Monday, May 14, 2012

Disabilities In Kids Are Increasingly Nonphysical

Disabilities In Kids Are Increasingly Nonphysical

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Growing numbers of American families say they’re raising a child who has a disability, and the most-prevalent conditions are less and less likely to be physical disorders.
A report released this week by Princeton University and the Brookings Institution found that the top five chronic childhood conditions that limit typical activities are some type of developmental, behavioral or mental problem.
For much of the 1970s, ’80s and ’90s, the most-common cause had been respiratory disease. Now, asthma and breathing problems are No. 6, and deafness and orthopedic impairments don’t even make the list of top conditions.
The report cites data from the National Health Interview Surveys that put the prevalence of disability for children younger than 18 at about 8 percent in 2009, up from less than 2 percent in the 1960s.
Dr. Robert Kahn, a pediatrician at Cincinnati Children’s Hospital and an editor for the report that appears in The Future of Children, said the trends raise many questions about the incidence of disabilities, how they’re defined and how children get the support they need.
“There’s been a fourfold increase in reported disabilities over the last 50 years,” Kahn said. ” To some extent, we think it’s absolutely real. But, in addition, we also believe there have been different (diagnostic criteria) and more reporting of these conditions.”
He and the report’s co-editor, Janet Currie of Princeton, said the nation lacks consistently collected statistics on childhood disability over time. That makes it “difficult to resolve the controversy over how much of the increase in disability reflects changes in incidence or changes in definition and diagnosis,” they wrote.
According to the report, more than 1 in 5 parents reporting a child with a disability in 2009 cited ADHD — attention-deficit hyperactivity disorder — as an underlying condition.
An additional 19 percent cited other mental, emotional or behavioral problems. Today, ADHD is nearly three times more likely than asthma to contribute to childhood disability, the report said.
And autism affects about 6 percent of all special-education students, up from 2 percent over the past decade.
Kahn said some groups have begun work on proposals for more-uniform definitions of disabilities. But to help children and families now, the nation’s health and education systems should work together better and also put more focus on prevention, he said.
“The lifetime cost of these conditions is huge,” Kahn said. “We need to be thinking of ways to prevent these disorders, not just treat them.”
rprice@dispatch.com
© 2012 The Columbus Dispatch
Visit The Columbus Dispatch at www.dispatch.com
Distributed by MCT Information Services

Racial, Socioeconomic Disparities Alleged In Autism Spending

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(MCT) — California lawmakers and advocates for children with autism assailed the state Department of Developmental Services during a hearing Monday over the deep racial and ethnic disparities in how it spends money on the disorder.
“Families that are already the most disadvantaged get the least,” Martha Matthews, an attorney for the advocacy group Public Counsel, testified before a panel of legislators in Sacramento. “This is exactly the opposite of what it should be.”
State Sen. Darrell Steinberg, who heads a committee on autism, called for legislation to provide greater accountability in the $4-billion-a-year entitlement program for people with developmental disabilities. Autism now accounts for about a quarter of the 252,000 people in the state system and 45% of all new disability cases it accepts. Budgets have not kept pace.
Steinberg ordered the hearing in response to articles in The Times documenting how obtaining help for an autistic child can require waging battle against the gatekeepers of state services. Parents with the time and resources to fight receive significantly more, resulting in enormous racial and socioeconomic disparities.
It is not uncommon for autistic children from affluent families to receive 25 hours a week of one-on-one behavioral therapy. Advocates for poorer families, on the other hand, said parents aren’t necessarily even told what public services are available.
Matthews recounted the case of a severely autistic 6-year-old boy whose parents, a laborer and a seamstress who speak only Spanish, asked for individual behavioral therapy. The request was denied, despite a doctor’s insistence that it was necessary. Instead, the state provided a month’s supply of diapers, bus passes and 10 group classes in behavior management.
“This is such a hellish nightmare,” state Sen. Mark Leno responded.
In its December series, The Times found that for autistic children ages 3 to 6 — a critical period for treating the disorder — the Developmental Services department spent an average of $11,723 per child on whites in 2010, compared with $11,063 on Asians, $7,634 on Latinos and $6,593 on blacks.
“Black and brown children are discriminated against,” testified Areva Martin, a Los Angeles lawyer who runs the Special Needs Network, which advocates for poor minority children. “Parents should not be expected to sell their homes, quit their jobs and relocate to access services.”
State money for the developmentally disabled flows to service providers through 21 nonprofit regional centers, which decide whether a child has a qualifying condition and what services to provide. Services are free for life, regardless of a family’s means. In principle — but not in practice — everybody has the same opportunity for help. Regional center officials testified that the state budget crisis has worsened long-standing inequities.
Harried case workers have less time to find “creative solutions,” said George Stevens, head of the North Los Angeles County Regional Center. The process used to award services is “slowly crashing down on clients it was intended to serve,” he said.
Dexter Henderson, head of the South Central Los Angeles Regional Center, said many families in his largely impoverished area did not aggressively pursue services and the regional center “has zero dollars to advertise” them.
In 2010, the center spent an average of $1,991 on each autistic child age 3 to 6 — the lowest in the state. The center in Orange County had the highest average spending, at $18,356 per child.
Terri Delgadillo, head of the state Developmental Services department, testified that regional center budgets eventually will be set so that similar amounts of funding are available for clients with similar needs.
alan.zarembo@latimes.com
© 2012 the Los Angeles Times
Visit the Los Angeles Times at www.latimes.com
Distributed by MCT Information Services

