Move Over Crutches and Knee Scooters, Now There’s Something Hands-Free and Much Better

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iwalkfree

According to the National Institutes of Health, there are around 6.5 million people in the country who use a cane, walker, or crutches to assist with their mobility. Many of these people are prescribed crutches or knee scooters for lower leg injuries. Yet those devices come with their own set of problems, making them difficult to use.

Crutches often lead to muscle atrophy, make it difficult to use the stairs, and if they fall to the floor it can become a gymnastics maneuver to try and pick them up. Millions of people are prescribed crutches or knee scooters for lower leg injuries. Now, those with lower leg injuries have a better option to consider, the iWALK2.0, which gives them hands-free ability to continue walking and having full use of their arms and hands.

“When people have the ability to try out the hands-free iWALK2.0, they can feel what a major difference and step up it is from using crutches or a knee scooter,” explains Brad Hunter, the innovator of iWALK2.0 and the chief executive officer of the company, iWalk Free. “It’s a revolutionary device that helps give people back their independence and mobility while they are healing from an injury. It doesn’t get much better than that.”

Crutches are known for being uncomfortable, often making it difficult for people to remain independent. They take full use of someone’s arms and hands. Leg scooters are also difficult to use because they lack the ability for the person to feel they are getting around in a somewhat normal fashion. These problems are what motivated the iWALK2.0 innovator to find a better, more comfortable way to help heal a broken ankle. The original prototype was created by a farmer named Lance, and when Brad found it he purchased half of the company and innovated the device. Sales really took off when Harrison Ford was photographed wearing it. The rest, as they say, is history.

The muscles around your upper leg and hip atrophy by as much as 2% a day while on crutches. That’s not so with iWALK2.0. Also, one’s blood flow to the lower extremities is typically reduced when using crutches, thus hampering the healing process and the transition between using crutches and walking without them can be difficult, but the iWALK2.0 makes the transition seamless. The iWALK2.0 is an alternative to 2,000-year-old crutches, and won the I-Novo Award for “best design” of any medical product, as voted on by 120,000 medical experts from around the world at an international conference held in Germany.

The iWALK2.0 is hands-free, easy to learn to use, it’s intuitive, and safe. From the knee up, the leg is doing the same walking motion that comes naturally to it. The device is essentially a temporary lower leg, which gives people their independence and mobility back as they recover from an injury. The device is pain-free, and makes it possible for people to engage in many of their normal routine activities, such as walking the dog, grocery shopping, and walking up stairs.

Since 1999, the company has brought thousands of people a more comfortable way to heal from many common lower leg injuries. Made of lightweight aluminum and engineered plastic, the device fits onto the leg, and allows people to do what they have always done. The crutches and knee scooter alternative, it has been the subject of numerous scientific studies and has won multiple awards from Medtrade, the largest medical device show in North America.<

“If you hurt your leg, you have a choice between arm crutches or our leg crutch, the iWALK2.0,” adds Hunter. “With all the benefits of the iWALK2.0 there is no reason to ever want to choose crutches or a leg scooter. The iWalk will keep you moving comfortably throughout the duration of your recovery.”

Clinical research, the results of which are on the company website, shows that patients using the iWALK2.0 heal faster, have a higher sense of satisfaction, and a higher rate of compliance. The iWALK2.0 sells for $149 and is available online and through select retailers. Some insurance companies may cover the cost of the device. The device can be used with a cast or boot, and comes with a limited warranty. For more information on the iWALK2.0, visit the site at: http://iwalk-free.com. To see a video of the iWALK2.0 in action, visit:  iWalkFree.

About iWalk Free

The iWALK2.0 is a hands-free knee crutch, made by iWalk Free, that is a mobility device used instead of traditional crutches and knee scooters. It offers more comfort and independence, with the hands and arms remaining free. The device offers people a functional and independent lifestyle as they are recovering from many common lower leg injuries. For more information on the iWALK2.0, visit the site at: http://iwalk-free.com.

