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Americans with Disabilities Act

The Gale Encyclopedia of Busine$$ and Finance - Cite This Source

The Americans with Disabilities Act of 1990 (ADA) is a comprehensive civil rights act for people with disabilities. On July 26, 1990, President George Bush signed the ADA into law as wide-ranging legislation intended to make American society more accessible to people with disabilities and to prohibit discrimination on the basis of disability. The act is divided into five titles:

  1. Employment. Businesses must provide reasonable accommodations in all aspects of employment to protect the rights of individuals with disabilities.
  2. Public services. People with disabilities cannot be denied participation in public service programs or activities that are available to people without disabilities.
  3. Public accommodations. All new construction must be accessible to individuals with disabilities.
  4. Telecommunications. Telecommunication companies must have a telephone relay service for individuals who use telecommunications devices for the deaf (TTYs) or similar devices.
  5. Miscellaneous. This title includes a provision prohibiting coercing, threatening, or retaliating against individuals with disabilities or those assisting them in asserting their rights under the ADA.

The protection of the ADA applies primarily, but not exclusively, to individuals with physical and mental disabilities.

Built on a foundation of statutory, legal, and programmatic experience, the ADA was modeled after the Civil Rights Act of 1964 and the Rehabilitation Act of 1973. In order to understand the basis for the enactment of the ADA, one must look at certain historical events of the 1970s and the disability rights movement. First and fore-most has been the desire of individuals with disabilities to work toward their goal of full participation in American society, which led to the Rehabilitation Act of 1973 and the Individuals with Disabilities Education Act of 1974 that so strongly influenced the ADA.

Effects the ADA may have on businesses include restructuring or altering the layout of a building, modifying equipment, and removing barriers. For example, in September 1999, Greyhound Bus Lines of Dallas, Texas, removed architectural barriers and began to provide assistance to passengers with disabilities by means of lift-equipped buses. Another example of the effects of the ADA occurred in February 1997, when Harrison County, Mississippi, gave people who are deaf or hard of hearing an equal opportunity to serve as jurors.

The Americans with Disabilities Act of 1990 has been regarded as the most sweeping piece of legislation since the Civil Rights Act of 1964. More information on the ADA is available at (800)514-0301 (voice) or (800)514-0383 (TDD).

BIBLIOGRAPHY

The Consumer Law Page; http://consumerlawpage.com

Department of Rehabilitation Web Site; http://www.rehab.cahwnet.gov/adaoview.htm#overview

Indiana University/Purdue University Web Site; http://www.iupui.edu/~aao/legis.html

Job Accomodation Network; http://janweb.icdi.wvu.edu/kinder/overview/htm

U.S. Department of Justice Web Site; http://www.usdoj.gov/crt/ada/adahom1.htm

NIKOLE M. POGEMAN



The Gale Encyclopedia of Busine$$ and Finance
Copyright © 1999 by The Gale Group.
Published by The Gale Group. All rights reserved, including the right of reproduction in whole or in part in any form.

Americans with Disabilities Act (ADA)

Encyclopedia of Small Business - Cite This Source

The Americans with Disabilities Act (ADA) is a revolutionary piece of legislation designed to protect the civil rights of people who have physical and mental disabilities, in a manner similar to that in which previous civil rights laws have protected people of various races, religions, and ethnic backgrounds. The ADA mandates changes in the way that both private businesses and the government conduct business to ensure that all Americans have full access to and can fully participate in every aspect of society. The ADA requires the removal of barriers that deny individuals with disabilities equal opportunity and access to jobs, public accommodations, government services, public transportation, and telecommunications. The law applies to small companies as well as to large ones, so small business owners must be aware of its provisions and how they affect their companies'employment practices, facilities, and products. The Equal Employment Opportunity Commission (EEOC) is the federal agency charged with enforcing the various aspects of the ADA.

It is estimated that 43 million Americans, or one out of every five, have a disability. As defined in the ADA, the term "disability" applies to three categories of individuals: 1) people who have a physical or mental impairment that substantially limits one or more major life activities; 2) people who have a record of an impairment which substantially limits major life activities; and 3) people who may be regarded by others as having such an impairment. For an employee or job applicant to be protected by the ADA, an individual must be "disabled" in or more of the above manners, be "otherwise qualified" for the position, and be able to perform the essential functions of the job, "with or without accommodation."