Thursday, May 10, 2012

A Look behind the Scenes – Part III: Website Accessibility Isn’t an Exact Science

A Look behind the Scenes – Part III: Website Accessibility Isn’t an Exact Science

Categories: Disability.Blog News, Technology
Road sign with three posts - one with the word good, one with the word better and one with the word best
By Marc Seguin, System Analyst, Disability.gov
This is the third post in a multi-part series written by the Disability.gov team to help others learn about the importance of website accessibility and the best practices that are used on Disability.gov. For more information on the Section 508 standards and tools, please visit http://section508.gov/. You can also read Parts I & II of the series.
The Disability.gov team takes our responsibility to ensure the accessibility of our website very seriously. So you might be able to imagine how we felt seeing a tweet from a well respected accessibility specialist, Dennis Lembrée, indicating that we still had some work to do, and he planned to write blog post about some of the accessibility issues he discovered on the site. Dennis is an experienced Web developer who is heavily involved in the accessibility community. He is the founder and author of the Web Axe blog; the creator of Easy Chirp, an accessible platform for using Twitter; and promotes accessibility through social networks and presentations among other endeavors.
While we work hard to do our best, we know there is always room for improvement, and prefer to hear about any issues or concerns as soon as possible, so we can address them. Our goal is always to make the site as accessible and usable as possible for all people, with or without disabilities.
In one of the prior posts in this series, I mentioned that an overwhelming majority of accessibility testing can’t be done using automated tools alone. Manual testing by educated people is required if you want to be successful. However, even then, people who understand the importance of accessibility are not infallible. They make mistakes, overlook things and have off days. Guidelines can be open to interpretation and everyone is capable of having their talents limited by available time and energy. Two people using the exact same Section 508 standards and/or WCAG criterion may end up with different determinations of whether something is considered compliant or not.
Thus accessibility and usability testing is a never ending process. It is not something that you can complete just once on a living, breathing website, check a box that it is done and forget about it.
The Disability.gov team learned long ago that many in the accessibility “Tribe” will often go out of their way to help others improve the quality of their work for the benefit of everyone. If you are seeking to do accessibility right, looking to learn and willing to work, I can almost guarantee you that you can find others to help you on your quest.
Dennis wrote up an excellent post titled “Suggestions for the new Disability.gov,” highlighting some areas where Disability.gov could use improvement in terms of accessibility, as well as noting some techniques being used on the site that were well. It was fair and welcomed feedback that we are utilizing to increase the accessibility of the site. I would recommend that you give it a read and check out some of the other educational posts and podcasts found on Web Axe.
One of my favorite ways to learn and keep up-to-date with what’s new in the accessibility world is through Twitter. Dennis visited Disability.gov because of something that he saw on Twitter and even before he emailed us about his findings, we knew about it because he posted about them on Twitter. One of the faults sometimes attributed to government is that it can be slow to react. In the current era of social media, where information can be crowd sourced and exchanged from all corners of the globe, both the federal and private sector can take advantage of the ability to share accessibility knowledge and best practices.
In my last post, I mentioned that I follow people on social media channels who are sharing accessibility information freely and often.  Secretary of State Clinton wrote in her book that “it takes a village” to best provide for our children.  My experience is that it will take the accessibility “Tribe” to fight for and improve the Web’s accessibility.
We will continue to work to improve both the accessibility and usability of Disability.gov. A release went out earlier this week that corrected many of the issues Dennis identified, and additional changes are in the works for the coming weeks. We are thankful for Dennis’ insight and feedback, and will continue to respond to his and any other comments or suggestions for ways to make Disability.gov the best site it can be.


