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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.
A majority of the cases of developmental abnormalities have no known cause. Existing theories implicate genetic, social and environmental influence. The good news is that most of them are classified as mild. This category includes persons that have an IQ of between 50 and 70. Children in this category typically show deficiencies in cognitive skill development and social behaviors in the classroom setting but cope quite well outside the classroom.
Children considered to have intellectual disability should not be mixed with typically functioning peers. There is a cognitive gap between the two groups and the child who has disability would always have to play catch-up if they were to be taught together. Due to the limitations that exist among these children, teachers need to adopt methods that will help affected students get life skills at the very least. The emphasis should be on self-care and hygiene, vocational training, money concepts, time concepts, and leisure activities among others.
Persons who have special needs have to be accommodated to make it possible for them to enjoy similar employment opportunities as everyone else. The degree of accommodation required varies depending on the extent of disability. Some of the accommodations that may be required include providing assistants to help with reading and interpretation of materials, direct demonstration of job techniques, replacing written tests with oral interviews and so on.
As they grow into adults, persons with intellectual disability lead independent lives in most cases. Unfortunately, however, many of them remain unemployed or are underemployed in spite of their willingness to take up jobs. There have been sustained efforts by concerned agencies and advocacy groups to make it easier for these people to get fair treatment in the workplace and to increase the opportunities available to them.
In the event that they make a decision to hire any such persons, employers should hold all their medical information in confidence. A few exceptions exist however. For instance, the information may have to be divulged in case of an emergency that requires treatment. It may also be given to insurance companies if claims are to be made.
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 should be proactive in preventing harassment. This can be done by having written policies in the workplace, preparing employee handbooks, having regular staff meetings to address the issue and periodic training. It should be made clear that harassment cases are to be reported to the manager. Corrective action should be taken promptly when reports are received.
A majority of the cases of developmental abnormalities have no known cause. Existing theories implicate genetic, social and environmental influence. The good news is that most of them are classified as mild. This category includes persons that have an IQ of between 50 and 70. Children in this category typically show deficiencies in cognitive skill development and social behaviors in the classroom setting but cope quite well outside the classroom.
Children considered to have intellectual disability should not be mixed with typically functioning peers. There is a cognitive gap between the two groups and the child who has disability would always have to play catch-up if they were to be taught together. Due to the limitations that exist among these children, teachers need to adopt methods that will help affected students get life skills at the very least. The emphasis should be on self-care and hygiene, vocational training, money concepts, time concepts, and leisure activities among others.
Persons who have special needs have to be accommodated to make it possible for them to enjoy similar employment opportunities as everyone else. The degree of accommodation required varies depending on the extent of disability. Some of the accommodations that may be required include providing assistants to help with reading and interpretation of materials, direct demonstration of job techniques, replacing written tests with oral interviews and so on.
As they grow into adults, persons with intellectual disability lead independent lives in most cases. Unfortunately, however, many of them remain unemployed or are underemployed in spite of their willingness to take up jobs. There have been sustained efforts by concerned agencies and advocacy groups to make it easier for these people to get fair treatment in the workplace and to increase the opportunities available to them.
In the event that they make a decision to hire any such persons, employers should hold all their medical information in confidence. A few exceptions exist however. For instance, the information may have to be divulged in case of an emergency that requires treatment. It may also be given to insurance companies if claims are to be made.
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 should be proactive in preventing harassment. This can be done by having written policies in the workplace, preparing employee handbooks, having regular staff meetings to address the issue and periodic training. It should be made clear that harassment cases are to be reported to the manager. Corrective action should be taken promptly when reports are received.
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