31 Questions to Ask Yourself Before Setting Next Year’s Goals

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You can find more purpose and happiness at work and in life by asking yourself better questions

Have you ever done a copy-and-paste of your goals from the previous year because you didn’t accomplish any of them? I have. I’ve also fallen into the lazy trap of making my goals in line with everyone else’s — to weigh less, spend less, earn more.

The new year is an opportunity. Many of us use the turning of the year to think about where we are and where we want to go. We set goals and make resolutions for how the coming year will be different. Better.

When we set goals by just going through the motions, we have little chance of success. At best, we might luck into a little progress, but it’s never very satisfying. Instead, taking time in advance to reflect leads to knowing ourselves better. And when we know ourselves, setting the goals for what’s next becomes much easier.

If life is a journey, the questions we ask ourselves are the fuel that gets us from here to there.

Without this intentional reflection, we react impulsively and with limited information. We’re vulnerable to getting pushed around by the forces of those more proactive than us.

Here are 31 questions to reflect on in December–one for each day–before you set your New Year’s resolutions. They’re intended to get you thinking about what you have to be grateful for, what you want to change, and what effort is needed to propel you forward.

  1. What are the first thoughts that come to mind about the past year? Mostly positive, negative, or neutral?
  2. What was one of the most interesting things I learned this year?
  3. Who was one person I met that I’d like to get to know better? Why?
  4. What was one of my most challenging moments? Why?
  5. What was one of my favorite accomplishments?
  6. What was one personal strength I used this year? How did it benefit my work or life?
  7. What hurdle came up more than once? (time, money, attitude, location, knowledge, etc.)
  8. How well did I communicate with the people who matter most to me?
  9. What three events or accomplishments were made possible by the help of others?
  10. What advice would I offer someone else on the basis of a lesson I learned this year?
  11. What are three problems that came up at work? How did I approach solving those problems? Are there any trends in those problems or solutions?

Continue onto Inc. to read the complete list.

Should You Mention Your Disability in a Cover Letter or Resume?

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Always keep in mind that you are never required to disclose your disability as an applicant or employee. The general rule of thumb is that it is rarely a good idea to disclose your disability in a cover letter or resume. The exception would be if the employer is specifically hiring under a program to recruit people with disabilities.

Reasons not to discuss your disability at this stage of the application process include:

Fewer interviews. You may find you get fewer interview offers if you disclose your disability, no matter how artfully you do this.

Reason to eliminate you. While your disability should not eliminate you from consideration, the reality is that employers use job applications to weed out applicants. Show your strengths in your resume and cover letter and avoid giving the employer the reason to put your application in the rejection pile.

The law protects you. Another important reason not to disclose your disability at the application stage is that you are not required to provide this information. Even if you know you will need an accommodation, it is best to wait until your interview to discuss this—ideally, after you have talked about why you are right for the job.

Source: chwilliamslaw.com

 

Getty is trying to bring disability inclusion to stock photos

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man in wheelchair working on computer

Nearly one in five people have a disability, but just 2% of publicly available imagery depicts their lives. The photo company, alongside Oath and the National Disability Leadership Alliance, is working to change that.

In the stock photo world, images of people with disabilities tend to cluster at two poles. “They’re either depicted as superhuman or super pathetic,” says Rebecca Swift, Getty Images’ director of visual insights. “There doesn’t seem to be that broad range that you get with able-bodied people.”

Getty has seen searched for disability-related images spike in the past year–“wheelchair access” searches were up 371% from 2016 to 2017, and autism-related searches climbed 434%–and the issue of representation became impossible to ignore.

That also became clear to Oath, the parent company of Yahoo and Tumblr, as they were working to set up a website highlighting their work around accessibility in tech and having difficulty finding representative images. So the company, with consult from the National Disability Leadership Alliance, tapped Getty to help change the current representation paradigm from the inside out. Launched May 17, The Disability Collection, a new subcategory of Getty images, will feature people with disabilities in everyday settings.

