Posts Tagged ‘Employment’

Viewing Audio Description History Through Audio Eyes with Rick Boggs

Wednesday, May 6th, 2020

Audio Eyes LLC Logo - graphic of film transforming into brain waves with the text "Turning pictures... into words"
Continuing with the exploration of Audio Description, I’m very happy to have one of the founders of Audio Eyes, Rick Boggs on the podcast. We get a bit of a lesson on the history of Audio Description with an emphasis on the role Blind people played in its creation and advances. Why is this important? How can we be proactive in promoting AD? How can we become more than consumers of AD?

Listen in as Rick doesn’t hold back sharing his thoughts on the problems with AD, Blind consumer organizations and more.

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Transcript

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Audio: Crash Crew Hi-Power Rap.
“We don’t want to be left behind, all we want to do is just blow your mind, just one more time!”

Instrumental.

TR:

What’s up Family!
Back again! Bringing you more of what you bargain for. Reid My Mind bringing you the baddest guests and topics we can find!

We are here to tell the world, just who we are.

I’m Thomas Reid your host and producer of the podcast featuring compelling people impacted by all degrees of blindness and disability.

Every now and then when I’m inspired, I bring you some of my own experiences as a man adjusting to becoming blind as an adult.

Audio Description is and will continue to be an ongoing topic on this podcast. it makes sense. We focus on those adjusting to blindness. Audio Description in my opinion, is a part of that process.

Its access to information, entertainment, bonding with family and friends and maybe even career opportunities?

If you’re new here, check out the link on this episodes blog post that has a page with all of the podcast episodes featuring Audio Description.

Today we’re looking at the contributions of Blind people in Audio Description. Let’s get it!

Audio: Reid My Mind Theme Music

RB:

I needed a job as a young guy, 17, 18 years old. I have many, many as most Blind people do, many grueling stories of discrimination. Just in telemarketing to sell the local newspaper here in Los Angeles and I don’t mean the LA Times, They hired me on the phone. But then when they told me to come to their office and were giving me directions they were vague. I said would that be the second building from the corner? They said, don’t worry about it just come down the street you’ll see the yellow sign. I said well, I don’t think my guide dog will notice the yellow sign. They said your what? Wait a minute, put me on hold for 20 minutes and came on and made an excuse; “Oh you know what, I didn’t understand my partner was also interviewing someone on the other line. We already filled the position.”

I’m Rick Boggs, professional Audio Engineer and am responsible for making Pro Tools, the state of the art audio recording software accessible for Blind Audio Engineers. I’m also a musician, playing multiple instruments. I’m a composer and song writer. Something of an accomplished actor. many appearances on television and film between 1987 and 2007. And for the last 20 years I’ve been operating the company that I founded which is called Audio Eyes and we produce Audio description for film and television.

TR:

As you can see, Rick came a long way from that 17 year old young man in search of a job.

Today, we’re specifically exploring Rick’s career within Audio Description. As he has been involved with the industry for over 20 years, we get a bit of a history lesson on the role Blind people played in Audio Description.

Rick’s own introduction to Audio Description, from my understanding illustrates how many people felt at the time.

RB:

When I first heard of Audio description was when the American Foundation for the Blind was conducting their research and creating the booklet that eventually became “Look Who’s Watching”. Where they surveyed Blind people and asked them if we could add a voice to TV programs describing what was on the screen when no one’s talking would you like it?

No, I feel very independent. I can watch TV all by myself. I don’t need some voice telling me what’s going on.

TR:

AFB’s next step was to invite a group of those surveyed to watch a film.

RB:

I think it was a Forrest Gump film with Vince Skully doing the description.

TR:

The group was then re-surveyed.

RB:

90 percent of the people who said no, like me, changed our mind and said well actually, this is really cool and I didn’t realize how much I was going to enjoy it. I would like to have this.

TR:

No, like he really liked it!

RB:

In 95 and 96 when WGBH, which is now Media Access Group, they were installing Audio Description systems in movie cinemas. they called me because I was very visible on television at the time. they figured I would be a good representative of Blind people and they asked me to find other Blind people to come to these events. I helped recruit Blind people to come to their installation celebrations and then of course the media would come. I was interviewed on cable news and broadcast news, talking about what the value of Audio Description was. I became a volunteer promoter and the face of WGBH.

TR

This was in addition to his actual career at that time.

RB:

From 1987 to 2002 I had a record label and recording studio. I built a recording studio from money I had earned as an actor. My desire to get into audio recording was driven by my passion as a song writer. I wanted to be able to record and produce my own things mostly because I couldn’t afford to go to a bunch of other studios and hire a bunch of musicians, so I wanted to be able to do it myself.

TR:

And he did. He produced bands and song writers in his studio located on his residential property.

Doing it yourself can present very specific challenges .

RB:

That led me down the path of the transition from analog audio to digital
I wanted to make sure that we weren’t left out. That’s a long and interesting story of how that ended up happening.

TR:

For now, we’re focusing on another sort of accessibility.

RB:

Then moving forward to 2002 when my good friend Mike Hansel who at the time was working for Caption Max, he came to visit me and my good friend Jack Patterson. We were in the music studio and he was coming over to play drums and we were going to jam and he said, rick, I don’t get it, how come you’re out there promoting this Audio Description stuff. You’ve got the studio and you got the chops as an engineer and all the equipment to produce and you’re not producing any. I was just stunned.

Well, I guess I never thought of that.

I immediately said let’s look into that. maybe that’s not a bad thing to do.

TR:

Even today, when we discuss Audio Description, it’s more than often from the perspective of a service FOR Blind people.

During my conversation with Rick, it was apparent to me that Audio Eyes should be viewed from a historical perspective.

So let’s go back to the beginning of Audio Description.

RB:

Well this is one of my favorite topics, I have to tell you. I’m so proud to say that United States of American has invented many, many , many things and has held many, many patents. And many of the things we’ve created and invented benefit people with disabilities, but normally those things are created, invented, delivered by people that don’t have that particular disability. Hey we will help those that are less fortunate kind of thing. What I’m proud to say about Audio Description is Audio description as created by Blind people. And every innovation and advancement in Audio Description that has really contributed to what it is now was made by Blind people.

TR:

According to The History of Audio Description, written by Joel Snyder, the idea of Audio description in its current form was first conceived in the 1960’s by Chet Avery, who lost his sight at 17 years old.

In 1981 Margaret Rockwell, a blind woman with a PhD in Education decided to pair the assisted listening devices with her future husband, Cody Pfanstiehl. An expert in media and public relations, Pfanstiehl read for the Washington Ear, the radio reading service founded by Rockwell.

RB:

Cody and Margaret, their gone now, rest in peace, but they set the standards for how description should be done so that it’s not condescending, so that you’re not explaining the plot. And they trained some people.

TR:

One of those trained was Allen Woods who continued training others in the Pfanstiehl method.

RB:

Another Blind person, a wonderful guy that I know, Jim Stovall, created the Narrative Television Network, NTN. He set out to try to apply Audio Description to television programs And in 1989 he worked I believe with WGBH, a television station, to demonstrate how it would be done. They used the SAP channel that was originally devised by Congress and the FCC to facilitate foreign language broadcast. They demonstrated it successfully in 1989. Jim received an Emmy actually for technical achievement.

TR:

During the 1990’s the only television network broadcasting Audio Described content was PBS.

RB:

Commercial TV wouldn’t do it no matter how much we pushed and advocated. They resisted.

In 2002, the FCC made a rule that commercial broadcasters would have to do three and a half hours of prime time described programming on their network. That’s how I got my start and some of the other companies got there’s

TR:

In hindsight, it seemed obvious. Rick familiar with recording technology was already promoting Audio Description and learning the business.

With his good friend Jack, Rick formed the first iteration of Audio eyes known then as We See TV.

RB:
I was invited by my good friend Jolene Mason who is a Blind person who should receive a lot more recognition than she has for her contributions to Audio Description. She insured that the Tournament of Roses parade every New Year’s is described live on television for Blind people. And has done so since the mid 90’s at least. Putting that on through her nonprofit, the Los Angeles Radio Reading Service.

Well, she invited me to a meeting with Deborah Shuster.

TR:

Deborah Shuster did the captioning for ABC television. She was approached about creating Audio Description for the network.

RB:

Deborah having the integrity to realize that Audio Description was not her forte and she didn’t know it was going to go look for a company that was good at it because she cares about providing good services in the industry, unlike some people who were caption companies who just said let’s just throw something out there and call it Audio Description. No one will know the difference because no one knows if it’s good or bad anyway, which we’ll get into at some point.

TR:

That meeting led to him describing for ABC television.

In 2007 Rick renamed the business.

RB:

Same company, same service same people and everything, but it became Audio Eyes.

