Intellectual (developmental) disabilities have until recently been known as mental retardation. Stigma associated with the use of this name has necessitated the name change. Affected persons usually have varying degrees of cognitive impairs and also exhibit maladaptive behaviors. Many have difficulties learning new skills. You need to understand a number of things about individuals with intellectual disabilities in Portsmouth, VA so as to be better placed to assist them.
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.
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.
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.
In adulthood, they lead near normal lives and usually live independently. Statistics show that a majority of adults with this disability are either unemployed or underemployed. Advocacy groups have made efforts to ensure that as many of them as possible get involved in community work.
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.
During a job interview, asking about whether a prospective employee has intellectual disability is considered an act of discrimination. Asking for qualifications or job experience is, however, acceptable and one may easily discern the fact that the applicant has a developmental disability. If the prospective employee decides to disclose the information voluntarily, the employer can ask about the kind of accommodation that they would need.
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.
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.
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.
In adulthood, they lead near normal lives and usually live independently. Statistics show that a majority of adults with this disability are either unemployed or underemployed. Advocacy groups have made efforts to ensure that as many of them as possible get involved in community work.
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.
During a job interview, asking about whether a prospective employee has intellectual disability is considered an act of discrimination. Asking for qualifications or job experience is, however, acceptable and one may easily discern the fact that the applicant has a developmental disability. If the prospective employee decides to disclose the information voluntarily, the employer can ask about the kind of accommodation that they would need.
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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