The PERCEVD Principles: Preparing Employers to Reintegrate Combat Exposed Veterans with Disabilities

By Edward Crenshaw

The PERCEVD Principles: Preparing Employers to Reintegrate Combat Exposed Veterans with Disabilities was developed for Human resources, middle managers, veterans, collegiate staff, Veterans families, diversity executives, disability advocates, etc..It is a book written with information from a training program that promotes awareness towards various conditions, medication side-effects, structural and cultural challenges, etiquette, diversity practices, compliance regulations, accommodations and effects of proper diets, rest and exercise - all of these issues can have a dramatic impact on performance and ultimately the "quality of life" for individuals entering the civilian workplace. PERCEVD has established 125 diversity metrics that define the standards for becoming a "Veteran and disability Friendly" employer. This book would be a great collegiate course since it has information from organizations like COSD - Career Opportunities for Students with Disabilities.

The PERCEVD Principles is timely as our veterans return from the longest wars in US history the impact of their combat-exposure presents unprecedented challenges and issues for the government, colleges, employers, families and all other aspects of society.

• Language: English
• Publisher: Edward Crenshaw
• Release date: Apr 26, 2011
• ISBN: 9780983435426

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The P.E.R.C.V.D Principles

by

Edward Crenshaw

SMASHWORDS EDITION

* * * * *

PUBLISHED BY:

Steeltown Publishing

The P.E.R.C.V.D Principles

Copyright © 2011 by Edward Crenshaw and Steeltown Publishing

Smashwords Edition License Notes

This ebook is licensed for your personal enjoyment only. This ebook may not be re-sold or given away to other people. If you would like to share this book with another person, please purchase an additional copy for each person you share it with. If you're reading this book and did not purchase it, or it was not purchased for your use only, then you should return to Smashwords.com and purchase your own copy. Thank you for respecting the author's work.

Learn more about Edward Crenshaw at the P.E.R.C.V.D Principles at:

www.destinenterprises.com

THE P.E.R.C.E.V.D PRINCIPLES:

Preparing Employers to Reintegrate Combat

Exposed Veterans with Disabilities

From camouflage to pinstripes—a provocative look at the culture, conditions and challenges of transitioning Veterans and people with disabilities in the modern-day workplace.

This book provides a practical guide for employers and collegiate institutions towards raising diversity awareness. It also illustrates how best practice HR strategies, proactive intervention programs, support and innovative workplace accommodations can reinforce the business case for hiring, retaining and optimizing the potential of transitioning Veterans and people with various hidden, physical and combat-related disabilities.

This book is dedicated to…

All of the outstanding and brave Veterans who

protect the freedoms that we enjoy in our beloved

country, along with their families;

All of those who cared, shared, and broke bread with me

during the less than convenient times; and,

My incredible family, co-workers, and network of

dear friends, for all of your inspiration, unwavering encouragement, and steadfast support—

you mean the world to me.

Acknowledgments

Many acknowledgments and sincere thanks go out to:

Family: (The late) Eddie and Nina Crenshaw, Gwen, Zena, Sylvia, Betty and Ernest. Nina Crenshaw, Tayleur Brown-Crenshaw, and Skye Robinson-Dunbar. Gordon, Gregory, Jacquice, Monique, Joe, Shan, Ernest, and Jeremy. Xavier, Jeremy, Allen, and Trystin. Margie (Sister) Perry, Ken Goodwin, Herb, and the entire Moore family. The late (Pam Crenshaw) all of my dear cousins, aunts, uncles, and many of my other cherished Crenshaw relatives.