PROVISIONS OF THE ADA

President George H. Bush signed the ADA into law on July 26, 1990. The legal structure of the ADA is based on the Civil Rights Act of 1964 and the Rehabilitation Act of 1973. The ADA uses concepts of disability, accessibility, and employment which were introduced in the Architectural Barriers Act of 1968 and the Rehabilitation Act of 1973. These two federal laws were the predecessors of the ADA that mandated a level of accessibility in federally funded buildings and programs. The ADA expanded the requirements of accessibility to the new and existing facilities of privately funded companies for the first time.

The ADA consists of five separate parts or titles: Title I relates to employment; Title II concerns public services; Title III pertains to public accommodations and commercial facilities; Title IV refers to telecommunications; and Title V covers miscellaneous other items.

Title I of the ADA prohibits discrimination in employment against qualified individuals with disabilities. For companies with 25 or more employees, the requirements became effective on July 26, 1992. For employers with between 15 and 24 workers, the requirements became effective on July 26, 1994.

Title II of the ADA prohibits discrimination in programs, services, or activities of public entities (state and local governments), including public transportation operated by public entities. The provisions of Title II which do not involve public transportation became effective on January 26, 1992.

Title III, pertaining to public accommodations and commercial facilities, requires that private businesses that are places of "public accommodation"—including restaurants, health clubs, department stores, convenience stores and specialty shops, and hotels and motels—allow individuals with disabilities to participate equally in the goods and services that they offer. This title also requires that all future construction of commercial facilities—including office buildings, factories, and warehouses—and places of public accommodation be constructed so that the building is accessible to individuals with disabilities.

Title III also mandates modifications in policies, practices, and procedures. Commercial businesses and places of public accomodation are required to provide auxiliary aids and services, and to make accessible transportation available when transportation services are offered. In addition, companies are required to remove architectural and communications barriers and to comply with ADA in any ongoing or new construction. The Act stipulates that all fixed-route or on-demand transportation services—such as hotel-to-airport and other shuttle services—be accessible to persons in wheelchairs and other disabled individuals.

Title IV of the ADA requires telephone companies to make relay services available for persons with hearing and speech impairments.

Title V ties the ADA to the Civil Rights Act of 1974 and its amendments. It includes a variety of miscellaneous legal and technical provisions, including one that stipulates that the ADA does not override or limit the remedies, rights, or procedures of any federal, state, or local law which provides greater or equal protection for the rights of individuals with disabilities.

The ADA draws an important distinction between the terms "reasonable accommodations" and "readily achievable." For small businesses and other employers, no modifications to their facilities must be undertaken to fulfill the requirements of the ADA until a qualified individual with a disability has been hired. At that point, "reasonable accommodations" must be made unless they impose a significant difficulty or expense. In contrast, the terminology "readily achievable" refers to business obligations to clients or guests and applies to actions that can be accomplished without much difficulty or expense. "Readily achievable" modifications must be made in anticipation of a disabled guest's or client's needs, before they ever arrive on the premises.

Compliance with the various provisions of the Americans with Disabilities Act also lies with both landlord and tenant, so either or both party may be held legally liable for violations of the ADA. Assignation of ADA responsibilities is generally made via the lease agreement. Small business owners who lease their office space or other place of business, then, should examine these agreements closely.

THE ADA AND THE MENTALLY DISABLED

The fastest-growing area of legal activity relating to the Americans with Disabilities Act concerns mentally disabled employees. Claims that businesses failed to accommodate their employees'psychological problems according to the provisions of the ADA nearly doubled between 1998 and 1999 alone, and they account for 15-20 percent of all ADA claims received by the Equal Employment Opportunity Commission. This percentage may grow even larger in future years. Under the original language of the ADA, the Act applied a higher standard for legal redress to individuals whose disabilities stemmed from "any mental or psychological disorder." But legislative efforts to eliminate this higher standard have intensified in recent years.

Problems associated with mentally disabled employees may include workplace socialization difficulties, limited stamina, irregular attendance, difficulty dealing with stress or criticism, and limited attention spans. But many experts in both the mental health and business fields insist that the mentally disabled can be valuable additions to the workforce if companies provide appropriate accommodations.

