We would like to acknowledge the following contributors to this month's STAE issue.
The Sterling Creations accessibility team, Jeff N Marquis and Kerry J Harrison who are our resident business consultants, Scott Savoy our managing editor, Christian Robicheau our assistant editor, and Donna J Jodhan our president.
We are especially delighted to have both Jeff N Marquis and Kerry J Harrison as part of our magazine staff and as our resident business experts because of their in depth knowledge and expertise as special needs business consultants.Both Jeff and Kerry have written many articles and they released their last hot selling book called "Untapped Wealth Discovered."This book was released in mid August 2005 and it has already begun to fulfill promises of being dynamite, explosive, and seismic and we are very sure that many of you will find it extremely valuable, useful and informative.Both the U.S and British governments have already given their blessing to this book and several business experts have also jumped on the band wagon.Marquis and Harrison are off to a flying start.
We believe in this book because it is unique in that it can help you to get back on your feet if you suddenly find yourself without a job, if you are looking for ways to put money away for your kids' education, or if you need extra income to help you live more comfortably.The beauty about this book is that it is based solely on realities and logic and not on those fool hardy get rich quick schemes and false and empty promises.
Here are just a few quotes from some U.S government officials and experts to peak your interest.
"Block buster material.This book has the potential to change the way we reduce our costs, increase our revenues, expand our customer base, and stay ahead of our competition."
"If you are looking for safe ways to protect the future of you and your kids then you should pick up a copy of Untapped Wealth Discovered."
"Marquis and Harrison have affectively provided their readers with logical and common sense ways to generate and create business ideas that will work because they are based on markets that exist.Moreover these markets are going to be around for a very long time to come."
"This book is meant to help the little guy.It's a book for almost everyone.The woman, the entrepreneur, the small business owner, and even the retiree and the college student."
"If you want to avoid those get rich quick schemes and keep your money safe then Untapped Wealth Discovered is an absolute must read for you."
Here is what some readers have to say about "Untapped Wealth Discovered."
From Kelly Strasberg vice president of a mid sized computer company in San Francisco:
"As a woman I am really impressed to see that these authors truly understand our plight in the business world. They acknowledge that there is indeed a glass ceiling for women and they show us how to deal with it in a positive way."
From Mark Gregory a foreman who unexpectedly lost his job at a GM plant in Michigan in 2005:
"It's so hard to know what to do when you suddenly find yourself without a job but this book has helped me to deal with things and turn my life around in a very quick time. I'm back on
my feet and making very good money.Enough to be the bread winner once more."
From Rick Stone a small business owner in Washington DC:
"This is the first book that I've come across where the authors don't even mention a single thing about getting rich quickly.Instead, they talk about ways to take advantage of niche markets, lucrative opportunities, and rising demand."
From Melissa Goldatt a stay at home mom in Baltimore Maryland:
"I like this book because it presents fresh new approaches to creating your own employment.It also helps you to evaluate yourself and that's important to mebecause I am seriously thinking of getting into some kind of business to earn some extra income to help out around the house and I don't want to do something new without first examining all of my options."
From Chris Farrell a retired banker in New York:
"I wasn't sure what I would be reading when I bought a copy of this book but I'm sure glad that I did.If anyone is seriously looking to develop a business then this is the book for you.Marquis and Harrison have truly captured the essence of some very important trends and they talk about using these trends to build safe and sound businesses.Something that most of my colleagues should be thinking of before they retire."
From Laura Peterson a professor in business studies in London England:
"I'm glad to see that someone is finally paying attention to women in the business world.After reading this book I am convinced that women can have more than a better chance of being successful in their own businesses."
From Pierre LaPage a recent graduate in Montreal Canada:
"I was just browsing Amazon when I came across "Untapped Wealth Discovered" and the cover looked interesting enough so I bought it because it did not cost too much.It's cool!It has some very interesting techniques.It does not BS you into false hope and the authors don't try to fool you with big terms and cute phrases.No smoke screens here."
