WINDMILLS TRAINING GOALS AND OBJECTIVES
WINDMILLS is based on the concept that attitudes about persons with disabilities are instrumental in forming behaviors toward individuals with disabilities. If supervisors change the attitudes they have about persons with disabilities, they will be more open to changing their own behaviors. The Windmills program will promote the employment and advancement of persons with disabilities.
WINDMILLS has a proven history of assisting those with and without disabilities to better understand the culture of disability in the workplace. It is best defined as an employer-employee training tool designed to change attitudinal barriers and create a new perspective on the unique abilities of individuals. It accomplishes this by offering modules wherein participants and a professional trainer interact. Although there are twelve modules, training sessions may vary from a single module to several modules or all of the modules in one or a series of workshops.
WINDMILLS is implemented most effectively by a Windmills professional trainer who has excellent communication skills, a disability, or is a strong disability advocate. It is imperative that the trainer be well-versed in the delivery of the 12 modules.
WINDMILLS USERS
As an employer-employee awareness program, WINDMILLS has expanded from a Human Resources’ and Administrators’ program to include all levels of employment in:
- For-profit and corporate businesses
- Non-profit organizations
- Government agencies at the local, state,
and national levels
- Advocacy groups
- Academic institutions from elementary through post-secondary
Through participatory exercises, participants are able to identify emotions, stereotypes, and attitudinal barriers that may make them less effective managers when dealing with persons with disabilities. Through group discussions the participants will reach an understanding of those attitudes, and will learn methods and techniques to assist them in becoming more effective managers.
THE 12 MODULES INCLUDE:
MODULE 1: THE STORY MODULE
Ice breaker exercise that allows participants to realize that they have all had experiences with disabilities or persons with disabilities and can identify with the importance of disability inclusion.
MODULE 2: PICK A DISABILITY
Examine stereotypes associated with common disabilities and illustrates participants’ emotional reactions to specific disabilities. Helps participants understand how an individual’s prior perception of a disability can keep successful applicants with disabilities from being hired.
MODULE 3: PROFILES
Examine how stereotyping of persons with disabilities may impact employment decisions and teaches participants to evaluate on a case-by-case basis each person with a disability.
MODULE 4: REASONABLE ACCOMMODATION
In this interactive exercise participants are asked to evaluate the potential needs of persons with disabilities and to formulate possible creative solutions. Participants learn the interactive communication process to develop reasonable accommodations.
MODULE 5: DISABILITY – FACT OR FICTION?
This diversity disability inclusion module is an exercise wherein participants complete a questionnaire and review their knowledge about disabilities. The goal is to become more comfortable and effective in our workplace interactions with people with disabilities. Participants become aware of respectful etiquette and language for creating a comfortable work environment and they learn the basics of disability employment law.
MODULE 6: TAKING THE EMOTION OUT OF EMOTIONAL DISABILITIES
This exercise introduces the concept that persons with emotional disabilities are also able to perform on the job as effectively as persons without emotional disabilities. Participants learn to objectively consider reasonable accommodations for persons with emotional disabilities.
MODULE 7: THE CALENDAR GAME
This exercise gives participants a chance to formulate better ways to utilize employees with disabilities. The activity includes interactions between four departments within the same company needing to resolve a schedule problem while examining the dynamics of the groups’ interactions with their new employees with disabilities.
MODULE 8: TRAUMATIC BRAIN INJURIES
This module will introduce participants to practical information about traumatic brain injury (TBI) as well as participants’ assumptions and beliefs about how traumatic brain injuries affect job performance. Participants identify effective ways to accommodate employees with traumatic brain injuries.
MODULE 9: ENCOUNTER
This interactive session will help participants feel more confident and relaxed in dealing with disabilities. Participants are able to ask questions to a panel of people with disabilities in a safe, information-sharing environment. This exercise may be combined with Module 12 - Ask It Basket.
MODULE 10: WHOSE FAULT
A successful diversity program is reflected in a company’s hiring practices, and is embedded in the company’s culture. The hiring and promotion of persons with disabilities relies on an integrated working relationship among many levels of management and staff. Participants will hear examples of how “miscommunications” can impact the workplace. Participants will then determine where miscommunication occurred and brainstorm strategies that might have prevented the miscommunication.
MODULE 11: THE RUMOR GAME
This exercise is designed to illustrate how rumors and inaccurate information can affect the employment and return to work of people with disabilities. It offers practical suggestions for avoiding rumor problems that can arise when employing people with disabilities.
MODULE 12: ASK IT BASKET
This exercise is designed to reduce inherent fears about asking questions regarding disabilities or persons with disabilities. Participants will learn simple and easy ways to get answers to any future questions they or their co-workers might have about disabilities.