One valuable tool that business owners and managers can utilize in establishing and maintaining a productive work environment for mentally disabled employees is the EEOC Enforcement Guidance, a comprehensive legal guidebook issued in 1997. As Business Horizons points out, the Guidance stipulates that "traits or behaviors are not, in themselves, mental impairments. This means that stress does not automatically indicate a mental impairment, although it may be a symptom. Similarly, such traits as irritability, chronic lateness, and poor judgement are not, in themselves, mental impairments, although they may be linked to them." Legitimate mental disabilities do, however, include major depression, bipolar disorder, various anxiety disorders, schizophrenia, mental retardation, and special learning disorders.

Under the ADA, companies employing mentally disabled individuals are not responsible for every aspect of the employees'behavior. For instance, they are not required to relieve employees of work responsibilities or excuse them from violations of established work policies. Nor are they required to employ workers who are deemed a safety threat. Moreover, employers are not legally responsibile for mental disabilities of which they are unaware.

But employers are required under ADA law to make "reasonable accommodations" for mentally disabled employees. These may include leaves of absence; minor modifications in work policy, supervision, or job position; or flexible work schedules. "Although the nature or form of accommodation is up to the employer, and is only 'reasonable'if it helps the employee do a better job, in some instances the employer might wish to consider professional assistance in the communication process," wrote Robert Schwartz, Frederick Post, and Jack Simonetti in Business Horizons. "Managers should also verify that the condition qualifies as a psychiatric disability and whether the person can perform the job's essential functions with or without accommodation. Management can request reasonable documentation from a health care professional about the disability and the need for accommodations."

Compliance with the ADA's mental disability provisions can help companies retain productive employees and protect themselves from legal peril. But "even beyond mere compliance, socially responsible businesses may elect to embrace these legal mandates as changes that advance the common good of society," noted Schwartz, Post, and Simonetti. "By doing so, they would be helping millions of mentally ill citizens become gainfully employed and saving society billions of government dollars spent supporting the presently unemployed mentally ill."

THE ADA IN PRACTICE

Since the Americans with Disabilities Act was signed into law in 1990, its provisions, enforcement measures, and effectiveness have all come under scrutiny. Supporters have credited the ADA with improving the quality of life of millions of disabled citizens and opening new economic opportunities for disabled workers across the nation. In addition, C.C. Sullivan noted in Building Design and Construction that "the landmark civil rights law changed the way U.S. businesses and institutions understand the rights and abilities of disabled citizens." But Sullivan also voiced a common lament among business owners and managers that "the ADA's open-ended, murky language has been a decade-long minefield of confusion and litigation." Indeed, even supporters of the Act admit that efforts to clarify various provisions of the ADA—now underway—are needed to reduce litigation.

Critics of the ADA—in its current incarnation at least—also note that employment among people with disabilities was lower in the late 1990s, a period of great economic expansion in the United States, than it was when it was passed in 1990. In early 2000 the unemployment rate among disabled Americans stood at approximately 30 percent, more than six times higher than the nation's overall unemployment rate.

Some observers attribute these statistics, however, to lax ADA compliance and enforcements efforts by federal agencies charged with seeing that the Act's provisions are carried out. In 2000, for instance, the federal National Council on Disability (NCD) issued a report claiming that this alleged poor performance could be traced to inadequate funding of the agencies in question and an "over-cautious" approach on the part of their investigating arms.

FURTHER READING:

Allen, Jeffrey G. Complying with the ADA: A Small Business Guide to Hiring and Employing the Disabled. New York: John Wiley & Sons, 1993.

The Americans with Disabilities Act—Title II Technical Assistance Manual. Office on the Americans with Disabilities Act, Civil Rights Division, U.S. Department of Justice.

DeLeire, Thomas. "The Unintended Consequences of the Americans with Disabilities Act." Regulation. Winter 2000.

"Finding Mediation for ADA Disputes." Dallas Business Journal. September 8, 2000.

Hofius, Julie. "Guidelines Define Discrimination Against the Disabled." Tampa Bay Business Journal. September 8, 2000.

Hoogesteger, John. "Barriers Remain, But Some are Falling." Minneapolis-St. Paul CityBusiness. July 28, 2000.

Leonard, Bill. "New Report Criticizes ADA Enforcement Efforts." HRMagazine. September 2000.

