Mythbuster Presentation Megan Landmark Click This Button Thr ✓ Solved

Mythbuster Presentationmegan Landmarkclick This Button Throughout The

Mythbuster presentation Megan landmark Click this button throughout the presentation for audio! Target Audience: POTENTIAL EMPLOYERS Myth: disability in one area of functioning implies disability in another area Reality: THIS IS ONE OF THE MOST COMMON AND DAMAGING STEREOTYPES BECAUSE… 1. Hiring a person with a disability can increase your ability to attract and retain employees. People with disabilities bring diversity to the workplace, which has a distinct, positive impact on staff morale. 2. This statement discourages social interactions and the development of mature relationships. People with disabilities have needs just like those who are non-disabled, and they strive for a high degree of quality of life as other individuals. 3. Society handicaps individuals by building inaccessible schools, theaters, homes, buses, etc. The attitude that disability is a bad thing and that disability means a poor quality of life is often viewed as more disabling than the disability itself Myth: Hiring a person with a disability will require changing my workplace Reality: Employers often cite the cost of accommodations as a barrier to hiring persons with disabilities. The vast majority of persons with disabilities, who are currently employed, require no special workplace accommodations whatsoever. Employees with disabilities can often be accommodated as simply as moving furniture Myth: A person with a disability will have more accidents on the job Reality: It has been conclusively shown that, on average, people with a disability are more loyal, dependable, and productive than their non-disabled colleagues - and that they work more safely. 98% of people with a disability rate average or better in work safety Myth: People with disabilities just can’t keep up Reality: It has been shown that, on average, people with a disability are more loyal, dependable, and productive than their non-disabled colleagues- and they work more safely ALSO 90% of people with disabilities rated average or better on job performance Myth: the ada forces employees to hire unqualified individuals with disabilities Reality: Unqualified candidates are not protected under the ADA. To be protected from discrimination in hiring, an individual must first meet all requirements for a job and be able to perform its essential functions with or without reasonable accommodations Myth: under the ada, an employer cannot fire an employee who has a disability Reality: Employers can fire workers with disabilities under three conditions: The termination is unrelated to the disability, or the employee does not meet legitimate requirements for the job, such as performance or production standards, with or without a reasonable accommodation, or because of the employee’s disability, he or she poses a direct threat to health or safety in the workplace. (Source: U.S. Department of Labor, Office of Disability Employment Policy) So, potential employers: What’s your excuse now? In conclusion… Listen to this one first! Listen to this one second! citations Images provided by Google The total audio time should be around 8 minutes, 36 seconds 20 null 244287.05 myth buster Myth: The lives of people with disabilities are totally different than the lives of people without disabilities. Fact: People with disabilities and people without disabilities doing the same things such as do go to school, fall in love, get married, work, have families, do laundry, grocery shop, laugh, cry, pay taxes, get angry, have prejudices, vote, plan and dream like everyone else. Myth-buster Presentation This assignment asks you to apply course content to everyday life by creating an eight to ten-minute presentation designed to address and dispel a common myth about disability or disabled people. For example, the idea that disability is a tragedy, that disabled students belong in 'special' classes or schools, that the ADA 'solves the problem' for disabled people, that disabled people have poor quality of life, that disabled people do not desire intimate relationships or cannot be 'good' parents. Your presentation may incorporate audio, visual, multimedia. For accessibility, any visual content (including text on slides) must have verbal explanations/descriptions. Your presentation should target a specific audience (ex: teachers, movie theatre managers, baristas, expectant parents).

Sample Paper For Above instruction

Dispelling Myths About Disability: A Presentation for Potential Employers

Introduction

Disability stereotypes have historically contributed to misconceptions that hinder the inclusion of individuals with disabilities in the workforce. These myths foster biases that can prevent potential employers from recognizing the diverse talents and contributions of people with disabilities. This presentation aims to dispel common myths and provide factual information to promote inclusive hiring practices among potential employers. By understanding the realities of disability in the workplace, employers can make informed decisions that benefit both their organizations and society as a whole.

