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Return to Article: FEATURES Hidden Talent

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  Maria, there is nothing in the definition of "targeted disability" that excludes disabilities which are not visible to the eye. For example, mental or emotional illness and convulsive disorders are targeted disabilities.

  S Posted November 9, 2008 11:13 AM
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  Here are some areas that merit serious attention:

  1. Expand the definition of targeted disabilities to include hidden disabilities. This leaves many people who have these disabilities excluded from efforts to assist the disabled and could immediately raise representation numnbers at Federal agencies. There are many good programs to attract potental Federal employees; much needs to be done to advance existing full-time people with disabilities.

  2. Survey the issues that happen to people with disabilities when they apply for jobs and what happens in the interview process. I was not always disabled, and as soon as I declared I was and needed accommodation, I never got an interview again, despite stellar credentials.

  3. Agencies continue to sponsor Leadership training that mandates a person MUST physically attend at a remote location to take advantage of opportunities. With the continual advances made in technology, there is NO reason why people with disabilities cannot be included in these programs. It's also more cost effective, since training for even 1 person can run into the thousands of dollars.

  4. Pay attention to how jobs are written, as well as the attitude of the person filling the job. Look at the differences between job requirements and preferences. I have been successfully working remotely for years, face time is not a requirement in many jobs. Determine if jobs are written with an intention of eliminating people with disabilities.

  5. Don't be reluctant to discuss disability issues with existing staff members. Many will openly dispel stereotypes about disability, expensive accommodations, and willingness to work. I have never seen a more motivated/loyal pool of talent, and those in charge of recruitment/retention initiatives would be wise to include them.

  Maria Krug Posted October 30, 2008 10:09 AM
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  Interesting story with discouraging statistics - e.g. diminishing numbers of employees with disabilities in Federal service. I am blind, and I feel fortunate to work in Federal service, in a job which I enjoy, having been hired by a brave supervisor 6+ years ago. I've always believed that when employers are looking to fill a vacancy, they are looking to 'solve a problem'. Taking-on a new employee who has special needs to fill this vacancy requires bravery and commitment by employers. I have been fortunate over my 40+ years of employment in the private and (now) public sectors to have run into employers who were able to see the skills and knowledge beyond my disability, and who were courageous enough to give me opportunities to work for them. In return, I had the opportunity to do good work for their companies and their customers. In my opinion, the Federal Government can be a terrific place for individuals with disabilities to work, largely because of the support services and economic resources which are available to help employers meet the needs of the disabled employee. By contrast, private sector employers for whom I have worked had significantly less available (less money, less knowledge, less support, less time) to respond to the same needs. It's my opinion that boosting the number of disabled Federal Government employees can and will occur once the will and commitment to truly make it happen comes down from the top

  David Albrektson Posted October 30, 2008 8:37 AM
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  I work for an AF agency that appears to put things in place to help the handicapped employees but makes it harder on those employees to just get thru the day. realizing many of the buildings are old, it still not too much to ask to have restrooms closer to the office areas. the one I currently work in has the restrooms located in the center of the building. This building happens to be very long in length but not overly wide. My office located very close to the end of the building, so it can be quite the trek to get to the restroom. Another recent action taken by the medical folks in Occupational Health is take away assigned handicap parking spots and leaving them as first come, first served. Justification for this was there were to many handicap spots sitting empty on the days when the personnel were absent. One did get an assigned spot if one is in a wheelchair. On occasion, there are times when there are no handicap spots open and I am forced to park farther away from the building in which I work. I walk with a cane and have arthritis, so walking a distance to get to my office can be quite exhausting. Suggestions to make it easier for handicapped employees have been rejected and there no automatic door openers on any of the doors in this building. Offices located on the second floor are accessible only by stairs. this is not the only building on base that does not have amenities for the handicapped personnel. It is frustrating to be ignored when it comes to the frustration of being handicapped and trying to get to work every day.

  Robinscat48 Posted October 30, 2008 7:39 AM
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  I have been in the government for almost 15 years. When I started, I was slightly disabled but did not have a targeted disability. As the years progressed, my physical condition worsened, now I am in a wheelchair.

  The first agency I worked for in the Federal Government was horrific in accommodating me. Due to a manager who saw no worth in persons with disabilities, I had to literally beg for accommodations, which were not outside the scope of ADA.

  Now I work for another agency that despite the fact has a lower percentage of disabled workers has gone out of their way to accommodate me. They have been very receptive and constantly inquire if my working conditions are comfortable. I was greatly impressed when I found out that 2 weeks before I started they began working on plans for accommodations (i.e. automatic door openers).

  I am much happier now because I really do believe the agency I work for now actually sees the worth of my brain and not my body.

  My advice to others with disabilities in the Federal government is not to give up. It can be an arduous battle, but standing firm will have its rewards in the end.

  M. Green Posted October 24, 2008 9:57 AM
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  I noticed that you provided an audio version of the article. Some of your audience with vision problems and no screen reader might appreciate audio versions of other articles. I hope this becomes part of a trend, as there are very good text-to-speech tools available.

  LT Posted October 15, 2008 6:56 PM
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  Actually, the WRP does not market itself as a program strictly for persons who have targeted disabilities or who are eligible to be hired via Schedule A.

  As a WRP recruiter and employer for over eight years, I can assure you that agencies use the WRP for many purposes.

  If your agency intends to use the WRP to hire persons with severe disabilities via Schedule A, it is your agency's responsibility to make it clear to prospective job candidates. It is also each agency's responsibility to explain the Schedule A hiring authority requirements.

  The WRP is an awesome program that has provided thousands of jobs to students and recent graduates with disabilities for over 20 years; however, it remains up to each agency to determine how it best fits into their overall strategic recruitment plan.

  WRP Steering Committee Member Posted October 6, 2008 10:05 AM
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  The WRP has provided our agency with some good candidates, but many don't have targeted disabilities. Perhaps our experience is atypical, but from where I sit, it appears the WRP needs some review and analysis. Our agency needs to hire approximately 150 individuals with targeted disabilities to meet the 2% goal. If the WRP provides only one or two folks a year, we can't consider it a major part of the solution.

  Kevin Hennelly Posted October 3, 2008 3:39 PM
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  Recruiting and mentoring WRP interns has been one of the most fulfilling aspects of my work in recent years. I want to encourage other federal employees to give it a try and am confident that many will find it a most positive experience. Its a great first step!

  Laura Stomski Posted October 2, 2008 8:56 AM