The second edition of "Untapped Wealth Discovered" was released on April 28 and the excitement is already building at break neck speed as these two authors have already been booked solid for the next year in promotional appearances across North America, Britain, and Europe.
The second edition comes as a result of tremendous demand from both readers and clients as well as from the American, British, and Canadian governments.The first edition sold over 50,000 copies in just six months and the experts are openly predicting that the second edition will probably sell well over a quarter million copies within the first year.
Mr. Marquis is a motivational speaker and a highly paid consultant to both the U.S and British governments.He has over 20 years of special needs business consulting and is absolutely delighted to be co-authoring "Untapped Wealth Discovered" with Ms Harrison.His time is filled with speaking engagements, consulting, and traveling around the world to help set up new ventures.
Ms Harrison also has over 20 years in the special needs business-consulting field and her expertise is constantly in demand and among other things she works as a consultant to the U.S government, she is a motivational speaker, and she finds time to work on other projects for large corporate clients, small businesses, and even entrepreneurs.
These two are indeed an unbeatable combination and if you'd like them to help you keep up to date with up to the minute news then you should visit www.untappedwealth.com and check out the business desk.There you will find daily postings by Jeff, Kerry, and their fellow consultants and you can view all of this at no charge.
If you are looking for easy ways to keep abreast with news flashes, news from off the wires, and important developments and trends in the business world then the business desk is definitely for you.
Hello there!This month we would like to publish an article that was sent to us by Shaun Ireland from Ontario Canada.After reviewing it we thought that it would make for very interesting reading.
Given the current discourse on a possible Canadians With Disabilities Act,
this article is particularly disturbing.
The Impact of the Americans with Disabilities Act Research Results
by Dr. John Frank
Braille Monitor, July 2006
From the Editor: Since Monitor readers were invited to assist with this
study, it seems appropriate to report the findings. They are disturbing, if
not very surprising. Here is Dr. Frank's report summary:
In the January 2004 issue of the Braille Monitor I reported the results of
my research with twenty blind volunteers who had requested accommodation for
access to print as allowed by the Americans with Disabilities Act (ADA). In
the January 2005 issue the Monitor published a request for volunteers for a
larger survey project to study the impact of the ADA on the employment of
people with severe visual impairments, funded by the National Institute on
Disability and Rehabilitation Research (NIDRR).
The study focused on how well the ADA functions as a tool to aid in
accomplishing goals. Legal, technical, or philosophical opinions are less
important than whether the ADA tool is used and how well it works. The
essential questions were: Did you request accommodation? Did you receive
anything? Was what you received effective? This was based on the definitions
and examples of disability discrimination and readily achievable reasonable
accommodations found in the text of the ADA and the EEOC/DOJ guidelines.
Request situations in the following five areas were examined: a) job
applications and interviews, b) on-the-job, c) school or training programs, d) government services, and e)
private services. Here is a summary of the research results:
Out of 151 volunteers, 113 (75 percent) described an average of fewer than
three requests each, for a grand total of 311 requests made in all five
areas between January 1, 2000, and December 31, 2004. Thirty-eight people
(25 percent) made no requests in any of the five years. Since a blind person
could request more often than this, I thought the length of the survey might
discourage answers, but the survey respondents estimated they did not make
many requests. They knew they had the right to request, but the ADA tool was
just not used very often.
The survey respondents were asked why they made few or no requests.
Eighty-three responses (53 percent) indicated there was no need for any or
any more employment-related accommodation. Some were not seeking employment,
and others requested and received effective accommodation prior to 2000 and
did not need to make more requests during 2000 to 2004. Sixty-five responses
(40 percent) indicated the ADA request process was a conflict or just an
ineffectual way to obtain access to fulfill one's goals. Some were concerned about
retaliation. Some were denied the right to apply for jobs, transfers, or
promotions, thereby being denied the right to request accommodation. The
reason most often given for not requesting accommodation was that the
request process was too much trouble. The ADA tool was not very efficient or
user-friendly.
