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.
No cause is found in a majority of the cases of developmental disability. However, theories revolve around genetics, social influence and the environment. Fortunately many of the persons that are known to have this condition have the mild form and have IQ scores ranging from 50 to 70. Their biggest challenge comes in the classroom where they tend to have difficulties in developing cognitive skills and their social behaviors fall short of what is expected of their peers.
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.
Accommodation is needed to enable persons who have special needs gain meaningful employment by providing some form of assistance. The extent of assistance varies depending on the degree of the problem. Some of the facilitative activities that can be undertaken include providing assistance in the area of reading and interpreting literature in the event that such a deficit exists. Other ways in which this can be achieved is through direct demonstration of job skills and making interviews more practical and less theoretical.
In adulthood, many of them lead independent lives. The main problem is that many are unemployed or underemployed in spite of their desire to take up jobs. There has been significant discrimination over the years with regard to the hiring process in many companies where applicants known or perceived to have special needs are discriminated against. This has slowly been changing thanks to efforts by advocacy groups.
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.
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 have a major role to play in preventing the harassment of these employees. One of the ways that this can be achieved is by creating written policies on how fellow employees and the management are to work with them (the employees with special needs). The policy should specify the course of action that is to be taken in the event that such cases are reported. Other methods that can be used include periodic training, staff meetings and employee handbooks.
No cause is found in a majority of the cases of developmental disability. However, theories revolve around genetics, social influence and the environment. Fortunately many of the persons that are known to have this condition have the mild form and have IQ scores ranging from 50 to 70. Their biggest challenge comes in the classroom where they tend to have difficulties in developing cognitive skills and their social behaviors fall short of what is expected of their peers.
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.
Accommodation is needed to enable persons who have special needs gain meaningful employment by providing some form of assistance. The extent of assistance varies depending on the degree of the problem. Some of the facilitative activities that can be undertaken include providing assistance in the area of reading and interpreting literature in the event that such a deficit exists. Other ways in which this can be achieved is through direct demonstration of job skills and making interviews more practical and less theoretical.
In adulthood, many of them lead independent lives. The main problem is that many are unemployed or underemployed in spite of their desire to take up jobs. There has been significant discrimination over the years with regard to the hiring process in many companies where applicants known or perceived to have special needs are discriminated against. This has slowly been changing thanks to efforts by advocacy groups.
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.
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 have a major role to play in preventing the harassment of these employees. One of the ways that this can be achieved is by creating written policies on how fellow employees and the management are to work with them (the employees with special needs). The policy should specify the course of action that is to be taken in the event that such cases are reported. Other methods that can be used include periodic training, staff meetings and employee handbooks.
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