Kirk's Humanity In Employment Lecture
I was asked to write the below Humanity in employment lecture in 2008 for criminal justice administration classes at Concordia University. One of the main objectives for this lecture was to briefly identify the benefits of the ADA regarding employment issues, and the other main objective was to demonstrate how employers appear to overlook the humanity factor due to linear thinking. I believe that this lecture is still routinely used at Concordia. Edit Text
Criminal Justice Leaders shouldn’t Forget Humanity When Prospective Candidates Who Have Unique Characteristics Apply.
Titles I and II of the ADA prohibits discrimination against people with disabilities in state and local government services, programs, and employment. Law enforcement agencies are covered because they are programs of state or local governments, regardless of whether they receive federal grants or other federal funds. The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment. It applies to recruitment, advertising, tenure, layoff, leave, fringe benefits, and all other employment-related activities. However, employers are free to select the most qualified applicant available and to make decisions based on reasons unrelated to a disability. For example, suppose two persons apply for a job as a typist and an essential function of the job is to type 75 words per minute accurately. One applicant, an individual with a disability, who is provided with a reasonable accommodation for a typing test, types 50 words per minute; and the other applicant who has no disability accurately types 75 words per minute. The employer can hire the applicant with the higher typing speed, if typing speed is needed for successful performance of the job. Also the ADA affects virtually everything that officers and deputies do such as receiving citizen complaints, interrogating witnesses; arresting, booking, and holding suspects; operating telephone (911) emergency centers; providing emergency medical services; enforcing laws; and other duties. Furthermore, the ADA covers a wide range of individuals with disabilities. An individual is considered to have a "disability" if he or she has a physical or mental challenge impairment that substantially limits one or more major life activities, has a record of such a challenge impairment or is regarded as having such a challenge impairment. http://www.ada.gov/q%26aeng02.htm
On September 25, 2008, President George W. Bush signed into law a measure (S. 3406) that significantly amends the Americans with Disabilities Act (ADA). Ironically, the original ADA was signed in 1991 by his father, former President George H.W. Bush. The ADA Amendments Act of 2008 (ADAAA) provides broader protections for disabled workers and turns back the clock on Supreme Court rulings that Congress deemed too restrictive of disabled employees’ rights. The bottom line is that more employees will fit within the definition of disabled under the ADA. http://www.blr.com/information-ADA/index.aspx?source=MKD&effort=2125&gclid=CN6X7LGatJYCFQVfFQodlA-XLg
The ADA is great and beneficial. However, it basically says that employers need to make reasonable accommodations if the candidate with disabilities can do the job. I wholeheartedly agree that all employees must be beneficial for their employers! However, I believe that the biggest problem with employers is that they look at their standard requirements such as being able to lift things, climb ladders, and driving vehicles, so they deny people who have disabilities rather than seeing their abilities. In fact, when I personally first applied at a college police skills academy to take classes, the assistant director was all for accepting me, but the director denied me because I didn't have a driver's license and their lawyer worried about the liability issues. After a big battle with gaining support and doing many extra things, I was accepted to audit all of the classes.
Over the last 16 years, I personally applied to many security agencies, retail security departments and a couple of federal law enforcement agencies and they all denied me due to liability concerns, and because I didn’t meet the standard physical requirements. In fact, in November of 2000 I decided to have a job searching company for people with disabilities assist me with promoting myself to potential employers. One of the main ways they assist me is by paying for an “on the job evaluation”. This is where I would work for a day or two but be paid through the job searching company, Opportunity Partners. Basically it's a "trial run" for both the employer and I, with no obligation or liability on either side. Thus I would be able to check the employer out and the employer can check me out. It should have been a fantastic way for me to convince employers that I could potentially be a great asset to them because obviously they would get to see me in action! Unfortunately the job searching company wasn’t as good as I had hoped. They didn’t find me a job that I desired. I feel that they could have been more aggressive and more strategic than they were. They basically called different security companies and stores on my behalf describing my situation and desires along with offering a job evaluation. Well, obviously employers probably just thought about my physical disability being that they didn’t get to see or talk to me. Being a person with a disability, it’s sad but I know that I have to be way more aggressive than that to get anywhere in this world! Anyway when the job searching company wasn’t successful in finding me a real security job, they wanted me to be a Wal-Mart Greeter, because Wal-Mart feels that greeters are a part of their security. Actually in 99 on my own and with a Bloomington Police Detective’s verbal reference, I had an interview at Wal-Mart for a real security job; they just offered me a Greeter Position out of fear that I would get hurt doing real security work. However, to appease the job searching company, I had a job evaluation at Wal-Mart as a Greeter in March 2001; I really just wanted to get a chance to talk to the security staff again. I did have a long conversation with the security staff at that time and of course I got the same reaction as I did in 99. People tried to tell me that maybe by being a Greeter Wal-Mart would get to know me and try me in a security position in the future. I didn’t see that ever happening with Wal-Mart. Also being a Greeter would be demeaning to me with having a criminal justice degree and I was already a paid role-player at a college police academy. Thus I didn’t take a Greeter position. In November 2001 the job searching company dropped me as a client, because they felt that they couldn’t do anything more for me and of course I agreed.
