Get down and give me 20 000 words, stat!

As some you may know, I started this blog as a sort sideline project to my doctoral thesis on the definition of disability in South Africa.

I have written two chapters this year, and have now embarked on the third. I thought this chapter would be a breeze after the last one, since the subject matter is South African legislation and I am, well South Africa.

How wrong could I be?

I think I am only just beginning to realize the enormity of the task I have taken on. Doctoral level thinking is just so entirely different to masters level thinking that I don't quite know whether I'm coming or going with this chapter. What do I put where? DO I really have to write as if my reader knows very little about the subject? Let's be honest - experts are going to grade this thesis. Dare I write as I am explaining things to a first year law student? I am a little stumped. Granted, it's more about stylistic issues than writing issues (I have never, ever had writer's block), but the effect is the same - a downturn in my productivity.

I am probably not the first, nor will I be the last doctoral candidate to have this problem. But it's still hard to try and get over it right now. My mind turns to the possible solutions - carry on writing, even though I may have to redo it at a later stage (but at least I will be increasing the length of the chapter for the moment) or stop working entirely and hope that the problems will have disappeared at their own leisure? Any advice welcomed.

In other news, the issue of awareness of the challenges facing disabled persons has been raising its head more and more in my daily life. Of course, as I have mentioned previously, the most prominent type of disability is physical. Although at this point, overexposure of physical disability may lead to a greater awareness of other disabilities. I think I will be spending some time doing research on this topic, to try and see what can be done in the way of gaining media and civilian attention to the issues of accessibility and reasonable accommodation.

Lofty goals, no? I see a New Year's resolution coming on.


Happy Christmas to all of you, and may you have a joyous New Year.

Intellectual disability in the workplace

I came across this article today, and it links closely with a concept that I have been struggling to come to grips with for some time: how does one make reasonable accommodation in the workplace possible for a person with a disability that is not a physical disability?

Reasonable accommodation for persons with physical disabilities seems reasonably straightforward - a ramp here, an elevator there and hey presto! A (physical) disability-friendly workplace! But what of those of us experiencing intellectual, mental, communicative etc disabilities?

Food for thought, indeed. A respected researcher whom a consulted recently said to me on that occasion: if you cannot even get out of bed because of depression / bipolar disorder or a similar condition, how can you be expected to work? And, if you do somehow make it to work, how can the environment be adapted to assist you? The remedy is certainly not as simple as installing a ramp. In fact ask anyone how you make a workplace 'friendlier' for persons in these situations, the response takes quite some thought and probably does not result in an adequate answer.

If you will indulge me, I am copying the article I happened upon today.

