On Sunday, October 6th, 2013, 60 Minutes, the popular magazine format news broadcast, aired a segment entitled “Disability, USA” in which correspondent Steve Kroft issued a perspective on the growth in the size of the Social Security Disability Insurance (SSDI) program. The report characterized that the program will be “the first government benefits program to run out of money.” The segment was posed as an investigation into the recent surge in eligible beneficiaries, an increase of 20% in the last six years, and whether the SSDI program was “a secret welfare system, with its own disability industrial complex, a system ravaged by waste and fraud.” The segment was quickly denounced as factually inaccurate, agenda driven, and one sided by disability organizations and news outlets. (more…)
Posts Tagged ‘Disability advocacy’
While transitioning to fall and beginning to think about the holidays, October can be a busy month. But let’s take a moment to remember how far our government has come in encouraging employers to create an equal environment for the disabled.
Since 1945, when the roots of National Disability Employment Awareness Month (NDEAM) originated, the government has enacted a number of measures to encourage the employment of the disabled.
So, as NDEAM 2011 draws to a close, let’s rewind 66 years to its infancy.
With the passage of the Americans with Disabilities Act in 1990, disabled workers gained expanded legal protections against employers who engage in discriminatory hiring practices.
So, what are some of the risks of not hiring a disabled worker?
1. You might be passing over a highly motivated portion of the population. Due to the difficulty of their job search alone, disabled employees are often eager to get started on the job, and especially thankful for the opportunity.
2. You might be limiting the diversity of your company. One of the worst things to be accused of today is being prejudiced, and actions speak louder than words. It’s extremely attractive when a company will accommodate a worker with special needs. The public will gain a better understanding of the type of business that you’re running and the morals that you uphold.
3. You might not be showing the community your values. Undoubtedly, there will be organizations in any company’s local area that support equal employment opportunities for the disabled, as well as community members who are passionate about the cause due to a disabled loved one. Those who care about this cause will choose the establishment that mirrors their values.
There are also intangible benefits to hiring a disabled person, such as the knowledge that your company is giving someone an opportunity to do something that they might have never thought they’d be able to do.
Can you think of any more reasons why not hiring a disabled worker can be risky?
Leave them in a comment!
October is National Disability Employment Awareness Month (NDEAM), a nationwide effort led by Congress and the U.S. Department of Labor to make the public aware of the skills that the disabled community contributes to the workforce.
This year, the theme for NDEAM is “profit by investing in workers with disabilities,” and the goal is to educate employers on the benefits of hiring someone with a disability.
All month long, programs and activities will take place across the country to call attention to Americans who are currently working with a disability, are disabled and looking for a fair employment opportunity, or have become too disabled to work.
The Americans with Disabilities Act of 1990 mandated that employers overlook an interviewee’s disability when considering him or her for a job. But no matter what the law is, many disabled people still face adversity when seeking employment.
Fortunately, various resources can help communities identify and confront employment barriers for disabled workers. What would you like to see happen in your community during NDEAM?