A variety of disabilities can impact the extent to which all attendees fully participate in a meeting or group discussion. However, organizational leaders are often unprepared to effectively orchestrate the contributions of those with diverse visual, auditory, sensory-motor, cognitive, and neurological needs. This session accepted for presentation at the 2022 conference of the Society for Industrial-Organizational Psychology intends to 1) raise awareness of how different disabilities and identities may be accommodated to yield a better meeting experience for all and 2) highlight facilitation methods, technology, and assistive tools that meeting leaders can use to conduct more inclusive meetings.
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Leading Inclusive Meetings_Panel Discussion 122972.pptx
1. Leading Inclusive Meetings:
Tools and Techniques
Virtual Live Panel Discussion
Allen, J.A., Gibson., J.L., Kornblau, B.L., Praslova, L., Rodriguez, P.M., Santuzzi, A., Sylvester, A.
(2022, April). Tools and Techniques for Leading Inclusive Meetings [Panel Presentation]. Society
for Industrial and Organizational Psychology Annual Conference, Seattle, WA.
2. Agenda
• Focal Topics and Speakers – 25 minutes
• Q&A – 25 minutes
This session will be recorded.
Please stay on mute unless called on
by the presenters.
Please use the chat feature for
questions/comments, or the raise
hand feature if you would like to share
information or ask a question verbally.
3. Focal Topics and
Speakers
• Americans with Disabilities Act (ADA)
promotion of accessible meetings for all
disabilities (Barbara Kornblau)
• Meeting facilitation techniques (Joe Allen)
• Technology and assistive tools (Paul
Rodriguez)
• Inclusion considerations related to
• Concealed disabilities (Alecia
Santuzzi)
• Neurodiversity (Ludmila Praslova)
• Cognitive disabilities (Alice Sylvester)
4. Americans with Disabilities Act
(ADA) - Promotion of Accessible
Meetings for all Disabilities
Barbara L. Kornblau, JD, OTR/L, FAOTA, DASPE, CCM. CDMS
5. Planning Accessible Meetings
1. Do an onsite visit to make sure your venue is accessible. Reach out to
occupational therapy students and/or the ADA National Network
Centers for assistance, if you need it.
2. When you announce your meeting and/or send invitations for your
meeting, let attendees know how they can request reasonable
accommodations to attend and/or have access to the meeting.
3. Include a checklist of potential accommodations in the meeting
registration documents and/or webpage.
4. Download the American Bar Association, Commission in Disability
Rights, (n.d.). Planning Accessible Meetings and Events - A Toolkit. It’s
a free, detailed, step-by-step, how to, for accessible meeting
planning. Includes very detailed information (on virtual and in-person
meetings & events) 21 pages.
6. ADA Compliant Accessible Meeting Resources
• ADA National Network. (2015). A planning guide for making temporary events accessible to people
with disabilities. Retrieved from https://adata.org/guide/planning-guide-making-temporary-events-
accessible-people-disabilities
• American Bar Association, Commission in Disability Rights, (n.d.). Planning accessible meetings and
events - a toolkit. Retrieved from
https://www.americanbar.org/content/dam/aba/administrative/commission-disability-
rights/accessible-meetings-toolkit.pdf
• American Bar Association, (July 01, 2021). Virtual meetings: accessibility checklist & best practices.
Retrieved from https://www.americanbar.org/groups/diversity/disabilityrights/resources/covid-
resources/virtual-meetings-checklist/
• Cornell University, Division of Human Resources. (2019). Accessible Meeting and Event Checklist.
Retrieved from https://hr.cornell.edu/sites/default/files/documents/accessible_meeting_checklist.pdf
• General Services Administration (GSA) & U.S. Access Board. (2022). Create accessible meetings.
Retrieved from https://www.section508.gov/create/accessible-meetings
8. Meeting Facilitation = Enabling Participation
• Addressing barriers to
participation
• Establishing participatory norms
• Making sure everyone is seen
and heard
Rocky Mountain
Center for
Occupational and
Environmental
9. Facilitation for Virtual and Hybrid Meetings
• Virtual meetings have some advantages
and disadvantages
• Hybrid meetings have the potential to be
the most inclusive form of meeting
• Engaging participation is still the key…
11. ASSISTIVE TECHNOLOGY (AT)
• Assistive technology can be viewed as an extension of the individual
that allows for improved access to work, leisure, self-care and the
environment.
• Assistive technology is typically categorized into specific categories:
Vision, Hearing, Communication, Mobility and Positioning, Learning
and Cognition, Leisure, Environmental, Daily Living, Vehicle
Modification, and Computer Access.
• Assessment (completed by a Registered Occupational Therapist) is an
important step in the process of determining the type of
tools/approaches to recommend.