We secured various clients and now we’re on as many as 9 broadcast networks, Amazon, iTunes, Netflix. Large venues and many corporations that produce corporate videos and so on.

The Pfanstiehl’s created it and trained sighted people to do it. Jim Stovall put it on television and GBH took it, but it became sighted people doing it without any input.

Yet another important stage in the development of Audio Description was made by another wonderful professional Blind person, Dr. Josh Miele.

TR:

Long time listeners should be familiar with the Smith-Kettlewell Physicist Dr. Josh Miele. He’s an alumni of the podcast and a member of the Reid My Mind Radio family. I’ll link to his episode on this episodes blog post.

RB:

He has developed a lot of really cool adaptive stuff for Blind people, but he was interested in description. He found that there was a grant available through the Department of education which he applied for initially.

He did the impossible, he brought together all of the major providers of Audio Description services and created the Description leadership Network under the Video Research and Development Center. the legacy is its website VDRDC.org

TR:

It served as a resource on Audio Description related information and provides a communication platform where leaders in the field discuss topics like inclusion.

As Josh too is a proponent for the inclusion of Blind people in the Audio Description production process he began an internship program.

RB:

Paid internship so that any description provider, who’s writing description could experiment with having a Blind employee and not have to have a financial risk for whatever the time period was three months, that any, six months and experience the value of having that person. The disappointing part of it was that really only one other vendor besides myself did it. I shouldn’t say one I think it’s technically two. One of them absolutely did take on the intern as a staff member for whatever the period of time was. The other one simply contracted with a Blind person as a third party to review their work after it was already done. It’s a little different to have a Blind person critique your work when it’s already out there on television as opposed to give the Blind person the opportunity to have input before its finished.

TR:

As for the company taking on the Blind intern, the feedback was positive. Full of praises for the intern and admitted to it being a mutual learning experience.

RB:

Josh had the great courage and integrity to ask well then does that mean going forward you would consider maybe employing the Blind person in your process. And there was a long silence and the person answered by saying. Well, we think maybe it will be a great idea since there’s so much work going on the internet right now, these Blind experts could volunteer their time helping companies that providing description on YouTube and other places on the network. The whole room kind of ooo’ed!

Maybe in an unintended way it sounded very much like they were saying that they should work for free.

TR:

Meanwhile back at Audio Eyes…

RB:

Our staff is now 30 people and it started with just two of us back in 2002.

Our desire was to provide the best quality description out there. And we emulated WGBH who was doing the best Audio Description. The only difference was we were going to be inclusive. We were going to make sure performers with disabilities had opportunities to work in it and Blind people in particular would always be included in the company. We would recruit, find train Blind people to work in production and we’ve always done that.

[TR in conversation with RB:]

You have 30 employees, can you talk about how many of those are Blind/disabled?

RB

Seven staff members that are totally Blind. Actually one guy might be qualified as Low Vision but it’s pretty low. (Laughs)

TR:

Rick was active as an advocate within the Screen Actors guild serving as an alternate board member and co vice chair of a committee creating opportunities for actors with disabilities. This and possibly those early experiences in the job market, helped form his early hiring policy.

RB:

I was very connected to a lot of disabled talent. for the first two years I willingly practiced reverse discrimination. I would only cast Voice Over artists with disabilities. I just felt like there was so much discrimination in the industry. We’re never giving people with disabilities and opportunity. I wanted to make my statement. I boasted about it on the internet and I naively thought it would make other companies feel the pressure and they would start hiring people with disabilities too, but it didn’t work.

TR:

Now looking towards the future and how we improve Audio Description.

RB:

Making sure that Blind people have a voice; what’s good, what’s bad, what are the standards, what should it be. I was eventually invited to edit and re-write a lot of sections of the style guide for one of the major streaming services. The big dog in the industry. To their credit, they recognize hey this guy is the expert he’ the professional let’s take his notes on what our style guide should be about, what description should be.

[TR in conversation with RB:]

You mentioned that this was your favorite topic, what’s the importance of this topic? Why do you think it’s important that people are aware of that history?

RB

I think it’s really important that people understand Audio Description was created by Blind people for Blind people because I want the industry to be accountable to the consumer. I want the industry not to be like many services for people with disabilities which are well intending but also have unintended patronizing elements to the services they provide. In other words, making people feel less than, less powerful, helpless, creating a dual class system. Sort of treating the people you’re helping like they’re not really equal to yourself
.

TR:

Audio Description is not a charitable venture, it’s commercial. The need for inclusion is therefore even more relevant in my opinion.

Making sure not to leak any revealing information, Rick shared a recent experience. One of his Audio Description clients received some complaints about description from the general public.

RB:

(In a mocking tone)

What’s with this annoying voice? Why do you have to put that in here? We don’t like this. How can we get rid of it?

They decided to address it in the TV program itself. Which I thought was a unique decision. The comment wasn’t very flattering of description itself. It offended some of my staff who are Blind. To the customer’s credit, when we notified them and said you know this is offensive. They decided to change it. And kudos to that organization that was willing to do that and showed some sensitivity to their patrons and actually care about the feelings of Blind consumers.
[
[TR in conversation with RB:]

What are some of the other hurdles that seem to be in the way , “in the way” (laughs) of Blind people being involved in the production side of Audio Description

RB

Blind people are not loud and vocal about wanting good service.

[TR in conversation with RB:]

Talk about it!

RB

Blind people are all too often grateful to have anything. In recent online forums…

TR:

I’ll include links to these forums on Reid My Mind.com.
They include the Audio Description Discussion Facebook group and the ACB Audio description project listserv.

RB:

A lot of Blind people and describers are on there. Unbeknownst to the members of that group there are actually a whole lot of network executives and TV people that watch that group sort of lurk there. Someone was complaining because the description on a particular series or program was poor. They told us stuff we already know. They didn’t tell us stuff we wanted to know. Bla, bla, bla!

Now I love it when Blind people get up and go hey man if you’re going to describe it for me do a good job otherwise I’ll turn off the description and listen like I used to.

So the discussion was fruitful, it was very constructive. But then some Blind person, inevitably, comes on and says guys I don’t understand why we have to be complaining about the description that we’re getting. Can’t you remember the days when we didn’t have anything at all. I mean can’t we just be grateful that these people are providing something.

That is the most destructive thing that Blind people can possibly do.

TR:

I have a feeling this attitude exists in any marginalized group. Perpetuating the idea that Blind people should just be happy with what they get implies they don’t deserve quality.

RB:

I have been told by one of my customers. And a major customer at that. Rick we’d be happy to even pay increase rates for this stuff if we could verify that what you’re saying about the quality of your service is actually true. Basically, they said if you can point us online to anywhere Blind people are saying this is what makes good description and it lines up with the kind of service you provide Rick well then yeh, we’re not going to grind you on the prices as much as we do because we want to pay for the best service there is.

TR:

At the end of the day, are these really just excuses based on what they already believe to be true?

RB:

the public perception of blindness and Blind people is really inaccurate. And really flawed and really is the greatest barrier to inclusion of Blind people in anything. Anything at all! Social services, employment of any kind. From my perspective in particular in inclusion in Audio Description production.

TR:

Misperceptions that ultimately question the abilities of blind people. Assumptions that lead people to think it’s amazing that a Blind person can do even the most basic things that have little to do with the ability to see like brush their teeth, get dressed…

RB:

People trying to drag them across the street, talking loudly because they can’t see or all these stereotypical things that do happen to all of us. Those same misperceptions are the same barriers within the entertainment industry, that prevent production companies, caption companies, localization companies these post production companies from thinking about Blind people and considering employing Blind people in their operations. And I have story after story I have so much inside perspective and direct contact with people.

TR:

The type of stories, based on real experience, that can provide insight into the industry that we as consumers may otherwise never
know.
RB:

It really is far and away public attitudes toward blindness and Blind people. That’s why I became affiliated with the National Federation of the Blind. I always sort of walked the fence between that and the American Council of the Blind and been a member of both and participated in both. I appreciate the American Council of the Blind’s advocacy. It was there advocacy really that led to the FCC ruling in the first place in 2002 to make description mandated for commercial television. They really deserve the credit for that.

What I’m about to say may sound like sour grapes, but it really isn’t.

TR:

The difference between organization’s as Rick sees it conflicts with his own philosophy of employing Blind people.

It stems from the initial development of ACB’s Audio Description project.

RB:

Committing themselves to ongoing advocacy and promotion of Audio Description. They did not include a plank that would strongly advocate for inclusion from an employment perspective. I felt that they should have consulted me because I had already been employing Blind people in this field for eight years. they knew very well of what I was doing. And yet when they created this initiative they didn’t even call me to say hey do you have any thoughts on this or that or the other thing. As a result in my opinion, they failed to include the professional opportunities and the importance of inclusion in the process in their initial manifesto on Audio Description.