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Source:

National Institutes of Health. How many people use assistive devices? https://www.nichd.nih.gov/health/topics/rehabtech/conditioninfo/Pages/people.aspx

Best and Worst States on Jobs for People with Disabilities

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disability friendly states

By Philip Kahn-Pauli

Floridians with disabilities experience the biggest jobs gains of any state, with more than 23,000 people with disabilities entering the workforce. Of the 50 states, 29 states saw job gains for Americans with disabilities.

Vermont, under Gov. Phil Scott, becomes one of the top 10 states with the best employment rates and Rhode Island, under Gov. Gina Raimondo, jumps from 47th in the nation to 19th. New statistics recently released show that Americans with disabilities saw a slowdown in job gains compared to those of the previous year. The Disability Statistics Compendium, released by Institute on Disability at the University of New Hampshire, shows that the employment rate for people with disabilities has risen to 37 percent. The Compendium also shows that geography has an impact on employment outcomes for Americans with disabilities. People with disabilities in North Dakota are twice as likely to have jobs as West Virginians with disabilities.

The newly published 2018 Annual Disability Statistics Compendium compiles data collected by the Census Bureau. The Compendium is intended to equip policy-makers, self-advocates and others with clear statistics on disability in America today. Out of over 20 million working-age people with disabilities, 7.5 million have jobs. This data also shows the serious gaps that remain between disabled and non-disabled Americans. 37 percent of U.S. civilians with disabilities ages 18-64 living in the community had a job, compared to 77.2 percent for people without disabilities.

“Our nation was founded on the principle that anyone who works hard should be able to get ahead in life,” said Hon. Steve Bartlett, current Chairman of RespectAbility, who co-authored the Americans with Disabilities Act when he was in Congress. “People with disabilities deserve the opportunity to earn an income and achieve independence, just like anyone else.”

Further analysis by the nonpartisan advocacy group RespectAbility shows that 111,804 people with disabilities entered the workforce in 2017. That number is down from the previous year’s increase of over 343,000 new jobs for people with disabilities. Different factors explain the slower pace of job growth. A slowing economy is one factor, as is changing patterns of growth in different sectors of the economy. One lesson is clear to Andrew Houtenville, PhD of UNH’s Institute on Disability: “there is still a long way to go toward closing the gap between people with and without disabilities.”

“Employment rates only tell part of the story,” added Philip Kahn-Pauli, Policy and Practices Director at RespectAbility. “When you look across the intersection of disability and race, you find serious gaps in outcomes.” Only 28.6 percent of African Americans with disabilities have jobs compared to the 38.6 percent of Hispanics with disabilities and 41.2 percent of Asian Americans with disabilities who have jobs.

Some states have higher employment rates for people with disabilities than others. North Dakota leads the nation with 56.3 percent of its citizens with disabilities employed and is closely followed by South Dakota with a 51.3 percent disability employment rate. One of the biggest surprises in this year’s data is Vermont. Under Gov. Phil Scott, Vermonters with disabilities have seen a 5.7 percent increase in jobs, bumping their employment rate to 47.2 percent. For a full break down of the top 10 states, please see the table below.
 

State Ranking State Total # of Working-Age PWDs # of PWDs Employed Total Job Gains and Losses Disability Employment Rate 
1 ND 37,320 21,019 -2267 56.3
2 SD 49,546 25,419 -904 51.3
3 UT 150,964 74,754 -13 49.5
4 NE 112,418 55,391 2068 49.3
5 MN 305,082 145,697 617 47.8
6 VT 47,113 22,234 1728 47.2
7 KS 191,769 89,069 4807 46.4
8 MT 69,553 31,935 -1484 45.9
9 IA 170,186 77,746 -2670 45.7
10 WY 41,825 19,063 578 45.6

 
Of the 50 states, 29 states saw job gains among the disability community, while people with disabilities lost economic ground in 21 states. Census Bureau data shows an astounding 23,953 Floridians with disabilities gained new jobs. Illinois saw the second biggest job gains for people with disabilities with over 20,000 new jobs even as 50,000 people without disabilities left Illinois’ workforce.

