From another perspective: learning disabilities in workplace
We’re talking about learning disabilities and how they can best be coped with, accommodated, and overcome in various settings from employment, to learning, to life in general. This week, we’re discussing how LDs can best be accommodated in the workplace.
People with learning disabilities in the workplace may experience some of the limitations discussed below, but seldom experience all of them. Also, the degree of limitation will vary among individuals. Employers should also be aware that not all people with learning disabilities need accommodations to perform their jobs and many others may only need a few accommodations. The following is only a sample of the accommodation possibilities that can and should be available in the workplace. Numerous other accommodation solutions may exist.
Employers should review the following questions to consider when attempting to provide accommodations under the ADA for employees who may be coping with an LD issue(s):
1. What limitations is the employee with the learning disability experiencing?
2. How do these limitations affect the employee and the employee’s job performance?
3. What specific job tasks are problematic as a result of these limitations?
4. What accommodations are available to reduce or eliminate these problems? Are all possible resources being used to determine possible accommodations?
5. Has the employee with the learning disability been consulted regarding possible accommodations?
6. Once accommodations are in place, would it be useful to meet with the employee with the learning disability to evaluate the effectiveness of the accommodations and to determine whether additional accommodations are needed?
7. Do supervisory personnel and employees need training regarding learning disabilities?
People with learning disabilities might have limitations that make it difficult to read text. Because it can be difficult to visually discern letters and numbers, these characters may appear jumbled or reversed. Entire words or strings of letters may be unrecognizable. Some examples would include:
Reading from a paper copy:
– Convert text to audio
– Provide larger print
– Double space the text on print material
– Use color overlays (Irlen lenses) to help make the text easier to read
– Provide materials that are type-written, in a font that is not italicized; if handwritten material must be provided, use print, not cursive
– Have someone read the document aloud to the individual
– Consider scanning the documents into a computer and using Optical Character Recognition equipment, which will read the information aloud
– Use a reading pen, which is a portable device that scans a word and provides auditory feedback
Reading from a computer screen:
– Consider using voice output software, also called screen reading software, which highlights and reads aloud the information from the computer screen
– Use voice output software, also called screen reading software, which highlights and reads aloud the information from the computer screen
– Use manual or electric line guides to help individuals “keep their place” on the computer monitor
– Alter color schemes on computer screens to suit the individual’s visual preferences
– Adjust the fonts on computer screens to suit the individual’s visual preferences
People with learning disabilities might also have difficulty spelling, which can manifest itself in letter reversals, letter transposition, omission of letters or words, or illegible handwriting. To overcome this type of LD, employers could:
– Allow the use of reference materials such as dictionaries or thesauruses
– Provide electronic and talking dictionaries
– Use word prediction software that displays a list of words that typically follow the word that was entered in a document
– Use word completion software that displays sample words after someone starts typing part of a word
Allow buddies, coworkers, or supervisors to proofread written material
We’ll continue next week by providing some other ideas for those employees who may have difficulty with the actual process of writing. See you then.
Paul Rendine is Chair of the Disability Advocates of Delmarva, Inc. group. He can be contacted at quoteman3@aol.com with any comments or questions.