For More Information:
There are a number of quality accessibility folks out there, but here is a sampling of some that I follow on Twitter to stay educated:

Wednesday, May 9, 2012

http://usodep.blogs.govdelivery.com/2012/04/26/celebrating-nurses-with-limb-loss/

Hotels Resist ADA Pool Rule

Hotels Resist ADA Pool Rule

Hotels with pools want to tweak new disabled-access rule

The rule requires hotels and recreation centers with public pools or spas to install or order permanent lifts or pool ramps by May 21. Many hotels want to extend the deadline and allow portable lifts.

By Hugo Martín, Los Angeles Times, May 3, 2012, 6:29 p.m.
With the summer pool season approaching, a battle is brewing between advocates for disabled Americans and hotel owners over how to make public swimming pools more accessible to people with disabilities. At the center of the dispute is a new regulation that requires hotels and recreation centers that operate public pools and spas to install or order permanent lifts — costing between $2,500 and $6,500 each, plus installation — by May 21. The requirement also can be satisfied by pool ramps, which are much more expensive. Better pool access is long overdue, said James Moses, a paralyzed Vietnam War veteran from San Pedro. At age 67, he said, he is too frail to get into a pool lift without help. But he would like hotels to offer access to all disabled guests.” We want to be acknowledged,” he added. “I want to go to a hotel and say I had a good time.”
Hotel owners say they want to improve pool access. But many are resisting the new regulation and are supporting federal legislation to extend the deadline. Introduced in Congress in March, the legislation would let pool operators comply by buying portable lifts and delay implementation for 12 months. Permanent and portable lifts cost nearly the same, but installation of permanent lifts greatly increases the cost, experts say. Pool manufacturers estimate that the law applies to about 256,000 pools and spas across the country. Only a small percentage of those pools are equipped with lifts, they estimate.
The lifts resemble small cranes that stand at a pool’s edge. They basically lower swimmers in a chair into the water. Portable lifts can be rolled away from the pool when not in use. The cost to install a permanent lift ranges from $1,000 to $3,000, in addition to the cost of the lift itself, according to industry officials.
Hotel industry representatives say they are concerned that permanent lifts that are left unattended may be a safety hazard for children, who will be tempted to play on them.
A 12-month delay is also needed, they said, because a backlog of orders for permanent lifts makes it impossible to meet the May deadline.
“It gives us an opportunity to work to assure we have the equal access to pools at all our hotels,” said Kevin Maher, senior vice president of government affairs for the American Hotel & Lodging Assn., the trade group for the nation’s hotel industry.
Meanwhile, some hotel chain operators are rushing to install permanent lifts.
Marriott International Inc., which operates more than 3,400 hotels under 13 brands in the U.S., is “in the process of ordering the lifts” in time to meet the deadline, said company spokeswoman Laurie Goldstein. “We are moving ahead to get them installed.”
Advocates for the disabled say the hotel industry has been the loudest opponent of the law. They say hotel owners knew about the requirements for nearly two years and should be prepared to meet the deadline.
“I think it needs to be abundantly clear that these rules need to be enforced,” said Lara Schwartz, vice president of external affairs for the American Assn. of People with Disabilities. “We can’t just kick this can down the road.”
But some people with disabilities said they think portable lifts would be enough.
Scott Souza of Manteca, south of Stockton, supports the use of portable lifts. He became paralyzed in a motorcycle accident 10 years ago, and he said hotels should not be required to spend the extra money to install permanent lifts when portable lifts work just as well.
“I understand where the law is coming from,” he said. “But it seems like it’s going too far, particularly for small mom-and-pop hotels that can’t afford the cost.”
And he said he doesn’t mind having to ask a hotel worker to bring out a portable lift every time he wants to swim. “I’m a mid-level quadriplegic,” Souza said. “I have to deal with that stuff every single day.”
The Americans With Disabilities Act calls for the owners of public pools to install lifts or underwater ramps to provide access for people with disabilities. Many in the hotel industry assumed they could comply with the law by using portable lifts. That changed when the Justice Department issued an interpretation of the law Jan. 31, saying the law calls for permanently affixed lifts where feasible and affordable.
In response to an outcry from hotel owners, the Justice Department delayed the deadline to comply until May 21. It initially was March 15.
Pool operators who do not comply with the regulations may be vulnerable to lawsuits, according to hotel industry experts.
To avoid litigation, some hotel owners who are not prepared to meet the May 21 deadline may close their pools, said Maher, the hotel trade group representative. “The concern is that we could be vulnerable to drive-by lawsuits,” he said, referring to suits by lawyers seeking only to collect attorney fees.
Choice Hotels International Corp., the Maryland company that operates more than 6,000 hotels under the names Comfort Inn, Econo Lodge and Rodeway Inn, among others, has instructed its franchise hotel owners about the pending ADA deadlines.
Steve Joyce, the company’s president and chief executive, said he was not sure whether the debate would be resolved soon. “We are currently on a wait-and-see mode on where this is going to end up.”
hugo.martin@latimes.com
Copyright © 2012, Los Angeles Times

