Liberty and Justice for All

In my job I meet with a variety of people who have experienced various forms of discrimination as a result of being a person with a disability.  Many of these individuals who have searched for a job on their own have told me they try to hide their disability or trick a recruiter into taking a second look at their capabilities.  When the recruiter is confronted with a person with a visible disability they often backpedal or offer excuses why they don’t wish to pursue the hire.

I defend employers’ right to hire whom they wish.  It is important for a company to hire the very best and not be hamstrung with various rules and regulations that make this an impossible task.  We have a lot of worker protection laws on the books in addition to Affirmative Action which has its own foibles.  On the other hand I have a problem when people with disabilities are rejected without getting a chance.  I understand this rejection is most often out of fear - fear of the unknown.  Fear is the biggest barrier to employment for individuals with disabilities.  This fear is based on a negative or perceived attitude and unfounded myths about individuals with disabilities and their ability to work. 

The Americans with Disabilities was signed into law 22 years ago.  On the eve of the ADA’s anniversary I wonder how far we have come or, more germane to this discussion, how far we haven’t.  Justin Dart, father of the ADA and great orator, used “Liberty and Justice for All” as his tag line.  It makes me ponder how free individuals with disabilities are and how just are they treated in these great United States of America when employers discount a person before they have had a chance to prove themselves.

There are great resources available to assist businesses in employing individuals with disability including http://www.thinkbeyondthelabel.com/ which is an excellent resource for business to use when considering hiring an individual with a disability.  And, of course,  Morningside is ready to information and assistance for employers.  To hear directly from employers on the subject try our YouTube web channel: www.youtube.com/user/morningsideservices?feature=results or our website: http://www.morningsideservices.com/.  Look for the Videos box to hear employers tell their own stories.  You will discover that hiring an individual with a disability is a sound business decision that will be beneficial to your business!

New video stories

Morningside just completed filming two client stories. These videos feature the stories of two wonderful people and dedicated employees.

Please take a moment to watch Anthony's Story and Lori's Story and I think you’ll agree that these Morningside clients take great pride in their work and their employers are appreciative of the work they do and the value they bring as vital team members. The great news is that they are working in the community and leading full, rich lives. We are very proud of them.

I would like to give a very special thank you to Mike Williams and The Williams Group for his efforts in creating these inspirational videos for us to share. Without Mike’s commitment these videos wouldn’t have been made and Lori and Anthony’s story not told.

And if you or your business would like to hire reliable, dedicated, and enthusiastic employees like Anthony and Lori, please contact us at 360-943-0512 or visit our website for more information:  http://www.morningsideservices.com/

These can be found on the Morningside Channel on YouTube: http://www.youtube.com/user/morningsideservices?feature=results main

We’re Number 1

Whoo-hoo - we’re Number 1!! It isn’t often one gets to brag (and bragging is not really in my consciousness) but there are exceptions. We have the best supported employment outcomes of anyone in the United States! There I said it! We know we are number one in the state – data proves that. But, if indeed, Washington State has the best employment outcomes in the nation doesn’t it seem logical that Morningside has the best outcomes in the nation…maybe even the world? I think yes!
Cindi Kirchmeier was at a Division of Developmental Disabilities meeting when Branda Matson congratulated Cindi. Cindi thought it was because of our recent CARF accreditation but asked for clarification. Branda said congratulations because Thurston County has the best outcomes in the state for supported employment!

DDD has completed statistics on the number and percent of clients employed by County and Acuity Level. (Low acuity equates to needing the least amount of assistance whereas high acuity requires the highest level of support as the individual has many barriers to employment.)

And Thurston County is the BEST in Washington State!!!!!

Low Acuity – 64% employed with 36% unemployed.

Medium Acuity – 90% employed with 10% unemployed

High Acuity – 57% employed with 43% unemployed (the next county for high acuity is at 15% employed)
Not to suggest other organizations in the county aren’t good but we are number 1! We serve the most people, we serve the most severely disabled, and we have the best staff. Hence the claim to be number one in the nation!

