"Underutilized" - that’s the word used by the Office of Disability Employment Policy (ODEP) in the U.S. Dept. of Labor when it reported in November that ODEP and the Society for Human Resource Management formed an alliance to "encourage and promote the employment of people with disabilities."  YAHOO!!, sigh.

The formal alliance, a first for ODEP with a major organization, is intended to ensure that SHRM and ODEP collaborate in this national effort by providing information, guidance, and access to resources.  "This alliance formalizes the relationship we have with SHRM, benefiting SHRM as it serves its membership with the resources ODEP brings to the table and offering ODEP the opportunity for broader contact with human resource professionals," said Roy Grizzard, assistant secretary of labor for disability employment policy.

"The new relationship will target areas in training and education, outreach, communication, and technical assistance, and it will promote a national dialogue on the employment of persons with disabilities - a human resource that is underutilized, ODEP stated.  The partnership will provide recruitment, hiring, and advancement information through educational, access, and research activities.  SHRM has more than 205,000 individual members, more than 550 affiliated chapters, and members in more than 100 countries.

Workin' 9 to 5, what a way to make a livin' Barely gettin' by, It's all takin' and no givin' They just use your mind, and they never give you credit It's enough to drive you crazy if you let it

"Workin’ 9 to 5" written/sung by Dolly Parton

Ms. Parton’s sarcastic remarks may be applicable in many cases - but first you have to have a job, SHRM/ODEP alliance or not.

Herb Drill and Maria Clark-Adragna

Maria J. Clark-Adragna targeted that topic in her keynote address at the three-day World Congress on Disabilities and Expo at the Pennsylvania Convention Center in Philadelphia.  She addressed "Interviewing Skills - Interviewing a Candidate with a Disability," and zeroed in on the interviewer and the interviewee, with a woman in mind.

She maintains that "if you don't make waves, no one will know you've been swimming," and her seminars/workshops for businesses, educators, medical communities, and the public are intended "to help recognize and understand the laws concerning people with disabilities."

It wasn’t easy from the get-go.  Clark-Adragna doesn’t know her father, was long ago estranged from her mother, and was raised by grandparents, Camillo and Mary Adragna, a Sicilian couple she revered so much she has attached their name to hers.  She was born with Osteogenesis Imperfecta, "Brittle Bones," a genetic disorder characterized by bones that break easily, often for no apparent cause.  The genetic disorder affects the body’s production of collagen.  Clark-Adragna had collagen deficiency, but after puberty the amount of bone breakage declined.  Six surgeries corrected her arms and legs, which were bowed.

With her focus on becoming an actress, Clark-Adragna has been featured in musicals Beehive, Godspell, and Anything Goes.  She has been featured in off-Broadway plays: Another person is a foreign country, The Perfect Life, Romance Mystery Theater, and her own one-woman show about her life, Maria.  She created and hosted her own talk show; "The Open Circle," which aired on access cable stations across New Jersey.

As an advocate, Clark-Adragna has worked with the Middlesex County (NJ) Dept. of Human Services and the County Office for the Disabled.  A professional speaker on diversity and disability awareness, her speaking engagements have been for, among others, Drew University, Exxon Corp., Johnson & Johnson Co., United Way, Rutgers University, and New York University.  On those occasions and others, she has emphasized "misconceptions that surround disabilities can generate discrimination in the workplace, as well as housing and social situations."

WCD Expo is one of the largest events for people with disabilities and all who are affected, such as family members, friends, healthcare professionals, caregivers, and educators.  More than 200 exhibitors displayed products and services designed to ease and enrich the lives of individuals facing a range of challenges. "Another winner was an exhibit showcasing the works of professional artists with disabilities," said William Schwaninger, president/CEO of WCD Expo Inc.  "This component appeared in conjunction with All About Art at MossRehab, an international juried exhibit and sale by artists with disabilities held at MossRehab Einstein, in Elkins Park."

"Underutilized" - that’s the word used by the Office of Disability Employment Policy (ODEP) in the U.S. Dept. of Labor when it reported in November that ODEP and the Society for Human Resource Management have formed an alliance to "encourage and promote the employment of people with disabilities."

The formal alliance, a first for ODEP with a major organization, is intended to ensure that SHRM and ODEP collaborate in this national effort by providing information, guidance, and access to resources.  "This alliance formalizes the relationship we have with SHRM, benefiting SHRM as it serves its membership with the resources ODEP brings to the table and offering ODEP the opportunity for broader contact with human resource professionals," said Roy Grizzard, assistant secretary of labor for disability employment policy.

