businessman” published in 1953. According to Mr. Bowen, those responsibilities meant, “the obligations of businessmen to pursue those policies, to make those decisions, or to follow those lines of action that are desirable in terms of the objectives and values of our society.”  Investopedia defines CSR as a “self-regulating business model that helps a company be socially accountable to itself, its stakeholders, and the public (Fernando, 2022).”  Today, many companies have wisely chosen to align their corporate giving and volunteering efforts with their company’s specific mission and values.

What CSR Looks Like

CSR efforts are displayed in various and sometimes creative ways depending on the company’s structure and focus. Some companies have created grants for non-profits and community groups to apply to; have internal funds designated that employees may request for their charity of choice; have committees who vote on the year’s giving and volunteering efforts; give only at the corporate or local level; or give through different budgets such as marketing or HR by decision of only one or two executives. Since its rise, corporate sponsorships have become a crucial part of the operating budgets and yearly planning process for non-profits around the United States.

Why CSR is Important

While doing good for good’s sake is noble and encouraged, executives often require financial justification for any action taken on the company’s behalf.  CSR is becoming increasingly justified by the many studies emerging that shopping has changed. Upcoming generations require companies to display social consciousness in order to justify their purchases and are willing to pay more when they know that the company they are supporting is also supporting their community. Companies like Coca-Cola have switched to 100% recyclable materials, “Wells Fargo donates up to 1.5% of its revenue to charitable causes each year to more than 14,500 nonprofits”, and Patagonia sets the environmental example throughout every step of their production and managing process (Digital Marketing Institute, 2022).” “Community-oriented companies often enjoy a leg up on their competition as well, thanks to superior brand imaging (Murphy, Investopedia, 2022).” In addition to giving, CSR is about the internal health of your company- are your employees treated well and paid fairly; do you try to implement diversity and inclusivity initiatives, do you hold your managers accountable; and many more considerations. The time to be intentional about your company’s corporate social responsibility is now.

CSR’s Impact

“Even the smallest initiative can have an impact on a community (Investopedia, 2022b).” CIL’s Foundations to Freedom program operates on that principle.  Through this program, we help return independence to individuals with disabilities through the provision and installation of equipment such as ramps and shower grab bars into their homes.  Companies partner with us through not only sponsoring but also volunteering to a build ramp at individual’s home in the Central Florida region.  A single ramp can cost thousands of dollars for an individual but through this program, they receive it for free and the result is immediate. These ramps change people’s lives by restoring access once again to their community.

How CIL Provides the Avenue

“One of the reasons that I like to do these builds and to give back is that these are people that until you get to know them, they’re invisible to us, yet they live next door. One of the builds that I did four years ago…is not but two miles from my house.” said Chris from Cuhaci Peterson commenting on partnering with CIL to build a ramp in Sanford, FL (YouTube, 2022).

To put the impact these ramps have in further perspective, AARP reported that if the financial contribution of American’s 50 and up were considered an economy, they would constitute the world’s third largest economy, following the U.S. and China (Terrel, AARP, 2019). CIL serves every age and disability; however, the majority of our ramps are built for seniors. Thus, with every ramp built, your company is not only making a direct impact in the accessibility in someone’s life, but also assisting with that major contribution to local economies.

Why CIL

Our program is a wonderful opportunity for companies to satisfy their corporate social responsibilities while helping make people visible again. Foundations to Freedom builds a path to independence, re-instating access and inclusion for our neighbors to their communities. It provides an excellent team building experience for your companies’ employees and produces an immediate return on investment.

We are actively seeking community partners that want an effective program to put their dollars and their team’s volunteering efforts towards.   This program satisfies every aspect of CSR needed by providing a community-based, team building, diversity, equity, and inclusion focused sponsorship opportunity to help an individual in need.

 

Article Sources

Making Halloween Inclusive for All!