Rhode Island deserves credit for seeing a major turnaround. As reported by RespectAbility, Rhode Island under Gov. Gina Raimondo ranked 47th in the nation last year with an abysmal 30 percent disability employment rate. As a result of a settlement agreement with the Department of Justice, Rhode Island began to close shelter workshops where people with disabilities had been paid subminimum wages. Through sustained efforts to promote competitive, integrated employment Rhode Islanders with disabilities are now experiencing new success. Over 7,000 people with disabilities entered the workforce in 2017, pushing Rhode Island to stand 19th in the nation. As bipartisan consensus grows around ending subminimum wages, Rhode Island shows that transformative success is possible.

Continue on to RespectAbility.org to read the complete article.

How little person Leah Smith is teaching her average-sized daughter, 2, to love her body

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Leah Smith

Disability rights activist, Leah Smith, learned a lot about her body while growing up as the only little person in a family of average-sized people. Now, as a parent to two average-sized children herself, Smith is doing her part to teach her little girl and boy about loving their bodies no matter what, and using her own experiences to do so.

“I grew up in an average-sized family and I was the only little person, so I do understand that aspect of being different,” Smith shared at the 2019 MAKERS conference on Thursday. “But I think when I first had Hazel [her daughter], I wasn’t sure how it was gonna play out. I didn’t know if well, maybe we don’t understand each other or whatever.”

She and her husband, Joe, faced challenges being first time parents after their daughter was born two and a half years ago. But raising a child who would need to understand both of her parents’ disabilities came with additional pressure — and ultimately led to Smith’s decision that Hazel needed to learn about the importance of body positivity from a very early age in order to embrace difference.

“I have this radical notion that I need to teach her how to completely love her body. And I’ve been amazed that even at 2 how many times she overhears other women talking about how they don’t like their bodies,” she shared, “‘Oh I don’t like my legs, I don’t like my whatever.’ And really trying to send a different message to her.”

That message is one that Smith had to learn the hard way, after coming face-to-face with what made her different. During her first job in retail as a 16-year-old, Smith explained that she encountered blatant discrimination for the first time, and decided that she needed to do something about it.

She and her husband, Joe, faced challenges being first time parents after their daughter was born two and a half years ago. But raising a child who would need to understand both of her parents’ disabilities came with additional pressure — and ultimately led to Smith’s decision that Hazel needed to learn about the importance of body positivity from a very early age in order to embrace difference.

“I have this radical notion that I need to teach her how to completely love her body. And I’ve been amazed that even at 2 how many times she overhears other women talking about how they don’t like their bodies,” she shared, “‘Oh I don’t like my legs, I don’t like my whatever.’ And really trying to send a different message to her.”

That message is one that Smith had to learn the hard way, after coming face-to-face with what made her different. During her first job in retail as a 16-year-old, Smith explained that she encountered blatant discrimination for the first time, and decided that she needed to do something about it.

“People just started thinking that I was in a space that they could just comment on my body openly, and it was the first time that I had ever really faced that,” she explained. “It was the moment that I realized how am I gonna deal with this, how am I gonna move forward? This is obviously a reality, and so how do I not internalize this? How do I not make sure that this doesn’t effect me and what I want to do with the world?”

For Smith, the answer seemed to be within the fashion industry and discovering the ways that she could change it herself. Until she realized that clothing is not the underlying issue.

“I didn’t really understand what I was tackling,” she said of her goal to illustrate that bodies of all types were just as beautiful as the 6-foot standard. “And so, I was determined the finish the degree but then after that I said we’ve got bigger fish to fry. We have got to create a space for us first before we can worry about our clothes.”

Now, Smith is tackling those bigger issues as an activist. But she refuses to neglect the important details, like accessible clothes.

Continue on to YahooNews to read the complete article.