Reposted by: www.adaag-consulting.com 

Thursday, May 3, 2012

Disability Employment Policy — What Are We Missing?

Disability Employment Policy — What Are We Missing?


By Guest Blogger Paul Hippolitus, Director, Disabled Students’ Program, Equity & Inclusion, University of California, Berkeley
Watch a video of Paul Hippolitus discussing UC Berkeley’s Professional Development and Disability Course
As a longtime advocate and professional working in support of the employment of people with disabilities, I was very excited to recently report for work at the University of California, Berkeley — to have the privilege of assisting the University’s students with disabilities with both their education and career ambitions.  UC Berkeley has some of the “best and brightest” of our young people with disabilities, so helping them to achieve their career goals seemed to me to be the easiest assignment I would ever have.
During my first few weeks at Berkeley, I embarked on a quest to ask every student with a disability I met the question, “What’s your career goal?” I couldn’t wait to hear about their lofty goals, serious plans and impressive ambitions.
Much to my chagrin, the response I most often got (about 99 percent of the time) was the student casting their eyes to the ground and saying, ”I’m not sure, I guess I’ll go on to graduate schools; or, law school; or medical school.”
I was shocked. Our “best and brightest” were just as perplexed about their career potential as most people with disabilities.
It took several months before these students trusted me enough to tell me what they were really thinking when I had asked them my question. They candidly told me that they felt they had to stay in school as long as possible because they were afraid that when their school years ended, they would be forced to spend the rest of their lives at home, on disability benefits, watching TV, because they were sure no one would hire them.
Here I was among the highest achieving of our young people with disabilities, and they lacked a basic self-confidence about what they had to offer as productive workers. It was then I began to realize, if these students lacked self-confidence about their employment worth, surely most of our young people with disabilities must likewise doubt their employment potential.
Happily, it didn’t take much of an effort to begin to turn that lack of self-confidence around. All it took was me urging them to believe in themselves, to appreciate what they had to offer the world and to begin to teach them the knowledge they needed to get going.
Still, I wondered, why this was my experience, at this high level of academic achievement? Well, it starts with the parents, teachers, family and friends asking our young people with disabilities that empowering question, “What do you want to be when you grown-up?” While this vital question is regularly asked of our nondisabled youth, it’s too often avoided when talking with our young people with disabilities.
What kind of an impact or signal does this failure to ask such a question send to our youth with disabilities? I asked them and what they told me was it teaches them that parents, teachers, family and friends don’t expected them to work because of their disability.
So, nurturing these students’ self-confidence became my first task.  And it started by simply showing them there was at least one person who could see their employment potential.
Next, I began a paid work internship program for our students. After all, how can they compete for jobs upon graduation if they don’t keep-up with the nondisabled students who were participating in summer jobs and internships along the way?
Our new internship program was just the medicine they needed to feed their new found self-confidence. Working with the State of California Department of Rehabilitation, we were able to place many of our students with disabilities in internship or summer paid work experiences. This not only boosted the students’ self-confidence about their employment potential, it also gave them the added building blocks they needed to more successfully compete for jobs and careers upon graduation.
Our quest for summer jobs and internships created a new “sense of possibility” among our students and changed the whole campus climate. Our students began encouraging each other to seek internships. An excitement began to build around each student’s search. The students began to help each other with their internship possibilities by freely sharing internship placement information and experiences.
Still, as we move forward, one more step was clearly needed. And, it turned out to be the most important one.
After self-confidence and work experiences or paid internships, it was clear to me that there was a serious gap in the students’ knowledge about the world of work. Having never been there or educated about what the world of work expects of them, they were both unsure and ill prepared for the transition. So, this was one more piece of the puzzle needed before our program would become complete. This next component of our program was a response to the reality that the world of work is, quite literally, a new and unknown world to the uninitiated. So, if you have never experienced the workplace (internships help, but not completely) how can you expected to know the intricacies of work place culture, values and “rules of the road”, unless someone teaches you them?  If you’re not informed on these subjects, you’re more likely to make critical mistakes which can keep you from getting a job, much less sustaining a career. Since school is a great place to teach new knowledge, I started a course called, “Professional Development and Disability”. This course was designed to document and teach our students this important information.
There are numerous other school based efforts designed to teach students with disabilities information about the world of work. However, as valuable as they are, they’re rarely complete. Most often, they teach skills around “how to” look for work, prepare a resume and perform in that all important interview.  These are important skills; however, real success in getting and holding a job is knowing and understanding the deeper subtleties of the work place.
Our “Professional Development and Disability” course goes into depth on these additional considerations. It challenges the students to conceptualize how to best present themselves and their disabilities; it helps them to understand how to disarm and education employers and co-workers about their disabilities; to better understand workplace culture and values; to develop effective work place habits and practices; and to learn how to navigate disability employment considerations (accommodations, disincentives, laws and related emotional considerations).
The “Professional Development and Disability” course has helped our students; however, I am convinced that it can likewise help other young people with disabilities who are still in school, people who have recently acquired disabilities and those individuals with disabilities who have never worked before and are now considering entering the workforce.
Remember, such a course of instruction is but one of several important components needed to help make employment possible. Even so, it may be the most over looked one in our disability employment policy.
For the most part, over the years, disability employment policy has overlooked the idea of “product development”. We ask employers to hire, but we don’t spend enough time teaching applicants with disabilities how to “market” themselves effectively. One without the other is an incomplete equation.
In the words of our students in this course, “the best form of disability advocacy is your career”.
For more information:
Paul Hippolitus is the Director of the Disabled Students’ Program at the University of California, Berkeley, which was recently named one of the top five universities serving students with disabilities in the United States. The Disabled Students’ Program provides legally mandated classroom accommodations to over 1,200 students with disabilities and was one of the first of its kind in the country. Paul also serves as a member of the Board of Directors of the Berkeley Center for Independent Living and the World Institute for Disability.