Posted on | by cil_admin

What You Can Do To Make Halloween Inclusive For Kids Of All Abilities

Halloween is here and it’s time to get spooky. Halloween is a time when kids enjoy carving pumpkins, dressing up as their favorite characters, and going trick-or-treating. While we’re having fun, let’s not forget that every trick-or-treater is special in their own way. Making sure all kids have a fun time during Halloween activities is important to building a stronger community. Don’t forget – not all disabilities are visible! There are many children with disabilities that aren’t noticeable, but there are steps you can take to be prepared. Here are some tips provided by Wane Local News to help you make Halloween fun for all!

Keep a separate bucket of peanut-free candy for kids with allergies. The Teal Pumpkin Project, a campaign to get people to give out allergy-safe treats on Halloween suggests that putting a teal pumpkin on the doorstep signals that you give out non-food goodies that are safe for anyone trick-or-treating.

For kids who can’t eat candy, have a bucket of toys or non-candy treats. Non-food treats can be just as fun as candy. Some options are glow bracelets, bubbles, and playing cards.

Trick-or-Treating displays should be placed to the end of the driveway in order to avoid navigating driveways and sidewalks that could be difficult for those in wheelchairs or unable to walk easily.

“Don’t make a child say, Trick-or-Treat.” Ameridisability.com notes that children who don’t shout the famous phrase may be seen as rude when they’re nonverbal or have disabilities. They recommend searching online shops that sell personalized bags etched with communication such as, “Hello. I have special needs. I cannot say trick-or-treat but I am trying!” 

They can be found on Etsy at AwearGifts, RiverStreetGifts, LusCraftasticShop, TheresAlwaysMoore, or you can get creative and make your own.

Take some time to learn Halloween words translated into American Sign Language. Here is a great YouTube video from certified instructor, ASL Meredith that you and your kids can learn before it’s time for trick-or-treating.

Learn ASL: Halloween Vocabulary in American Sign Language

Costumes For Kids With Disabilities

Halloween costumes let kids show off their creative flair, but for some kids who use a wheelchair or walker, finding a costume can be tricky. Luckily, in 2019 Target launched Hyde & EEK! Boutique costumes that were designed with all kids in mind. Target’s affordable adaptive and sensory-friendly, “Hyde & EEK! Boutique collection features robots, dragons, space travelers, mermaids, unicorns and more, each with special design details like open backs for easy dressing, wheelchair-friendly fits, hidden openings and pockets for abdominal access and removable accessories, creating extra flexibility for those with sensitivities.”

If you’re looking for DIY ideas for Halloween costumes, here are a few common materials. You can make anything from a car to a plane with these items if you’re designing your own costumes for Halloween.

  • Pipe cleaners
  • Pool noodles
  • Cardboard
  • Tissue paper
  • Felt
  • Paint
  • Tape

Check out this DIY costume featured on ABC News of 4 year old Caleb McLelland as “Superman flying through the clouds” in a wheelchair. This costume was designed by his mother Cassie McLelland for Halloween.

Why it’s Important to Hire People with Disabilities

Posted on | by cil_admin

There are many advantages for employers to hire people with disabilities; some of these benefits include increased knowledge about how to provide services to people with disabilities, increased workplace diversity, new and different perspectives that can be applied to solving problems, and new insight into the needs of customers. 

In an article published by Forbes, Career Coach John M. O’Conner explains that hiring people with disabilities is a win-win. You can hire a superhero when you hire someone with a disability. Additionally, these superheroes can boost team morale by bringing a positive attitude to work that can motivate other employees. 

 

The Forbes article also mentions when a company hires people with disabilities, it shows its dedication to promoting diversity within the organization. In return, employees are more likely to be satisfied with their jobs, as it proves to their team that diversity is a valued asset to the company. This leads to greater loyalty and a more positive connection with the company and its practices. Increasing employee positivity will also reduce turnover rates. Having a lower turnover rate means a company doesn’t have to spend more on training new employees. According to Training Magazine’s 2020 Training Industry Report, the average company spent $1,111 per employee on training in the U.S. this year. A study published by the University of New Hampshire explains that turnover is a concern for business and the turnover rate among people with disabilities is much lower, just 20%, compared to non-disabled coworkers who have a turnover rate of 150%.