This little robot helps care for people with chronic conditions

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Mabu the robot holding ipad with text for medication reminder

Mabu is a small robot that talks to patients and helps them remember their medicine and monitors their health.

Sitting in a living room in Oakland, a cute robot with giant eyes gazes at a 65-year-old with heart failure and asks how he’s doing, making conversation about the patient’s family and the weather while gathering daily details about his health.

Mabu, a robot roughly the size of a kitchen appliance made by a startup called Catalia Health, has been working with Kaiser Permanente patients over the last year. (Patients don’t pay for the robot, Kaiser does.) Within the next couple of months, it will also begin with rheumatoid arthritis and late-stage kidney cancer patients, funded by pharmaceutical companies who make drugs to treat those conditions. The goal: help patients with chronic diseases get better care than they could in a system run by humans with limited time.

Unlike a lot of other home health tech, the robot isn’t focused on reminding patients to take medication. “Most [others] take the form of reminders: glowing and beeping pill bottles and pill caps and text messaging systems and apps for your smartphone,” says founder and CEO Cory Kidd, who previously researched human-robot interaction at MIT Media Lab. “The reason that none of those have really worked is that the challenge that patients are facing is not forgetting to take their medication. There’s this assumption made that that’s what the issue is, but it turns out that’s not it.”

Instead, he says, a patient might decide to stop taking medicine because it doesn’t seem to be helping, or conversely, because they’re feeling better and don’t realize that they need to keep a steady dose of the drug in their system for the effects to last. Side effects are another problem. Through daily conversations with someone, the robot can discover these issues and offer advice while notifying human caregivers.

The startup, which has been developing Mabu over several years, worked to make technology that patients would actually use. One insight was simple, but key: Eye contact makes a difference. “When you put that little robot in front of someone who looks into the eyes while it’s talking to them, it seems that we get the psychological effects of face-to-face interaction,” Kidd says. The platform also learns about a particular patient’s interests and personality over time, helping it tailor what it says to build a stronger relationship and keep someone engaged over time. “What’s going on in the background is we’re actually constructing a conversation on the fly for that patient at that point in time,” he says. A large touchscreen displays questions in writing as they’re spoken aloud, to help patients who have trouble hearing.

Continue onto Fast Company to read the complete article.

Highlighting African-Americans with Disabilities in Honor of Black History Month

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black-history-month

As we celebrate Black History Month, which takes place every February, RespectAbility recognizes the contributions made and the important presence of African-Americans to the United States. It is important to note this includes more than 5.6 million African-Americans living with a disability in the U.S., 3.4 million of which are working-age African-Americans with disabilities.

Therefore, we would like to reflect on the realities and challenges that continue to shape the lives of African-Americans with disabilities.

Only 28.7 percent of working-age African-Americans with disabilities are employed in the U.S. compared to 72 percent of working-age African-Americans without disabilities. This is in line with the rest of the country, with fully one-in-five Americans having a disability and just 30 percent of those who are working-age being employed, despite polls showing that most of them want to work. This leads to approximately 40 percent of African-Americans with disabilities living in poverty compared to 22 percent of African-Americans without disabilities.

Deafblind lawyer Haben Girma advocates for inclusion in both education and Hollywood.

For many of the 1,199,743 black students (K-12) with disabilities in America today, the deck is stacked against them. Frequently “invisible disabilities” such as ADHD are not diagnosed and students do not get the supports they need to achieve. Frustrated, they can act out and become suspended. African-American students with disabilities are disproportionately impacted by suspension in schools, with more than one in four boys of color with disabilities — and nearly one in five girls of color with disabilities — receiving an out-of-school suspension.

Studies show that when students miss too many days, either for being truant or just being absent, they get so far behind in class that it can lead to them dropping out of school. As documented in Disability & Criminal Justice Reform: Keys to Success, this can lead to the school-to-prison pipeline. Today there are more than 750,000 people with disabilities behind bars in America. Many of them do not have high school diplomas, are functionally illiterate and are people of color.

