This is the title of an article in the Intellectual and Developmental Disabilities a Journal of Policy, Practices and Perspectives from the American Association on Intellectual and Developmental Disabilities (AAIDD). The article is from April 2010 and I found it thumbing through the stack of publications that Cindi Kirchmeier makes available to staff.
The title stuck me because I had just reprimanded my 16 year old son for using the term and he looked at me like I was crazy. Chase, his close friend and neighbor buddy was standing with him with a most confused look on his face as I explained my position. Chase just couldn’t comprehend what I was talking about. But then again I was talking to my son and not him so maybe he thought this wasn’t his lecture. This incident followed a family event where my 28 year old son also used the term indiscriminately. I resolved to be consistent in my harangue about the use of the term and how it offends me since I work so closely with those of intellectual disability. The study cited in the AAIDD was conducted through a survey of 1,169 youth drawn from the Harris Poll Online Youth Panel. The study was conducted and written by Gary N. Siperstein, Sarah E. Pociask, and Melissa A. Collins and written in volume 48, number 2 of the Journal.
The study showed a high prevalence of the r-word use since “92% of youth had heard someone use the word as a slang invective.” The researchers explained that even though the use of such terms (ie. Idiot, feebleminded, moron to mental retardation) began with good intentions it wasn’t not long before derivatives started being used as insults. The team explained slang from a linguistic perspective and how language evolves such that clinical terms and words associated with a marginalized group often emerge as invectives.
The study found that though hearing the r-word was prevalent (92%) only 36% of students reported hearing it directed toward someone with an intellectual disability. I am reminded of a time when I was supervising a lawn maintenance crew in Ellensburg. A group of kids rode by on their bikes about a half block away and yelled out “Hey look at the retards”. I quickly glanced at my crew. The look on each face is best described as dejected. I felt so badly I apologized. One client said “Well it happens”. But it was clear from the look on his face that he was extremely hurt.
The study was also interested in understanding how youth respond to hearing the r-word. It was discovered they responded differently depending on who the word was directed toward. When it was not directed toward someone with an intellectual disability, youth were more apt to laugh (22%), not care (23%) or do nothing (39%). In contrast, when the word was directed toward someone with an intellectual disability, youth were more inclined to tell the person using the word it was wrong to say (50%) and feel sorry for the person being picked on (63%). I am encouraged that 63% of the kids had empathy but when it is directed at your friends I would hope 100% of kids would speak up.
The article also spoke to the movement to eradicate the word which really begins with the youth. Due to the “high prevalence of the r-word within the youth lexicon, it is important to maintain and support the youth-driven nature of the [eradication] campaign”. And youth need to acknowledge that they use the r-word. Finally the article states “… notwithstanding the paradigmatic shift that has taken place over the past century with regard to the treatment and support of individuals with intellectual disability in society, the stigma associated with intellectual disabilities remains pervasive and as we showed in this study, the derogatory use of the r-word is highly prevalent in the lexicon of youth. Eliminating the r-word is only the first step. The larger and more fundamentally challenging task that we must address as a society is the devaluation and resulting stigmatization of individuals with intellectual disabilities.”
Can we as a society every get to the point where we treat people as people first without labeling or ranking them? Where discrimination is eliminated? Where fear and suspicion are replaced by acceptance and support? Sometimes I get hopeful such as when I see a video about a kid who made an arcade out of cardboard boxes and a reporter rallied people to support him http://vimeo.com/40000072. But then I read about something Kim Kardashian did (insignificant in terms of life contribution) or read about Warren Buffet having prostate cancer (one of 250,000 receiving this diagnosis in the US during the year) making the headlines in the business news. I scratch my head and wonder where we are heading as a country.
Let’s hope that we can successfully eliminate use of the r-word. Remember it all starts with awareness. Then we must, each of us, do something!
Thursday, April 26, 2012
Wednesday, April 11, 2012
Business Examiner Q & A Interview
I had the pleasure to be interviewed by the Business Examiner. Here is the content of the article.
Don Hayden, CIO and Jim Larson CEO
April 2, 2012
Business Examiner
Jim Larson, a native Seattleite and Western Washington University graduate, has devoted his career to helping people with disabilities find work throughout the Northwest. Included in this experience is a decade he spent in Ellensburg creating a community-based mobile crew, and three years in McMinnville, Ore., facilitating a manufacturing and residential program for people with disabilities. In 1994, he was elected chair of the Rehabilitation Enterprise of Washington committee. Larson served on the state’s Rehabilitation Council from 1995 to 2000 and the Special Education Advisory committee from 1999 to 2001. Currently, he’s a member of the Pacific Mountain Workforce Development Council, and serves on the board of the Cascades Camp and Conference Center. He is president of Morningside, an employment services company in Olympia that helps people with disabilities find jobs.
What is different about Morningside’s services than those of other job-placement companies?
Morningside is a public benefit corporation whose mission is to “advance the employment and self-sufficiency of people with disabilities.” Our customers who we help find employment all have a disability. We serve a wide range of clients with different types of disabilities, but our largest clientele base includes those with intellectual disabilities. Also, although clients are referred to us from a variety of places, the majority are referred from school districts and two state agencies: Division of Vocational Rehabilitation and Division of Developmental Disabilities.
As divergent is our clientele base is, so too are the types of companies where we find employment.
It’s a truly individualized placement program and we do cover a wide region. Our corporate center is in Olympia, and we also have offices in Centralia, Aberdeen and Port Angeles.
Which types of disabilities do you most commonly encounter?