So I am pumped and it only underscores what we knew all along - Morningside is the best because we have the best staff! Cheers to us!

Sticks, Stones and Stigma…Use of the Derogatory Term “Retard”

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!

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.

I Think it is a Confusing World Sometimes

Lacking inspiration for my blog I turned to the internet to garner some thoughts on disability rights and issues. Google is terrific search engine; as a matter of fact I think it has made a profound impact on all our lives…or at least those of us who use the internet. But when I look at the response Google gives me I don’t gain clarity of thought or discover something earthshattering but look at the screen shouting at me. I can click to contact an attorney to see if I qualify for disability benefits. In my cynical mind I think great I can pay an attorney a bunch of money to qualify for benefits that force me into poverty. But without the benefit I would undoubtedly be poor because the medical costs necessary to remain functional would make me poor (if I had the money). It’s a confusing world.

The browser screams at me to take notice of injustice to be informed of the latest wrong uncovered and made right. I am once again appalled at hearing of Ashley’s Treatment and read about the debate about decisions made to sterilize her and stunt her growth – here in the State of Washington at Children’s Hospital. How did this happen? I wonder how Ashley feels about all of this.

The browser screams at me to pick a disability rights group – the news is similar court cases from around the country revealing all sorts of actions, findings and ruling by jurists. Who is qualified to hear a case like this? Does it take a legal mind to decide or a compassionate heart to determine justice? It’s a confusing world.

The browser beckons me to contact Social Security “Apply for Benefits” the header reads. The web site is confusing as going to the Social Security office itself and you can get lost quickly. At the bottom of the page it says I can go to my local office for more information. Hum….Really? To determine if a disabling condition qualifies for benefits, Google directs me to the Office of Disability Determination. I make a wrong click and end up at the DSHS home page. How did I get here? I know Duane French the Director of DDS maybe I should tell him I am lost.

Why have we made it so difficult for individuals with disabilities….to live or to navigate the system?

I think of my own kids with disabilities and I know they want to be like everyone else to live, laugh, and love…why is it so hard and confusing? Why the screaming? Why the madness?

An Inspiration to All

Annually we present the Ann Bolendar Inspirational Award to a client who, like the award’s namesake, is a dedicated worker. A person who against all odds goes to work, does their best, doesn’t complain, is joyful works hard and has a positive outlook in spite of their disability.

This year we have unfortunately presented the award posthumously. Mary Liufau is a most deserving recipient who passed away on December 3, 2011. Her memorial service was held on Saturday, December 17th. Mary worked at South Puget Sound Community College as a Compost Station Coordinator assisting students, faculty and visitors to recycle their cafeteria remnants into the proper recycling or trash receptacle. Mary lived life to the fullest and embraced each new day with a smile on her face. She really enjoyed her job and life at SPSCC. She was also active in the Polynesian Club.

I had the opportunity to announce her award at our Holiday Party held at the Lacey Community Center. The whole room exploded with applause when her name was announced and the same at her memorial service. She touched many people both at Morningside and SPSCC.

I wanted to both share this announcement to the broader public and recognize her – not only in terms of her work but the impact she had on others. It was evident at the memorial that she truly brought joy to people’s lives and was an inspiration to many. Throughout the service many people spoke, sang and shared their stories about Mary. She was very loyal to family and friends, if you connected with her she was your loyal friend for life.

The service touched me in a very special way since it was multi-cultural. It absolutely drew me in and I was thrilled to be a part of the ethnic diversity. Mary was of Polynesian and African-American decent and the service was performed in both Polynesian and English. Her uncle Tini was very welcoming and presented the Eulogy. Her step-father, Darriel, sang a couple of songs. One song sung to the tune of “Somewhere over the Rainbow” had lyrics altered especially for Mary. It was especially poignant and moved us all. Once again I had the opportunity to share her award with those in attendance and once again the room exploded in applause.

Whenever I talked with Mary I was always drawn to her smile and pleasant personality. Mary certainly made the most of her life and inspired many along the way. She will be missed and remembered by all.

                                                         Mary at her SPSCC job