Those who made requests experienced the following rates of failure to
accommodate effectively: a) 38 percent during job applications and
interviews, b) 35 percent on-the-job, c) 33 percent by schools or training
programs, d) 60 percent by government services, and e) 52 percent by private
services. The combined weighted average rate for all five areas for the
failure to effectively accommodate was 43 percent, or, conversely, the
combined weighted rate of effective accommodation for all five areas was 57
percent. The ADA tool was effective less than 60 percent of the time overall
with a range of 33 percent to 60 percent failure rate to accommodate
effectively. An individual's tolerance for the failure of other tools may
vary, but reliance on the ADA is likely diminished due to this low level of
reliability. The ADA tool was not very effective.
The accommodations requested fell into three categories. One was equipment,
such as a CCTV, a scanner, or a Braille display, or computer access software
such as a screen reader. The second category was alternate formats or
processes, such as a reader or scribe, braille, large print, or digital
material, or more time, or a change in location. The third category was help
with transportation or orientation and mobility. No requests for equipment
were made to government or private services. In each category requests were fulfilled
or not at nearly the same rate. The type of accommodation requested did not
seem to affect the success of requests. All the requests appeared to be
reasonable, and the requesters and the entities were covered by the law.
Several questions on the survey asked for the requesters' perception of the
quality of the ADA request process. Having to repeat the same request for an
obvious accommodation from the same entity makes the process tedious and may
discourage requests. It sends the message that providing accommodation is a
burden. Of the 82 survey respondents who had ongoing needs and answered the
question, 49 (60 percent) had to ask only once or a few times, while 33 (40
percent) had to ask repeatedly or every time they needed obvious
accommodation such as alternate formats for print material from the same
entity. Of 91 respondents who rated the speed of the process, 45 (50
percent) found the process fast or very fast, 43 (47 percent) said it was
slow or very slow, and 3 (3 percent) did not know. Of 90 respondents who
rated their satisfaction with the process, 61 (68 percent) were satisfied or
very satisfied, and 29 (32
percent) were unsatisfied or very dissatisfied with the request process.
Two other measures of the ADA request process were the requesters' sense of
the willingness of the entity to comply with requests and the difficulty of
the process. These perceptions did not simply mirror whether accommodation
was received and was effective. The process might seem difficult and the
entity seem unwilling even when effective accommodation was provided, or the
reverse could occur. In 11 (9 percent) of 122 unfulfilled situations the
process was viewed as easy or very easy. In 39 (22 percent) out of 178 fulfilled
situations the process was considered difficult or very difficult. In 43 (35
percent) out of 124 unfulfilled request situations the entity was perceived
to be willing or very willing to accommodate. In 10 (6 percent) of 178
fulfilled situations
the entity was perceived to be unwilling or very unwilling to accommodate.
At times the ADA tool will be difficult to use but leads to effective
accommodation, and at times it may be easy to use but leads nowhere. Also at
times the entity required to accommodate may seem unwilling to comply but
will do so anyway, or the entity may seem willing, but that will lead
nowhere. These findings suggest that perceptions, opinions, or attitudes
have less value for describing
or predicting ADA request success than do current behaviors.
Another measure of ADA requests was the requesters' knowledge of the
entity's accommodation history. In 31 (24 percent) of 128 unfulfilled
request situations, requesters thought the entity did not usually
accommodate. In 50 (39 percent) of the unfulfilled situations, requesters
thought the entity usually did. In 47 (37 percent) unfulfilled situations,
the requesters did not know the entity's history. In 10 (5 percent) of 183
fulfilled situations, requesters
thought the entity did not usually accommodate. In 140 (77 percent)
fulfilled situations, the requesters thought the entity usually did
accommodate, and in 33 (18 percent) fulfilled situations, requesters did not
know the entity's history. Requests to entities that are known to
accommodate are more often fruitful, but knowing the entity's accommodation
history will not always reveal or predict its current behaviors.
The ADA appeals process was also examined. People with severe impairments
rarely benefit from any redress process. Only 5 percent win an EEOC
complaint, and most do not get anything even if they win. They may win the
right to sue, but not have access to a lawyer. They lose in court by a huge
margin. A rate of 314 losses to 14 wins for the year 2001 is typical. It is
not a surprise, then, that for this sample appeals were attempted in only 25
percent of 128
situations where effective accommodation was not provided.