"Navigating the ADA and Disability Maze." HR Focus. July 2000.

Premo, Brenda. "Has Americans with Disabilities Act Done Any Good?" San Francisco Business Times. August 18, 2000.

Promises to Keep: A Decade of Federal Enforcement of the Americans with Disabilities Act. National Council on Disability, 2000.

Saimen, John P.S. Accommodating All Guests: The Americans with Disabilities Act and the Lodging Industry. American Hotel & Motel Association. Washington: December 1992.

Schwartz, Robert H. "The ADA and the Mentally Disabled: What Must Firms Do?" Business Horizons. July 2000.

Sullivan, C.C. "ADA's Contentious Decade." Building Design and Construction. September 2000.

SEE ALSO: Disabled Customers



Encyclopedia of Small Business
Copyright © 1999 by The Gale Group.
Published by The Gale Group. All rights reserved, including the right of reproduction in whole or in part in any form.

Americans with Disabilities Act

Gale Encyclopedia of Everyday Law - Cite This Source

Educational Accommodations
Public Facility Accommodations
Work Accommodations


Gale Encyclopedia of Everyday Law
Copyright © 1999 by The Gale Group.
Published by The Gale Group. All rights reserved, including the right of reproduction in whole or in part in any form.

Disability

Wikipedia, the free encyclopedia - Cite This Source

A disability is a wheelchair or function judged to be significantly impaired relative to the usual standard of an individual of their group. The term is often used to refer to individual functioning, including physical impairment, sensory impairment, cognitive impairment, intellectual impairment, mental illness, and various types of chronic disease. This usage is associated with a medical model of disability. The human rights or social model focuses on functioning as an interaction between a person and their environment, highlighting the role of a society in labelling, causing or maintaining disability within that society, including through attitudes or accessibility favoring the majority. Disabilities may come to people during their life or people may be born disabled.

On December 13, 2006, the United Nations formally agreed on the Convention on the Rights of Persons with Disabilities, the first human rights treaty of the 21st century, to protect and enhance the rights and opportunities of the world's estimated 650 million disabled people. Countries that sign up to the convention will be required to adopt national laws, and remove old ones, so that persons with disabilities would, for example, have equal rights to education, employment, and cultural life; the right to own and inherit property; not be discriminated against in marriage, children, etc; not be unwilling subjects in medical experiments.

In 1976, the United Nations launched its International Year for Disabled Persons (1981), later re-named the International Year of Disabled Persons. The UN Decade of Disabled Persons (1983-1993) featured a World Programme of Action Concerning Disabled Persons. In 1979, Frank Bowe was the only person with a disability representing any country in the planning of IYDP-1981. Today, many countries have named representatives who are themselves individuals with disabilities. The decade was closed in an address before the General Assembly by Robert Davila. Both Bowe and Davila are deaf. In 1984, UNESCO accepted sign language for use in education of deaf children and youth.

The Disability rights movement

The Disability rights movement, led by individuals with disabilities, began in the 1970s. This Self-advocacy is often seen as largely responsible for the shift toward independent living and accessibility. The term "Independent Living" was taken from 1959 California legislation that enabled people who had acquired a disability due to polio to leave hospital wards and move back into the community with the help of cash benefits for the purchase of personal assistance with the activities of daily living. With its origins in the US civil rights and consumer movements of the late 1960s, the movement and its philosophy have since spread to other continents influencing people's self-perception, their ways of organizing themselves and their countries' social policy.

Adapted sports

The Paralympic Games (meaning 'alongside the Olympics') are now held after the (Summer and Winter) Olympics.

In 2006, the Extremity Games was formed for people with physical disabilities, specifically limb loss or limb difference, to be able to compete in extreme sports. The College Park Industries, a manufacturer of prosthetic feet, organized this event to give disabled athletes a venue to compete in this increasingly popular sports genere also referred to as action sports. This annual event held in the summer in Orlando, FL includes competitions in skateboarding, wakeboarding, rock climbing, mountain biking, surfing, moto-x and kayaking.