TR:

While he appreciates both organization, for Rick, the difference between the two is clear. The National Federation of the Blind…

RB:

In my view, walks the walk. When they needed a lawyer they hire a Blind lawyer. When they need a travel agent they look for Blind travel agent.

TR:

The two teamed up and Rick and his colleagues offered a training.

RB:

It was a 50 week intensive training program. To train 10 Blind people to become Certified Description Quality Specialist.

TR:

The NFB’s support not only enabled Rick to provide this training but it also helped lead to opportunities for those trained.

RB:

We found that we definitely had a like mind.

I would like to have the legacy that providers of Audio Description automatically seek to include Blind professionals in their own operations. We are really far from that now, nobody does that, but that is my goal. I eventually want to return to producing music and get out of Audio Description but I would really like to establish that first.

TR:

As far as finding ways we can help, Rick suggests that those with a platform, podcasters, YouTubers, bloggers, no matter what your topic is, find a way to include discussions about Audio Description.

RB:

Get people talking about it whether they’re Blind or not. Kind of introduce people to it that don’t already know it.

TR:

And from the consumer point of view, well let’s share our comments; good or bad.

RB:

And they need to get those comments directly to anybody and everybody. In other words; tell the network, you write to the show, and to the description company that did it. And then publicly on social media. On your FB timeline on your Twitter account. Hey saw a great Audio Description and name where it was and when it was. And why? I love the voice that they chose or they had a horrible voice or the mix I could hardly hear the movie the description was so loud. Whatever it is be vocal about it.

TR:

If you want to be vocal about Rick, well, he’s on social media;

RB:

@BoggsBlogs (spelled out) on twitter. Facebook at rick Boggs.

TR:

You can find links to his social and more by visiting AudioEyes.com. Remember, that’s plural
RB:

AudioEyes (spelled out)

TR:
Or…

RB:

Give us a ring 818-671-6190. We’ll take your phone calls. We’ll talk to people, sighted people, Blind people, Voice over artists. I take demos over the internet all the time. Any Blind person interested in getting involved in this kind of stuff, I’m the only way in right now. We’re pretty busy but I do get to everybody eventually, if you’re patient and persistent. And I thank everybody really, if you listened this long, thank you so much for your interest in the whole topic, really!

Shout out to Rick Boggs! I enjoyed this conversation. Audio Description as you hopefully realize is about so much more than entertainment. It’s adoption, the level of commitment given by entertainment producers and broadcasters is a reflection of how Blind people are perceived in society.

Scripts censoring on screen scenes or talking down to the viewer, expecting quality control work for free,
overlooking the contributions and minimizing input from Blind people…

That to me sounds like a statement about how much Blind people are valued.

As Audio Description evolves it becomes more important to understand and assure its original purpose is maintained. All the more reason for more Blind people to be involved in its development.

I personally suggest Audio Description to those who are not Blind, however, I would not want to see Audio Description move away from centering Blind people and possibly becoming less about making the visual accessible.

How do you feel about Audio Description? Do you like this sort of dive into topics? Let me know; ReidMyMindRadio@gmail.com or leave me a voice mail at 570-798-7343.

If you liked what you heard today, Tell a friend to check out Reid My Mind Radio. It’s available wherever you get podcast

Transcripts, resources and more are over at ReidMyMind.com. And yes, that’s R to the E I D…

Audio: (“D, and that’s me in the place to be!” Slick Rick)

Like my last name

Audio: Reid My Mind Outro

Peace!

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Getting Back in the Game with Coach Nancy

Wednesday, November 6th, 2019

There are specific concerns around finding employment for people with vision loss, but so much of the process is universal.

Head shot of Nancy Karas
Nancy Karas is an HR Leader and Executive Coach. She’s worked with corporate clients, private clients and group coaching to help people find their happiness.

Hear how the job search process may have changed since the last time you were in the game. Learn strategies to improve your online networking, find your dream job and increase your productivity.

Listen

Resources

Transcript

Show the transcript

TR:
Welcome back!

My name is Thomas Reid. If this is your first time here, I’m the host and producer of Reid My Mind Radio, a podcast bringing you stories of compelling people impacted by all degrees of blindness and disability.

The objective is to reach those who are adjusting to vision loss or disability. I’m hopeful that the experiences of those who have travelled similar journeys will provide real information and encouragement to those new to vision loss.

For so many, acquiring vision loss or another disability can occur in the middle of a career. For others it could take place in that early phase.

There are definitely challenges and considerations that are unique to those with vision loss, but much of the process of finding employment is applicable to us all.

Today on the podcast, I’m bringing you an expert to talk a bit about the process of finding employment. So if you’ve been out of the job hunting game and suddenly find yourself back on the field, you’re going to want to hear from the coach!

Let’s play ball!

Audio: Reid My Mind Radio Intro

NK:

I teach people to be the CEO of their own life and career. No matter what life throws at us.

TR:

This is Nancy Karas. She’s an HR Leader and Executive Coach experienced
in building healthy companies.

I kind of like the sports metaphor I used in the intro so let’s call her Coach Nancy!

NK:

In addition, I focus on helping people to find their own version of happiness and success.

TR:

Coach Nancy understands this personally. Spending over 25 years in HR leadership roles throughout corporate America until the relationship became adversarial.

NK:

I had to fight management to get people what they deserve.

After 9/11 I felt really discouraged. I was in the middle of New York City, had been living there for 20 years and I just decided that I really wanted to help people unencumbered. So I stepped out of corporate and I started coaching.

TR:

That included working with corporate clients, private clients and group coaching to help people find their happiness. And if you think that’s something people inherently know, think again.

NK:

There’s a very big difference between what we do well and what we love to do. Sometimes we’re confused and we think that because we do it well, because we get good pay for it, because people recognize us for it that we love it. But sometimes our currencies change as a human being and maybe money and praise and title aren’t the most important thing anymore. I help people to really figure out what is the right thing for them next. What is their next step in life. I base it around what fits you.

TR:

Next step, in life, after for example a life change. That could be the loss of a career, loved one, maybe even acquiring a disability, the specifics don’t necessarily matter. Often we’re trying to answer the same question.

NK:

What’s the best thing for me right now? What will make me happy? What will make me feel successful in whatever way I’m searching for success; money, fulfillment, to make a difference in this world, or whatever it might be. That’s what I help people to figure out.

TR:

A life change can make this question feel more urgent. Even more difficult to answer.

NK:

We feel like the power is taken away from us by other people and we give away our power.

I help people to realize they’re already wearing the ruby slippers and that you have the power within you to do whatever you want.

So I teach people how to take back their power, raise the bar for themselves and really do what’s best for them.

TR:

Whatever the decision is, Coach Nancy is all about helping people achieve their goals.

With an understanding that whatever the personal challenge is, we all have our unique strengths and weaknesses.

NK:

I help people to showcase their strengths and find a way to harbor their weaknesses so they’re seen as a positive.

I give people that confidence and that boost they need to go out there and get what they deserve.

TR:

Before we head out onto the field, we need to know how best to play the game.

NK:

traditionally the way we were taught is a very me centric approach. I’m looking for a job where I can grow. Where I can have this and that.

In today’s market you have to approach your search in a I’m here to assist you. Whomever your target is that you’re looking to work for.

TR:

the means of doing this?

NK:

Through the resume, conversations, meetings, interpersonal skills, self-esteem, emotional intelligence. All the different pieces.

## Resume Style

TR:

Let’s take a look at some of the tools we have to help craft our play book.

First mentioned was the resume. That first representation not only of a person’s work experience but the individual them self.

NK:
[
Some people’s resumes I see are four and five pages long. Nobody’s going to read that anymore. Think about technology, everything is moving so rapidly. People don’t concentrate for very long on anything that’s on their computer screen. they listen to it for a second and then they’re distracted, it’s like hey squirrel! They’re gone.
]
We have to abbreviate what we give to people now. If it’s not relevant and applicable to the particular job you’re searching for and it’s going to cloud their ability to see how you’re a fit. We really have to look at resumes now and be more functional than chronological.

TR:

For many, vision loss or an acquired disability results in the loss of a job, or reduced responsibilities.

Rather than highlighting jobs you may choose to highlight skills and experience.

NK:

In a more functional modern resume you bring whatever is relevant. it’s like a tapestry if we’re pulling the gold threads out of our tapestry because we only want the very best of the best. If we’re looking for the gold company that we want to work for we’re only going to pull our gold threads. Maybe the silver threads show that we started silver and moved up to gold. That’s great, but if we have blue, yellow pink, whatever color threads, they have nothing to do with the gold company. So we’re not going to throw them all our threads and they’re like what the heck!