Dear Friends: Dr. Cynthia Washington, Steven LaBroi, Doug Humprhey, Dr. Shirley Davis, Katherine McCary, Joyce Davis, (the late) Deirdre Williams, Mary Frances-Winters, Kelli Boyer, Alan Muir, Keith Earley, Deidre Davis, (the late) Janice Fentriss, James Taylor, Morris Martin, Lisa Green, Pamela Colby, Michelle Ford, Missy Dowdell, Jennifer Ward, Tonya Courts, Victoria Carter, Erica Motley, Anthony Berry, Cherice Crawford, Anthony Banks, Sonjha Crawford, (the late) Ruby Carlisle, Ruthie Darling, (the late) Derrick Parks, Dr. Roosevelt Thomas, Delia Johnson, Berri Wells, Sandra Massey, Michele Evans, Lynn Currie, Keith Wade, Darlene Avery, Frank Drake, Sheila Mitchell, Jacqueline Sapp, Joycelyn Barnett, Doug Harris, C.F. Jackson, Erica Walker, Lisa White, Wanda Cumberlander, Terry Quattlebaum, Denne Adams, Davon Kelley, Dr. Bill Harvey, Pierre Schoolfield, Denise Martin, Lori Coppin, Dr. Leonora Johnson, Roosevelt (Chief) Pulliam, Bea Young, Paul Reickoff, Shauna Anderson, Karen R. Gingerich, and Leonard Nathaniel Fisher.

Organizations and institutions: ADMAG, AIMD, SHRM, The U.S. NAVY, AW2, Walter Reed Army Medical Center, CVS Pharmacy, Portsmouth Naval Hospital, Sewells Point Clinic, Balboa Hospital, USBLN, NOVAD Corp., Northrop Grumman Corporation, Merck Pharmaceuticals, IAVA and the National Organization on Disability.

Last, but not least: The great OIF and OEF veterans, their families, caretakers and other stakeholders, the great people of the global disability community—stay forever strong!!!

All those not mentioned, it is by limitation of space and not love.

Preface

To date, there are 54 million people in the U.S. living with some form of diagnosable disability. Some individuals may have been born with physical and/or mental health conditions such as Spina Bifida or Down Syndrome; others may have acquired their disabilities through any number of degenerative medical conditions such as diabetes or multiple sclerosis. Still others may have acquired their disabilities from an unfortunate situation or circumstance such as becoming paralyzed from an auto accident. And some may have impairments caused by exposure to a certain substance or environment, such as alcoholism or skin cancer.

The definition of disability…

Cornell University states: There is no single, universally accepted definition of disability. Mashaw and Reno (1996) document over 20 definitions of disability used for purposes of entitlement to public or private income support programs, government services, or statistical analysis. An explicit goal of the Center for Disease Control and Prevention’s (CDC) Healthy People 2010 (HP2010) program is to include a standardized set of questions that identify people with disabilities in HP2010 surveillance instruments.

The following is what the McNeil (2001) report used to determine disability from the Survey of Income and Program Participation (SIPP) data.

The report used a variety of different angles to try to define disability that differed significantly from the disability determination used in the Current Population Survey and the Decennial Census 2000:

Definitions of disability status, functional limitations, activities of daily living (ADLs), and instrumental activities of daily living (IADLs); Individuals fifteen years old and over were identified as having a disability if they met any of the following criteria:

Used a wheelchair, a cane, crutches, or a walker.

Had difficulty performing one or more functional activities (seeing, hearing, speaking, lifting/carrying, using stairs, walking, or grasping small objects)

Had difficulty with one or more activities of daily living. (The ADLs included getting around inside the home, getting in or out of bed or a chair, bathing, dressing, eating, and toileting).

Had difficulty with one or more instrumental activities of daily living. (The IADLs included going outside the home, keeping track of money and bills, preparing meals, doing light housework, taking prescription medicines in the right amount at the right time, and using the telephone).

Had one or more specified conditions (a learning disability, mental impairment or another developmental disability, Alzheimer’s disease, or some other type of mental or emotional condition).

Had any other mental or emotional condition that seriously interfered with everyday activities (frequently depressed or anxious, trouble getting along with others, trouble concentrating, or trouble coping with day-to-day stress).

Had a condition that limited the ability to work around the house.

If age 16 to 67, had a condition that made it difficult to work at a job or business.

Received federal benefits based on an inability to work.

Individuals were considered to have a severe disability if they met criteria 1, 6, or 9, had Alzheimer’s disease, cognitive challenges, or another developmental disability; or, were unable to perform or needed help to perform one or more of the activities in criteria 2, 3, 4, 7, or 8.