What you notice first are people’s faces. In contrast to those common images that focus on a person’s hands gripping a wheelchair, or frame a blind person before a window to show what they can’t see–or depict the blur of a prosthetic leg as it strikes a track–the images in the new Getty collection focus on human interaction and people’s facial expressions.

Of course, there are challenges to capturing a range of disabilities. Visual media gravitates toward visual cues, but not all disabilities are necessarily visible. “That’s why the wheelchair tends to be the icon of disability,” Swift says. “This project for us as a business is about getting it all down and saying: Don’t just focus on wheelchairs. Think about the entire range, and think about how people with disabilities want to be depicted.”

For Getty, that meant building out a set of guidelines for photographers in their network to follow. They emphasize focusing on mundane moments from everyday–texting, taking selfies, grocery shopping. A lot of the guidelines come from focus groups with disability organizations that Oath hosted and shared with Getty. “We’ve taken input from a host of advocacy groups about how people in their communities want to be depicted,” Swift says.

Continue onto Fast Company to read the complete article.

How to build a bike-share system for people of all abilities

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group of people with all abilities riding bikes

Just ask Detroit, whose Adaptive MoGo program, featuring 13 cycles designed to work for people with disabilities, launched this month.

MoGo, Detroit’s bike-share system, launched in 2017. But a couple years before, when it was still in the planning phases, Lisa Nuszkowsi, MoGo’s founder and executive director, got a call from John Waterman, who heads up a Ypsilanti-based nonprofit initiative called Programs to Educate All Cyclists. PEAC helps people with disabilities learn to ride bikes and use cycling as a means of empowerment and self-transportation, and Waterman wanted to know how Nuszkowski planned to make bike sharing accessible to people of all abilities.

“I said: ‘That’s a great question–what are we going to do?’” Nuszkowski tells Fast Company. She proposed working with Waterman to find a solution, and the result of that collaboration–a fleet of adaptive bicycles–launched as a pilot program May 15.

The adaptive MoGo program comprises 13 specially designed bikes. There’s a tricycle that users can pedal with their hands; this option is particularly beneficial to people with limited mobility below the waist. The cargo bike contains enough space in the front attachment for a passenger with mobility impairments to sit comfortably while someone pedals behind them; it’s also workable for parents of small children or service-dog owners who want to bring them along for a ride. And there are several tandem bike options that allow riders who may have issues with vision or balance to experience the benefits of cycling while having someone help steer in the front.

For the duration of the pilot program, which runs through October, people can rent out the bikes at a local shop, Wheelhouse Detroit, which sits right along the city’s popular Riverwalk greenway path. A single day pass on one of the bikes is $12, or users can buy a season pass for $30 and get unlimited use (based on availability) during that time. Either way, users have to first reserve a bike online. “It functions more like a bike rental,” Nuszkowski says. It’s very different from the standard MoGo model, where users check out bikes independently at one of the city’s 43 docks for $8 a day. But after hosting numerous focus groups with members of the disability community, “the feedback that we heard was that many people have mobility devices that they use, whether it be a wheelchair or a cane, and having a place to store that is really useful,” she adds.

Continue onto FastCompany to read the complete article.

Bosma Enterprises Launches Program To Prepare People Who Are Blind For Careers As Salesforce Administrators

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Bosma Enterprises

INDIANAPOLIS—Bosma Enterprises, an Indianapolis nonprofit dedicated to helping people with vision loss regain independence, has launched an innovative training program to prepare people who are blind or visually impaired for high-demand careers as Salesforce administrators. Called BosmaForce, the 18-week course is offered entirely online and available to anyone throughout the country.

“When faced with losing sight, one of the biggest concerns our clients have is how they will support themselves or their families financially,” said Lou Moneymaker, CEO, Bosma Enterprises. “Nationally, people who are blind or visually impaired face a 70 percent unemployment rate, so it is a real concern to ensure there are options for these people to remain independent. Through the BosmaForce program, we are helping to create pathways to high-paying, in-demand careers in which people with vision loss can be very successful.”