Out of 33 appeals, 3 were made to a federal agency and were ineffectual. One
was a lawsuit that was not yet settled. Three appeals were made to a state,
county, or city human rights agency. Of those, 1 was in progress, and 2 were
unsuccessful. The most frequently used avenue of appeal (22) was to contact
someone else in the same organization. Of those appeals 7 were successful,
10 were not successful, and 5 were pending. Of the 17 completed appeals of
failure to accommodate made to someone in the same organization, 41 percent were
successful. The tools for redress of ADA violations were rarely used and
rarely effective.
This was not a random sample. Therefore the results do not generalize to all
people with a severe visual impairment. The 151 survey respondents were from
forty-one states; 66 percent lived in a city, and the rest were about evenly
divided between rural and suburban areas. About 50 percent were totally
blind or had light perception only, 44 percent were legally blind, 6 percent had
low vision, and 54 percent had had a visual impairment since birth. Also 58
percent had a bachelor's degree or higher, 54 percent were female, 87
percent were white, and 50 percent were employed. The average age was
forty-nine, ranging from twenty to sixty-four.
The most troubling findings came from the review of the literature. Rather
than accepting that civil rights for people with disabilities is the law of
the land, the professional literature either ignores the ADA or debates its
merits as though seeking to have the law repealed. The professional,
scientific media, not just the public media, seem to be conducting a silence
or smear campaign against the ADA. The silence and distortions represent
systemic disability
discrimination in academia.
Systemic disability discrimination in research on the impact of the ADA is
perpetrated by perverse-results studies that report that the ADA harms the
people it intended to help. In addition, some professionals redefine the
ADA's purpose, concepts, and processes. The ADA is then measured by those
false concepts and found lacking. Instead of looking into disability
discrimination, which is what the ADA prohibits, some researchers study the
ADA as though it were created to solve all problems for all people with all types of disabilities.
Others say Congress never intended it would do much of anything. Some
researchers act as if the ADA is implemented while others claim research on
implementation of the ADA cannot be done or cannot be done by disability
type.
In highly relevant areas in the social sciences disability discrimination is
ignored or distorted, and the benefits of the ADA are hidden. Vague opinions
may get reported, but behaviors and contexts that contribute to or
constitute disability discrimination are ignored. The law is used to justify
diminishing or dismantling disability support systems on the basis of the
false claims that we now have equal access. People with disabilities are
being blamed for the discrimination they face and for the ADA's limitations. The ADA and
people with disabilities are ignored in relevant areas in research, reports,
and professional textbooks. This is a repeat of the way some writers treated
race and gender civil rights laws.
The confusion created by the professional literature in the past sixteen
years means we have not received pertinent information on disability
discrimination and the impact of the ADA. We were told we have the right to
request accommodation, but until this study there has been no research on
how well requests would be honored. Unless we speak up, disability
discrimination will remain hidden, and the next generation of professionals
will continue to create or evaluate the environment without us. This research begins to provide insight
on the functioning of the ADA as a tool for those who need it, and I hope
this type of research on the implementation and impact of the ADA will be
continued.
Many thanks to the NFB, the Braille Monitor, and the volunteers who made
this research possible. To read the entire report, contact the RRTC on
Blindness and Low Vision at P. O. Box 6189, Mississippi State, Mississippi
39762, phone (662) 325-2001 or <lisa1@ra.msstate.edu> or
<schaefer@colled.msstate.edu>
to order a digital copy for $20 of "A Survey of the Americans with
Disabilities Act (ADA) Accommodation Request Experience of People Who Are
Blind or Have a Severe Visual Impairment."
Business Commentary
Emails in the workplace
September 2006
By Jeff N Marquis and Kerry J Harrison
Hello everyone!Summer is unofficially over and as we enter the month of September we turn our thoughts and efforts to fall and winter.We hope that you enjoyed your summer and that you are well rested and ready for the final push to the end of 2006.