Regardless of the nature of the condition or type of impairment, people with disabilities represent the largest minority population (19%) in the United States. As the largest minority demographic, they face a wide range of challenges and misconceptions in society, on college campuses, and in the workforce. This book examines the different perspectives, circumstances, challenges, and other issues facing transitioning Veterans with combat-related conditions, and others with physical and hidden disabilities.

It also suggests several practical diversity solutions that can help create a higher level of disability awareness and sensitivity.

As an author and Veteran, I have strived to make a statement: that all of us (regardless of ability or disability) are capable of making a valuable contribution to society. People with disabilities are, in many cases, highly capable individuals who deserve respect and the right to enjoy a lifestyle and collegiate/employment experience that is fair, flexible and free of stigma, stereotypes and discrimination.

DESTIN Enterprises, LLC established the Preparing Employers to Reintegrate Combat exposed Veterans with Disabilities (P.E.R.C.E.V.D) Diversity Consulting and Training program in 2006 to provide employers and educational institutions with a specifically designed program to promote diversity and cultural awareness towards transitioning Veterans and people with hidden, physical and combat related disabilities.

The goal of P.E.R.C.E.V.D is to emphasize the business case for creating fair and conducive workplace and social environments where people of all abilities may thrive.

The training also strives to equip organizations with a diversity road map towards becoming Veteran and disability friendly organizations by using best practice Human Resource strategies. P.E.R.C.E.V.D diversity training further distinguishes itself by providing various diversity metrics that can measurably determine the impact of the program’s effectiveness and return on investment (ROI).

This book will provide you with numerous valuable insights that will enhance sensitivity and increase awareness in the workplace, educational institutions, at home, and in other social environments. Thank you!

Section One

Understanding the Situation

Chapter One

The Culture and Challenges of a

Modern Asymmetrical Warfare Environment

Healthy relationships between employers and employees are critical towards achieving workplace diversity. It is also a necessary component for enhancing productivity, establishing employee and customer loyalty, reducing workplace disruption, preventing high attrition rates, and mitigating litigation.

If we as employers are to gain a level of understanding and trust with the transitioning Veterans and people with disabilities we seek to hire, we must first understand their various experiences, appreciate and sensitize ourselves to their adverse challenges, and learn to see the world through their unique prisms. To date, 1.9 million American Veterans, along with a substantial number of coalition forces, have been deployed to Iraq and Afghanistan under the Operation Iraqi Freedom (OIF) and Operation Enduring Freedom (OEF) initiatives. Special Forces, NATO, coalition troops, contractors, intelligence, humanitarians, aid workers, journalists, politicians, entertainers, clergy, and peacekeeping personnel, are also among the groups of people who have been significantly influenced, wounded, injured, and killed during their exposure to the dangerous (and equally unpredictable) environment of war in Iraq and Afghanistan. This now includes places like Yemen, Pakistan, North Korea, Iran, Libya, and other areas in the Middle East and North Africa.

Politics aside, we, the American people, owe a great deal of respect to the brave and valiant men and women of the U.S. military for their dedication to duty and their sacrifices for our freedoms in this country. They willingly and passionately share the collective mission to protect, serve, and defend our country and its citizens from foreign and domestic threats, including the serious and growing threat of global terrorism.

Since the terrorist attacks on September 11, 2001, the U.S. has been engaged towards fighting an elusive and unconventional enemy with varying degrees of adversity and success. From the launch of our initial military engagement in Iraq in March of 2002, many of our traditional war philosophies, strategies, tactics, and overall goals have now been re-examined and adjusted to meet the necessary challenges of a more formidable, defiant, and resourceful enemy.

Generally speaking, the modern enemy is inexorable and unrelentingly committed to their ideological jihad (holy-war) philosophies, using global terrorism tactics as the tool of choice to enervate their enemies, create mayhem and fear, accomplish their political goals and objectives, and to establish themselves as martyrs. The challenge is more amplified and compounded by the need to confront this significant threat in some