Harriet Tubman did not let her epileptic seizures stop her from risking her life to free slaves through the underground railroad.

Overall, only 65 percent of students with disabilities graduate high school compared to 84 percent of students without disabilities. However, only 57 percent of black students with disabilities graduate high school compared to 74.6 percent of black students without disabilities.

Some celebrities and business leaders are using their voice to share their stories, educating people about both visible and invisible disabilities. They are defying the statistics and have remained highly successful with their disabilities. These role models make a big difference in setting high expectations for youth with disabilities. People with disabilities of all backgrounds can be amongst the highest achievers on earth. Harriet Tubman had Epilepsy, actress Halle Berry lives with diabetes, business leader and Shark Tank superstar Daymond John is dyslexic and Stevie Wonder is blind. Each of them is a positive role model for success. They are perfect candidates for RespectAbility’s #RespectTheAbility campaign, which is shining a light on individuals with disabilities who are succeeding in their chosen careers.

Continue on to Respectability.org to read the complete article.

SeaWorld’s Orlando water park now is a certified autism center

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Aquatica Orlando — SeaWorld’s water park — has put staff through training and added more resources for visitors to become an official certified autism center, the company said Tuesday.

“Guests will also be provided with specific information about attractions and experiences along with in-park accommodations to help them plan their day and make informed choices best suited to their individual needs,” the company said in a press release.

“We continually strive to create safe and meaningful experiences for all of our guests, and we are committed in our efforts to offer families inclusive activities for children with autism and other special needs,” Heaton said in a statement.

Another SeaWorld-owned property, Sesame Place, became the world’s first certified autism center theme park last April, the company said.

Employees at Aquatica Orlando underwent autism sensitivity and awareness training to help them talk with families and people with autism. They must undergo training every two years to keep the certification that’s through International Board of Credentialing and Continuing Education Standards.

Continue onto the Orlando Sentinel to read the complete article.

Turning the Tassel—Helping people with autism spectrum disorder earn a college degree and be prepared to enter a competitive workforce

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By Rebecca Hansen, Ed.D.

Meet Jeff Staley. Jeff is from Sewickley, Pennsylvania, and is currently studying computer and information technology at Marshall University in Huntington, West Virginia.

Before graduating from Poolesville High School, Jeff earned 15 college credits from coursework in algebra, calculus, analytical geometry, and statistics. Jeff was accepted into The West Virginia Autism Training Center’s College Program for Student’s with Autism Spectrum Disorder following his junior year of high school. For five weeks, between the months of July and August, The College Program hosts a high school summer transition program, in which students who have been accepted by Marshall University take one college class of their choice, live in the residence halls, and participate in social skill development workshops and activities led by peer mentors and mental health counselors.

For the past 10 years, students have reported that this experience helped to ease the transition from high school to college by providing them with newfound self-confidence, autonomy, and understanding of the expectations of advanced learning.

Jeff spent the summer following his junior year of high school earning an additional three college credits in general psychology. During this summer experience, Jeff learned how to balance free time, live away from home, create and maintain peer relationships, and navigate a college landscape. Many people with autism spectrum disorder find comfort and reassurance in experiencing the physical layout of a new environment in advance, guided by a trusted professional who understands how anxiety producing establishing a new routine can be. Proper planning and anticipation of a change in routine can help alleviate the stress and anxiety related to it. The College Program recommends visiting a variety of college campuses to find out the types of supports that may exist to help with academic demands, social opportunities, and residence life needs.

An impressive 94 percent of students who have received services from The College Program have graduated or are currently on track to graduate from Marshall University.

Jeff Staley
The College Program provides individualized skill building and therapeutic supports to degree seeking students with Autism Spectrum Disorder through a mentored environment while navigating a college experience at Marshall University.