It’s a new way of presenting ourselves.

TR:

But how would you account for jobs that you may have had to take that don’t necessarily highlight your real skill set or are applicable to your desired career path?

NK:

I was freelancing. I was consulting and here are the companies I worked for and you just bullet or include a couple of those companies.

TR:

Coach Nancy strongly recommends your resume doesn’t exceed two pages.

Go ahead and Google sample functional resumes.

there’s even a hybrid version that combines aspects of the traditional chronological resume with the functional.

No matter what format you choose, consider how you approach the next step.

NK:

The traditional way of job search was to look at the job postings or ads and then we would send a letter and a resume and you’d sit and wait and hope that you’d hear back. But technology has advanced our abilities to connect. We have an opportunity now to shortcut our job search.

These days you can really bridge yourself to that other party by doing a lot of homework. try to understand a little about them and the direction they’re headed.

You’ve leveled the playing field because you walk in that room and now you can talk about how you can help them. how your skills are a fit for them.

## Researching Companies

TR:

technology has made researching companies a lot easier and way more convenient. you’re already familiar with some of the tools, but are you using them effectively?

NK:

I love Google. If I want to know what does someone at Bloomberg make if they work in the Finance department at a VP level, that’s exactly what I’m going to type in.

We look at the first or second thing that pops up when we google and then go “eh didn’t find anything!” I click on everything on that page. Sometimes I go to the second google page because I’m looking for information about the company that’s going to give me a hint about their culture, about their work, about their progress.

TR:

Surprisingly, to me at least, ascertaining information about a corporate culture online is possible.

NK:

I first Google what is the culture at Bloomberg. See what comes up. I would also go to Glass Door.com.

Glass Door.com is a website . You have to be willing to anonymously take one of your former jobs and list that you were a programmer or that you were an HR Executive and you give feedback on that former company. It was good it was fair and then you could give specific comments and feedback. Once you do that you have access to Glass Door. And when you’re in Glass Door you can look up any company. There’s tons of information about salary ranges. What people are making in New York for that job, Philly, Georgia. It will also give you some feedback. people are saying it’s a great company but the leadership is never in the office and we can never get answers. If I see one person say it I think well!

TR:

You’re really looking for trends. But you can take all information into consideration during interviews.

NK:

Let’s say people are saying that the company promises bonuses and never gives them. I would make sure when I interview to ask, I’m curious about your bonus structure. Do you give bonuses? Oh, yes we do! Has there ever been a year where you weren’t able to give the bonus you promised? And then you watch them go uh, uh, or they say no we never had that. So you get to talk it out and see for yourself.

TR:

The idea here is to equip yourself with as much information as possible to make sure the company is a fit for you.

Another important part of the playbook; networking.

NK:

Networking is taking place virtually and in person. In person you should look for events where they’re specifically having an event or where it’s industry specific or job specific to you. For example, if I’m HR I want to go to HR conferences. If I can’t afford those big conferences independently of the company paying for it then you go to a one day event or you go to an evening lecture for an hour in HR where you know it’s going to draw the HR community.

##TR:

Whatever the venue, Coach Nancy says it’s not about making sure everyone has your business card.

NK:

What I teach my clients to do is rather than focus on handing out your info, collect info. Now You’re in charge of your next step. Now it’s up to you to figure out where it’s going to go. I wait two or three days after that meeting and then I send them a note on Linked In.

TR:

That’s Linked In.com, the virtual way to network.

NK:

You want to put a professional profile up on Linked In. Let’s say you have a little profile with nothing there and no photo people know that you’re not current.

[TR in conversation with NK:]

I know you’re talking to me Nancy … (laughs) Go ahead!

NK:

I’m talking to you Thomas.

TR:

I know she’s right. And even though I’m not looking for a job, Linked In still makes a lot of sense for someone like me.

NK:

Especially for your marketing and stuff for your show.

I’ve heard CEO’s say that Linked In is their Rolodex. To me it’s a treasure chest. I can find all kinds of people. I help in so many different industries. Linked In has so many capabilities also as a tool. To search, connect with people, post jobs, to apply to jobs.

TR:

That’s the beauty of online networking. The ability to find the connections while you’re in your pajamas!

NK:

It’s called direct contact.

TR:

. In theory this approach can make the job search process more accessible. It definitely puts you in control.

Here’s how it works.

NK:

Go onto Linked In. find the person who would be the hiring manager or if you’re senior enough in your career and your job function would be very senior in the company , I would write directly to the CEO.

TR:

It’s possible that the majority of those listening are on the CEO level, but No matter what level you occupy in the corporate structure, the process is the same. Sending a note directly to the person through Linked In.

NK:

you want to show them that you see why they’re special and you’ve got the goods to support the direction they’re going. So I say I recognize you and what makes you special. It’s so exciting to me or thrilling or I’m so passionate about the work you do. I believe I could be an immediate and significant contributor to your project, to your team, to your company or to your mission. Here’s specifically what I bring to the table. Bullet, bullet, bullet, bullet. Then would love to set up a meeting or take you out for a cup of coffee or set up a call. Whatever you feel comfortable with.

TR:

Coach Nancy shared an example of someone who wanted to leave their job. The right question dictated the next steps.

NK:

Why not get you your dream job? Tell me what it is. She wanted to work for Google. So we looked to see do we know anybody at Google. How did we do that? We went on Linked In, we looked in the search bar, typed in Google and then we filtered on people. All the people that work for google come up in that search and it’ll tell you if you’re a first, second or third connection.

TR:

What if you don’t have a dream job? Maybe the idea of a traditional job is more of a nightmare. For whatever reason!

NK:

We’re not happy at work. We’re not enjoying our work. We don’t want to commute anymore. We’re physically, emotionally or mentally challenged and cannot make that trip or do that grind everyday whatever it might be. And if that’s the case this is the perfect decade for that right now because more and more companies are allowing people to work from home or to work from a We Work or some other center where people can just go locally if they want to be in a shared setting. there are so many nontraditional jobs.

TR:

here’s a method for thinking and mapping out opportunities.

NK:

What I like to suggest is that people think of a food chain.

TR:

The idea here is to identify the industry connections based on the things that are of interest to you. Therefore, the beginning point is based on a certain set of questions.

NK:

Where am I right now? Where is my interest? Where is my challenge? What is my life about right now?

I’ll give you an example. You lost your sight and you found your way to developing your podcast, your show and all the stuff you do to support people who are going through the same challenges.

TR:

So in this example, this identifies the starting point of the chain. Now I need to figure out all of the opportunities or players in the industry.

NK:

You look at corporate opportunities, nontraditional associations or foundations. And you look all around and say who is in this field that I might work for that’s not the straight and direct line of what I thought I might do. It’s thinking outside of the box. And when you do sometimes you find jobs that you never even knew existed.

TR:

Maybe the jobs are based on the traditional employer employee relationship. perhaps they’re more like opportunities for freelancing or consulting that work for your lifestyle. Either way, attitude makes a difference!

NK:

I suggest first of all that people think and act all the time as if they were a consultant. Because consultants never have all the answers. That’s not our job. Our job is you tell me your problem, I’ll figure it out. I will get you the answers.

TR:

I think it’s fair to say that work is different now. The days of working for a company for 30 years are gone.

NK:

So people are forced to become more resilient, more flexible, more autonomous in their careers. You’re really your own boss, your own CEO and you’re going from company to company and you’re consulting whether you go in as a full time in house person or you actually consult for them.
But this way And the concept of finding a job one time

TR:

It may all sound tiring and hard to manage. But Coach Nancy has a method for managing it all. Just think of the ducks. You know the ones at a carnival or fair.

NK:

That booth where there’s a bunch of yellow ducks and everybody’s squirting the gun to squirt your duck and push it up to the top of the hill. The person who gets their duck up to the top first is the winner. In this game, in my head what we do is we line up the ducks.

TR:

Where each duck is a stand in for one of our tasks or responsibilities on that good old’ to do list.

That could look something like;

Edit the next podcast episode, [Audio: Quack!]
Research future guests and show ideas, [Audio: Quack!]
Finish that spreadsheet, [Audio: Quack!]
Clean the garage, [Audio: Quack!]

Now, back to the carnival and all the ducks.

NK:

Now the goal is not to race one duck to the top, we tend to do that in life sometimes. We pick one thing and we only focus on that. But then what happens is we’re at the top with one accomplishment and nothing else is moved forward.

TR:

Even worse, what about the days when you just don’t feel like pushing that stupid duck. [Audio: Quack!]
Sorry, it’s just sometimes you’re not feeling in the mood for spreadsheets, so You decide to read an article and next thing you know it’s the end of the day and you have nothing accomplished.