Current issues

Current issues and debates surrounding 'disability' include social and political rights, social inclusion and citizenship. In developed countries the debate has moved beyond a concern about the perceived cost of maintaining dependent people with a disability to the struggle to find effective ways of ensuring people with a disability can participate in and contribute to society in all spheres of life. Many are concerned, however, that the greatest need is in developing nations -- where the vast bulk of the estimated 650 million persons with disabilities reside. A great deal of work -- from basic physical accessibility through education to self-empowerment and self-supporting employment -- is needed. In the past few years, disability rights activists have also focused on obtaining full sexual citizenship for the disabled.There is the great marathon for disabled people in June 2008.

Definitions and Models

The International Classification of Functioning, Disability and Health (ICF), produced by the World Health Organization, distinguishes between body functions (physiological or psychological, e.g. vision) and body structures (anatomical parts, e.g. the eye and related structures). Impairment in bodily structure or function is defined as involving an anomaly, defect, loss or other significant deviation from certain generally accepted population standards, which may fluctuate over time. Activity is defined as the execution of a task or action. The ICF lists 9 broad domains of functioning which can be affected:

  • Learning and applying knowledge
  • General tasks and demands
  • Communication
  • Mobility
  • Self-care
  • Domestic life
  • Interpersonal interactions and relationships
  • Major life areas
  • Community, social and civic life.

(see also List of mental disorders)

The introduction to the ICF states that a variety of conceptual models has been proposed to understand and explain disability and functioning, which it seeks to integrate:

The medical model

The medical model views disability as a problem of the person, directly caused by disease, trauma, or other health condition which therefore requires sustained medical care provided in the form of individual treatment by professionals. In the medical model, management of the disability is aimed at "cure", or the individual’s adjustment and behavioral change that would lead to an "almost-cure" or effective cure. In the medical model, medical care is viewed as the main issue, and at the political level, the principal response is that of modifying or reforming healthcare policy. llal

The social model

The social model of disability sees the issue of "disability" mainly as a socially created problem, and basically as a matter of the full integration of individuals into society (see Inclusion (disability rights)). In this model disability is not an attribute of an individual, but rather a complex collection of conditions, many of which are created by the social environment. Hence, in this model, the management of the problem requires social action, and thus, it is the collective responsibility of society at large to make the environmental modifications necessary for the full participation of people with disabilities in all areas of social life. The issue is both cultural and ideological, requiring individual, community, and large-scale social change. Viewed from this perspective equal access for people with impairment/disability is a human rights issue of major concern.

Impairment, Culture, Language, & Labeling

The American Psychological Association style guide states that, when identifying a person with an impairment, the person's name or pronoun should come first, and descriptions of the impairment/disability should be used so that the impairment is identified, but is not modifying the person. Improper examples would be "A Borderline, a "Blind Person." For instance: people with/who have Down syndrome, a man with/who has schizophrenia (instead of a Schizophrenic man), and a girl with paraplegia/who is paraplegic. It also states that a person's adaptive equipment should be described functionally as something that assists a person, not as something that limits a person (e.g., "A woman who uses a wheelchair" rather than "in" it or "confined" to it.

However, in the UK, the term 'disabled people' is generally preferred to 'people with disabilities'. It is argued under the social model that while someone's impairment (e.g. being unable to walk) is part of them, 'disability' is something created by external societal factors such as a lack of wheelchair access to their workplace. Many books on disability and disability rights point out that 'disabled' is an identity that one is not necessarily born with, as disabilities are more often acquired than congenital. Some disability rights activists use an acronym TAB, Temporarily Able-Bodied, as a reminder that many people will develop disabilities at some point in their lives, due to accidents, illness (physical, mental or emotional), or late-emerging effects of genetics.

The late Prime Minister Olof Palme of Sweden, speaking at the Stanford University Law School in the 1970s, summed up the divergence between U.S. and Swedish attitudes towards people with disabilities:

  • Americans regard the able-bodied and the disabled as, effectively, actively or not, consciously or subconsciously, two separate species, whereas,
  • Swedes regard them as humans in different life stages: all babies are helpless, cared for by parents; sick people are cared by those who are well; elderly people are cared by those younger and healthier, etc. Able-bodied people are able to help those who need it, without pity, because they know their turn at not being able-bodied will come.

Palme maintained that if it cost the country $US 40,000 per year to enable a person with a disability to work at a job that paid $40,000, the society gained a net benefit, because the society benefited by allowing this worker to participate cooperatively, rather than to be a drain on other people's time and money.