source: http://usodep.blogs.govdelivery.com/2012/05/02/disability-employment-policy-what-are-we-missing/

Tuesday, May 1, 2012

Reauthorizing IDEA with Those We Serve

Reauthorizing IDEA with Those We Serve

 

Reauthorizing IDEA with Those We Serve
Reauthorizing IDEA with Those We Serve

Categories: Education Illustration of the Autism Society logo, a ribbon made up of different colored puzzle piecesBy Guest Blogger Lawrence Korchnak, Autism Society Vice President
The Individuals with Disabilities Education Act (IDEA) is a federal law that makes it possible for families to access free and appropriate education for their children with disabilities. The standards established under IDEA impact families and school districts across the country.
IDEA requires all public schools to provide a free and appropriate public education tailored to the specific needs of a child with a disability. One of the key components of the statute is the Individualized Education Plan, commonly referred to as the IEP. The IEP is a written document that outlines a child’s education throughout his educational career. The document defines goals for the student, services needed to help meet those goals and a method of evaluating a student’s progress. Families looking for more information about IEPs and how to prepare for them can visit the Autism Society website.
As a nonprofit organization representing those affected by autism, the Autism Society is taking steps to prepare for the possible reauthorization of IDEA. The Autism Society strives to be a fair and honest broker of information about autism, and an organization that brings reasonable and bipartisan ideas to Washington. That’s why our position on the IDEA reauthorization will be shaped by exactly what families and educators need.
The Autism Society wants to know from parents and teachers which aspects of a child’s educational planning process need to improved, or perhaps need a more complete definition or more focus. The Autism Society’s position on this issue will be shaped by what our constituents express to us. Help us properly represent our constituency and the desires of all disability advocacy groups in this critical moment!
Please sign up for email alerts so you don’t miss the opportunity to contribute in the near feature by visiting http://support.autism-society.org/site/PageServer?pagename=fullreg_form.