NK:
[
Pick another duck!

Maybe it’s the garage you’ve been meaning to clean out and it’s a beautiful afternoon. So instead of sitting inside and feeling depressed by pushing a different duck forward an easier duck that day, we still end the day feeling accomplished. Now the garage is half cleaned out! We start to create our own momentum. Momentum creates more momentum.

TR:

Who doesn’t like feeling accomplished at the end of the day?

I’m a fan of the duck approach, but you can use whatever works for you.

NK:

You have to keep in those parameters that it’s always something productive.

[TR in conversation with NK:]

Laughs… Sitting back and getting a six pack or something like that doesn’t count right?
Laughs to fade out

NK:

Uh no! No!

I think if you’re lost or stuck you really want to reach out to someone who’s walked your path before. Whether it’s professionally, personally. Just like people in AA have a mentor it’s really good for human beings to have somebody they could go talk to or get advice from. So whether it’s a therapist or coach or a support group, I think in order to move forward in life you do have to ask for help because that’s how we learn and grow.

[TR in conversation with MA:]
I might add one other thing to that is a podcast. And I’m not just promoting mine here (laughs) but in terms of you know having someone who’s walked that path, when you’re fearful about asking for help the thing that makes a podcast so cool is that you can get that information and nobody has to know that you’re getting it.

NK:

I love it! Very good advice.

And there’s so much good stuff out there. Not as good as yours…

[TR in conversation with MA:]
Thank you Nancy! Laughs…

NK:

your welcome !

There are so many resources on the internet. We really have to be our own advocate and we have to do our homework and really search.

TR:

We should be very used to that message. Being our own advocate.

I really do hope that this podcast is serving as a resource for those adjusting to vision loss.

So often it seems that the world has lowered the bar for those with disabilities. Whether it’s being falsely praised just for showing up or if it’s assuming you wouldn’t be able to do… [fill in the blank according to your own experience]

Shout out to Coach Nancy, her message is about empowering individuals not only when it comes to finding a job, but really, living your life.

[TR in conversation with NK:]

That makes you officially part of the Reid My Mind Radio Family!

NK:

Oh I love it! Thank you! Ohh!You just made my day. I love it!

[TR in conversation with NK:]

Laughs…

TR:

Can you guess how to contact Nancy?

NK:

Linked In. Nancy Karas (Then spelled out)
Instagram @Transition.Coach
I’m on Facebook, Transition Coaching and Career Management with Nancy Karas or you can just connect with me Nancy Karas. My website is www.Transition.Coach. No .com just .coach. My phone number is (661) 309-7055 and the email is HabitatForHR@gmail.com.

# Close

Big shout out to Coach Nancy! And check this out here, I am very happy to report that as of this episode, one of my [Quack, Quack!]ing ducks has finally reached the top. At least for now. I cleaned up my Linked In profile a bit. I added a pic, updated some other info and made it look current. In fact, I’d invite you all to connect with me on Linked In if you’re there. How’s that Coach!

You can also find me, well Reid My Mind Radio on Apple, Spotify, Google or where ever you get podcasts.

You can always send me feedback or recommend a guest or topic all you have to do is hollaback!

We have the comments section on the blog, ReidMyMind.com.
The email; ReidMyMindRadio@gmail.com
The Reid My Mind Radio Feedback Line where you can leave a voice mail: 1 570-798-7343

I would really love voice messages that I can share on the podcast. If you don’t want to call, you can grab your smart phone and record a voice memo and email the finished recording to ReidMyMindRadio@gmail.com.

I’d love to hear and share the voices of those who are listening. If you want to send a message but don’t want it shared just say so and it’s all good.

I appreciate you listening and if you liked what you heard please rate and even review the show via Apple Podcast. And please, tell a friend to listen. Spread the love, man!

You can always visit www.ReidMyMind.com, that’s R to the E I D like my last name!

Audio: Reid My Mind Radio Outro

[Audio, Quack, Quack!]

Peace!

Audio: Quack!

Hide the transcript

Reid My Mind Radio: Chancey Fleet Assisting with More than Technology

Wednesday, April 4th, 2018

Returning from a medical leave (see the last episode and post for an update) we resume where we last left off…

We were looking at employment of people with disabilities. Continuing with the theme, today’s episode explores one person’s experience with lessons that are applicable to everyone not only people with disabilities.

Chancey Fleet is the Assistive Technology Coordinator for the Andrew Heiskel Talking Book Library in New York City. We hear all about how she landed that position and how she continues to expand her role while aiding the community.

When you’re done listening make sure you subscribe to the podcast and tell a friend to do the same!

Resources

Transcript

Show the transcript

TR:

Today, I’m further exploring the topic of employment of people with disabilities through the experience of one young ladies career. We find out how she made her way into her current position and how she continues to expand it and grow benefiting not only herself and her employer, but the community which she serves.

As usual, I believe there are lessons that go beyond disability, but that’s really up to you the listener to decide.

Before we get into it, you know what I need to do…

[Scratch]
Drop it!
[Reid My mind Radio Theme Music]

TR:
[City Sounds]

If you walk across 20th street In New York City, between 5th and 6th Ave tucked in among the various commercial buildings is a library

TR in conversation with CF:
Andrew Haskell? Heiskel?

CF:
Andrew Haskell.
So here’s the thing . The technically correct pronunciation is Andrew Heiskel, but when you say it correctly you suddenly have a ton of people looking for the high school.

TR in conversation with CF:
[Laughs…]

CF:
So there’s just this wave of convenient wrongness where we all kind of say Andrew Haskell now, but you can avoid all of that by just remembering our web address which is talkingbooks.nypl.org, nice and easy.

We’re kind of two libraries in one. We are a full brand of the NYPL which means this is a place where all types of members of the community come to pick up their holds pick up their books and DVD’s. Use the Wi-Fi get some studying done take advantage of our computer labs and gather together.

We got story time for kids, we got programs for teens and adults. Opera concerts creative writing you name it.

The one things that you won’t find in this building that you find in most public libraries is a whole lot of print because as well as being part of the NYPL, we are a sub-regional location for the National Library Service for the Blind and Physically Handicapped. And what that means is that we’re also an operations that sends out tons of Braille and audio books by mail and folks could come in and pick those up as well.

TR:
Meet Chancey Fleet. She’s the Assistive Technology Coordinator at that library.

Chancey says to her knowledge she is the first Assistive Technology Coordinator for the library.

While working as an Assistive Technology Trainer in a Vocational Rehabilitation Agency she became frustrated when she was unable to assist those who weren’t eligible for services.
CF:
sometimes the consumer would have a question about Twitter or Facebook or taking pictures outside and I would be dying to answer it but I would know that that was just outside of my scope of work. and it would need to just stay that way. And at the same time folks would come up to me knowing me from activism from outside of the place where I worked and they’d need help with computers and technology and if they were undocumented or they were homemakers or retired or happily employed or had vision issues or print issues that didn’t add up to legal blindness they wouldn’t be eligible to come see me. And all of that started to feel a little limiting and a little frustrating and I guess I started to think about why we have the structures that we have. And I think the structures that we have are great a lot of the time and I would never want to see them replaced but sometimes we need more than one way to do things.

TR:
In 2010 Chancey found that other way at the library. She approached the leadership at the Andrew Heiskel library and asked if she and some friends could offer a free computer clinic on Saturdays. And by free she meant F R E E, free…

CF:
Free one on one instruction. Free of eligibility, requirements, free of paperwork and free of charge at the library.

And we started out with just three or four volunteers. I was one of them,
my friend Nihal my friend Walei and lots of other folks joined us over the years.

we got the information into the library newsletter and quietly , slowly it started to take off.

What we do is totally peer supported, informal learning. So we’ll never replace comprehensive training right. Just like you wouldn’t go to the library to take a Chemistry class, but you might come to the library to get help on some specific Chemistry problem or finding a study group or finding the right resources. We do kind of the same thing.

TR:
The assistance includes some real world challenges related to vision loss.

CF:

I think one of the scariest or daunting things about losing your vision or about being blind without access to information is people are telling you things that might be good for you or not all the time and if you have a way to write things down and if you don’t have a way to refer back to things and decide on your schedule when you can sit down and figure out what’s important for you, it can be really overwhelming.

We’re here at the library so we have the digital talking book machines that are totally free of charge and we have flash drives and if nothing else,

if someone is super new to technology and they don’t have a way to write in Braille or write in print we can just record what we do here on a flash drive and they can play it back on the free players at any time. And that’s how we can scaffold them until they can get to that point where they can use their personal technology to take notes.

TR:
What started out in 2010 as a volunteer position offering 3 hours a week grew to the library providing about 150 hours of training a month in 2014.