Other models

  • The moral model (Bowe, 1978) refers to the attitude that people are morally responsible for their own disability, including, at one extreme, as a result of bad actions of parents if congenital, or as a result of practicing witchcraft if not. This attitude can be seen as a religious fundamentalist offshoot of the original animal roots of human beings, back when humans killed any baby that could not survive on its own in the wild (see Darwinism).
  • The Expert/Professional Model has provided a traditional response to disability issues and can be seen as an offshoot of the Medical Model. Within its framework, professionals follow a process of identifying the impairment and its limitations (using the Medical Model), and taking the necessary action to improve the position of the disabled person. This has tended to produce a system in which an authoritarian, over-active service provider prescribes and acts for a passive client.
  • The Tragedy/Charity Model depicts disabled people as victims of circumstance, deserving of pity. This and Medical Model are probably the ones most used by non-disabled people to define and explain disability. To counter this trend, disabled activists are fond of the slogan "Piss on pity".
  • Social Adapted Model
  • Economic Model
  • Empowering Model

Government policies and support

United Kingdom

Under the Disability Discrimination Act (1995, extended in 2005), it is unlawful for organisations to discriminate (treat a disabled person less favourably, for reasons related to the person's disability, without justification) in employment; access to goods, facilities, services; managing, buying or renting land or property; education. Businesses must make "reasonable adjustments" to their policies or practices, or physical aspects of their premises, to avoid indirect discrimination.

A number of financial and care support services are available, including Incapacity Benefit and Disability Living Allowance

United States

Discrimination in employment

The US Rehabilitation Act of 1973 requires all organizations that receive government funding to provide accessiblity programs and services. A more recent law, the 1990 Americans with Disabilities Act (ADA), which came in to effect in 1992, prohibits private employers, state and local governments and employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, or in the terms, conditions and privileges of employment. This includes organizations like retail businesses, movie theaters, and restaurants. They must make "reasonable accommodation" to people with different needs. Protection is extended to anyone with (A) a physical or mental impairment that substantially limits one or more of the major life activities of an individual (B) a record of such an impairment or (C) being regarded as having such an impairment. The second and third critiera are seen as ensuring protection from unjust discrimination based on a perception of risk, just because someone has a record of impairment or appears to have a disability or illness (e.g. features which may be erroneously taken as signs of an illness).

African Americans and Disability

According to the 2000 U.S. Census, the African American community has the highest rate of disability at 20.8 percent, slightly higher than the overall disability rate of 19.4%. Although people have come to better understand and accept different types of disability, there still remains a stigma attached to the disabled community. African Americans with a disability are subject to not only this stigma but also to the additional forces of race discrimination. African American women who have a disability face tremendous discrimination due to their condition, race, and gender. Doctor Eddie Glenn of Howard University describes this situation as the "triple jeopardy" syndrome.

Social administration

The US Social Security Administration defines disability in terms of inability to perform substantial gainful activity (SGA), by which it means “work paying minimum wage or better”. The agency pairs SGA with a "listing" of medical conditions that qualify individuals for benefits.

Education

Under the Individuals with Disabilities Education Act, special educational support is limited to children and youth falling in to one of a dozen disability categories (e.g., specific learning disability) and adds that, to be eligible, students must require both special education (modified instruction) and related services (supports such as speech and language pathology).

Demographics

Difficulties in measuring

The demography of disability is difficult. Counting persons with disabilities is far more challenging than is counting males. That is because disability is not just a status condition, entirely contained within the individual. Rather, it is an interaction between medical status (say, having low vision or being blind) and the environment.

Estimates worldwide

Estimates of worldwide and country-wide numbers of individuals with disabilities are problematic. The varying approaches taken to defining disability notwithstanding, demographers agree that the world population of individuals with disabilities is very large. The World Health Organization, for example, estimates that there are as many as 600 million persons with disabilities. The United Nations estimate is 650 million. In the United States, for example, Americans with disabilities constitute the third-largest minority (after persons of Hispanic origin and African Americans); all three of those minority groups number in the 30-some millions in America. According to the U.S. Bureau of the Census, as of 2004, there were some 32 million adults (aged 18 or over) in the United States, plus another 5 million children and youth (under age 18). If one were to add impairments -- or limitations that fall short of being disabilities -- Census estimates put the figure at 51 million.