Did you know that there are federal and state tax incentives?

Tax incentives are offered by the government to encourage business owners to hire employees with disabilities. According to Business.com, federal financial incentives include: 

 

 

Companies are increasingly seeking out people with disabilities for the great benefits that exist. A number of businesses, such as Target, Home Depot, Publix, Chick-fil-a, and Walgreens actively hire people with disabilities. In addition, the University of New Hampshire study highlights that Walgreens is a pioneer in proactively recruiting people with all kinds of disabilities (inclusive initiative). Their distribution centers aim to employ twenty percent of people with disabilities and their stores ten percent.

 

If you are looking for ways to join this list and Find Candidates with Disabilities check out Employer Assistance and Resource Network on Disability Inclusion. 

The Time is Now to Celebrate National Disability Employment Awareness Month

Posted on | by cil_admin

Written by Golda Kelli Ryan

 

 

What is National Disability Employment Awareness Month?

 

This October will mark the 76th anniversary of National Disability Employment Awareness Month. 

National Disability Employment Awareness Month (NDEAM) is an annual campaign that honors workers with disabilities, promotes businesses that hire and value diversity, and raises awareness about disability employment issues. Each October, the Office of Disability Employment Policy hosts National Disability Employment Awareness Month (NDEAM). During this month, our focus is on celebrating the contributions of people with disabilities to the workplace and community and affirming our commitment to creating an inclusive society that’s open to all.

This year NDEAM’s theme is “America’s Recovery: Powered by Inclusion.” The theme is about the importance of inclusive employment following COVID-19 to provide full employment opportunities for people with disabilities. 

What can we learn from the history of NDEAM?

In 1945, the U.S. Congress recognized the first week in October as “National Employ the Physically Handicapped Week” in honor of people with disabilities. This campaign emphasized the value of job opportunities for people with disabilities and showed that they could make a difference. In 1962, the term “physically” was removed in acknowledgment of the achievements made by individuals with many types of disabilities. In 1988, the U.S. Congress extended the week to what we now know as National Disability Employment Awareness Month to enhance awareness of the employment needs and contributions of people with disabilities. 

Where does employment for people with disabilities stand today in the eyes of SHRM?

According to the Society for Human Resource Management (SHRM), 1 million people with disabilities have lost jobs during the pandemic. Additionally, one in five workers with disabilities has been dismissed from employment since March 2020, compared with one in seven for the general population, according to the U.S. Bureau of Labor Statistics.

To learn more about the many employment barriers of people with disabilities, SHRM interviewed Carol Glazer, President of the National Organization on Disability (NOD). Carol Glazer explained, sometimes the work environment isn’t conducive to hiring people with disabilities and even if senior leaders and HR are on board, managers may not be. 

Additionally, she elaborated that people with disabilities could be more efficient in their work than those without disabilities. A person with a visual impairment who utilizes screen-reading technology may be able to read more quickly than someone without a visual impairment.

“Disability doesn’t mean inability, rather, it means different ability.”                  – Carol Glazer, President of the National Organization on Disability             (NOD)

 

It is important to recognize how COVID has affected the job search. SHRM recommends that employers utilize these tips to overcome disability employment issues.

Use inclusive images and text on their careers portals, in their job descriptions, and on their social media sites.

  • Take the Disability Equality Index and remedying any gaps.
  • Ensure that their accommodation processes are well-communicated and efficient.
  • Remember that 75 percent of disabilities are not visible. Mental disabilities, such as depression, have increased during the pandemic.
  • Use digital meeting platforms with disability-related capabilities.

 

Stay tuned for more information on tips to help you ace your next job interview.