Traditional Segregated Employment
Community Integrated Employment
Supported Employment
Customized Employment
Community Employment
Zero Exclusion and Assumption of Competence
Normalization and Social Role Valorization
Person-First and Identity-First Language
Cultural Humility
Community Employment
Definition:Community employment refers to work in integrated settings where individuals with and without disabilities work side by side, earning competitive wages and having access to the same benefits and opportunities. Key Points: - People with disabilities have the right to work in the general workforce. That means not othered or grouped together with other people with disabilities.
- They are entitled to equal pay, reasonable accommodations, and nondiscrimination under laws like the ADA.
- Responsibilities include engaging in person-centered services where the individual has ownership and contral in participating in job planning, communicating needs, and engaging in workplace expectations.
- Presumption of Employability: The principle that everyone is capable of working with the right support.
- These rights and responsibilities are core to Customized Employment, which is built on the belief that everyone can work and deserves a role that reflects their strengths and interests.
Traditional Segregated Employment
Definition:Employment settings where individuals with disabilities work separately from others, often in sheltered workshops or facility-based programs. Typically, these programs pay individuals less than minimum wage. Context: Historically, segregated employment programs were created to provide work-like activities for individuals with disabilities. These programs, established under Section 14(c) of the Fair Labor Standards Act in 1938, were intended to increase employment opportunities by allowing more flexible wage arrangements. However, evidence has shown that participants in these programs rarely transition into equitably paid, integrated employment. Key Characteristics: - Group-based
- Non-competitive wages
- Limited interaction with the general workforce
- Power imbalance: Supervisors and owners do not have disabilities
- Limited ability to make career advancements or to transition to community integrated employment
Community Integrated Employment
Definition:Inclusive employment settings where individuals with disabilities work alongside non-disabled peers in integrated environments. Context: Reflects a shift toward civil rights and equal opportunity in the workforce. Key Principles: - Equal Access: Everyone has the right to pursue employment in the general workforce.
- Zero Exclusion: No one is deemed “unemployable.”
- Full Inclusion: Individuals are supported to participate fully in the workplace.
Person-First and Identity-First Language
Definition:Language that puts the person before the disability (e.g., “person with a disability” instead of “disabled person”). Key Points:- Promotes dignity and respect.
- Avoids defining individuals solely by their disability.
- Should be used in all professional and public communications.
- Best practice is always to ask the individual with a disability what language they prefer to be used, whether it is people first language or identity first.
Identity -First Language is growing in use especially for people in the Autism community who prefer to be called Autistic or People who are deaf prefer to be called deaf not a person with a hearing disability. Examples: “Person with a disability” instead of “disabled person” or “Person who uses a wheelchair” instead of “wheelchair-bound”
Customized Employment
Definition:As a strategy under Supported Employment, Customized Employment is a phased process designed to assist individuals with disabilities who might otherwise struggle to secure or succeed in existing job descriptions within a competitive job market. In this approach, a meaningful job is not merely found—it is created and tailored to meet both the employer’s needs and the candidate’s unique skills and abilities. Key Features: - Job coaching with built in long term support as needed
- Job creation or modification
- Discovery process to identify strengths and interests
- Negotiated job duties
Zero Exclusion & Assumption of Competence
Zero Exclusion:- No individual is too disabled to work.
- Employment services must be available to all, regardless of perceived “readiness” or severity of disability.
Assumption of Competence:- Every person is presumed capable of contributing meaningfully to the workforce.
- Supports should be designed to uncover and build on strengths, not to screen people out.
Supported Employment
Definition:A model for employment supports where a person with a disability works in the community with ongoing or intermittent follow along support services from a disability employment professional. In this approach a work strategy assessment is typically completed to help identify preferences, work goals and evaluate transferable work skills. Supported Employment secures opportunities in open positions within existing job descriptions. Employment professionals work with the business to make sure accommodations are addressed for the job seeker. Key Features: - Job coaching with long-term support as needed
- Focus on matching existing jobs to individual abilities
Cultural Humility
Definition:Cultural humility is a lifelong commitment to self-reflection and learning about others’ cultural identities. It recognizes that the individual is the expert on their own culture and lived experience. Cultural Awareness in Employment:- Understand how language, family roles, religious beliefs, and community values influence employment goals.
- Avoid assumptions; ask respectful, open-ended questions.
- Use interpreters or bilingual staff when needed to ensure access and understanding.
- Respects their cultural, social, and family context
Normalization & Social Role Valorization
Normalization:- The principle that people with disabilities should live lives as close as possible to societal norms, including access to employment, housing, and relationships.
Social Role Valorization (SRV):- A framework that promotes the development of valued social roles (e.g., employee, coworker, team member).
- Employment is a powerful way to increase a person’s perceived value in society and reduce stigma.