Fortunately, Concordia had the fortitude to hire me as a part-time security officer where I patrol the entire campus grounds at night. Also I am still a role-player at the college police academy. However, I would still like to find another law enforcement related job. I would settle for either observing security cameras or typing incident reports even though it would be really boring, LOL! In fact, I would take almost any law enforcement job related for the time being to build up my reputation, because my dream is eventually being able to convince a police department to hire me as a D.A.R.E Officer, a Crime Prevention Specialist, or a Dispatcher!
One of the main objectives for this lecture was to briefly identify the benefits of the ADA regarding employment issues. However, the other main objective for this lecture was to demonstrate how employers appear to overlook the humanity factor due to linear thinking. Linear thinking prevents thinking outside the box hence the abilities of the candidate are not seen due to the employer just looking at their disability challenges and worrying about liability issues. For example, I can't climb ladders or drive vehicles. However, as I believe that the Concordia security department found out, I am way more observant and conscientious etc. than some other officers are. Also I believe that the police academy found out that I am valuable, very dedicated, and I always give my all. My point is that criminal justice administrators should look at the individual qualities and abilities of the candidates and not just if they meet the standard requirements. If criminal justice professionals only see unique characteristics of prospective candidates as being scary or not worth possible controversy outcomes, it’s similar to when police officers assume too much or become complacent, they can risk their lives more. By assuming that people with disabilities can’t be beneficial to criminal justice or are too much of a liability risk, criminal justice agencies endanger humanity and growth with the denial of gaining valuable employees. For example I personally could never drive a squad car around, but my 20 years of being involved in law enforcement easily could enable me to solve and prevent crime and strengthened community relations! In other words, criminal justice administrators should never judge a book by its cover otherwise justice will never be totally blind. Furthermore, as we were reminded once again with the early and unexpected passing of Scott Harr, life is fragile and short. Thus as criminal justice leaders, please always employ systemic thinking rather than linear thinking when you encounter people who have unique characteristics and challenges!
I wrote my Master’s capstone regarding how criminal justice professionals can effectively interact with people who have disabilities as criminals, victims, and witnesses. I put my capstone on my website. Although I didn’t go into employment issues in my capstone, I welcome you to browse it on the web in the future. kwwcjletipsetc.com/
Criminal Justice Leaders shouldn’t Forget Humanity When Prospective Candidates Who Have Unique Characteristics Apply.
Titles I and II of the ADA prohibits discrimination against people with disabilities in state and local government services, programs, and employment. Law enforcement agencies are covered because they are programs of state or local governments, regardless of whether they receive federal grants or other federal funds. The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment. It applies to recruitment, advertising, tenure, layoff, leave, fringe benefits, and all other employment-related activities. However, employers are free to select the most qualified applicant available and to make decisions based on reasons unrelated to a disability. For example, suppose two persons apply for a job as a typist and an essential function of the job is to type 75 words per minute accurately. One applicant, an individual with a disability, who is provided with a reasonable accommodation for a typing test, types 50 words per minute; and the other applicant who has no disability accurately types 75 words per minute. The employer can hire the applicant with the higher typing speed, if typing speed is needed for successful performance of the job. Also the ADA affects virtually everything that officers and deputies do such as receiving citizen complaints, interrogating witnesses; arresting, booking, and holding suspects; operating telephone (911) emergency centers; providing emergency medical services; enforcing laws; and other duties. Furthermore, the ADA covers a wide range of individuals with disabilities. An individual is considered to have a "disability" if he or she has a physical or mental challenge impairment that substantially limits one or more major life activities, has a record of such a challenge impairment or is regarded as having such a challenge impairment. http://www.ada.gov/q%26aeng02.htm
On September 25, 2008, President George W. Bush signed into law a measure (S. 3406) that significantly amends the Americans with Disabilities Act (ADA). Ironically, the original ADA was signed in 1991 by his father, former President George H.W. Bush. The ADA Amendments Act of 2008 (ADAAA) provides broader protections for disabled workers and turns back the clock on Supreme Court rulings that Congress deemed too restrictive of disabled employees’ rights. The bottom line is that more employees will fit within the definition of disabled under the ADA. http://www.blr.com/information-ADA/index.aspx?source=MKD&effort=2125&gclid=CN6X7LGatJYCFQVfFQodlA-XLg
The ADA is great and beneficial. However, it basically says that employers need to make reasonable accommodations if the candidate with disabilities can do the job. I wholeheartedly agree that all employees must be beneficial for their employers! However, I believe that the biggest problem with employers is that they look at their standard requirements such as being able to lift things, climb ladders, and driving vehicles, so they deny people who have disabilities rather than seeing their abilities. In fact, when I personally first applied at a college police skills academy to take classes, the assistant director was all for accepting me, but the director denied me because I didn't have a driver's license and their lawyer worried about the liability issues. After a big battle with gaining support and doing many extra things, I was accepted to audit all of the classes.
