The Inclusion Team

BY CRAIG CULP, CLP AND LINDA MATHIS

Justin, an 11-year-old child with autism, has participated in recreation programs of the Morton Grove Park District alongside 11-year-olds without disabilities for the past five years. Professionals in the field call this recreation experience "integration" or "inclusion."

Inclusion is a service provided by the Maine-Niles Association for Special Recreation (M-NASR), and its partnership with the Morton Grove Park District has proven successful for both agencies as well as rewarding for Justin and his family.

Realizing that inclusion is an ever-changing process, the park district and M-NASR have developed a systematic approach to their inclusion process that has met great success. Although it is not foolproof, following a consistent set of steps has resulted in successful placements making this a win-win for participants, families and staff alike.

According to Sue Bear, executive director of M-NASR: "Inclusion allows us to bring people with disabilities into traditional park district programming... the effects of which are extremely positive for both the inclusion participant and all of the other program participants. The benefits of this interaction are measured in increased understanding of lifetime leisure pursuits and lasting friendships."

The inclusion placement process begins when a resident of Morton Grove with a disability chooses to participate in a program offered by the park district. The M-NASR staff is called for assistance either by the participant or park district staff. Through observation, the M-NASR inclusion supervisor assesses the participant's needs in the program. Every attempt is made to ensure the program is as beneficial as possible for all participants. As a result of this assessment, M-NASR staff can provide the park district with any or all of the following services:

• Educating park district staff regarding the needs of persons with disabilities;

• Sharing resources;

• Developing behavior plans;

• Purchasing and using adapted equipment;

• Additional staff for a short- or long-term basis.

The additional staff hired by M-NASR for the purpose of inclusion are called "leisure companions." In some instances, a leisure companion can disrupt the continuity of the program, unless the staff from both agencies are adequately prepared for the addition of a new staff member. It is the responsibility of the supervisors from both agencies to prepare and orientate their staff to positively accept the new staff in the program. We have found that conflicts between the park district staff and M-NASR staff can be avoided by working as partners and team members within the inclusion process.

By following the guidelines shared below and adopting a "can-do spirit," we have been successful in introducing a new staff member to existing programs.

1. The park district maintains a proactive philosophy on inclusion and M-NASR assistance with programs.

• M-NASR is always included as part of the park district's staff's orientation process.

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THE INCLUSION TEAM

• The park district and M-NASR view one another as teammates, not separate agencies.

• At the park district the ADA Compliance Officer is responsible for all inclusion records and acts as the contact and staff liaison in all inclusion matters.

2. The park district supervisors agree with and support the inclusion process.

• All supervisors are intimately involved in the inclusion process from beginning to end.

• Full-time staff acts as advocates for the inclusion process and communicate its importance to part- time program staff.

3. The park district and M-NASR work at developing and maintaining open lines of communication.

• Full-time staff from both agencies regularly visit and interact with participants and staff.

• All program staff are encouraged to communicate with full time staff from both agencies.

• M-NASR staff completes weekly inclusion logs and shares these with Morton Grove Park District staff.

4. The park district and M-NASR provide personnel and program specific information to all program staff so that all program goals are met.

• Program goals are worked on by all program staff.

• Full-time staff acts as advocates for inclusion participants and educates Morion Grove Park District staff on specific disabilities.

5. Teamwork is a priority.

• Full-time staff from both agencies work with program staff to accomplish program goals.

• Individual staff are encouraged to learn to work together.

The first day for the participant, Inclusion companion, and park district staff is filled with many unknowns. We like to call this the "New-Kid-on-the-Block Syndrome." Trying to "fit in" can be very stressful, but this can be avoided if both supervisors take the "my staff is your staff" approach.

