DISABILITY MANAGEMENT SERVICES in collaboration with Saksham Trust and Equal
Opportunity Cell of Delhi University
PRESENTS
"TILTING AT WINDMILLS"
ATTITUDINAL TRAINING PROGRAM
1. WHAT IS THE "WINDMILLS" TRAINING PROGRAM?
"Windmills" is a high impact, attitudinal-training program developed in the
United States of America. Windmills has been brought to South Africa by
Shakila Maharaj of Disability Management Services and adapted for South
African employers. She now will be in Delhi to introduce this programme to
select group of potential trainers in India to bring this training to our
country. The curriculum consists of 11 sections (modules) that use
participation and discovery as learning vehicles.
2. WHAT IS THE PROGRAM OBJECTIVE?
To introduce the Wind Mills Training Programme to select potential trainers
in India so that they could carry out training in India with the objectives
and modules of the training given below.
To positively transform the attitudes and thereby the behaviors of
employers/managers in order to effectively lead, manage and work with people
with disabilities in the workplace.
DATE AND VENUE OF THE PROGRAMME
The programme is for 4 days from January 27 - 30, 2009. . It will be held at
the DU NTPC ICT Resource centre,
Centrel Library
Arts Faculty
Opposite Sri Ram College of Commerse
University of Delhi
North Campus
Delhi 110007
Sessions will be from 9:30 A.M. till 5:30 P.M.
HOW CAN WE JOIN
There is a registration fee of Rs. 1000 to join this 4 day programme. This
fee includes training materials and Tea/Coffee/meals. There are total of 15
seats for this programme. To register, please contact
Prashant RanjanVerma
Ph: 27662602
Email: [email protected]
3. HOW CAN THE "WINDMILLS" PROGRAM HELP MY ORGANISATION?
Many organisations would like to employ persons with disabilities but find
that fears, biases and myths create barriers in the hiring process. The
training focuses on attitudes and human factors, but it also concerns issues
including legal requirements and accommodation. The modules primarily
consist of exercises relevant to the everyday world of work to which
participants can relate and then remember on the job. The new "Windmills"
program also aims to incorporate language and requirements of various Indian
legislations. The Americans with Disabilities Act of 1990 which as been
influential in shaping Indian legislation is included as a frame of
reference.
4. HOW IS THE PROGRAM DESIGNED?
The curriculum was designed to be easily portable, and it is comprised of 11
training modules that take about one hour each to complete. The modules may
stand alone, or a number of modules can be incorporated into a longer
presentation. It is designed so that the modules can be used to supplement
and enhance on-going training programs within the organisation. The program
targets mid-level managers, human resources professionals and first line
supervisors, however, it can be an effective tool for all employees. Users
of the complete training program will find increased communications within
the organisation.
Although Indian legislation prohibits employment discrimination against
persons with disabilities, attitude often remains as the most significant
barrier to employment. The "Windmills" curriculum seeks to remedy
attitudinal barriers.
5. WHY USE THE "WINDMILLS" PROGRAM?
"Windmills" works! Employers who use the program report a significant
increase in the hiring of people with disabilities. Supervisors feel more
confident in working with disabled persons after the training. Managers feel
more confident about supervising employees with disabilities. "Windmills"
helps employers successfully include people with disabilities as a valued
labour resource.
"WINDMILLS" MODULES
MODULE 1 - EMPATHY
MODULE 2 - THE STORY
MODULE 3 - THE CALENDAR GAME
MODULE 4 - RUMOUR GAME
MODULE 5 - PROFILE
MODULE 6 - INTERVIEW
MODULE 7 - PICK A DISABILITY
MODULE 8 - ASK IT BASKET
MODULE 9 - ENCOUNTER
MODULE 10 - WHOSE FAULT
MODULE 11 - REASONABLE ACCOMMODATION
KEY OUTCOMES/BENEFITS OF THE WINDMILLS PROGRAM
OUTCOME 1 - New Insights: Paradigm Shift
Participants explore their misperceptions, prejudices and myths towards
people with disabilities and the sources from which they originate. The
modules take the participants through an ingeniously designed soul searching
process of self-discovery whereby the participants experience new growth in
their understanding of the world of people with disabilities. In letting go
of these limiting thoughts, new beliefs and values are formed, characterised
by open mindedness and objectivity.
BENEFITS
1. This paradigm shift shows itself not only in changed attitudes
towards people with disabilities but also permeates the management style of
the participant. People management skills are enhanced and all employees
benefit, disabled and non-disabled. The organisation gains a better
adjusted manager with improved leadership qualities.