Employment and intellectual disability

by Mauro Farrugia Article published on 14 December 2011 People with intellectual disability are one of the most vulnerable groups in today’s society. A person with intellectual disability is four to 10 times more likely to be sexually abused1, is much more prone to suffer from physical and social isolation, and to have no control over his/her living environment. Defining intellectual disability is not easy; such term includes a huge spectrum of disabilities mainly the developmental and specific learning disabilities, brain injuries and neurodegenerative diseases. Furthermore over the years, the terms ‘intellectual disability’, ‘mental retardation’ and ‘learning disabilities’ although having slightly different meanings, have been used interchangeably creating further confusion. In the British White Paper, Valuing People, the term ‘learning disability’ is preferred and such term is defined as “A significantly reduced ability to understand new or complex information, to learn new skills (impaired intelligence), with a reduced ability to cope independently (impaired social functioning), which started before adulthood, with a lasting effect on development”. (Department of Health, 2001, p.14) In addition, we also have to consider that the term ‘mental retardation’, apart from being derogatory in nature, is also subject to a euphemism treadmill, especially after the passing of Rosa’s law2 in United States, thus the terms ‘intellectual and learning disability’ are the terms that should be used. In Malta, the idea that people with intellectual disabilities engage into work is not new. Government-run day centres have been around for more than 30 years and although the primary objective of these centres was to offer respite services for parents, other objectives included the training of service users in basic artisan skills like needlework, pottery and cane; and to provide a form of sheltered working environment. Such environments, if used effectively, can become a perfect stepping stone for training and other work options, but if certain quality control measures are not taken, they become just segregated non-productive units. Unfortunately when it comes to learning disability and employment, it seems that the predominant trend embraced by carers and parents alike is that if people with intellectual disabilities work at all, it would primarily be in sheltered settings. Moreover, people with more significant intellectual impairments (particularly those using the developing social care services) are, by definition, seen as ‘incapable’ for work (Simons, 2000). In reality, different work options exist and have to be explored. First and foremost, full-time open employment should never be excluded from the agenda of the person with intellectual disability. Then, if this option is deemed as not suitable, supported employment schemes, social enterprise cooperatives, should be considered. If all of the above fail, then one can resort to sheltered employment. Voluntary work is another important option that is not sufficiently tapped in the Maltese environment. When a person engages in voluntary work, he/she is not only preparing for the demands of employment, but it also encourages the development of personal and social skills. In addition, when a person with disability is engaged in voluntary work, he or she may feel that s/he is not just at the receiving end but also contributing towards his/her own society. Why should people with intellectual disabilities work? Service providers suggest that employment positively affects people with disabilities in a variety of ways. Research proves that people with disabilities who work, show an increase in self-confidence and self-esteem. Employment often creates a connection with the real world, a connection that gives the person a sense of self-worth, and relief from boredom that often characterises the life of a person with intellectual disability. Being employed also creates opportunities for making friends and social activity. But what is the view of people with intellectual disabilities themselves? People with learning difficulties mention other positive factors which include the attainment of financial independence, and keeping themselves occupied. The former is important because they feel that getting paid is a great way of paving their way into society and as a motivator for the person to maintain the work. Personal development is also seen as an important aspect of work, especially when employment involves taking on new responsibilities as this is seen that it gives them status in the eyes of others. Finally, for some people, working is a golden opportunity to change their social status from someone traditionally seen as in need of help, to someone who could help others and do something important3. Barriers at work Having an inclusive working environment will always give rise to challenges both for the employer and the employee; accessibility, type and expense of support needed by the person are usually the first problems that crop up in the employer’s mind. Furthermore, it is important to note that extra attention must be given on how information such as policies, working procedures and other vital information are written, especially for people with intellectual disability. The type of jargon used and the availability of data are also worthy of note. From the employee’s perspective, people with intellectual disabilities are often worried that the demands for a job are too high for them to achieve. Moreover, rates of pay are usually lower and they have a negative impact on their benefits. Another problem that people with intellectual disabilities find is that some may consider the workplace as a place to make friends or for genuine social inclusion, but this may not always be a reality. Concerns are real for both the employer and the employee, but positive aspects do also exist! Research shows that people with disability stay in one job for longer, have fewer workplace accidents, and are absent from work less often than their colleagues. Furthermore, during the recruitment and barrier-free selection processes, companies widen their talent pool and ensure they choose the best person for the job. So what is the way forward? In the report Quality of Life of Disabled People: Some answers from the 2005 Census produced by the National Commission Persons with Disability, only 9.2% of people with intellectual disability are effectively in employment. The picture is quite bleak but of course, one has to consider that in the last five years, the number of support services aimed at facilitating the entry of people with disabilities into the labour market has increased exponentially. It seems that government, its state corporations and agencies, and NGOs directly involved in this sector are taking the step towards increasing work opportunities. Therefore, one augurs that better statistical results are obtained in the next census. Apart from direct support, more work-friendly oriented benefits, flexible working schemes and specialised training are required as a person with intellectual disability needs to learn how to empower him/herself and to fight for him/her rights. I believe that when it comes to people with intellectual disabilities, both service providers and parents are making two simple yet fundamental mistakes; we are neither taking into consideration the voice of the direct stakeholders, nor training this cohort to start voicing their opinion. Unfortunately in Malta, self-advocacy is still considered by most as fiction material, yet if we don’t give people with intellectual disabilities the tools and experience to take control over their own lives they won’t have the motivation to keep their hard earned job nor the necessary skill to ameliorate it. 1 Sobsey, D. Violence and Abuse in the Lives of People with Disabilities: The End of Silent Acceptance? Baltimore, Maryland: Paul H Brookes Publishing Co, Inc., 1994. 2 Rosa’s Law is a United States law which replaces several instances of “mental retardation“ in law with “intellectual disability”. Law came into effect on 5 October, 2010 3 Stephen Beyer, Bob Grove, Justine Schneider, Ken Simons,Val Williams, Anna Heyman, Paul Swift and Emma Krijnen-Kemp (2004); Working lives: The role of day centres in supporting people with learning disabilities into employment; Department for Work and Pensions Research Report No. 203 Mauro Farrugia is Services Manager, Aġenzija Sapport URL: http://www.independent.com.mt/news.asp?newsitemid=136911 Makes for interesting reading, no?

God save the Queen!

Hello interwebs users,

At this point it has become rather clear that the purpose of this blog is more about getting my thoughts on paper before I lose them completely than getting my thoughts out to peeps from various countries and disciplines.... No matter. Still a useful tool to rant, rave, praise and criticize various people, places and institutions.

Since this blog has been inactive for a good couple of weeks, I feel I should explain that, being the lucky cow I am, I have been wintering in the UK since mid-November (Movember?).

What I have discovered about London is this: London is the city of ramps. London, my friends, and not Durban as suggested by one of the delegates at the recent DPI 8th World Assembly. As some of you may be aware, the 2012 Olympic Games will be held in London and the city is consequently undergoing an upgrade of gargantuan proportions. The purpose of said upgrade is not, as one may immediately assume, to make the city look prettier to all those tourists who will doubtless be flooding the shores of the Thames, but to make the entire city more accessible to physically disabled persons wanting to visit the city and / or Games.

Colour me impressed. London is already rather physical disability -friendly, what with its elevators at most rail stations, numerous step-free Underground stations and tourist attractions that can easily be negotiated by wheelchair. The fact that the city officials have recognised that much more needs to be done before even this great city can be called accessible is very, very impressive.

If only the rest of the world's major cities could follow suit. Still, the fact that one of the largest and most important cities in the world has undertaken this project which is largely to the benefit of the physically disabled is clearly a step in the right direction.

Bravo, London. Bravo, Boris. Bravo, Your Majesty.