According to career website Indeed.com, there are more than 2,700 listings for Salesforce administrator positions throughout the U.S., with an average salary of more than $88,000. It is estimated that more than 150,000 companies utilize the popular customer relationship management (CRM) tool.

The BosmaForce program is being taught by veterans TJ McElroy and Richard Holleman, both of whom are among the first blind U.S. veterans to become Salesforce Certified. Having previously led a similar training program for disabled veterans, McElroy and Holleman have extensive experience using assistive technologies like Job Access With Speech (JAWS) screen readers and ZoomText magnifiers to navigate the Salesforce CRM platform.

McElroy and Holleman developed the curriculum in close partnership with Salesforce accessibility specialist Adam Rodenbeck, who is also a former Bosma Enterprises employee. The pilot class includes seven students from Indiana and Illinois, all of whom are blind or visually impaired.

The group will utilize Trailhead, Salesforce’s interactive, guided and gamified learning platform to gain knowledge on the adaptive technologies and workarounds within the Salesforce architecture. This will enable them to be successful in these careers without the use of sight. After completing the Salesforce certification exam at the end of the course, Bosma Enterprises will work to place the graduates into two-month internships with local businesses.

“It’s not about whether someone who is blind can do the job, it’s about how they do it,” said McElroy. “With such high demand for these careers, there’s absolutely no reason our students won’t be able to excel once they are given the right tools.”

About Bosma Enterprises

Bosma Enterprises is a nonprofit organization, with a history of more than 100 years, that provides training and employment for people who are blind or visually impaired. Our experienced staff (more than half of whom are blind) offers personalized programs ranging from counseling, to job placement, to training for daily living skills—helping adults gain the life skills they need to remain independent, and the job skills they need to stay self-sufficient. To learn more about how you can help our mission, or how our mission can help you, visit bosma.org.

This Latina Is Using Her Own Experience With Blindness To Bring About Change In The Workforce

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minorities in business

Over the course of her career, Kathy Martinez has worked with the U.S. Hispanic Chamber of Commerce, served under two administrations, and led Wells Fargo’s Disability and Accessibility strategy — when she was just starting her career, her counselor at the California Department of Rehabilitation believed that her career aspirations would not extend past working at a lock factory, all because she was blind.

“My counselor at the California Department of Rehabilitation had minimal expectations for people with disabilities and tended to offer low-levels jobs with no hope for growth,” explains Martinez. “Although his expectations for me were low, I had people in my life who knew I could do more, and were behind me every step of the way while I pursued my degree.”

While it took Martinez 13 years to graduate from college, the later start in her career has not prevented her from making an impact where it matters most to her — ensuring that those living with disabilities are not discounted.

“My passion is to help create a society and work environment where people with all abilities are able to obtain an education, secure a good job, buy a house, and be successful,” shares Martinez. “This includes building a society that is physically and digitally accessible, and help change attitudes about the capabilities of people with disabilities and our desire to contribute to our communities and corporations.”

Martinez’s own career has helped moved the needle forward in how those with disabilities are both treated and see themselves in the workforce. She has made it a point to both champion inclusivity within companies, while not erasing that humanity and dignity should be prevalent values in a company culture, regardless of the employee.

“My focus is on delivering an experience that recognizes disability as a natural part of the human condition and helping people with disabilities fully engage with the company to succeed financially,” shares Martinez. “With a more accessible workplace, more people with disabilities will be on the payroll rather than rely on benefits and, ultimately, increase their capacity to be productive members of their communities.”

Below Martinez shares further thoughts on how companies should be expanding their cultures to champion those with disabilities, what advice she has for Latinas, and her biggest lesson learned.

Vivian Nunez: What are your goals in changing how those with disabilities are able to access career opportunities?

