- Cover Page
- Title Page
- Copyright Page
- Contents
- Foreword: Roads More Easily Traveled
- Preface: An Opportunity—Not a Responsibility
- Acknowledgments
- Chapter 1: Gain a Better Awareness of Disability
- How Inclusive Recruiting Will Help You Prepare for Coming Changes in the Employment Landscape
- Why Your Diversity Initiative Needs to Include Disability
- How to Choose the Right Disability Awareness Trainer for Your Company
- The Right to Self-Determination for Individuals with a Disability in Today’s Workplace
- How Individuals with a Disability Define Inclusion
- The Role of Maturity and Self-Esteem in an Individual’s Approach to Disability
- How Learning to Live Well with a Disability Can Have an Upside
- Chapter 2: Foster a Company Culture That Is Receptive to Disability
- Put Your Diversity Values into Practice
- Create a Work Environment That Values Diversity
- Workplace Interdependence Makes Disability Irrelevant
- Bridge Builders Can Be Valuable to Your Corporate Culture
- Job Seekers with a Disability Can Add Elasticity to Your Workforce
- How You’ll Know Your Inclusion Efforts Are Working
- Chapter 3: Make Your Recruiting Efforts Disability Inclusive
- Frequently Asked Questions About Hiring Employees with Disabilities
- What You as an Employer Need to Know About Current Interpretations of the ADA
- Considering Volunteer Experience May Be Essential in Fully Evaluating a Job Candidate
- Not All Volunteer Work Is the Same When Evaluating a Job Candidate
- How to Locate Job Candidates with Disabilities on the Local Level
- Using Job Fairs to Recruit Candidates with a Disability
- Locating Job Candidates with Disabilities Online
- Recruiting Qualified Job Candidates with Disabilities on College Campuses
- How to Make Your Screening Process Inclusive
- Four Barriers Job Candidates with a Disability Encounter When They Interview for a Job
- Chapter 4: Identify Job Candidates Who Will Thrive in Your Corporate Culture
- Job Candidates Who Approach Employment from an Entrepreneurial Perspective
- Job Seekers Who Are Successfully Operating Small Businesses
- People Who Have Moved Beyond Self-Absorption to Become Fully Engaged Members of Society
- Individuals Who Take Personal Responsibility When They Become “Easy Marks” While at Work
- How to Identify Individuals with Emotional Intelligence
- Job Candidates Who Can Gracefully Accept and Decline Help
- Individuals Who Can Carry Their Load as Members of Your Team
- Job Seekers Who Possess the Authenticity Valued in the Business World
- Targeting Candidates Who Are Willing to Take Reasonable Risks
- Chapter 5: Approach People Management from a Disability Perspective
- How Self-Esteem Affects Workplace Performance and Behavior
- Avoiding Paternalism in the Workplace
- Assigning a Mentor for Your Newly Hired Employee with a Disability
- Using Your Leadership to Help an Employee with a Disability Grow in His Job
- Removing Intentional and Unintentional Barriers to Achievement for Employees with a Disability
- Adaptive Technology Is Making Major Forms of Disability Irrelevant in the Workplace
- FAQ: Guidelines on Reasonable Accommodations for Employees with Disabilities Under the ADA
- Accommodations for Adaptive Technology: Who Should Pay for What Under What Circumstances
- When a Worker with a Disability Tries to Put One Over on You
- FAQ: Guidelines on Confidentiality for Employees with Disabilities Under the ADA
- How to Prevent a Disability Discrimination Lawsuit
- Curtis Bryan and Randy Hammer Make Blindness Irrelevant in Serving Customers
- Appendix A: Comprehensive Resource List for Hiring People with Disabilities
- Appendix B: About eSight Careers Network
- Appendix C: eSight Careers Network Article Links
- Index
Perfectly Able
How to Attract and Hire Talented People with Disabilities
Lighthouse International Compiled and Edited by Jim Hasse
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