The College Program is dedicated to create safe spaces for people with autism spectrum disorder throughout campus, in the community, and on the job. The College Program’s Allies Supporting Autism Spectrum Diversity movement works to educate people who wish to provide a safe and accepting environment for individuals living with autism spectrum disorder. The one-hour training provides participants with the opportunity to better understand challenges with social communication and provides practical ways in which to best communicate with someone on the autism spectrum. Many people are still afraid to talk to someone with autism because they don’t know what to say or how to best interact. Our advice? Don’t shy away. Invest time in learning more about how autism affects someone’s daily life. Oftentimes, they will thank you for it. Knowledge decreases the fear factor and leads to an environment where everyone can experience a life of quality.

People with autism, such as Jeff, can feel empowered by talking about how the disorder affects daily life. These conversations are at the crux of creating an inclusive campus culture. Neurodiversity is becoming better understood and sought after on campuses throughout the nation and beyond the graduation stage as employers are now seeking to hire people with autism. Employers are beginning to see the benefits of hiring someone with autism because they have established creative interviewing practices so that the candidate’s skill set is emphasized over their potential inability to maintain small talk.

Every June, for three weekdays, The College Program offers an employment preparedness workshop where participants have the opportunity to learn more about the job search process, cover letter and resume development, the proper use of social media, issues surrounding disclosure, self-advocacy skills, finance management, and the importance of networking. A panel of local employers from a variety of businesses and non-profit sectors participate to share the necessary skills to obtain and maintain employment. The College Program recognizes the importance of meaningful employment and the need that exists for practical information to assist students as they transition into more independent adults. What to learn more about Jeff? Check out marshall.edu/collegeprogram/employment-preparedness and watch the six-minute video about the Employment Preparedness Workshop.

To learn more about how to become an ally, participate in the employment preparedness workshop, or to apply to The College Program, please visit marshall.edu/collegeprogram or call 304-696-2332.

How to Write an Impressive Cover Letter From Scratch in 30 Minutes

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You know enough to regularly update you resume—so if you find a job posting you’re interested in, you’re halfway through the application process.The other half, of course, is your cover letter. If you have some time and are just rusty, you can make a game plan to write a draft, then take a break, and come back to it with fresh eyes.

But if you see the deadline to apply is just 30 minutes away, you don’t have any time to spare. Here’s how to write a cover letter that will bolster your application—in just half an hour. (And if you need to revamp your resume or prep for interview in the same amount time, look here and here.)

Minutes 1 Through 10: Write Down Your Main Points

Maybe it’s just me, but I often struggle the most on the opening line of a cover letter. I know I shouldn’t lead with “My name is…,” and I want something that’ll grab the hiring manager’s attention. But my quest for the perfect beginning can lead me to spend 15 minutes (or more) typing and deleting the same line over and over. (And at that rate, my 30-minute cover letter would be all of two sentences.)

So, skip the intro if need be, and just start writing about why you’re a great fit for the open position. Don’t stress about the very best way to phrase your current responsibilities. Just write down your main points.

Need a prompt? Answer these questions: What do you find most exciting (or interesting) about the position? What relevant experience do you have? What would you bring to the role (and/or company) that’s unique to you?

Definitely make sure to have your resume and the job description open or printed out next to you. That way you can glance over at both and make sure you’re highlighting the right experience.

Minutes 10 Through 20: Add in Examples

OK, so you’ve written out all of reasons why you’re perfect for the job. Now it’s time to make sure you’re on the same page as the hiring manager. How so? Go back to that job description.

Re-read what the position calls for. Did you mention the experience and skills they’ll be screening for? To connect the dots in a way that’s clear—but wouldn’t be confused with a laundry list—add in an example or two.

If the job calls for people skills, swap out the line that reads, “I have excellent people skills” with a line that explains how in previous roles you’ve managed relationships with board members, which taught you about working with opinionated stakeholders. Does the position call for someone with sales experience? An anecdote about how you’ve been in sales since you set up your first lemonade stand when you were seven years old is memorable.

Continue onto Muse to read the complete article.