This month we'd like to share some thoughts with you re emails in the workplace and according to a recent item on CNN news, the following stats were revealed.
About 44% of American companies claim to monitor emails in the workplace.
1 in every 3 companies admits to dismissing employees for inappropriate emails.
The use of email monitors is on the rise.
In our opinion there are two distinct schools of opinion on this subject and we'll try to give you as much about each opinion.
For starters:Companies could have very legitimate reasons for becoming more watchful of emails in the workplace.Due to the rise in Internet scams and identity theft, companies need to ensure that outgoing and incoming emails are above board when it comes to protecting confidential company information.Companies also need to ensure that their employees spend the allotted time on legitimate company work and not on frivolous activities such as spending large blocks of time on online shopping and browsing, surfing the Internet for information not really related to company work, and spending too much time on sending and receiving emails from friends and family.
It is very difficult for a company to decide what is and what is not a productive email because after all employees do need to take regular bathroom breaks during the day.It is also a very common theory that these so-called bathroom breaks do help to improve employee morale, increase productivity, and maintain a healthy social atmosphere in the workplace.No company can ever expect an employee to sit at their desk for an entire workday working on nothing else but company stuff.On the other hand, no employee could expect their employer to turn a blind eye to a high degree of email activity if this activity includes chatting with friends and family in an excessive way, or sending and receiving emails based on enquiries to and from outside parties.
The matter at hand is a very ticklish one and we would caution companies to be very careful when it comes to how they monitor the sending and receiving of emails in the workplace.It may be in the interest of any company to create a team of both employees and management to deal with this situation.A company would be well advised to set up such a team so that it could have the opportunity to create and develop email monitoring policies that are fair to both sides, it would be able to see things from both sides of the coin so to speak, and it would ensure that employees would be willing to buy into this.Employing email monitors without first consulting employees could potentially have a very adverse and explosive effect on one's employees.We do not think that any employee would appreciate hearing from their manager that their company has employed email monitors to monitor their emails without first being consulted.
Picture it!You come into work one day and your manager calls a hurried meeting of all of his staff to announce that starting immediately email monitors will be monitoring all incoming and outgoing emails.You are further told that all inappropriate emails will be met with swift action ranging from suspension without pay to being fired.You have no idea what is meant by inappropriate emails and you are very angry and go into an immediate tailspin.You voice your opinion to your manager who is very nervous about this entire situation to start with and now he is not sure what to do.Both sides are angry, mistrustful of each other, and a very bad situation has been created because there was no consultation before these monitors were hired.
In summary:We believe that there is a definite need for the use of email monitors in the workplace so as to deal with the rapidly increasing rate of email and Internet scams.However, in order to maintain a productive and social atmosphere in the workplace, both employers and employees need to come together to develop email-monitoring policies that would be acceptable to both sides.No employee can be expected to perform satisfactorily if they feel that they are constantly being monitored, and no company can expect to remain in business for any length of time if they have employees who do not trust them or they do not trust their employees.
From the soap box
Unlikely scammers
September 2006
By Scott Savoy
Hello!This month I'd like to bring you a story that I grabbed off the news wires last month and like me, I'm sure that many of you will be quite surprised when you read it.I was very surprised but in reality maybe, I should not have been because it seems that these days almost everyone seems to be getting in on the scamming scene.From the youngest to the oldest, it seems that there is no age limit on those scam artists.So here is my story for this month.
Fairly recently out in California, two elderly ladies named Helen and Olga were arrested for an insurance scam.It seems that these two seniors had been running an insurance scam since 1999 and had made over two million dollars up till now.They had set up a scam whereby they were able to get poor homeless men to sign up for insurance coverage and after they had signed up they managed to find ways to kill some of their victims and then claim the insurances.They attracted their victims by befriending them.
Apparently, this scam went unnoticed for this length of time because no one suspected that two innocent looking seniors would or could be involved in such a devious plot.These two elderly ladies used a variety of ways to kill their victims including the use of cars to run down their victims.Their scam was well hatched, well executed, and lived for quite a while till an insurance company became suspicious.
