SPECIAL FOCUS
The Inclusion Team
Advice From an SRA and its member park district for including
people with disabilities in recreation programs
BY CRAIG CULP, CLP AND LINDA MATHIS
Justin, an 11-year-old child with autism, has
participated in recreation programs of the Morton
Grove Park District alongside 11-year-olds without
disabilities for the past five years. Professionals in
the field call this recreation experience "integration"
or "inclusion."
Inclusion is a service provided by the Maine-Niles
Association for Special Recreation (M-NASR), and
its partnership with the Morton Grove Park District
has proven successful for both agencies as well as
rewarding for Justin and his family.
Realizing that inclusion is an ever-changing
process, the park district and M-NASR have
developed a systematic approach to their inclusion
process that has met great success. Although it is not
foolproof, following a consistent set of steps has
resulted in successful placements making this a win-win for participants, families and staff alike.
According to Sue Bear, executive director of M-NASR: "Inclusion allows us to bring people with
disabilities into traditional park district
programming... the effects of which are extremely
positive for both the inclusion participant and all of
the other program participants. The benefits of this
interaction are measured in increased understanding
of lifetime leisure pursuits and lasting friendships."
The inclusion placement process begins when a
resident of Morton Grove with a disability chooses to
participate in a program offered by the park district.
The M-NASR staff is called for assistance either by
the participant or park district staff. Through
observation, the M-NASR inclusion supervisor
assesses the participant's needs in the program. Every
attempt is made to ensure the program is as beneficial as possible for all participants. As a result of this
assessment, M-NASR staff can provide the park
district with any or all of the following services:
• Educating park district staff regarding the needs
of persons with disabilities;
• Sharing resources;
• Developing behavior plans;
• Purchasing and using adapted equipment;
• Additional staff for a short- or long-term basis.
The additional staff hired by M-NASR for the
purpose of inclusion are called "leisure companions."
In some instances, a leisure companion can disrupt
the continuity of the program, unless the staff from
both agencies are adequately prepared for the addition
of a new staff member. It is the responsibility of the
supervisors from both agencies to prepare and
orientate their staff to positively accept the new staff in
the program. We have found that conflicts between
the park district staff and M-NASR staff can be
avoided by working as partners and team members
within the inclusion process.
By following the guidelines shared below and
adopting a "can-do spirit," we have been successful in
introducing a new staff member to existing programs.
1. The park district maintains a proactive philosophy
on inclusion and M-NASR assistance with programs.
• M-NASR is always included as part of the park
district's staff's orientation process.
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THE INCLUSION TEAM
• The park district and M-NASR view one another
as teammates, not separate agencies.
• At the park district the ADA Compliance Officer
is responsible for all inclusion records and acts as
the contact and staff liaison in all inclusion
matters.
2. The park district supervisors agree with and
support the inclusion process.
• All supervisors are intimately involved in the
inclusion process from beginning to end.
• Full-time staff acts as advocates for the inclusion
process and communicate its importance to part-
time program staff.
3. The park district and M-NASR work at developing and maintaining open lines of communication.
• Full-time staff from both agencies regularly visit
and interact with participants and staff.
• All program staff are encouraged to communicate
with full time staff from both agencies.
• M-NASR staff completes weekly inclusion logs and
shares these with Morton Grove Park District staff.
4. The park district and M-NASR provide personnel
and program specific information to all program
staff so that all program goals are met.
• Program goals are worked on by all program staff.
• Full-time staff acts as advocates for inclusion
participants and educates Morion Grove Park
District staff on specific disabilities.
5. Teamwork is a priority.
• Full-time staff from both agencies work with
program staff to accomplish program goals.
• Individual staff are encouraged to learn to work
together.
The first day for the participant, Inclusion
companion, and park district staff is filled with many
unknowns. We like to call this the "New-Kid-on-the-Block Syndrome." Trying to "fit in" can be very stressful, but this can be avoided if both supervisors take the "my staff is your staff" approach.
Teamwork is an ongoing process which is important to the development of a healthy inclusion
Special Ms P.C.
Common myths about people with disabilities...
• When talking to a person who is deaf and can read lips, you must speak very, Very slowly and loudly.
• All people who have a visual impairment need help to cross the street.
• People who hallucinate are crazy.
• AH people who have a speech impairment have a low IQ.