Kathy Martinez: When I was growing up I never saw people with disabilities who worked at banks unless they were in entry-level jobs. Today financial institutions, like Wells Fargo, are hiring people with disabilities at all levels. I never imagined I would have the job title of senior vice president at Wells Forgo or Assistant Secretary of the U.S. Department of Labor, Office of Disability Employment Policy. And now that I have attained those titles, I want other people, such as Latinos and people with disabilities, to know that they can achieve their professional goals, including the position of CEO.

One of my key goals is to ensure that more people with disabilities are at all levels of the career ladder. That is why was passionate in helping develop and roll out Wells Fargo’s Diverse Leaders Program for People with Diverse Abilities. This unique three-day program enables team members, who identify as individuals with a disability, understand, and embrace their strengths, overcome challenges, and learn how their differences help them add value as leaders on the Wells Fargo team.

Another goal is to get more people to serve as a mentor and mentee to others with disabilities. I serve as a mentor for people of all abilities inside and outside of the company, and continue to learn what it means to be a team member of choice so that I can share that information with the Latino and disabilities communities.

Nunez: What role did you play in the Obama administration?

Martinez: I consider disability an issue that is important to both political parties. From 2009 – 2015 I served as the Assistant Secretary of the U.S. Department of Labor, Office of Disability Employment Policy.

I also worked for President George W. Bush’s administration for seven years,    serving as a member of the National Council on Disability and as a member of the U.S. Department of State Advisory Committee on Disability and Foreign Policy.

Nunez: What advice do you have for Latinas who are navigating both a disability and building lasting careers?

Martinez: Find a mentor and set high expectations and goals for yourself. I have had mentors with and without disabilities, men, women, and people of all ethnicities and backgrounds, and have learned something from every one of them.

Continue onto Forbes to read the complete article.

The Best Jobs for People in Wheelchairs

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Businessman Working In Office Sitting On Wheelchair

By Stephan Zev

If you’re like most wheelchair users, you’d like nothing more than to have a satisfying career that develops your talents to the fullest extent while making a positive contribution to the world. But as you might have guessed, it’s not always that easy. There are ways to overcome the odds and learn about the best jobs for people in wheelchairs to help steer you in the right direction.

Finding the right job is difficult under the best of circumstances, let alone for people in wheelchairs where the number of available jobs is fewer than for the general public. But with social and technological advances, the tide is starting to change, to the point where 17.4 percent of working-age wheelchair users now have jobs.

Medical Office Assistant/Pharmacy Services
This is one field where being in a wheelchair can work to your advantage. Since you likely deal with physical limitations on a daily basis, you may have more understanding and sympathy toward others undergoing medical treatment.

Moreover, medical offices and hospitals also provide state-of-the-art wheelchair accessible ramps, elevators, and bathrooms, which many other jobs don’t. And if you can’t work on-site, you may be able to telecommute for certain tasks like data entry.

The average salaries for positions in this field are:

Medical office assistant—$34,000 per year
Health information technicians—$40,430 per year
Health services managers—$106,070 per year

Each position offers a lot of opportunity for professional growth. Another option is work with pharmaceutical companies as a sales representative, but this is only viable for people with outgoing personalities and experience with certain medications.

Vocational Counselor
Many successful people in wheelchairs want to be able to share their experiences in a way that can benefit others. Vocational counseling is a great way to do this by helping people achieve their highest career potential.

Vocational counselors work in schools and non-profit organizations as well as private industry. It’s a field expected to grow, especially as more and more jobs get displaced by technology. The average salary for this career is $54,000.

Bookkeeper/Accountant
Virtually every business needs an accounting department to keep track of the bottom line. This is a field where you can either work for an accounting firm or go into business for yourself.

The average salary for bookkeepers and accounting clerks as a company employee is $38,990 per year. Certified accountants and auditors, on the other hand, earn a very comfortable living with an annual average salary of $75,280.

Computer Programming
Not only is computer programming one of the best and most lucrative jobs for people in wheelchairs (average salary: $79,530), it’s also a career expected to expand in coming years. In fact, many well-known companies, such as IBM, Lockheed Martin, and Merck participate in educational job training programs for students with disabilities such as Entry Point.

