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.
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.
Asking questions related during interviews is discriminatory. However, employers can ask about the qualifications that the candidate has. The employee can disclose the information voluntarily if they believe that it will be helpful in the process. The employee has to explain how they intend to carry out their duties with or without accommodation. The employer and the employee should work together to determine the kind of accommodation that will needed.
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.
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.
Asking questions related during interviews is discriminatory. However, employers can ask about the qualifications that the candidate has. The employee can disclose the information voluntarily if they believe that it will be helpful in the process. The employee has to explain how they intend to carry out their duties with or without accommodation. The employer and the employee should work together to determine the kind of accommodation that will needed.
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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