Teamwork is an ongoing process which is important to the development of a healthy inclusion

Special Ms P.C. Common myths about people with disabilities... • When talking to a person who is deaf and can read lips, you must speak very, Very slowly and loudly. • All people who have a visual impairment need help to cross the street. • People who hallucinate are crazy. • AH people who have a speech impairment have a low IQ. • People who have a disability are fragile and can get injured easily. • People who have seizures should not go swimming. • Kids who have a behavior disorder are spoiled brats and have no discipline at home. • All people with visual impairments read Braille. • All people with disabilities are in pain. • Down's syndrome is a contagious disease. Suggestions for talking about disabilities... Affirmative Phrases Person who is blind or visually impaired Person who is deaf or hard of hearing Person who has multiple sclerosis Person affected by cerebral palsy; person with cerebral palsy. Person who has muscular dystrophy Person with Down's syndrome Person with mental retardation Person with epilepsy or seizure disorder Person, with mental illness Person who uses a wheelchair. Person with a physical disability Negative Phrases The Blind Suffers a hearing loss Afflicted by MS CP victim; palsied Stricken with MD Mongoloid Retarded; mentally defective Epileptic Crazy; insane Confined or restricted to a wheelchair Crippled; lame; deformed; invalid continued on page 36

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SPECIAL FOCUS

Special Needs P.C. (continued from page 35) Affirmative Phrases Person without speech, nonverbal Seizure Successful, productive Person without disabilities Negative Phrases Dumb; mute Fit Courageous (implies the person is a hero or martyr) Normal (implies person with a diability isn't normal) Here are some general considerations for disability etiquette... • When talking to someone with a disability, speak directly to that person. • People with disabilities are entitled to the same courtesies that you extend to anyone. This includes their personal privacy. • If you don't lean or hang on to people in general, then don't lean or hang on to someone's wheelchair. Wheelchairs are extensions of personal space for people who use them. • Treat adults as adults. Call a person by his first name only when you are doing so with everyone else present. • Relax and don't be embarrassed if you happen to use an accepted, common expression such as, "See you later," or "I've got to be running along," that seems to relate to the persons disability. • When talking with a person in a wheelchair for more than a few minutes, place your self at the wheelchair user's eye level to spare both of you a stiff neck. • When greeting a person with a severe loss of vision, always identify yourself and others who are with you. When giving directions, be as Specific as possible, such as "walk fifty feet and turn left." • Oner assistance to a person with a disability if you want to, but wait until your offer is accepted before you help and listen to any instructions the person may want to give. • Be considerate of the extra time it might take for a person with a disability to get things done or said. Let the person set the pace in walking and talking. • When planning events involving people with disabilities, consider their needs ahead of time. • Don't use terms and phrases that imply how a person feels about his or her disability. Don't define someone by his or her disability. Use terms that are up- to-date and non-derogatory. Information compiled from various sources and supplied by the Northeast DuPage Special Recreation Association.

placement. The following needs to be in place for team work to be successful:

• periodic visits by both park district and M-NASR supervisory staff;

• evaluation, communication, adjustment and/or clarification of job responsibilities;

• making appropriate changes and adjustments as a result of the ongoing inclusion placement process; and

• honesty in deciding whether its working out or not and acting to ensure that program goals are being met. (Note: the goals may be changed, continued or adjusted depending upon what is happening between participants and/or staff.)

The success of our inclusion programs was proven when M-NASR received a donation of $5,000 from the Daniel F. and Ada L. Rice Foundation, a private family foundation founded in 1947 and headquartered in Skokie, 111. The funds were granted due to M-NASRs efforts in inclusion programming.

The Morton Grove Park District puts resident's recreational choices first with a "can-do," "will-do" approach and attitude and uses M-NASR to help accomplish these goals. This was evident this past summer when Justin moved with his peers to a teen camp.

In a letter, Justin's mom writes: "At first we were apprehensive as parents...Much to our surprise it was evident that Justin enjoyed the camp. The staff from both organizations as well as the other campers went out of their way to include Justin.

"This experience has enabled the community to know him in a positive sense and lets children of all abilities share experiences in the community where they live." 

CRAIG GULP, CLP
is superintendent of recreation of Maine-Niles Association for Special Recreation.

LINDA MATHS
is the after-school/special event supervisor of the Morion Grove Park District.

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