The lesson to this story is that you should be aware of everyone and everything that they sell and offer to you.From the youngest to the oldest, do not take anyone at face value.If a youngster approaches you with a sob story or something to sell, then check it out thoroughly before you decided to help or buy and don't be fooled by an innocent looking face or meager manner.If an elderly person comes knocking at your door looking for help or has something to offer you at bargain prices be careful.Check out their story with a fine toothcomb before you act.If the well dressed professional, the enthusiastic housewife, the pleasant looking neighbor next door, or anyone else for that matter approaches you with something that sounds too good to be true, please take the time to investigate before you go pledging your hard earned income and/or savings.You may just end up saving yourself, your family, and your possessions from unscrupulous persons.
The president's feature
Talking over the disabled
September 2006
Sponsored by Donna J Jodhan
Greetings to all!I hope that all of our readers have had a very good summer and I look forward to your continuing feedback and comments as they are very valuable to us and we do our best to read and answer all of our emails.We can only make our magazine as good as you wish it to be and I personally thank you for your submissions and feedback.This month I have chosen an article that was sent to us by Jamie Hopkins in Columbus Ohio.This article found a corner of my heart as such types of issues are very near and dear to me as I myself am visually impaired.
Thank you Jamie.
Talking over the disabled is an insult to them
By DEBORAH KENDRICK
The Columbus Dispatch, Ohio USA, July 30, 2006
It used to surprise people at times when my 3-year-old would order for
herself in a restaurant. It was important to me to teach my children to
speak for themselves, rather than be spoken about or around, as if they were
inanimate objects. My experience with being the center of such inappropriate
interaction led me long ago to the conviction that speaking for yourself is
vital.
"Would she like the light blue or the dark," a clerk once asked my college
roommate about my preference in jeans.
"She would like to see what you have," said I, reaching for the pair of
brandname pants in her hands.
The insult is commonly recognized by people with visible disabilities.
If you're in a wheelchair, have a guide dog, walk with an unsteady gait or
use a magnifier to see the menu or read the price tags, those accompanying
you will often be asked to read your mind.
For years, I thought this was just a "blind thing," reserved for those of us
who have difficulty making eye contact. I was wrong. Take an aging parent or
a child under 12 shopping, and you'll see what I mean.
"Bring her over here," you are told.
"Have him sit there."
"Would he like cream for his coffee? "
Sometimes, humor lurks in these awkward moments. Years ago, I was in a
Canadian yarn shop with my husband, looking for materials for a crochet
project. He was beginning to tell me about some color options when a sales
representative intervened.
"Does she like lavender?" she asked him.
"I don't know," he said, holding the skein to my nose and pretending to
sign.
"Mmmm, lavender," I announced, taking my cue. "It smells lovely."
He picked up another and whispered its color in my ear.
I inhaled. "Ivory!" I exclaimed. "It's great."
Silliness is sometimes the only way to avoid the sting of insult. I mean, if
a waitress comes up to a table where two people are engaged in animated
conversation, why would she assume that only the one who isn't sitting in
the wheelchair is able to talk? But she does. It happens all the time.
You take your 80-year-old father to the symphony, where he has been going
for some 60 years, and the usher tells you where to "put" him, asks you if
he'd like a program. Probably this man has been speaking, without hesitation, for himself for decades, but now that he doesn't hear well or is leaning on a walker, he has somehow lost "permission" to state his own
preferences.
It may seem a trivial matter, but when you are talked about in the third
person, the message is a clear one of being discounted, irrelevant,
secondary to the situation. Whether you receive this message because you
have a disability, are a child, are from another country or have attained
the age of wisdom, the impact is the same.
I taught my children to order food for themselves because it is a simple way
of building confidence, practicing the lesson that "I matter, and so does
what I have to say."
You can make a difference if you find yourself playing any of the three
roles in this common scenario.