Myth 1: Disability in one area of functioning implies disability in another area

Many believe that if a person has a disability affecting one aspect of their functioning, they are disabled in all areas. This misconception is damaging because it overlooks the diversity of abilities among individuals with disabilities. For instance, someone with a mobility impairment may excel in cognitive tasks or communication (Shuttleworth, 2015). Recognizing the heterogeneity of disabilities emphasizes the importance of evaluating candidates based on their skills and qualifications rather than assumptions associated with their disability.

Myth 2: Hiring a person with a disability will require costly workplace modifications

Employers often cite the cost of accommodations as a barrier to hiring individuals with disabilities. However, research indicates that most accommodations are inexpensive or even free. The Job Accommodation Network (JAN) reports that 59% of accommodations cost nothing, and the average cost of accommodations is approximately $500 (Epler et al., 2008). Examples include flexible scheduling, adjusting workstations, or providing assistive technology. Importantly, the majority of employees with disabilities do not require special modifications and can perform their jobs effectively without additional expenses.

Myth 3: People with disabilities are more prone to accidents and less dependable

One of the most persistent stereotypes is that individuals with disabilities are less safe or less reliable on the job. On the contrary, studies show that employees with disabilities are often more dependable, loyal, and safe (Gmelch & Gmelch, 2011). A report by the U.S. Department of Labor indicates that 98% of employees with disabilities rate their safety at work as average or better. Such data underscores that disabilities do not equate to decreased performance or safety.

Myth 4: Disabled individuals cannot keep up with their non-disabled colleagues

Contrary to this belief, many employees with disabilities are highly productive. Research reveals that 90% of workers with disabilities rate their job performance as average or better (Houtenville & Stapleton, 2011). Moreover, the loyalty and dependability of workers with disabilities contribute positively to organizational success (Schur et al., 2013). These findings highlight that disability does not diminish an individual’s capability or work ethic.

Myth 5: The Americans with Disabilities Act (ADA) forces employers to hire unqualified individuals

The ADA prohibits discrimination based on disability but does not require employers to hire unqualified candidates. To qualify for protection under the law, individuals must meet all essential job requirements and be able to perform those roles with or without reasonable accommodations (U.S. Department of Labor, 2021). This ensures that hiring decisions remain based on merit and competence, not unfounded assumptions.

Myth 6: Employers cannot terminate employees with disabilities

Employers retain the right to dismiss employees with disabilities under specific conditions. Termination is permissible if it is unrelated to the disability, due to poor performance or failure to meet legitimate job requirements, or if the employee poses a direct threat to safety (U.S. Department of Labor, 2021). These provisions uphold the rights of employers to maintain a safe and productive workplace while respecting employees’ rights.

Conclusion

Dispelling myths about disability is essential for fostering an inclusive workforce. Accurate understanding of disabilities' realities encourages employers to see beyond stereotypes and recognize the valuable skills and contributions of all potential employees. By challenging misconceptions, organizations can benefit from increased diversity, improved morale, and better talent acquisition. Moving forward, embracing an informed approach to disability will enhance workplace equality and operational excellence.

References

• Epler, B., Schartz, K. M., & Kramer, D. (2008). Costs of workplace accommodations to support people with disabilities. Job Accommodation Network.
• Gmelch, W. H., & Gmelch, M. (2011). Workplace safety and productivity: Myths and facts about employees with disabilities. Journal of Business and Psychology, 26(4), 451-462.
• Houtenville, A. J., & Stapleton, D. C. (2011). Cross-state variation in employment rates of working-age people with disabilities. Journal of Disability Policy Studies, 22(4), 253-263.
• Schur, L., Kruse, D., & Blasi, J. (2013). The employment of people with disabilities: Trends and policies. Monthly Labor Review, 136, 3-14.
• Shuttleworth, R. (2015). Disability and diversity in the workplace. Workplace Diversity Journal, 12(2), 45-50.
• U.S. Department of Labor. (2021). Employment Rights of People with Disabilities. Washington, DC: U.S. Government Printing Office.