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.
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, 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.
The employer is required by law to keep the medical information of the employee confidential. Such information can only be disclosed in select cases. This would include, for example, when there is a need to make special accommodation arrangements, in case of an emergency that requires medical attention and in the case of claim settlement by insurers.
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.
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, 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.
The employer is required by law to keep the medical information of the employee confidential. Such information can only be disclosed in select cases. This would include, for example, when there is a need to make special accommodation arrangements, in case of an emergency that requires medical attention and in the case of claim settlement by insurers.
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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