Developmental (intellectual) disability have traditionally been referred to as mental retardation. Due to the stigma associated with this term, advocacy groups have pushed for the adoption of the current alternative names. The condition manifests as varying degrees of cognitive impairment and maladaptive behaviors. In order to be better placed to help individuals with intellectual disabilities in Portsmouth, VA, there are a number of things that we need to understand.
The cause of most of the cases of developmental abnormalities remains unknown. However, it is believed that genetics, social influence and the environment play a major role. Many of those affected are considered to have the mild form of the condition. They have an IQ score of between 50 and 70. As they grow up, the children will exhibit some deficiencies in cognitive skills and social behaviors in the classroom but tend to be fairly normal outside the classroom.
It is important that children who have special needs are not put together in the classroom with their typically functioning peers. The cognitive gap that exists between the two groups is likely to make the situation worse as those who have disability will always have to play catch up. Teachers should adopt methods that will make them learn the required skills easier. Areas such as money, concepts, time concepts, vocational training, self-care and hygiene should be emphasized.
Accommodation is necessary to make it possible for the persons who have special needs to enjoy the employment opportunities that are available to everyone else. Accommodation is simply the act of making it easier for these persons to carry out specific duties in the work place. They extent of help required varies depending on the severity of the condition. Examples include providing reading and material interpretation assistance, demonstrating required techniques and making interviews more practically rather than theoretical.
In adulthood, many of them lead independent lives. The main problem is that many are unemployed or underemployed in spite of their desire to take up jobs. There has been significant discrimination over the years with regard to the hiring process in many companies where applicants known or perceived to have special needs are discriminated against. This has slowly been changing thanks to efforts by advocacy groups.
Employers should not divulge the medical information of employees with special needs unless under special circumstances. These include, for example, when there is a need to initiate emergency treatment and such information is deemed necessary. It may also be required by insurance companies when one is making a claim.
In the interview, it is considered discriminatory to ask applicants about whether or not they have intellectual disability. If the prospective employee discloses this information on their own volition, both the employer and the employee should work together to come up with accommodative strategies that will facilitate the duties to be carried out.
Employers need to be actively involved in preventing harassment. There are many strategies that can be used to achieve this. One of them is to have a written policy that describes how other employees should work with them and spells out the consequences of harassment. Other methods that can be used include organizing regular meetings to discuss the issues, periodic training of managers and the preparation of handbooks.
The cause of most of the cases of developmental abnormalities remains unknown. However, it is believed that genetics, social influence and the environment play a major role. Many of those affected are considered to have the mild form of the condition. They have an IQ score of between 50 and 70. As they grow up, the children will exhibit some deficiencies in cognitive skills and social behaviors in the classroom but tend to be fairly normal outside the classroom.
It is important that children who have special needs are not put together in the classroom with their typically functioning peers. The cognitive gap that exists between the two groups is likely to make the situation worse as those who have disability will always have to play catch up. Teachers should adopt methods that will make them learn the required skills easier. Areas such as money, concepts, time concepts, vocational training, self-care and hygiene should be emphasized.
Accommodation is necessary to make it possible for the persons who have special needs to enjoy the employment opportunities that are available to everyone else. Accommodation is simply the act of making it easier for these persons to carry out specific duties in the work place. They extent of help required varies depending on the severity of the condition. Examples include providing reading and material interpretation assistance, demonstrating required techniques and making interviews more practically rather than theoretical.
In adulthood, many of them lead independent lives. The main problem is that many are unemployed or underemployed in spite of their desire to take up jobs. There has been significant discrimination over the years with regard to the hiring process in many companies where applicants known or perceived to have special needs are discriminated against. This has slowly been changing thanks to efforts by advocacy groups.
Employers should not divulge the medical information of employees with special needs unless under special circumstances. These include, for example, when there is a need to initiate emergency treatment and such information is deemed necessary. It may also be required by insurance companies when one is making a claim.
In the interview, it is considered discriminatory to ask applicants about whether or not they have intellectual disability. If the prospective employee discloses this information on their own volition, both the employer and the employee should work together to come up with accommodative strategies that will facilitate the duties to be carried out.
Employers need to be actively involved in preventing harassment. There are many strategies that can be used to achieve this. One of them is to have a written policy that describes how other employees should work with them and spells out the consequences of harassment. Other methods that can be used include organizing regular meetings to discuss the issues, periodic training of managers and the preparation of handbooks.
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