If you are the outsider, speak to the person who is different -older,
younger, disabled, foreign - with the assumption that he or she will
respond.
If you are the companion of the visibly different individual, simply smile
and say "Ask him" or "Tell him" to move the dialogue in the appropriate
direction.
If you are the person being discounted for disability or any other reason,
assert yourself. Answer the question, pick up the conversation on your own -
or, for quick understanding, try talking about yourself in the third person.
You might get a laugh, and you'll definitely be counted back into the
circle.
Deborah Kendrick is a Cincinnati writer and advocate for people with
Hi all!This month I'd like to bring you some news on Wendy's efforts to reduce trans fats in the food they serve.
The Wendy food chain recently started a new thing whereby they are using Soya and vegetable oils in their cooking.They tell us that they are going to use these oils to help reduce trans fats in their chicken and fries by up to 95% and that overall they hope to reduce cholesterol by up to 25%.Four years ago The McDonald food chain promised to do the same but to date they have not done anything.The experts are saying that this may be a good thing for the Wendy food chain to be embarking upon as it may very well attract more customers and show the market as a whole that Wendy's is serious about helping to address the problem of dealing with too much junk food being served by fast food outlets and as well those health conscious and smart eating consumers may find this music to their ears.
On the subject of food chains, I'd like to publish an article that came across our news desk last month and was sent to us by Robin Dacle from Ottawa Canada.This article tells us what types of things are being done in Ontario Canada re accessibility to eateries.
Thank you Robin.
Eateries pledge to boost disabled access; Restaurant chains take steps to
meet rights obligations Ontario report cautions more change needed
Kerry Gillespie
The Toronto Star, July 6, 2006
Twenty-six restaurant chains across the province will make their eateries
more accessible to people with disabilities, says a report to be released
today.
The report outlines the commitments and progress chains as large as
Starbucks, Tim Hortons, McDonald's and Subway have made to ensure everyone,
regardless of disability, can get in and around their restaurants.
It's the culmination of five years of work by the Ontario Human Rights
Commission to get the restaurant industry to voluntarily take steps to
accommodate the needs of customers with disabilities in order to meet their
obligations under the Ontario Human Rights Code.
Under the code, people with disabilities have a legal right to access
premises and services with dignity and without impediment.
"Despite this right, persons with disabilities continue to face daily
obstacles in going about their lives, including when they are accessing
restaurant services," the report states.
Positive changes highlighted in the report include
McDonald's has a five-year plan to deal with barriers in all of its
restaurants.
Great Canadian Bagel has sloped its condiment counters to make it easier for
those using wheelchairs.
Timothy's World Coffee has a staff-training program for assisting persons
with disabilities.
Many restaurants have taken steps to offer Braille menus, and Braille or
tactile signs on washroom doors to assist the blind.
Ontario Human Rights Commissioner Barbara Hall is releasing the report,
Moving Towards Barrier-Free Service, this morning.
"The (commission) believes that these initiatives can, over time, make a
significant impact on the accessibility of the restaurant industry and hopes
that other restaurant chains ... will follow the leadership of these
restaurants," the report states.
But it also cautions they need to do much more.
"Some of the restaurants involved in this initiative are relying heavily on
staff training, education and improved customer service to achieve
accessibility ... (These) will not by themselves remove barriers, ensure
equal access, and bring organizations into compliance with the (Ontario
Human Rights) Code,"
the report states.
There's still a long way to go in improving the design of restaurants to
make sure disabled Ontarians can easily get a slice at Pizza Pizza or a
coffee at Tim Hortons.
The report doesn't provide a dollar figure of how much money it would take
to make restaurants accessible.
When a restaurant fails to provide someone with a disability equal access to
a facility, such as not having wheelchair ramps or automatic doors, it
constitutes discrimination under the Ontario Human Rights Code.
But to do anything about it, someone has to make a complaint to the Ontario
Human Rights Commission, a process that can take years to complete.
Many believe working with restaurants to get them to voluntarily comply is a
faster route to increasing accessibility.