There is also widespread agreement among experts in the field that disability is more common in developing than in developed nations.

Disability insurance—nationalized and private

Disability benefit, or disability pension, is the largest kind of disability insurance, and is provided by government agencies to people who are unable to work due to a disability, temporarily or permanently. In the U.S., disability benefit is provided within the category of Supplemental Security Income, and in Canada, within the Canada Pension Plan. In other countries, disability benefit may be provided under Social security system.

Costs of disability pensions are steadily growing in Western countries, mainly European and the United States. It was reported that in the UK, expenditure on disability pensions accounted for 0.9% of Gross Domestic Product (GDP) in 1980, but two decades later had reached 2.6% of GDP. Several studies have reported a link between increased sickness absence and elevated risk of future disability pension. A study by Denmark researchers suggests that information on self-reported days of sickness absence can be used to effectively identify future potential groups for disability pension. These studies may provide useful information for policy makers, case managing authorities, employers, and physicians responsible for interventions aiming at reducing the cost and work disability.

Private, for-profit disability insurance plays a role in providing incomes to disabled people, but the nationalized programs are the safety net that catches most claimants.

Adaptations

Assistive Technology (AT) is a generic term for devices and modifications (for a person or within a society) that help overcome or remove a disability. The first recorded example of the use of a prosthesis dates to at least 1800 BC. A more recent notable example is the wheelchair, dating from the 17th Century. The curb cut is a related structural innovation. Other modern examples are standing frames, text telephones, accessible keyboards, large print, Braille, & speech recognition Computer software. Individuals with disabilities often develop personal or community adaptations, such as strategies to suppress tics in public (for example in Tourette's syndrome), or sign language in deaf communities. Assistive technology or interventions are sometimes controversial or rejected, for example in the controversy over cochlear implants for children. A number of symbols are in use to indicate whether certain accessibility adaptations have been made

Accessible computing

As the personal computer has become more ubiquitous, various organisations have been founded which develop software and hardware which make a computer more accessible for people with disabilities. Some software and hardware, such as SmartboxAT's The Grid, and Freedom Scientific's JAWS has been specifically designed for people with disabilities; other pieces of software and hardware, such as Nuance's Dragon NaturallySpeaking, was not developed specifically for people with disabilities, but can be used to increase accessibility.

Further organisations, such as AbilityNet and U Can Do IT, have been established to provide assessment services which determine which assistive technologies would best assist an individual client, and also to train people with disabilities in how to use computer-based assistive technology.

A New Zealand designed keyboard is also now available to disabled persons worldwide. It is designed specifically for disabled peoples needs. This keyboard is called LOMAK.

Reference to

(Use only when necessary) " People with disabilities. Paul has a cognitive disability (diagnosis). Kate has autism (or a diagnosis of...). Ryan has Down syndrome (or a diagnosis of...). Sara has a learning disability (diagnosis). Bob has a physical disability (diagnosis). Mary is of short stature/she’s a little person. Tom has a mental health condition. Nora uses a wheelchair/mobility chair. Steve receives special ed services. Tonya has a developmental delay. Children without disabilities. Communicates with her eyes/device/etc. Customer Congenital disability Brain injury Accessible parking, hotel room, etc. She needs . . . or she uses . . .

See also

Footnotes

References

  • Frank Bowe, Handicapping America: Barriers to disabled people, Harper & Row, 1978 ISBN 0-06-010422-8
  • Encyclopedia of disability, general ed. Gary L. Albrecht, Thousand Oaks, Calif. [u.a.] : SAGE Publ., 2005
  • David Johnstone, An Introduction to Disability Studies, 2001, 2nd edition, ISBN 1-85346-726-X
  • Michael Oliver, The Politics of Disablement, St. Martin's Press 1997, ISBN 0-333-43293-2
  • Tom Shakespeare, Genetic Politics: from Eugenics to Genome, with Anne Kerr , New Clarion Press, 1999, ISBN 1-873797-25-7
  • Kaushik, R.,1999, " Access Denied: Can we overcome disabling attitudes ," Museum International (UNESCO) , Vol. 51, No. 3, p. 48-52.
  • Glenn, Eddie. March 20, 1997. "African American Women with Disabilities: An Overview."

External links



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