That volunteer position, became a full time paid position that Chancey was perfectly suited to fill.

CF:
A job posting showed up at the end of 2013 and I was happy to see it. My Saturday’s at the library had become the highlight of my week and I saw an increasing number of volunteers and patrons coming to learn gathering at the library and really getting important work done in kind of a low key informal setting.

And sometimes the conversation would stray outside the boundaries of technology. and I’d walk in and somebody would be talking about how it is they sort their mail or sort their laundry or what it was like to take the subway for the first time instead of taking Access-A-Ride. And that peer to peer informal learning that might be about technology but touches all sorts of threads of importance in our lives. I thought that was really special and I wanted to see that continue to grow

TR:

It grew into more programming for the city’s blind and visually impaired community. In addition to providing individual help with Braille the, library offers some cool progressive programming. Like a class in photography and videography.
taught by Judy Dixon, Consumer Relations Officer of the NLS.

CF:

So folks learn about composing photos and videos . We learned about perspective and glare and how lighting conditions and distance affects things. And Judy shared with us a bunch of her favorite apps and strategies. We’ve done all sorts of social networking workshops. We’ve done an introduction to coding and electronics with Arduino.

TR:
We covered the Blind Arduino Project and its founder Josh Miele on a past episode which you should really check out.

CF:

So Arduinos are really small portable affordable computers that run essentially one program at a time and you can design your own super accessible tool.

because the components are so affordable and portable and because it’s so widely popular in kind of the mainstream community of makers and enthusiasts there’s a lot of great advice and code samples , kind of like recipes if you will that are out there so that even if you’re a total novice you can find all kinds of online instructions and code to work from and you can find components to do whatever you
may need.

TR:
Chancey and the library teamed up with DIY Ability a midtown Manhattan company offering workshops geared to serving people with disabilities, like
toy hacking workshops that help families retrofit or hack toys to become more accessible for people that have fine motor impairments
workshops teaching people with all different types of disabilities how to code and use electronics.

CF:
So our introductory Arduino workshops we call them “eyes free” or non visual Arduino workshops are a place to learn about the very basics of working with Arduino and working with code in a place where non visual techniques are well respected and well understood.

So it’s a safe space for starting out. It’s a community space for gathering and exchanging ideas and we hope it gives folks a foundation they can build on.

We’ve done that with both youth and adults. And we’re launching now into a program that teaches folks how to come in and use the tactile graphics embosser and tactile graphics design software as well as a 3D printer to create non visual spatial representations of the graphics and objects they need to understand. Things in their work school and leisure lives.

TR:
Chancey’s interest in the accessibility of graphical or visual information began with a request from a library patron.

CF:
Somebody called me and asked me where they could possibly get a map
that related the 5 boroughs of New York City to one another and their water ways. He just moved to New York City and he wanted to get the lay of the land sort of speak.

TR:
For a sighted person, this is an easy task, just launch Google maps or find an old fashioned printed map.
It’s much more challenging to access this information non visually.

Receiving grant funds, the library was able to purchase the necessary equipment. With this the Dimensions Project was off and running.

CF:

our premise is that we will teach community members sighted and Blind alike about some of the fundamental best practices around creating tactile images that are meaningful useful and legible. And then we’ll provide the equipment the space and mentorship that people need to create the images and the 3D objects that they’d like to experience.

TR:

The Dimension Project includes three workshops. Two specifically focusing on working with the equipment and the other on best practices for effective tactile graphics.

CF:

Tactile Tactics, taught by Annie Lease from the Department of Cultural Affairs.

Annie is an artist with low vision who also has a ton of museum education experience and she is no stranger to crafting meaningful and well-rounded tactile experiences for people.

she goes over the basics. For one thing if you’re creating a tactile graphic the first thing that you think about is purpose. Why does the person want it? What information are they hoping to have? So what needs to be on that map?

Annie also talks about scale. She talks about using labeling effectively and kind of introducing people to the graphic once it’s been created – creating the context for it.

It’s been exciting . I kind of designed and got funding for this project and started rolling out the workshops wondering if the community would really respond because at first I would tell library patrons coming in for computer instruction about it and I’d ask them if they would like to be able to make their own images and pictures and maps and they would throw it back at me and say for what? I would throw it back at them and say well what do sighted people use images for? What do sighted people care about? And they would kind of wrap their brains and come up with things.

TR:
One of the most challenging parts of this project is convincing people who didn’t grow up in image rich environments that tactile graphics have something to offer.

Real world examples can prove helpful.

CF:
One of our volunteers has a small business and he had to design a logo for his business. He had certain kind of Values or parameters that he gave to a sighted designer to have his logo designed. And first thing that he wanted to do when he came in and used the tactile graphic software was to find out what his logo actually looked like.

He had hoped that the letters would relate to each other in a certain way and it would kind of imply motion. So that was something that he was already really ready to connect to. I think part of what made that successful is that it was a tactile graphic that was expected.

I think street maps and floor maps are another place where we can start with something that’s familiar. So I think using something that someone already knows both for context and motivation is a powerful thing.

TR:

Available maps include;
* Tactile street maps
* Floor maps of the Heiskel branch – enabling customers to locate computer labs, training and community rooms and more.

* a prototype map of the five boroughs as requested so many years ago.

CF:
I was so happy that we got our first real live request in the fall to reproduce a floor map for the NFB of New York state convention.

We enlisted a sighted volunteer who has graphic design but next to no tactile graphic experience. And we paired her up with a few blind volunteers who don’t have graphic design experience but who have lots of experience with Braille and tactile graphics.

TR:

The collaboration worked well. Chancey and the other volunteers provided valuable input and feedback making the end result a usable map that was distributed to about 30 people.

CF:

I think we are on the edge of a new golden age in tactile literacy. In the same way that two hundred years ago we were on the edge of something spectacular in terms of textual literacy.

Now although we still have trouble convincing folks that Braille’s important and sometimes affording the Brail technology that we need broadly we have better access to texts than ever before thanks to electronic conversion into Braille and even text to speech and we are in a better place with regard to textual literacy than we’ve ever been.

TR:

Chancey speaks of a benefit she has seen in her own life after beginning to think more spatially.

CF:

I’m a person that never took chemistry or physics or calculus and a person that never really engaged to actively with the arts or coding.

And it’s only now that I’m working in the community of support such awesome collaborators across the city and across the country that I feel free to explore

TR:

Creative exploration like origami. And Chancey is now bringing this paper art form to the Talking Book library patrons.

CF:

Origami is paper craft.

origami is using a single sheet of paper or maybe even building lots of different
modules together and using different folds and most to create.

Most of the Origami instructions say hey check out figure E or it’s a totally silent You Tube video that just shows somebody’s hands. And so our Origami club that we’re launching in collaboration with the Origami Therapy Association here in New York here is a chance for Blind folks and say to folks to get together and use really clear descriptive language to explain step by step what you need to do to get to a certain origami model. If you check out YouDescribe.org and search for origami you actually
see some students from San Francisco State Universities TVI Preparation program have put up quite a few Origami instructional videos that are accessible, they all have a descriptive track. So we’re lucky to have them as collaborators as well as a few blind folks around the country help us learn new models and get them into clear descriptive language.

TR:

In a sense, Chancey began preparing for her role at the library at an early age back in Mechanicsville Virginia.

CF:
I went to a mainstream school in the 80’s and my folks always made sure that I had basically equal access to information and one of the most important ways they did that is by pushing for the school system to incorporate technology into my life from an early age. I remember having a Toshiba laptop in the first grade.

I could play text adventure games and I could get my word processing done. And one of the most powerful things that I still remember is that people could write notes to me and I could read over them and I could write out my assignments and send them to a printer which meant that I could get feedback from my teacher without having to wait for the vision teacher to come around and transcribe things.

So I learned really early on that having technology at my fingertips, mainstream technology that everybody could use together was going to be a key that would let me interact directly and not wait on a third party to grant me the access that I need.

TR:
While attending William and Mary College Chancey had the opportunity to work as a peer Access Technology Trainer. Providing one on one training to other Blind and visually impaired individuals.

After graduating with degrees in Sociology and Psychology she felt more connected to Access Technology. A member of the National Federation of the Blind ever since receiving a student scholarship, Chancey began beta testing the first KNFB Reader – an early device to portably scan text to speech.

CF:
Little did I know that one of the times I was at a conference demonstrating , there was a recruiter in the audience from a place called Integration Technologies and the next thing I knew I was flying around the country training Federal employees with disabilities on how to use their tech and that’s kind of how I got my start.

It was fun to fly from office to office and see how lots of different types of people worked. I got to work with transcriptionists, IRS agents, judges, veterans and all kinds of people and it was a great first post college job.