12. ASSESSMENT FACTORS FOR AT
• Compatibility and scalability
• Motor capabilities and strengths
• Cognitive skills
• Vision, Hearing, Speech
• Cost and organizational need
• Body mechanics (strength, range of motion, trunk control)
• Space/location and environmental factors
• Ergonomics, meaning and purpose are other important factors to consider
for making the right fit for person/technology/situational factors.
13. TYPES OF AT
• VISION- Large Print, Highlighted and screen contrast and color with factory settings or software to
enhance, magnification tools and software (MAGIc, Windows), Text to speech, dictation software
(Kurzweil, Balabolka)
• HEARING- Live Transcribe, OTTER
• PHYSICAL- Eye gaze, TUBUS ONE (utilization of a stylus held in mouth, used with limited upper
extremity motor control), hand controls/switches to allow for screen and ZOOM manipulation, SIP
n PUFF (utilizes air pressure via inhalation and exhalation of a straw device to manipulate due to
limited upper extremity motor control)
• Adapted keyboards/adapted hand controls depending on motor performance and abilities
14. APPROACHES FOR ACCESSIBLE VIRTUAL
MEETINGS
• Provide materials ahead of time, prior to meeting
• Provide for a note taker, sign language interpreter as needed
• Various vendors come with accessibility functions on their features
that will allow for access to meetings and other organizational tools
(closed captioning, voice to text, text to voice)
• ASK….Make sure that all participants have access to effectively join
the virtual meeting.
• Clarify and confirm compatibility with participants and meeting
15. Invisible and Concealable Disabilities
Anticipating individual differences that are not obvious
Alecia M. Santuzzi
Professor, Social-I/Ol Psychology
Director, Research Methodology Services
Northern Illinois University
Email: asantuzzi@niu.edu
15
16. Disabilities in the Workplace
• 62% invisible (Sherbin et al., 2017)
• Disclosure required to use protections or accommodations, but …
Qualifying Condition Self-Identify
30%
4%
16
22. Support Cognitive Oriented Tools
Meeting
Facilitation
Magnification
Applications
Text to
Speech
Synthesizers
Electronic
Pointing Devices
Key Board
Filters
Memory Cards
Screen Reader
Large Prints
23. Questions for the Panel
1. Audience questions
2. What are some of the tensions that exist between offering best practices for
meeting leadership and inclusion goals?
3. What are some disabilities, identities, or needs that more people should be
aware of in work organizations?
4. What advice related to inclusion do you have for meeting leaders?
5. What suggestions do you have for meeting leaders who want to meet
attendees’ needs while also maintaining their privacy?
6. What are technological tools or assistive technologies that not enough people
know about?
7. What do you see as some barriers to inclusion at work?
8. What are some small adjustments that meeting leaders should build into their
habits and processes?
Notes de l'éditeur
Formal disclosure of disability is critical to receiving protections/accommodations. It is also important for the employing organization to know in order to ensure proper policies/procedures are in place.
However, data presented from a survey led by the Center for Talent Innovation suggested that formal disclosure rates in the workplace are much lower than the actual incidence of most impairments that might qualify as disabilities under the ADAAA (2008).
Looking specifically at white collar workers in the U.S., their survey showed that approximately 30% of workers have qualifying conditions, yet only about 4% formally disclose disability.
[less than 40% with disability disclosed to employer)
Why aren’t workers disclosing their disabilities?
Recent research identifies reasons that fall into two broad categories – self/identity factors and social factors.
Workers with disabilities might have ambiguity or variability in their own personal experiences with their impairments, leading them to question whether they should report them. Even if they are quite aware of the disability, they still might not disclose because they do not see the disability as relevant to their work.
Expected or observed social reactions also affect decisions to disclose. Negative stereotypes about disability directly damage perceptions of worker competence, which can be especially damaging in performance domains like the workplace. Also, workers who need accommodations may experience stigma from co-workers who see accommodations as “extra help” and as unfair.
Importantly, concerns about social reactions may influence the extent to which workers are willing to identify their impairments or conditions as “disabilities.”
![Leading Inclusive Meetings:
Tools and Techniques
Virtual Live Panel Discussion
Allen, J.A., Gibson., J.L., Kornblau, B.L., Praslova, L., Rodriguez, P.M., Santuzzi, A., Sylvester, A.
(2022, April). Tools and Techniques for Leading Inclusive Meetings [Panel Presentation]. Society
for Industrial and Organizational Psychology Annual Conference, Seattle, WA.](https://image.slidesharecdn.com/leadinginclusivemeetingspaneldiscussion122972-220405000056/85/Leading-Inclusive-Meetings_Panel-Discussion-122972-pptx-1-320.jpg)