11 Simple, Proven Ways to Optimize Your Mental Health

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Only you truly know the unique triumphs and travails of living in your own head. If you experience ongoing depression, anxiety or other symptoms, “Seeking professional help as early as possible, rather than waiting, can be critical,” says Dr. Robert Klitzman, a professor of psychiatry at Columbia University in New York City. However, you needn’t be diagnosed with a mental health condition to benefit from taking steps to improve your psychological well-being. Here are some ways you can get a mental edge. The payoff could include everything from a happier, healthier, longer life to better relationships.

Get moving.

You might not want to sit down for this. “Physical exercise is very important in preventing or reducing mental health problems,” Klitzman says, which include depression. “When we exercise, our body releases endorphins – natural opiates that improve our mood and make us feel good. Exercise can also help cognitive functioning – how well we think.”

Watch your weight.

Being sedentary, by contrast, can prove a double whammy, since we don’t get the mental jolt from exercise – and we’re more likely to pack on pounds. Putting on extra weight, research shows, can weigh down our mental health, too. Obesity and diabetes increase the risk for depression, says psychiatrist Dr. Mahendra Bhati, an assistant professor of clinical psychiatry in the Perelman School of Medicine at the University of Pennsylvania in Philadelphia.

Be careful what you consume.

Your diet – whether predominantly plant-based with healthy greens, nuts and other lean proteins (good), or laden with saturated fat, processed foods and sugars (not so good) – can impact mood and anxiety levels. So, too, can other things we put in our body to get by in the moment, from tobacco and alcohol to recreational drugs. Better to avoid the feel-good momentary fixes, Klitzman says, and spare yourself the crash later.

Stay in the moment.

We all sometimes seek to avoid uncomfortable situations, either by physically removing ourselves or checking out mentally. “That’s normal … it’s just that when you do that very chronically and habitually, it could develop into significant problems with anxiety and depression,” says psychologist Brandon Gaudiano, an associate professor of psychiatry and human behavior at Brown University in Providence, Rhode Island. Experts recommend practicing mindfulness instead to help deal with difficult circumstances and emotions. “It’s paying attention to the present moment and what your experience is,” says Gaudiano, noting that approaches vary. “Bringing awareness, acceptance, self-compassion, curiosity and just noticing non-judgmentally those internal experiences as they’re arising.”

Continue onto U.S. New & World Report for the complete article.

Hiring People With Disabilities Is Good Business

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By: Ted Kennedy Jr.

Microsoft, Bank of America and CVS are just a few big companies that profit from their proactive employment practices.

For years, companies have maintained low expectations about hiring people with disabilities. Most of these companies believed that employees with disabilities could not perform well in the workplace and that actively hiring them would drag company performance and profits down.

Thankfully, over time, many employers have come to understand that these perceptions are untrue. And new research strongly suggests that the opposite — that hiring people with disabilities is good for business.

A recent study has shown, for the first time, that companies that championed people with disabilities actually outperformed others — driving profitability and shareholder returns. Revenues were 28 percent higher, net income 200 percent higher, and profit margins 30 percent higher. Companies that improved internal practices for disability inclusion were also four times more likely to see higher total shareholder returns.

These findings, presented in a report from Accenture, in partnership with Disability: IN and the American Association of People with Disabilities, give companies a new reason to hire people with disabilities. The results are based on an analysis of the financial performance of 140 companies that averaged annual revenues of $43 billion and participated in the Disability Equality Index, an annual benchmarking tool that objectively rates company disability policies and practices.

What exactly are these exemplary companies doing?

Well, Bank of America brought together 300 people with intellectual disabilities to create a support services team to manage fulfillment services and external client engagement. Microsoft built a successful disability hiring program specifically for people on the autism spectrum. The program, designed to attract talent, is a multiday, hands-on academy that gives candidates an opportunity to meet hiring managers and learn about the company as an employer of choice. And CVS Health refocused its training programs to capitalize on characteristics — creativity, problem-solving ability and loyalty — that people with disabilities often demonstrate.