TR:
technology isn’t just a 9 to 5 thing with Chancey.
She says it permeates her life.
Using apps to help her improve her ability to understand and speak Spanish, accessible ways of finding and cooking new recipes,
using GPS apps for travel
these are just examples of technology in her daily life.

She also thinks about the social implications of technology. Like Aira, the glasses and app that are connected to a live attendant who can serve as a blind users virtual eyes. Describing and assisting in navigation at any time. The service begins at about 90 dollars per month.

CF:

Aira is a premium product and it lets us get around a lot of accessibility problems and perhaps giving an accessibility workaround to the folks that are privileged enough to be able to pay for Aira, might not always be a good thing because if I have had my accessibility problem solved by Aira will I take the time to do the boring paper work and the advocacy follow up that’s required to make the bigger accessibility problem that I encounter go away or will I just hitch a ride with Aira and forget about it? I hope I won’t. I hope we can all have a conversation about how we can incorporate these tools into our
lives in a way that doesn’t keep us from being a good community advocates for accessibility that is for everyone.

##
Clearly, Chancey sees the bigger picture when it comes to the purpose of technology. It’s not what the tech does that makes it cool, it’s about how it can impact a person’s life.

CF:
One of my favorite stories is about a young lady that came from Syria and
when she first came to us she came because she wanted to learn to type. She didn’t really have much of a Goal beyond that. In addition to being blind and being newly new to technology she also has a speech impairment. She has a lot of trouble communicating especially with people with people that she doesn’t know or who don’t really slow down to listen to her.
So first she came in very quietly barely said anything and booked lots of time with talking typing teacher. When she finished with that she started to learn to use the Internet. She got a computer from Computers for the Blind, the refurbished computers out of Texas, and slowly she started to talk to us more because she had more specific questions about how to do different things on the internet and her personality started to emerge.

one of the first things that she wanted to do online was go on You Tube and look for makeup tutorials and we did.

Then she got an I Phone And with that I Phone we recommended that she get a Bluetooth keyboard. Fortunately she was able to afford to do that.

I’ll always remember the first big milestone with her. She. Typed out to me in one day hey could I take this keyboard in and type out what I want my doctor to know before I meet with my doctor? And I just like wanted
to do a fist bump like yes that’s exactly what this technology is for. She figured out for herself how it was going to help her. How it was going to empower her.

## That young lady not only continued learning Braille, but she began providing support for others new to technology and is now continuing her education in preparation for entering the workforce.

Looking back on Chancey’s career path a few notable milestones stand out.
There’s the technology experience and that early opportunity to travel and meet a wide array of people with vision loss that seemed to prepare her for her later work. Including serving as one of the first Holman Prize judges.

Chancey says her involvement with the National Federation of the Blind was also instrumental.

I first joined the National Federation of the Blind in two thousand and one and I came in the way that a lot of people do which is that they got me with
a scholarship.

So I came to a convention for a scholarship and I stayed for the philosophy.

it was Carla McCuillan that gave the first banquet speech. She is a pretty distinguished educator – I think she runs a
Montessori school. I remember the energy and I remember her addressing
the low expectations that the public often has for us and you know immediately I connected with that message that that that’s not a normal thing that we can do better for ourselves.

I think the National Federation of the blind is. Pretty unique in the amount of investment and trust that it puts in its ordinary members who become volunteers.

It is one of the greatest ways that I have
found to get work experience while I was waiting for actual work to come along beginning when I was in college.

TR:
It was an earlier volunteer experience working the phones at a women’s crisis shelter that helped Chancey realize a career in Psychology wasn’t for her.

That discovery Chancey says was just another benefit of volunteering.

CF:
It’s a way to develop skills and self-confidence meet people in the community give back but it’s also frankly
sometimes a way to find a job.

TR:

Like I said, lessons in Chancey’s experience once again go beyond disability

If you live in New York City or find yourself visiting head on down to the library and check out all they have to offer.

For more information on services and upcoming workshops visit Talking Books.NYPL.ORG

To reach out to Chancey directly you can find her at @ChanceyFleet on Twitter.

Remember to subscribe to the podcast; Apple Podcast, Google Play Stitcher, Tune In Radio and Sound Cloud.
Tell a friend!

CF:
… and quietly , slowly it started to take off.

[RMMRadio Theme Outro]

TR:
Peace!

Hide the transcript

Reid My Mind Radio: Employment Challenges for People with Disabilities

Wednesday, January 31st, 2018

With all the hype about the economy and employment rate it’s seems like a good time to remind or inform people of the high unemployment rate among people with disabilities.
RMMRadio Alumni Joe Strechay, Director of the Bureau of Blindness & Visual Services in Pennsylvania joins me to talk about the challenges faced by people who are blind and exactly what they’re doing to make a difference.
Picture of Joe Strechay

This episode includes some good advice for anyone impacted by disability looking to transition to employment.

Resources

Transcript

Show the transcript

TR:
There’s been some discussion in the news about the positive 2018 employment figures. The facts show that , the unemployment rate has been on a consistent decline throughout President Obama’s presidency.
I’m just saying’!

Depending on what you read, the percentage of people with a disability who are unemployed range anywhere between 45 and 75 percent.

So, I want to talk about employment among people with vision loss and disabilities in general.

[phone Ringing]

I decided to call an alumni of Reid My Mind Radio.

On that note, before I get into it… I’m T Reid and this is my theme music.

[Reid My Mind Radio Intro]

So I called Mr. Joe Strechay, also known to any listener of this podcast as the man who literally taught Charlie Cox, the star of Marvel’s Dare Devil how to be blind.
If you haven’t heard that episode I suggest you give it a listen.

Sometime after that interview, Joe took on the role of Director of The Bureau of Blindness and Visual Services or BBVS of Pennsylvania which is part of the Office of Vocational Rehabilitation.

I asked Joe about the dismal unemployment percentages for people with disabilities.

JS:

When you look at the statistics I think your 45, 46 percent sound about right for unemployment.

But they would say 12 to 15 percent of people are not even engaged in the employment process and are not even counted.

Often the percentage you hear about, the 70 or 75 percent includes under employed, so people working at a level under their education or training. Some people like to provide the positive side of things, 54 percent of people who are blind or visually impaired are working, but again there’s a 12 to 15 percent that aren’t even included in those types of stats.
[TR in conversation with JS]
From your perspective, what are the challenges?

JS:
Employers knowledge and understanding and awareness around individuals who are blind and visually impaired…

I think it was back in 2011, the National Industries for the Blind did a study with Human Resource professionals asking them what their big questions were or concerns were with hiring someone who is blind or visually impaired. And these were the gate keepers in the employment process from a lot of big businesses, small businesses. Their number one question was could they do the job and number two was transportation. How were they going to get to work, but not even just the transportation to work how were they going to get around in the work place. Am I going to have to guide them to the bathroom?

TR:

That question for some, is more upsetting than surprising.
Unfortunately Joe says some of those whose focus is creating diversity and inclusion in the workplace,
are just as unaware.

JS:

They’re really worried that like you’re coming out of the elevator that the lip of the elevator is going to make you trip and fall down.

[TR in conversation with JS]
Wow!

TR:
This first barrier of employment for people with disabilities
could be summarized as social challenges. Joe recommends dealing with these by taking control of your messaging. This means being proficient in your choice of mobility, access technology and effectively advocating for yourself.

JS:

When an employer has those types of simple concerns about hiring someone that’s a problem. We have to address those because if you walk out of an interview and that employer has concerns or questions about you, they’re not going to hire you. The employment process is really about creating trust between you and the employer. Some other obstacles are actually transportation. The more rural you live, the harder it is to commute. The harder it is to get access. If you don’t live on a street with sidewalks or near bus routes it’s going to be more difficult. Persons with disabilities battle with isolation and the more isolated you are the less opportunity you’re going to have. Proprietary software corporations and business working with the companies or contractors to build out software to fulfill needs in their employment setting and if these software’s are not built in an accessible manner, most are not, that’s a big barrier. If you get the job you won’t be able to do the job.

TR:

Further examination of the unemployed population of people with disabilities, reveals separate more specific needs based on demographics.

For example, teens and young adults have a need to acquire different skills in comparison to others adjusting to vision loss with
workforce experience.

JS:

We’ve developed out a lot of different types of programs that provide job shadowing, work based learning experience. Programs like Project Search – which works with the Human Resources department in a business and develops out different jobs within that business and working with individuals to fit into those situations.

It’s not just how you do the job it’s how you interact with your co-workers, the customers, your boss as well. Individuals learn those basic skills from experience but also from seeing how other people interact. Individuals who are blind or visually impaired may miss out on some of that incidental learning.

[TR in conversation with JS]

What does that training process look like?