• People who have a disability are fragile and can get injured easily.
• People who have seizures should not go swimming.
• Kids who have a behavior disorder are spoiled brats and have no discipline at home.
• All people with visual impairments read Braille.
• All people with disabilities are in pain.
• Down's syndrome is a contagious disease.
Suggestions for talking about disabilities...
Affirmative Phrases
Person who is blind or visually impaired
Person who is deaf or hard of hearing
Person who has multiple sclerosis
Person affected by cerebral palsy; person with cerebral palsy.
Person who has muscular dystrophy
Person with Down's syndrome
Person with mental retardation
Person with epilepsy or seizure disorder
Person, with mental illness
Person who uses a wheelchair.
Person with a physical disability
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Negative Phrases
The Blind
Suffers a hearing loss
Afflicted by MS
CP victim; palsied
Stricken with MD
Mongoloid
Retarded; mentally defective
Epileptic
Crazy; insane
Confined or restricted to a wheelchair
Crippled; lame; deformed; invalid
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continued on page 36
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July/August 1999 / 35
SPECIAL FOCUS
Special Needs P.C. (continued from page 35)
Affirmative Phrases
Person without speech, nonverbal
Seizure
Successful, productive
Person without disabilities
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Negative Phrases
Dumb; mute
Fit
Courageous (implies the person is a hero or martyr)
Normal (implies person with a diability isn't normal)
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Here are some general considerations for disability etiquette...
• When talking to someone with a disability, speak directly to that person.
• People with disabilities are entitled to the same courtesies that you extend to
anyone. This includes their personal privacy.
• If you don't lean or hang on to people in general, then don't lean or hang on
to someone's wheelchair. Wheelchairs are extensions of personal space for people who use them.
• Treat adults as adults. Call a person by his first name only when you are doing
so with everyone else present.
• Relax and don't be embarrassed if you happen to use an accepted, common
expression such as, "See you later," or "I've got to be running along," that seems
to relate to the persons disability.
• When talking with a person in a wheelchair for more than a few minutes,
place your self at the wheelchair user's eye level to spare both of you a stiff neck.
• When greeting a person with a severe loss of vision, always identify yourself
and others who are with you. When giving directions, be as Specific as possible,
such as "walk fifty feet and turn left."
• Oner assistance to a person with a disability if you want to, but wait until
your offer is accepted before you help and listen to any instructions the person
may want to give.
• Be considerate of the extra time it might take for a person with a disability to
get things done or said. Let the person set the pace in walking and talking.
• When planning events involving people with disabilities, consider their needs
ahead of time.
• Don't use terms and phrases that imply how a person feels about his or her
disability. Don't define someone by his or her disability. Use terms that are up-
to-date and non-derogatory.
Information compiled from various sources and supplied by the
Northeast DuPage Special Recreation Association.
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placement. The following needs to be in place for
team work to be successful:
• periodic visits by both park district and M-NASR supervisory staff;
• evaluation, communication, adjustment and/or
clarification of job responsibilities;
• making appropriate changes and adjustments as a
result of the ongoing inclusion placement process;
and
• honesty in deciding whether its working out or
not and acting to ensure that program goals are
being met. (Note: the goals may be changed,
continued or adjusted depending upon what is
happening between participants and/or staff.)
The success of our inclusion programs was proven
when M-NASR received a donation of $5,000 from
the Daniel F. and Ada L. Rice Foundation, a private
family foundation founded in 1947 and headquartered in Skokie, 111. The funds were granted due to
M-NASRs efforts in inclusion programming.
The Morton Grove Park District puts resident's
recreational choices first with a "can-do," "will-do"
approach and attitude and uses M-NASR to help
accomplish these goals. This was evident this past
summer when Justin moved with his peers to a teen
camp.
In a letter, Justin's mom writes: "At first we were
apprehensive as parents...Much to our surprise it was
evident that Justin enjoyed the camp. The staff from
both organizations as well as the other campers went
out of their way to include Justin.
"This experience has enabled the community to
know him in a positive sense and lets children of all
abilities share experiences in the community where
they live."
CRAIG GULP, CLP
is superintendent of recreation of Maine-Niles Association for Special Recreation.
LINDA MATHS
is the after-school/special event supervisor of the Morion Grove Park District.
36 / Illinois Parks and Recreation