Work from Home
The number of people who work from home has risen dramatically within the last decade. In 2003, only 19 percent of people earned at least part of their income working from home, which increased to 24 percent in 2015 according to the Bureau of Labor Statistics. And for those who work in finance and management, the percentage is even higher, ranging from 35 percent to 38 percent.

Because the internet has made remote work possible, 68 percent of workers in the U.S. expect to work from home at least part of the time in the future. And based on the large number of reputable companies who’ve already come on board with the idea, it seems the trend is likely to continue. The fields of sales, education, training, and customer service all offer telecommuting positions.

Affiliate Marketing
As my personal favorite, the amount of money you can make in this field is only limited by your ambition. In fact, Disabled-World.com lists affiliate marketing as one of the great online career choices for people with disabilities.

Essentially, an affiliate marketer is someone who partners up with a company to promote their products and services in exchange for a percentage of sales made through a personal “affiliate link.” The way you attract visitors to click on these links and buy products is either through paid advertising or your own website using educational or entertaining content. Best of all, you’re not the one responsible for storing, packaging, shipping, and returns — the company is.

But while affiliate marketing takes very little money to get going (unlike the startup costs of most traditional businesses), it does take a lot of persistence before you start to reap the (many) rewards.

As the online job market continues to grow, more opportunities will open up for people in wheelchairs. Government, technology, and education are just a few sectors where progress is already being made. But even now, there are plenty of jobs available that offer career satisfaction and financial success so long as you take the time to look for them.

Source: confinedtosuccess.com

About Stephan Zev
Stephan Zev is the owner of ConfinedToSuccess.com. He created this website to help disabled and chronically ill individuals take better control of their lives physically, mentally, emotionally, spiritually and even financially.

Pinterest Just Redesigned Its App For Blind People

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pinterest on desktop

Here’s how the company confronted its own shortcomings on inclusive design–and systemically redesigned its app for everyone.

Last year, Long Cheng sat down with a group of engineers as they studied people using Pinterest. For Cheng, lead designer at the company, this sort of user testing was commonplace. But that day, something was different. The testers weren’t thirtysomething moms, or whatever stereotypical demographic pops in your head when you picture one of Pinterest’s 200 million users. They were people with a range of visual impairments, from macular degeneration to complete blindness. And Cheng wanted to see how well they could use the app.

To his dismay, many couldn’t even get past the sign-up screen. People literally couldn’t even create an account. While iOS and Android each have an accessibility feature–called Voice Over and Talk Back, respectively–which read aloud the buttons and options on the screen for visually impaired users to navigate, Pinterest had failed to properly label its own user interface for this feature to even work properly. Similarly, when people did eventually get into the app, recipes read aloud would be missing steps or ingredients. People found themselves trapped inside pins, unsure how to escape. Even for partially sighted people, Pinterest design, with its minuscule type, was a challenge to discern.

“It was definitely personal for me, and me specifically. Because I’ve been a designer here for five years, and it’s a product I really love to work on, and I want everyone to be able to use it,” says Cheng. “For the group of engineers and designers sitting there, we felt like we weren’t doing enough. We wanted to do more.”

Blind people using Pinterest–the app for visual inspiration–may sound like an oxymoron. But in fact, Pinterest, like all mainstream apps, has a contingent of blind users (though the company admits to not tracking them). Many use Pinterest simply to bookmark stories on the web they’d like to read later. And those who don’t use the service might like to, if they were better welcomed.

“We asked one user, would you use Pinterest? You can’t see what’s on the screen!” Long recounts. “She said, ‘of course I would.’” Visually impaired or not, we all want tasty recipes, better haircuts, and fashion advice. And Pinterest is loaded with billions of pins full of this stuff.

Over the past year, Pinterest has committed to practicing inclusive design, and making its product more accessible to everyone. With a team of a dozen designers and engineers, Cheng developed a multi-part approach to redesigning Pinterest as a product that could be more accessible to everyone, leading to a fully redesigned app and desktop experience that’s been slowly rolling out for months.