The new research identifies five common denominators among such organizations. First, they hire people with disabilities, ensuring that they’re represented in the workplace. Second, they carry out practices that encourage and advance those employees. Third, they provide accessible tools and technologies, paired with a formal accommodations program. Fourth, they generate awareness through recruitment efforts, disability education programs and grass-roots-led initiatives. Fifth, they create empowering environments through mentoring and coaching initiatives.

Continue onto the New York Times to read the complete article.

Easterseals serves 20,000 vets and their families in 2018

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Angela Williams of Easterseals poses in red dress for camera

In 2018, nearly 20,000 veterans and military family members received support through Easterseals through an extensive list of programs, including; advocacy and education and employment programs and job training.

Other programs include; military and veterans’ caregiver services, veteran community services and support and health and wellness programs. The organization is led by President and CEO Angela Williams, a retired United States Air Force officer, serving in the Judge Advocate General’s Corps. The iconic nonprofit kicks off its 100th anniversary celebration, furthering its mission of supporting the disabled and their families. Over the past century, Easterseals has provided a multitude of disability services to more than 1.5 million people, helping to meet individual and family needs.

Easterseals Military & Veterans Services
Our mission is to ensure that it’s possible for veterans and military families to live their lives to the fullest in every community. We work to break down barriers, engage organizations and communities, and connect veterans and military families with what they need for meaningful employment, education and overall wellness. Our grassroots outreach – through 71 local affiliates in communities nationwide– provide unmatched, accessible, and indispensable resources and support for veterans and military families.

Grassroots Solutions through Easterseals
The needs of veterans and military families are evolving, not disappearing. That’s why Easterseals specializes in identifying the needs of veterans and military families, particularly with employment, job training and support like family respite opportunities. We work to make solutions easily accessible in communities.

Learn More about Easterseals Military and Veterans Services

Discover how we’ve been successful so far in our mission.

Our work in action

  • Advocacy & Education
    Veterans and military families deserve services delivered in an appropriate, timely, and accessible manner. Our Washington, DC-based government relations team works to influence federal and state legislation affecting veterans and military families and actively engages with Congressional staff in pursuit of these goals.
  • Employment Programs and Job Training
    Our employment programs provide the necessary tools to achieve and maintain meaningful employment and a steady income. We offer skills training, job search assistance, employment preparation and guidance. For example, we partner with the Direct Employers Association, which has a membership of about 800 employers who want to hire veterans and people with disabilities. Through this partnership, Easterseals is offering a job search portal at easterseals.jobs, which features job postings from these employers.
  • Military and Veterans Caregiver Services
    We strive to ensure military caregivers can access what they need to take on the enormous responsibility of caregiving—often, while still needing to work, navigate family life and take care of themselves. We embrace and support military caregivers, particularly as they transition into this new experience, life-long trajectory and unfamiliar — yet vital role — within their families and communities.
  • Veteran Community Services & Support
    Veterans come home to their families and communities, so serving them must be a community undertaking. That’s why, across the country, we are delivering services that veterans and military families need to live productive, successful lives.
  • Health and Wellness Programs
    We aim to reach as many veterans and military families as possible to provide health resources and programs, including adult dayand medical rehabilitation services.

Additional resources

What are many veterans asking themselves these days? “What to wear?!” As military members return to civilian life and face the job search, figuring out the right suit to wear to an interview can be the biggest challenge, while the job responsibilities are a breeze. Watch the video below to see why, and help spread the message that veterans are highly skilled and valuable employees. See all three of our military themed public service videos.

In November 2015, Easterseals hosted Heroes Work Here, an event to educate corporate leaders on hiring and retaining veterans. With friends and partners, we gathered important advice about how to hire America’s best and brightest. Find tips on why and how to hire veterans here!
Watch Travis Mills explain how you can hire veterans with Easterseals’ help right now.

Veteran and Dancing with the Stars winner JR Martinez and veteran and author Travis Mills play word association with Easterseals, our veteran edition!