We serve 549 individuals with disabilities in the four offices. The demographic makeup of the individuals with disabilities is as follows: 53 percent have cognitive/intellectual disabilities; 16 percent have learning disabilities; 13 percent have mental and emotional disabilities; 11 percent have physical disabilities; 4 percent have sensory disabilities; and 3 percent have another type of disability.
Not everyone who has a disability and is seeking employment needs our services. But those who need assistance in determining vocational interest or mating a job with a particular interest will find our services particularly helpful. We have employment consultants who are experts at helping individuals with disabilities chart a course that will meet their vocational goals.
What are some of the companies or types of industries where you place these employees?
The service sector is the major area where we employ individuals — as that is the largest private employment base. In Olympia, we do have a number of individuals with disabilities whom we support working in state government and school districts. However, our goal is to match the interest of the person with a disability with the right job in the community. That can take us to every sector of the job market, from manufacturing to the professional realm.
How do the services of your company benefit the local business communities?
Well, there are several advantages. Multiple studies have pointed out — and our experience finds — that our clients have lower turnover rates in entry-level positions, so the cost of continually training those types of new employees is reduced or eliminated. Initial employee training costs are also reduced because our staff assists with the initial training. We also can assist in work station modifications to assist employees in doing their job faster and easier. Diversity is certainly a factor as well because disability — as a minority — is the largest of any protected class.
Many of the jobs our clients are hired for are tailored to the needs of the business, so employers know what they are getting in terms of fulfilling a company need.
What is most enjoyable about your job?
Well, we change lives — so that is very exciting.
Everyone wants to be valued and accepted. When a person with a disability who hasn’t had opportunity now has a job — well, it is life-changing, and we get to be a part of that. Pride and personal empowerment are evident as a person is introduced to a purpose that is uplifting. Also, I work with people who are enjoyable to be with, and who are so passionate about our mission. It is great coming to work. We work very hard, but we have fun working together for a common purpose.
Any other thoughts?
Just that without the business communities’ willingness to be open and partner with us, our jobs would be impossible.
We are very appreciative of the business community.
Note: After reading the published article it occured to me that the bio they used was off our Web site and it was out of date.
April 2, 2012
Business Examiner
Jim Larson, a native Seattleite and Western Washington University graduate, has devoted his career to helping people with disabilities find work throughout the Northwest. Included in this experience is a decade he spent in Ellensburg creating a community-based mobile crew, and three years in McMinnville, Ore., facilitating a manufacturing and residential program for people with disabilities. In 1994, he was elected chair of the Rehabilitation Enterprise of Washington committee. Larson served on the state’s Rehabilitation Council from 1995 to 2000 and the Special Education Advisory committee from 1999 to 2001. Currently, he’s a member of the Pacific Mountain Workforce Development Council, and serves on the board of the Cascades Camp and Conference Center. He is president of Morningside, an employment services company in Olympia that helps people with disabilities find jobs.
What is different about Morningside’s services than those of other job-placement companies?
Morningside is a public benefit corporation whose mission is to “advance the employment and self-sufficiency of people with disabilities.” Our customers who we help find employment all have a disability. We serve a wide range of clients with different types of disabilities, but our largest clientele base includes those with intellectual disabilities. Also, although clients are referred to us from a variety of places, the majority are referred from school districts and two state agencies: Division of Vocational Rehabilitation and Division of Developmental Disabilities.
As divergent is our clientele base is, so too are the types of companies where we find employment.
It’s a truly individualized placement program and we do cover a wide region. Our corporate center is in Olympia, and we also have offices in Centralia, Aberdeen and Port Angeles.
Which types of disabilities do you most commonly encounter?
We serve 549 individuals with disabilities in the four offices. The demographic makeup of the individuals with disabilities is as follows: 53 percent have cognitive/intellectual disabilities; 16 percent have learning disabilities; 13 percent have mental and emotional disabilities; 11 percent have physical disabilities; 4 percent have sensory disabilities; and 3 percent have another type of disability.
Not everyone who has a disability and is seeking employment needs our services. But those who need assistance in determining vocational interest or mating a job with a particular interest will find our services particularly helpful. We have employment consultants who are experts at helping individuals with disabilities chart a course that will meet their vocational goals.
What are some of the companies or types of industries where you place these employees?
The service sector is the major area where we employ individuals — as that is the largest private employment base. In Olympia, we do have a number of individuals with disabilities whom we support working in state government and school districts. However, our goal is to match the interest of the person with a disability with the right job in the community. That can take us to every sector of the job market, from manufacturing to the professional realm.
How do the services of your company benefit the local business communities?
Well, there are several advantages. Multiple studies have pointed out — and our experience finds — that our clients have lower turnover rates in entry-level positions, so the cost of continually training those types of new employees is reduced or eliminated. Initial employee training costs are also reduced because our staff assists with the initial training. We also can assist in work station modifications to assist employees in doing their job faster and easier. Diversity is certainly a factor as well because disability — as a minority — is the largest of any protected class.
Many of the jobs our clients are hired for are tailored to the needs of the business, so employers know what they are getting in terms of fulfilling a company need.
What is most enjoyable about your job?
Well, we change lives — so that is very exciting.
Everyone wants to be valued and accepted. When a person with a disability who hasn’t had opportunity now has a job — well, it is life-changing, and we get to be a part of that. Pride and personal empowerment are evident as a person is introduced to a purpose that is uplifting. Also, I work with people who are enjoyable to be with, and who are so passionate about our mission. It is great coming to work. We work very hard, but we have fun working together for a common purpose.
Any other thoughts?
Just that without the business communities’ willingness to be open and partner with us, our jobs would be impossible.
We are very appreciative of the business community.
Note: After reading the published article it occured to me that the bio they used was off our Web site and it was out of date.
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