Continue onto Fast Company to read the complete article.

Willing and Able—Why you should hire people with disabilities

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Willing and Able

By Sarah Ryther Francom

Temple Grandin, renowned autism spokesperson, is known for saying, “The world needs all kinds of minds.” This is also true for the business world. Hiring individuals with disabilities not only benefits the individual hired, but also benefits your business, employees, customers, and the community at large.

Leah Lobato, director of the Governor’s Committee for Employment of People with Disabilities, part of the Utah State Office of Rehabilitation, has seen countless lives changed when companies recruit and hire workers with disabilities. She says that one in five Americans has a disability, and 30 percent of families have a family member with a disability, with numbers anticipated to increase.

A win-win hire
Hiring individuals with disabilities isn’t just a feel-good idea—it can have a positive impact on a company’s bottom line. Individuals with disabilities often bring a diverse range of skills and attributes to the workplace and can enhance the team dynamic.

“Individuals with disabilities have had to problem-solve a lot of different situations in their life due to their condition, so they bring a unique perspective,” Lobato said. “The diversity of people with disabilities and what they bring to a company is really broad.”

Beyond bringing diverse skills to the workplace, individuals with disabilities often have a strong sense of loyalty to their employers, Lobato has found.

Kristy Chambers, CEO of Columbus Community Center, a nonprofit organization serving adults and teens with disabilities, says individuals with disabilities often fit seamlessly into a company. “When you find that right fit, they become a part of the work culture, and they truly can be an inspiration to their coworkers, customers, and stakeholders,” she says.

Lobato and Chambers agree that having a diverse workforce that includes individuals with disabilities is an attribute that resonates with customers.

“When a customer sees a diverse workforce, it raises their comfort in your business,” Lobato says.

Overcoming common fears
Lobato says it’s normal for a business owner or manager to fear the potential consequences of hiring an individual with disabilities but that misinformation is often the real culprit. “One of the most common issues I run into with businesses I talk to is fear. Fear of disability. Fear of how to communicate with people who have disabilities. Fear of the legal things that might come up when hiring them.”

Lobato acknowledges that the Americans with Disabilities Act (ADA) can be overwhelming. She advises companies to seek guidance from her office or a nonprofit, like Columbus Community Center, when beginning to actively recruit individuals with disabilities.

“The ADA provides a clear definition of what a disability is and provides a clear understanding of what the hiring guidelines are,” she says. “It provides support and protections for a person with disabilities, but it also clearly outlines what a business can and cannot do.”

How to provide reasonable accommodations is one of the most common questions employers have asked ADA compliance, says Kevin Keyes, chief program officer at Columbus.

“There’s greater fear than what should be there about providing reasonable accommodations,” he says. “Studies have shown that the cost of providing accommodations is overestimated.”

“A lot of the folks that come into employment with disabilities already have supports in place,” Keyes adds. “That’s what [organizations like Columbus] do. We’re not only there to support the individual, but also the employer.”

Companies with questions about how to create reasonable accommodations can seek guidance from the state, Lobato says. She points to a woodshop created for the Division of Services for the Blind and Visually Impaired as an example of what the state can help with.

Beyond state assistance, businesses that actively recruit and hire individuals with disabilities can receive financial aid to help cover associated costs, including work opportunity tax credits, small business tax credits, and grants to establish workplace accommodations and vocational training.

The biggest piece of advice Lobato offers all employers is to treat individuals with disabilities just as you would any other employee.

Everyone benefits
Stephanie Mackay, chief innovation officer at Columbus, says employers should view hiring individuals with disabilities as an opportunity to strengthen their workforce.

Chambers points out that communities are the greatest beneficiaries when individuals with disabilities land and keep good jobs. “Employers who get it and understand the benefits of hiring individuals with disabilities realize that they are contributing to the community by hiring somebody who may be more challenged on gaining that employment. This allows individuals to not be a burden on the community, because without employment they become an individual who relies on entitlements. Those who participate on the employer end realize that there’s an economic benefit to everyone—the employee, company and the community at large.”