JS:
It could be starting out with job shadowing, occupational interviews, mock interviewing, actual interviews, work based learning experience where they’re actually getting to work a part time paid job. One of our emphasis is providing paid work experience because people are two and half times more likely to be employed after their education if they’ve had prior paid work experience. They’re even more likely to be successful if they actually found that employment setting themselves.

[TR in conversation with JS]
Can you give us an example of some of those successful projects?

JS:
We have a partnership with the Overbrook School for the Blind where they’re doing the Transitional Vocational Initiative, which is a three week summer program where students around the Common wealth of Pennsylvania go to Overbrook in Philadelphia and they work for two weeks doing those soft skills and then they move on to job shadowing and then the last week they’re working. They’re going to extend out the length of the working period in the coming year. That really is where the kids get that real world experience to work in an employment setting and learn about interacting with their co-workers and boss.

[TR in conversation with JS]
I know people listening would wonder, especially those not familiar with blindness would say ok, what kind of jobs can a blind teen do?

JS:
All kinds of things. Working in stores, point of purchase systems such as Square because those can be accessible, busing tables. We have kids that are washing dishes. WSe have kids…

[TR in conversation with JS]
Alright, alright hold on Joe!

TR:

Ok, I know! Some of you may struggle with the idea that a blind person
can hold a job as a bus boy. It’s ok!

I’ll let Joe answer that but in general when it comes to people with disabilities and employment
consider if the question should be; What job can the person hold or
how can we accommodate this person to make sure they’re successful fulfilling the job?

Back to Joe.

JS:

I’ve known a couple of bus boys who were totally blind. I know some dish washers who were totally blind. Some individuals working at a store on the register were totally blind as well. We’re also utilizing our Business Enterprise Program so our Randolph Sheppard Programs as locations; cafeterias and vending. The more opportunities the better. We don’t want to limit someone at one opportunity if they can get experience in multiple settings we’re all about that. We have people that are working in offices as receptionists answering phones and a little more high level if they have some more technical skills.

TR:

Getting teens with disabilities prepared for employment begins as soon as the summer following 9th grade.

In partnership with other organizations and agencies, the Pennsylvania Bureau of Blindness and Visual Services offers the Summer Academy.

JS:

It’s a post-secondary preparation and career exploration program. Really an emphasis on that post-secondary preparation giving people a realistic college experience. Making sure they have the assistive technology skills. Getting orientation and mobility skills around the campus university and town. How to organize things. How to access things, cooking their meals and also to find out if college is the right avenue for them. They may be looking at more vocational training or opportunity.

TR:

Students even get the chance to take a college level course where they receive 3 credits upon completion.

This successful program is currently being replicated in other states.

When it comes to adults with vision loss of working age, BBVS provides services through the Office of Vocational Rehabilitation. Services include;

* vision rehabilitation therapist who teach daily living skills like cooking and organizing household goods; things which often require a different approach following vision loss.

* orientation and mobility or teaching a person how to effectively travel using any remaining vision and or a white cane. This includes traveling through your home, neighborhood and taking public transportation.

* Vocation Rehabilitation counselors who help with finding employment or returning to work.

JS:
We also utilize programs that are out there. Whether it’s the Blindness Vision Rehabilitation Services of Pittsburgh which can provide a setting a location if someone needs more in depth services they can go and stay there. Training centers around the country as well. We have the ability to develop out internships or other programs and we’re going to be looking into more internship opportunities for adults who are blind or visually impaired. We’ve been having some discussions with bigger corporations and businesses . We’ve seen some success like with SAP, one of the big financial software companies and Microsoft working with individuals with Autism and why couldn’t that also happen with individuals who are blind or visually impaired.

[TR in conversation with JS]
In general, I’m not asking about any specific company, what are those conversations like. I mean are they kind of open or what?

JS:
I think they’re more open then they have been in the past. Typically for a really successful relationship it takes having a champion within. Some of these companies they can’t create products or services that meet the needs of customers they don’t know about.

TR:

Now that the prospective employee has learned proper orientation and mobility skills, is comfortable using their technology and
ready to advocate for themselves there’s still one question they need to answer.

In fact, anyone with a disability, especially those that are visible, deals with the question of when is the right time to disclose that disability to a potential employer.

JS:

I’m really passionate about that subject. I call it addressing the elephant in the room. Every time I walk into a room with an employer or business I have a visible disability. I have a long white cane and most likely you know I’m blind from that.

[TR Laughs]
I believe I have a duty if I want to really reach that employer to dispel any myths, but also address the elephant in the room. Make sure that they understand that I am a competent individual who’s blind. I talk about my background my work skills and how I deal with being blind and how I navigate that employment setting and I really think you’re better off building in to your sales pitch , the end of your sales pitch, you’re not going to lead with it, but how you performed tasks that will be related to a job. You use a screen reader and explain what a screen reader is and how you navigate and that you can use Microsoft Office and Excel, Access. I did HTML coding and explaining how I did that . I have my white cane, I’ve been trained in how to use it. My last job I traveled about 18 days per month all over the country independently and explaining that type of information otherwise you’re leaving the room without addressing the concerns and questions of the employer. And they’re not going to hire you if they have questions and concerns about you. I believe that persons with disabilities need to take charge of it. Own who they are. Not that your disability defines you but if you’re not comfortable talking about it, that employer is not going to be comfortable with talking to you about it and that can be a problem in itself.

[TR in conversation with JS]
So that was the interview process but what about when you’re trying to get the job whether that be your resume, cover letter. What do you guys recommend on that?

JS:

Point of disclosure. And I’ll tell you with the disclosure process there’s no right or wrong answer. Every situation’s different, every persons different. I can tell you that the employment process is about building trust and the earlier you let them know the more likely they’re not going to feel that you were dishonest with the. On my resume I don’t like write “blind guy”. I make sure that they know. I would want them to know before I walk in the door. As an individual who’s blind I’ve been in that situation where I didn’t let people know. I was going in for an Orientation and Mobility internship position. It went from a meeting about my internship to a three and a half hour interview where they basically grilled me on everything. I was supposed to have that internship but they didn’t know I was visually impaired at that time. I had to address it. At the end of it I knew I wasn’t going to have that opportunity , I could feel it. I felt it right when I walked in the door. You’re putting yourself at a disadvantage. There are positive and negatives to disclosing at any point in the employment process. I really believe at the time of scheduling an interview to talk to the person about it and explain that you are a person who’s blind.

TR:

Sounds like some real good advice and Joe should know, he’s been focusing on employment issues even before taking his current position as the director of BBVS.

JS:

I worked for the American Foundation for the Blind for about seven years. I supervised their employment initiative such as career connect which was an online career exploration , job seeking skills and E-Mentoring program. And also advising state agencies and even countries on their employment initiatives and also initiatives around transition from school to work.

TR:

Let’s recap the ingredients that go into improving employment opportunities for people with disabilities;

* A shift in the way we as a society think about disability in general and what is possible
* Training for both prospective employees and employers
* Policy changes in both the public and private sectors

From what I can tell, Joe has a very specific quality that seems like an essential requirement to take on this task; optimism.

JS:

One of the big impacts I’ve seen is around section 503 and their aspirational goals on federal contractors and sub-contractors around the hiring of persons with disabilities and also maintaining their employment. I really think that has made an impact. I’ve seen companies looking to hire persons with disabilities and there’s a 7 percent aspiration goal for federal contractors and sub-contractors and it depends on the size of the organization. I really think that is a big step and you know that stems from President Obama’s Executive Order where he pushed the Federal Government to being a model employer and looking to demonstrate that federal agencies could show the corporate world and the private sector how it could be done. And they were successful as of NI believe November 2012. In reaching that goal. Prior to Obama leaving office he was expanding it within the Federal Government. We’re hoping that these standards really continue and only grow to give more opportunities to persons with disabilities .

TR:

Joe says he’s looking at more opportunities that will come from mentorships and less traditional routes for employment and entrepreneurship
through freelance and job outsourcing web sites like Fiver and Up work.

If you are or know of a person with a disability interested in talking about the employment experience, I’d love to listen. Send me an email at ReidMyMindRadio@gmail.com. I’m especially interested in sharing stories of people with disabilities in nontraditional roles or finding creative income streams whether via employment or entrepreneurship.

Now I have a job for you, whether you’re a person with a disability or not… subscribe to this podcast if you are not already.

You can do that through Apple Podcast, Google Play, Stitcher, Tune In Radio, Sound Cloud or just visit Reid My Mind.com and all your options are right there.

I’ve been trying to come up with a slogan for Reid My Mind Radio. Maybe something like

JS:
Some people like to find the positive side of things!

I’ll keep working on that, but for now break time is over yawl…
let’s go to work!

[RMMRadio Outro]

TR:
Peace!

Hide the transcript