"This is a classic example where accessibility is good for us but it's also
good for business. They want to sell more food, it doesn't help anybody to
keep customers out," David Lepofsky, a disability rights activist, said.
Right now, people with disabilities find many restaurants very difficult to
access or they are totally off limits.
Some restaurants have doors that people using wheelchairs can get in, but
then have counters that are too high. Others have bathrooms that are
accessible but have a step at the front door.
"It's good they're doing work in this area, but we need a commission able to
back it with punch, not with a water pistol," Lepofsky said.
He fears that a controversial bill before the Legislature will take away the
commission's teeth - its ability to force businesses to comply with the
Ontario Human Rights Code if they don't voluntarily choose to do so.
The province says its legislation will streamline and speed up the human
rights complaints process, but activists such as Lepofsky point out it also
removes the commission's role as public investigator and prosecutor in most
cases.
The report states the commission was "impressed by the commitment" of the 26
restaurant chains to addressing restaurant accessibility.
While the restaurants have taken different steps in addressing
accessibility, in general, they have made five commitments
Develop an accessibility policy and customer complaints procedure.
Identify barriers to access.
Develop a standardized accessibility plan for future locations based on the
Ontario Human Rights Code, the Ontario Building Code and guidelines set by
the Canadian Standards Association.
Develop a plan and remove barriers to access in existing facilities, such as
immediately fixing problems that can be easily addressed and/or are
relatively inexpensive, and to phase in any remaining changes needed to
provide full access.
Monitor progress toward achieving accessibility by reporting back to the
commission.
Letters to the editor
September 2006
From the desk of our editor
Welcome to September and here are some letters that we received for this month's issue.
From Sheldon Rinker of San Francisco California:
I recently bought Untapped Wealth Discovered and I'd like to pass on my comments.This book makes for extremely interesting reading and for those of you who are uncertain about your future re your career or what job to accept or what job to leave, read this book.The authors have published two editions in less than a year and they know their stuff.The book is affordable, easy to read, and is crammed with vital info.Before you take the next step to your future please read Untapped Wealth Discovered.
From Lucie Daignon of Quebec Canada:
I'd like to see more women go into business for themselves.Many women would be surprised to know how many opportunities are out there just waiting for them.I really think that if we women make a greater effort to become our own business women then we would gain more respect from our men folk.
From Ryan Cadiz of New Mexico:
I just started reading the blogs at a website called www.utranslate4me.com.A buddy of mine came across it and told me about it.This website may be simple in looks but the business desk link is dynamite.It contains lots of daily blogs on all kinds of subjects.The authors behind these blogs are really cool and are really up to date on their stuff.
From Greg Holmer in Dallas Texas:
This magazine is good but I'd like to see more articles on a wider variety of subjects.Things like sports, business ideas, and more.
From Alexandre Richet of Paris France:
Bonjour!My English is not too good.I try to speak better.I look for someone to help me with my English.I am student in college in Paris.I want to visit America soon.Could someone help me to speak better English?
From Chad Luv of Manchester England:
I think that this magazine is doing a splendid job at highlighting certain areas of interest and concern to us all.However, I'd like to see more articles about kids, women, and seniors.I mean more issues related to these types of persons.
Thanks.
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Notes
If you would like to contribute an article to our magazine then please contact us at:
Comments to the editor can be submitted free of charge.
All submissions are reviewed and you will be notified if yours is chosen.If your submission is chosen we will print it upon receipt of payment.
Are you having difficulty finding qualified translators to translate written documents or audiocassettes?Are you looking for qualified and skilled persons to coach you in the English language?Are you looking for translators to translate your blogs, articles, and newsletters? Are you looking for electronic and audio transcription services?
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If you are looking for new business ideas for yourself, your kids, or even a friend then visit www.untappedwealth.com and there you will be treated to a collection of free ideas and information and you will have an opportunity to purchase either a hard or electronic copy of "Untapped Wealth Discovered" written by Jeff N Marquis and Kerry J Harrison.You will also find up to the minute information on the business desk page, a list of very informative articles on some really important strategies on the top business strategies page, plus much more.
