| MODULE 1 |
Establishes group and individual identity.
Provides opportunity for participants to better
understand their own feelings and the feelings that an
employee with a disability may experience in a
first-encounter situation. |
| MODULE 2 |
THE STORY A warm-up exercise that allows
participants to share personal experiences theyve had
with disabilities or with persons who have disabilities. |
| MODULE 3 |
THE CALENDAR GAME Shows the intensity of
competition among people and manifests the dynamics
of group interaction. Illustrates how a disabled
employee can be excluded from contributing to a
company. |
| MODULE 4 |
RUMOR GAME Shows that rumors can be frequent
fixtures in the work place. Shows how and why rumors
quickly become distorted as they spread and how they
can have a negative impact on the job environment for
a person with a disability. |
| MODULE 5 |
PROFILE Points out how employers have a tendency
to predetermine where a person with a disability can
work. This may be attributed to an employers lack of
experience or limited exposure to the wide range of
disability. Job matches on a case-by-case basis are
explored. |
| MODULE 6 |
INTERVIEW Demonstrates the critical importance of
asking questions in the interview to resolve concerns
about hiring. Participants receive helpful hints on what
to say and how to say it. |
| MODULE 7 |
PICK A DISABILITY Allows individual fears and
stereotypes about disabilities to surface. Such
attitudes that are based on experience (or a lack of
experience) of a disability affect a persons willingness
to hire a disabled individual. It brings out participants
fears about disability and demonstrates how easily
emotional reactions to disabilities can be transferred. |
| MODULE 8 |
ASK IT BASKET Provides a safe environment for
participants to ask questions about disabilities by
giving them the opportunity to question anonymously.
Embarrassment is avoided, and the answers come from
the group. |
| MODULE 9 |
ENCOUNTER Includes discussion with a panel of
individuals with disabilities in a non-competitive,
relaxed and information-sharing atmosphere. |
| MODULE 10 |
WHOSE FAULT Demonstrates how prejudices cause
us to personally limit the employment of persons with
disabilities because of our limited exposure to the
variety of disabilities. |
| MODULE 11 |
REASONABLE ACCOMMODATION Looks at potential
needs of workers with disabilities and possible
solutions. Includes a review of the enclosed ADA
question/answer sheet on the more frequently asked
questions about ADA requirements. |
| APPENDIX |
Includes a "Windmills" program planning guide and
checklist, examples of job accommodations, a list of
recommended, related films/videos, a disability
etiquette guide, an overview of disability legislation,
and general resource information. |
Keynote presentations on the "Windmills" group training or
Train-the-Trainer workshops can be arranged through
Milt Wright & Associates, Inc. by calling (800) 626-3939.
