Intellectual disability is a disability characterized by limited intellectual faculties, which affect an individual’s ability to solve problems, memorize and process information, and fulfill other tasks requiring a mental effort. Intellectual disability puts a strain on an individual’s ability to have a social life and communicate with other human beings due to the fact that their capability of adapting is limited to a certain extent. This essay will outline three implications for a disabled individual in the workforce and three possible accommodations that would make such an individual’s transition to working more accessible.
First, having an intellectual disability might make the process of applying for work and having interviews reasonably complicated. Among the most common barriers to successful employment are inefficient or limited support from DES (disability employment services), challenges in the application, and employers’ attitude. While employers are not in the position to address the problems with DES, the latter two issues may be tackled.
First, employers should clearly state whether a job is available for individuals with disabilities. Second, to fix a poor or hostile attitude, staff training may be arranged during which managers and employees would learn how to be more tolerant and inclusive.
Furthermore, another difficulty with which an intellectually disabled individual might be confronted in the workplace is an impaired ability to communicate with others. Communication is an indispensable part of the work process, and when an employee cannot suggest improvements or express his or her worries, mistakes may occur. Again, if employers exert an effort, this issue can be addressed in a meaningful way.
For instance, an organization may collaborate with DES for ongoing workplace support. Introducing the system of “work buddies” in which a disabled person is assigned a mentor may also be of great help. It goes without saying that a “work buddy” should be chosen wisely based on his or her personal qualities and work experience. An employer could also consider enrolling potential mentors in a training program where they would learn effective ways of interacting with individuals with special needs.
Lastly, people with intellectual disabilities might have a hard time learning new processes, dealing with uncertainty, and making decisions. Many disabled people have trouble memorizing a process step by step, and if this difficulty is combined with the limited ability to communicate with others, the result may be quite awry. The first measure that an employer might undertake to help such an employee is to restructure his or her work activities. Ideally, the new structure would allow them to learn step by step and repeat actions. Furthermore, an employee might be provided with pictures and prompts which depict what he or she is to do in great detail.
It is abundantly easy to see that being disabled intellectually might expose a person to many challenges in the workplace since, for most positions, cognitive and people skills are needed. As organizations are now striving to make their work environments more inclusive, it is essential to understand what may be challenging for impaired individuals in the workplace. Intellectually disabled people usually struggle with applying for work and dealing with employers in the interviewing process. Further, such people have trouble communicating and learning new procedures. A thoughtful employer is capable of accommodating employees with special needs through staff training, cooperation with DES, and restructuring work activities.