2. The manager's attitude towards people with disabilities in turn
influences the attitude of the team. Co-workers learn to respect and value
the contributions of their disabled counterparts. They are no longer seen
as token positions but as legitimate players and an integral part of
business success.
OUTCOME 2 - Increased Confidence
Participants acquire new confidence in managing their relationships and
interactions with people with disabilities.
BENEFITS
1. Managers develop an open and transparent communication style towards
employees with disabilities. Consequently more effective supervision results
and both negative and positive situations are handled appropriately. The
organization gains in enhanced team working and improved employee relations.
OUTCOME 3 - Greater competency fit - Job and Person
The comprehensive and in-depth understanding of disability issues provided
by the modules leads to effective recruitment, selection
BENEFITS
1. More people with disabilities are employed, not because they are
disabled, but because their abilities are recognized and competencies
accurately assessed and matched to the outputs of the job. The organization
has benefited by gaining access to a wider talent pool from which it can
recruit.
2. A successful competency fit results and superior performance job
satisfaction for employees with disabilities. Furthermore, human resources
development improves since managers are better able both to
recognize and develop employee potential for advancement.
3. A greater competency fit means lower employee turnover. Recruitment
costs are reduced and talent retention increased. A greater
return-on-investment on employee development results. A win-win situation is
achieved both for employees with disabilities and the organization.
4. A major beneficial spin-off from this outcome is the retention of
talents and competencies and the continued productivity and employment of
persons disabled through occupational injury. The often unnecessary and
costly exercise of medical boarding and its more costly and destructive
result of excluding the economic participation of people with disabilities
is greatly reduced.
OUTCOME 4 - Social Responsibility
Windmills leave participants with a heightened sense towards social
responsibility. There is an acute awareness and recognition of the
inequities experienced by people with disabilities and it's sources.
Participants internalize the role of change agents and disability champions.
BENEFITS
1. Managers awaken to the social responsibility and business value of
employing people with disabilities. They embrace and implement more readily
the principles of diversity management and employment equity in the
workplace.
2. The organization gains in that greater legislative compliance is
achieved and major costs from legislative contraventions and litigations are
reduced.
3. A corporate culture of inclusion together with a corporate image of
a progressive, equal opportunity employer emerges.
SOUTH AFRICAN ORGANIZATIONS THAT USED THE "WINDMILLS" PROGRAM
First National Bank
Standard Bank
FASSETT
Bank Seta
Service Seta
Transnet
Eskom
Total SA
Sun Coast Casino
National Government:
Department of Social Development
Department of Labour
Provincial Government:
Western Cape
Eastern Cape
Gauteng
Kwa-Zulu Natal
Gauteng Provisional Hospitals
Disabled Person's Organizations
AMERICAN ORGANISATIONS USING THE "WINDMILLS" PROGRAM
BUSINESS
IBM Corporation Atlantic Richfield Company
(ARCO)
Digital Equipment Co. AT&T
General Electric Co. Lockheed Corporation
Syntex Corporation U.S. Bancorp
Bank of America Prudentail Insurance Co.
TRW Corporation Aerojet
Xerox Corporation ITT
Chevron USA Fairchild Camera and
Equipment Co.
The Carnation Company U.S. West Communications
Rockwell International McDonald's
Bechtel Corporation Northrop Corp.
Hughes Aircraft Hewlett-Packard
Wells Fargo Bank Canadian Broadcast
Assoc.
Canadian Banking Co.
GOVERNMENT
The President's Committee on Employment of People with Disabilities
U.S. Department of Health and Human Services
California Employment Development Department and Department of
Rehabilitation
Social Security Administration
NASA
National Institute of Health
Department of Army
Department of Navy
Equal Employment Opportunity Commission
Manpower Services, England
State department of Water Resources
States of Ohio and Alaska
U.S. Department of Labour
U.S. Department of Agriculture
U.S. Department of Education
U.S. Marine Corps
U.S. Office of Personnel Management
U.S. Department of Corrections
U.S. Conference of Mayors
Central Intelligence Agency
COMMENTS FROM "WINDMILLS" TRAINEES
" All I can say about the training is that our employees that have gone
through "Windmills" now are hiring disabled individuals".
Staff, Internal Revenue Service
"Excellent design. It was evident that a lot of thought and feeling has
gone into the program. It addressed many of the problems our supervisors
are having who employ disabled persons".
Administrator, Kaiser-Permanente Medical Centre
" I will feel much more comfortable working with persons with disabilities".
Personnel Manager, ARCO
" I have a totally different outlook on disabled individuals thanks to this
program. I feel like my eyes have finally been opened."
Personnel Staff, TRW
"This workshop was excellent and the information will be used in my present
position to break down attitudinal barriers."
Personnel Manager, Prudential Insurance Company
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