C1L1 Prework Definitions
Alvaro
Created on March 2, 2026
Start designing with a free template
Discover more than 1500 professional designs like these:
View
Wizardry Letter
View
Search Bar Card
View
Piñata
View
Microlearning: When to Use Chat, Meetings or Email
View
Magazine dossier
View
Microlearning: Graphic Design
View
Microlearning: Enhance Your Wellness and Reduce Stress
Explore all templates
Transcript
Traditional Segregated Employment
Community Integrated Employment
Supported Employment
Customized Employment
Community Employment
Zero Exclusion and Assumption of Competence
Normalization and Social Role Valorization
Person-First and Identity-First Language
Cultural Humility
Community Employment
Definition:Community employment refers to work in integrated settings where individuals with and without disabilities work side by side, earning competitive wages and having access to the same benefits and opportunities. Key Points:- People with disabilities have the right to work in the general workforce. That means not othered or grouped together with other people with disabilities.
- They are entitled to equal pay, reasonable accommodations, and nondiscrimination under laws like the ADA.
- Responsibilities include engaging in person-centered services where the individual has ownership and contral in participating in job planning, communicating needs, and engaging in workplace expectations.
- Presumption of Employability: The principle that everyone is capable of working with the right support.
- These rights and responsibilities are core to Customized Employment, which is built on the belief that everyone can work and deserves a role that reflects their strengths and interests.
Traditional Segregated Employment
Definition:Employment settings where individuals with disabilities work separately from others, often in sheltered workshops or facility-based programs. Typically, these programs pay individuals less than minimum wage. Context: Historically, segregated employment programs were created to provide work-like activities for individuals with disabilities. These programs, established under Section 14(c) of the Fair Labor Standards Act in 1938, were intended to increase employment opportunities by allowing more flexible wage arrangements. However, evidence has shown that participants in these programs rarely transition into equitably paid, integrated employment. Key Characteristics:- Group-based
- Non-competitive wages
- Limited interaction with the general workforce
- Power imbalance: Supervisors and owners do not have disabilities
- Limited ability to make career advancements or to transition to community integrated employment
Community Integrated Employment
Definition:Inclusive employment settings where individuals with disabilities work alongside non-disabled peers in integrated environments. Context: Reflects a shift toward civil rights and equal opportunity in the workforce. Key Principles:- Equal Access: Everyone has the right to pursue employment in the general workforce.
- Zero Exclusion: No one is deemed “unemployable.”
- Full Inclusion: Individuals are supported to participate fully in the workplace.
Person-First and Identity-First Language
Definition:Language that puts the person before the disability (e.g., “person with a disability” instead of “disabled person”). Key Points:
- Promotes dignity and respect.
- Avoids defining individuals solely by their disability.
- Should be used in all professional and public communications.
- Best practice is always to ask the individual with a disability what language they prefer to be used, whether it is people first language or identity first.
Identity -First Language is growing in use especially for people in the Autism community who prefer to be called Autistic or People who are deaf prefer to be called deaf not a person with a hearing disability. Examples: “Person with a disability” instead of “disabled person” or “Person who uses a wheelchair” instead of “wheelchair-bound”Customized Employment
Definition:As a strategy under Supported Employment, Customized Employment is a phased process designed to assist individuals with disabilities who might otherwise struggle to secure or succeed in existing job descriptions within a competitive job market. In this approach, a meaningful job is not merely found—it is created and tailored to meet both the employer’s needs and the candidate’s unique skills and abilities. Key Features:- Job coaching with built in long term support as needed
- Job creation or modification
- Discovery process to identify strengths and interests
- Negotiated job duties
Zero Exclusion & Assumption of Competence
Zero Exclusion:- Every person is presumed capable of contributing meaningfully to the workforce.
- Supports should be designed to uncover and build on strengths, not to screen people out.
- No individual is too disabled to work.
- Employment services must be available to all, regardless of perceived “readiness” or severity of disability.
Assumption of Competence:Supported Employment
Definition:A model for employment supports where a person with a disability works in the community with ongoing or intermittent follow along support services from a disability employment professional. In this approach a work strategy assessment is typically completed to help identify preferences, work goals and evaluate transferable work skills. Supported Employment secures opportunities in open positions within existing job descriptions. Employment professionals work with the business to make sure accommodations are addressed for the job seeker. Key Features:- Job coaching with long-term support as needed
- Focus on matching existing jobs to individual abilities
Cultural Humility
Definition:Cultural humility is a lifelong commitment to self-reflection and learning about others’ cultural identities. It recognizes that the individual is the expert on their own culture and lived experience. Cultural Awareness in Employment:- Understand how language, family roles, religious beliefs, and community values influence employment goals.
- Avoid assumptions; ask respectful, open-ended questions.
- Use interpreters or bilingual staff when needed to ensure access and understanding.
- Respects their cultural, social, and family context
Normalization & Social Role Valorization
Normalization:- A framework that promotes the development of valued social roles (e.g., employee, coworker, team member).
- Employment is a powerful way to increase a person’s perceived value in society and reduce stigma.
- The principle that people with disabilities should live lives as close as possible to societal norms, including access to employment, housing, and relationships.
Social Role Valorization (SRV):