Source: utahbusiness.com

ADA Guidelines for Employers:
Employers covered by the ADA have to make sure that people with disabilities:

  • have an equal opportunity to apply for jobs and to work in jobs for which they are qualified
  • have an equal opportunity to be promoted once they are working
  • have equal access to benefits and privileges of employment that are offered to other employees, such as employer-provided health insurance or training
  • are not harassed because of their disability

Source: EEOC

Basic ADA hiring rules:
•The ADA does not allow you to ask questions about disability or use medical examinations until after you make someone a conditional job offer.

  • The ADA strictly limits the circumstances under which you may ask questions about disability or require medical examinations of employees.
  • The ADA requires you to consider whether any reasonable accommodation(s) would enable the individual to perform the job’s essential functions and/or would reduce any safety risk the individual might pose.
  • Once a person with a disability has started working, actual performance, and not the employee’s disability, is the best indication of the employee’s ability to do the job.
  • With limited exceptions, you must keep confidential any medical information you learn about an applicant or employee.

Source: EEOC

SUNRISE MEDICAL QUICKIE® Xenon2 – New Ultra Lightweight, High- Performance, Folding Wheelchair Series

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Today, Sunrise Medical announced the launch of its latest high-performance ultra lightweight folding manual wheelchair. The QUICKIE Xenon2 offers all the benefits of QUICKIE’s high-end rigid chairs, now in a folding version. This series brings a sleek look to the portfolio and delivers the ride of a rigid wheelchair with the convenience of folding.

At the core of the Xenon2 is a unique cross-brace that gives the chair a minimalistic, open frame that you would usually associate with a rigid wheelchair. A more forward axle provides greater responsiveness, and a more rearward axle provides greater stability. The combination of the cross-brace and axle provide the stiff, stable driving performance feel of a rigid frame but with all the portability of a folding one. The Xenon2 allows for a custom fit with adjustability to the center of gravity, backrest angle, rear seat height, along with other key areas.

“We are excited to follow up on the successful introduction of 7000 series aluminum and ShapeLoc technology offered in our rigid portfolio by extending the same benefits into our family of folding wheelchairs,” said Jesus Ibarra, Sunrise Medical Associate Product Manager, Manual. “After years of success across Europe, we’re bringing the same proven technology to our North American markets and manufacturing them in our Fresno, California facility.”

Available in three unique frame styles – Fixed Front, Hybrid (Dual Tube), and Swing- Away – this lightweight, high-performance folding series is designed to be adaptable to the changing needs of the user. With its clean and streamlined design, the Fixed Front model is the lightest with a transit weight weighing less than 20 lbs. The Hybrid model is the strongest of the three, and its reinforced fixed front frame allows a maximum user weight capacity of 300 lbs. Its dual tube design reduces flex, giving the chair a more rigid ride and greater push efficiency. The Swing-Away model is designed with a reinforced frame with removable swing-away hangers for easy transfers and has the most compact folded dimensions for easy portability.

For videos, images and additional information on the QUICKIE Xenon2, please visit http://www.sunrisemedical.com.

About Sunrise Medical: A world leader in the development, design, manufacture and distribution of manual wheelchairs, power wheelchairs, motorized scooters and both standard and customized seating and positioning systems, Sunrise Medical manufactures products in their own facilities in the United States, Mexico, Germany, United Kingdom, Spain, China, Holland, Poland, Norway and Canada. Sunrise Medical’s key products, marketed under the QUICKIE, Sopur, Zippie, Breezy, Sterling, Jay, Whitmyer and Switch It proprietary brands, are sold through a network of homecare medical product dealers or distributors in more than 130 countries. The company is headquartered in Malsch, Germany, with North American headquarters in Fresno, Calif., and employs more than 2,180 associates worldwide.