Over the last 16 years, I personally applied to many security agencies, retail security departments and a couple of federal law enforcement agencies and they all denied me due to liability concerns, and because I didn’t meet the standard physical requirements. In fact, in November of 2000 I decided to have a job searching company for people with disabilities assist me with promoting myself to potential employers. One of the main ways they assist me is by paying for an “on the job evaluation”. This is where I would work for a day or two but be paid through the job searching company, Opportunity Partners. Basically it's a "trial run" for both the employer and I, with no obligation or liability on either side. Thus I would be able to check the employer out and the employer can check me out. It should have been a fantastic way for me to convince employers that I could potentially be a great asset to them because obviously they would get to see me in action! Unfortunately the job searching company wasn’t as good as I had hoped. They didn’t find me a job that I desired. I feel that they could have been more aggressive and more strategic than they were. They basically called different security companies and stores on my behalf describing my situation and desires along with offering a job evaluation. Well, obviously employers probably just thought about my physical disability being that they didn’t get to see or talk to me. Being a person with a disability, it’s sad but I know that I have to be way more aggressive than that to get anywhere in this world! Anyway when the job searching company wasn’t successful in finding me a real security job, they wanted me to be a Wal-Mart Greeter, because Wal-Mart feels that greeters are a part of their security. Actually in 99 on my own and with a Bloomington Police Detective’s verbal reference, I had an interview at Wal-Mart for a real security job; they just offered me a Greeter Position out of fear that I would get hurt doing real security work. However, to appease the job searching company, I had a job evaluation at Wal-Mart as a Greeter in March 2001; I really just wanted to get a chance to talk to the security staff again. I did have a long conversation with the security staff at that time and of course I got the same reaction as I did in 99. People tried to tell me that maybe by being a Greeter Wal-Mart would get to know me and try me in a security position in the future. I didn’t see that ever happening with Wal-Mart. Also being a Greeter would be demeaning to me with having a criminal justice degree and I was already a paid role-player at a college police academy. Thus I didn’t take a Greeter position. In November 2001 the job searching company dropped me as a client, because they felt that they couldn’t do anything more for me and of course I agreed.
Fortunately, Concordia had the fortitude to hire me as a part-time security officer where I patrol the entire campus grounds at night. Also I am still a role-player at the college police academy. However, I would still like to find another law enforcement related job. I would settle for either observing security cameras or typing incident reports even though it would be really boring, LOL! In fact, I would take almost any law enforcement job related for the time being to build up my reputation, because my dream is eventually being able to convince a police department to hire me as a D.A.R.E Officer, a Crime Prevention Specialist, or a Dispatcher!
One of the main objectives for this lecture was to briefly identify the benefits of the ADA regarding employment issues. However, the other main objective for this lecture was to demonstrate how employers appear to overlook the humanity factor due to linear thinking. Linear thinking prevents thinking outside the box hence the abilities of the candidate are not seen due to the employer just looking at their disability challenges and worrying about liability issues. For example, I can't climb ladders or drive vehicles. However, as I believe that the Concordia security department found out, I am way more observant and conscientious etc. than some other officers are. Also I believe that the police academy found out that I am valuable, very dedicated, and I always give my all. My point is that criminal justice administrators should look at the individual qualities and abilities of the candidates and not just if they meet the standard requirements. If criminal justice professionals only see unique characteristics of prospective candidates as being scary or not worth possible controversy outcomes, it’s similar to when police officers assume too much or become complacent, they can risk their lives more. By assuming that people with disabilities can’t be beneficial to criminal justice or are too much of a liability risk, criminal justice agencies endanger humanity and growth with the denial of gaining valuable employees. For example I personally could never drive a squad car around, but my 20 years of being involved in law enforcement easily could enable me to solve and prevent crime and strengthened community relations! In other words, criminal justice administrators should never judge a book by its cover otherwise justice will never be totally blind. Furthermore, as we were reminded once again with the early and unexpected passing of Scott Harr, life is fragile and short. Thus as criminal justice leaders, please always employ systemic thinking rather than linear thinking when you encounter people who have unique characteristics and challenges!
I wrote my Master’s capstone regarding how criminal justice professionals can effectively interact with people who have disabilities as criminals, victims, and witnesses. I put my capstone on my website. Although I didn’t go into employment issues in my capstone, I welcome you to browse it on the web in the future. kwwcjletipsetc.com/