"The new relationship will target areas in training and education, outreach, communication, and technical assistance, and it will promote a national dialogue on the employment of persons with disabilities - a human resource that is underutilized, ODEP stated.  The partnership will provide recruitment, hiring, and advancement information through educational, access, and research activities.  SHRM has more than 205,000 individual members, more than 550 affiliated chapters, and members in more than 100 countries.

For the interviewer, Clark-Adragna stresses the first consideration is setting up the interview: "For example, is the office wheelchair accessible?  What questions can and can’t be asked, plus issues regarding interviewing and hiring a candidate with a disability.  For the interviewee, often, the most difficult hurdle is addressing misconceptions an interviewer has regarding disability." She claims "functional disability statements" allow individuals with disabilities to address concerns or issues that prospective employers have related to hiring them."

She contends the "most important components" of a functional disability statement are:

• Focus on your positive attributes
• Use no medical jargon
• Emphasize how you can do the job using compensatory skills
• Address common misconceptions
• Answer questions you think the employer may hesitate to ask you.

People with disabilities remain a largely untapped workforce, says John Wagner, president of the First Coast Business Leadership Network, in Jacksonville, Florida.  The network, which includes about 50 employers, promotes hiring and training of people with disabilities.  Governor Jeb Bush was the keynote speaker at the group's kickoff event at Blue Cross and Blue Shield of Florida headquarters.  Still, Forbes Magazine stated recently, "As long as there have been job applicants, there have been application gaffes.  Today, with e-mail as the preferred mode of corporate communication, that embarrassing camera phone picture or salacious Internet message to a co-worker quickly travels far beyond company walls.  So, too, can a boastful résumé or cover letter.  Employers often check out potential hires on social networking sites, so consider deleting that picture of you funneling beer or flashing the camera."

Wagner said hiring the disabled can help ease the impending U.S. labor shortage as millions of retiring baby-boomers leave for points undiscovered.  Employers expect a shortage of 10 million workers by 2010, states the U.S. Bureau of Labor Statistics.  The unemployment rate among disabled workers is 65-75%.

Employer attitudes are one reason for the high unemployment rate, advocates say.  Some businesses worry they might have to incur added costs to retrofit offices for wheelchair-bound, or visually-impaired employees.  About "75% of the folks with disabilities require accommodations that cost less than a $1,000," Wagner said.  They know nothing about the federal tax breaks.

Clark-Andragna asserts "It is now more important than ever to be proactive in understanding these issues."  In her wheelchair, she wants to teach others how they can take charge of their handicaps "instead of handicaps taking charge of them." She figures "75% of the disabled population is unemployed.  There’s so much out there for them, but the issues they’re facing are getting hired and getting to and from work."  A full time representative for Borders Books in Bridgewater, New Jersey, she is met by people daily.  Some are able to address her properly, others choose to avoid her.  Then, there are some children who can’t help but point and stare.

"I’m three feet tall, so I’m their size," she said. "I usually tell them, when they’re young, I say, "I’m small like you, but I’m older like you’re mommy."  But I’ve had parents literally take their child and turn them around in the other direction.  I’ll move so I’m in view of the child.  When I have discussions with children and parents, I stress to them that just because you’re different doesn’t mean something’s wrong."

Sometimes, adults will ask her questions, which doesn’t bother her.  Once in a while, someone will ask if she can have sex.  My answer is "yes, but not with you," she said.  "I think the majority of the population believes people who are different are lacking humanity.  Sexuality is part of that.  I have to lecture about that because I am a woman, I’m single and I’m 36.  Beauty and disability doesn’t seem to go together, and that’s bad."

Before you interview for that cushy opportunity, Clark-Adragna advises that you ask yourself: What do I know about the company? What do I know about the job? Can I fulfill the duties? What accommodations would I need?

In line with the last one, she suggests checking the Job Accommodation Network (800-526-7234, V; 877-781-9403, TTY), a free consulting service designed to increase the employability of disabled people.  She maintains that companies such as Starbucks, Johnson & Johnson, and others are amenable to hiring the disabled, but "go online or to the library and check Standard & Poor’s corporate descriptions or Hoover’s Web site.  Do your research - and dress for success."

To Clark-Adragna, her handicap is merely an accessory, like glasses.  Her condition has never stopped her from living.  She drives a van, lives in an apartment that isn’t handicapped-accessible. "Borders is being extremely encouraging because they know this is where my heart is," she said.  "I have something people are generally curious about.  At some point you have to measure what you’re worth."