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.
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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).
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
http://www.ftmeade.army.mil/staff/eeo/dis_myths
http://thinkbeyondthelabel.com/learning-tools/5myths-and-realfacts
Images provided by Google
The total audio time should be around 8 minutes, 36 seconds
20
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244287.05
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Formatting
Title Page
Citation
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