For additional information, please contact Karen Gallik; Karen.Gallik @ sunmed.com

The Power of Neurodiversity

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Strategic integration of people with neurological disabilities can produce exceptional results

By Susanne M. Bruyère

Neurodiversity. It’s a term that’s increasingly familiar to those in the workforce diversity and inclusion sphere, and for good reason. It’s about the strategic integration of people with neurological disabilities into all workplaces, and its practice can yield exceptional results for both employers and employees, including those on the autism spectrum.

As someone who’s spent most of my career researching effective workplace practices for people with disabilities, I find embracing neurodiversity to be an exciting paradigm shift. Years ago, employers often hired people with disabilities for altruistic, charitable reasons, believing it was “the right thing to do.” Later, when the D&I movement emerged, employers began to appreciate bottom line benefits from embracing disability as diversity. Today’s increased focus on neurodiversity indicates even further progress on the part of employers—and refreshingly, it’s all about skills.

That’s right. Numerous businesses that already have a good foundation in disability inclusion are beginning to plan recruiting and onboarding activities that target people in similar professional networks to meet their business needs. These companies are recognizing and proactively recruiting the skills and talents that people with unique neurological characteristics, including those on the autism spectrum, can offer. It’s a concept that’s gaining steam in many industry sectors, such as manufacturing, telecommunications, finance and information technology. In fact, an article on neurodiversity in the current issue of Harvard Business Review takes an in-depth look at this alignment of skills to workforce needs. One of the companies featured in the article, enterprise software developer SAP, emphasizes hiring people on the autism spectrum for their skills and abilities—and the results speak for themselves.

Launched in 2013, SAP’s groundbreaking Autism at Work program set a corporate goal of employing 650 employees on the autism spectrum by 2020 across a wide range of job categories. One of the first steps has been changing the way the company interviews people with autism, offering something more akin to a trial work period rather than just structured interviews.

“Out of a hundred resumes I would send, I would only get one response back. And when I did apply, because I was a bit monotone or stiff during the interview, they overlooked me,” says Patrick, a current SAP employee on the autism spectrum whose life was changed by the Autism at Work program. Today, Patrick works as an IT project associate, having joined SAP through the successful program that has employed nearly 120 colleagues in nine countries.

SAP is not alone. Earlier this month, the company jointly hosted an event with the support of the Olitsky Family Foundation, the Stanford University Autism Research Center and my organization, Cornell University’s School of Industrial and Labor Relations. The Autism at Work Summit showcased how companies have implemented programs to harness the power of the untapped talent pool of adults on the autism spectrum, such as through initiatives at Microsoft, EY and Hewlett-Packard Enterprise. In fact, the ILR School’s K. Lisa Yang and Hock E. Tan Institute on Employment and Disability has proudly partnered with HPE to facilitate the distribution of materials to help interested employers globally develop initiatives to provide skilled employment opportunities for job seekers on the autism spectrum.

We were also very pleased to be joined at the summit by colleagues from the Department of Labor’s Office of Disability Employment Policy, because these companies’ experiences have broader implications, providing meaningful insight into workplace policies and practices that facilitate success for all employees, including those with disabilities. One clear example was a reaffirmation that matching job candidates’ skillsets to open jobs leads to better business outcomes.

But of course, facilitating employment success for people on the autism spectrum extends beyond hiring, just as it does for all workers, to career advancement and skill enhancement up the full corporate ladder. Summit participants with whom I spoke emphasized the importance of workplace supports to help employees thrive and integrate successfully into workplace cultures, such as job coaches, mentors, and social and recreational events.

After all, the long-term success of talent acquisition requires not just hiring—but keeping—the best employees. More and more employers are discovering this means advancing a broad range of employment opportunities for people who come from neurodiverse backgrounds, including those on the autism spectrum.

About the Author
Dr. Susanne M. Bruyère is Professor of Disability Studies and the Director of the Yang-Tan Institute on Employment and Disability at Cornell University’s ILR School.

Source: blog.dol.gov