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Similaire à Enhancing Inclusion in National Service Programs, Iowa Nonprofit Summit
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Enhancing Inclusion in National Service Programs, Iowa Nonprofit Summit
- 1. Enhancing Inclusion in Volunteer Programs 101 Ames, Iowa November-16-2011
- 2. www.serviceandinclusion.org Toll-free hotline: 888-491-0326 (voice/TTY)
- 8. “ People—diverse, passionate and committed—make America strong. Through national service and volunteering, Americans from all walks of life contribute to their communities and the nation.” - CNCS 2011 - 2015 Strategic Plan
- 10. Who are people with disabilities?
- 12. Major life activities include, but are not limited to: “ Major Life Activity” is Anything an Average Person Can Do with Little or No Difficulty
- 20. Most often, it ’s best to call someone by name, not by a label.
- 24. “ If we are to achieve a richer culture… we must weave one in which each diverse human gift will find a fitting place” - Margaret Meade
- 25. Creating an Inclusive Environment
- 27. Universal Design How can we make EVERYTHING accessible to EVERYONE??
- 28. Universal Design is the design of products and environments to be usable by all people , to the greatest extent possible, without the need for adaptation or specialized design - Center for Universal Design, North Carolina State University
- 29. For example…
- 30. Provide essential information in different modes
- 31. Flexible Use
- 32. How does this playground use Universal Design?
- 36. “ To be free is not only to cast off one’s chains, but to live in a way that respects and enhances the freedom of others” – Nelson Mandela
- 37. Inclusive Outreach and Recruitment
- 64. Member and Volunteer Management
- 68. What do you think?
- 74. “ Friend” us on Facebook! Follow us on Twitter! Visit our website! Information on our electronic resources is available in your folder!
- 75. Click to edit Master title style Contact Information: National Service Inclusion Project 888.491.0326 [V/TTY] [email_address] www.SERVICEandINCLUSION.org
Notes de l'éditeur
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- Roxy Who we are. Many of our services are free of charge.
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- Roxy Ask people to share with each other there experiences of including people with disability . Positive /not so positive. The responses to the questions will help guide our presentation.
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- Erin National Service Inclusion Project Serve Idaho: Managing Disability Inclusion, National Service and Volunteerism
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- Roxy The same disability can impact an individual differently so therefore it is important to not make generalizations. Do not let fear of making a mistake, fear of saying the wrong thing, or fear of the unknown make you hesitant to interact with an individual with a disability. If you make a mistake, acknowledge it and move on. If you are ever unsure of what to do, ask. For example: When someone is Deaf, do no speak with exaggerated slowness or with exaggerated facial expressions. When there are companions/interpreters present, always direct your comments to the person with the disability. Do not assume that because a person may not speak they are unable to understand or hear you. When helping a person who is blind, allow him/her to hold your arm. This way, he/she will be able to walk slightly behind you and get a sense of what to expect from the motion of your body. Ask if people want verbal cues as to what is ahead, approaching steps, curbs and barriers. Remember to relax.
- Roxy Since individuals may use a service animal for a variety of reasons, the individual may not feel comfortable sharing his/her reason for using a service animal. It is important to not feed a service animal since they may be on a specific feeding, bathroom, and sleep schedule.
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- Roxy Really explain Person first language. The importance of usage and with disability . Share experience with Basketball players
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- When we talk about “inclusion”, this is what we mean
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- Erin Use the post-its on your tables. We will ask each table to share two of their ideas.
- Erin An inclusive service environment is more than ensuring an accessible building, providing a sign language interpreter or creating large print documents. Rather, an inclusive service environment welcomes all people, regardless of their disability. An inclusive service environment recognizes and uses individual skills and strengthens their abilities. Creating an environment that is inclusive and welcoming of all may include: offering members and volunteers the option to routinely meet with staff in private spaces. presenting information during meetings and trainings in alternative formats, such as large print and electronic format and using multiple learning styles to address the various ways individuals obtain new information. Individuals with disabilities are regarded as peers
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- Erin Which of these statements is an inclusive statement? Inclusive means you seek to include everyone, accessible means that if someone wants to access your programs they can. This is a difference in attitude and often you can use your recruitment materials to make it clear that your projects are INCLUSIVE, not just accessible. National Service Inclusion Project Serve Idaho: Managing Disability Inclusion, National Service and Volunteerism
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- Erin Strategy – design materials Do we provide materials in formats accessible to people with visual or cognitive disabilities? Do we have accessible, user-friendly web sites? Do we mail materials electronically prior to events? Do we provide Braille, electronic, large print, and illustrated materials? Do we read overheads and flipcharts when presenting? How will this improve the overall quality of the product? National Service Inclusion Project Serve Idaho: Managing Disability Inclusion, National Service and Volunteerism
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- Erin What do you include on your position descriptions? What does a potential candidate need to know? Slide Bank Number 82 A thorough, comprehensive and universally designed position description includes these important, elements. Anyone answering a posting would benefit from knowing about all these aspects f the position.
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- Erin After reviewing these slides ask participants to evaluate the interview questions they developed for the interview.
- Erin Slide Bank Number 87 The next two slides are from a study conducted at ICI for a PhD Dissertation. The responses above were collected from people with disabilities who chose to disclose (or not to disclose) and the impact on how this affected them. What are some other reasons as to why a person with a disability may chose not to disclose?
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- Erin Slide Bank Number 89 These are important points for all to be aware of, especially staff from the Human Resources department at your organization. Each bullet above describes one piece of the disclosure process. It is important that any forms that contain confidential information are kept separate from other personnel information in a locked drawer with access allowed only to necessary personnel. It is always up to the individual who discloses to decide how much information s/he would like to share about their disability.
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- Roxy Asset-based management is a management style which matches members' strengths and abilities to the essential and marginal functions of a position. Based on members' skills and abilities, two or more members may share functions of a position which are areas of strength for those individuals.
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- Erin he questions listed above can be used as a guideline for determining if a corrective action is needed and if the service organization has a policy in place. Treat poor performance on the part of the individual with a disability in the same way you would handle any other issue that arises at your organization. The majority of disabilities are invisible, and the individual may not even know s/he has a disability, even though she/he may be struggling. How does your organization handle issues that arise around performance? Do you have an organizational policy in place?
- Erin Compare the tips the group has produced with these tips, cover any tips or points that need to be established before moving on.
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