Despite President George W. Bush's hilarious assurances that we are not headed into a recession, the rest of us are concerned about our jobs.

This anxiety over job security is felt doubly by people with disabilities.

But, is this justifiable? The resounding answer is no.

There are more than 50 million people with disabilities in America today, many of whom are in the labor market. Research has repeatedly shown that people with disabilities have on the job productivity that is on par with people without disabilities. Absenteeism is also similar between both groups.

And yet, negative stereotypes and social stigmas persist. This leads to people with disabilities often being the last hired by businesses when times are good and the first fired when the economy slows.

This treatment is not only illegal (like other forms of discrimination such as racism and sexism), it is also foolishly detrimental to the private sector's bottom line.

Just imagine if people like Thomas Edison (who was dyslexic and had a significant hearing impairment), Abraham Lincoln (who had prolonged bouts of depression with a risk of suicide), Franklin Roosevelt (who was unable to walk due to the after-effects of polio), were unable to find work because of their disabilities. Where would we be today if these people with disabilities, and millions like them, had not been permitted to make their contributions to society because of prejudice?

Employers should also consider how people with disabilities fit into their customer base.

Would any business owner knowingly write-off 20 percent of their customers? Yet, by not considering the buying power and market share of people with disabilities, that is just what many businesses do every day.

Studies indicate that approximately 20 percent of any business' customer-base will be using their product or service with a disability.

To help unlock this potential, Options plans to offer trainings for businesses on how some of the most positive aspects of the Americans with Disabilities Act apply to their industry. Our staff will help employers learn about improving one's employee base by adapting hiring practices to eliminate discrimination against people with disabilities.

We can also offer guidance on how to communicate effectively and interact with people with disabilities both in interview settings and when dealing with customers.

Options staff can also coach people with disabilities on interview techniques and strategies to help potential employers look past the disabilities and see a qualified applicant.

People with disabilities are often not seen as people at all. The Americans with Disabilities Act gives us all the tools we need to break down the barriers that society has put up intentionally and unintentionally. As we move to embrace this important civil rights law, we will find that we are also moving toward a more prosperous future for everyone.

We here at Options are dedicated to doing our part to help make this a reality for all.

Options has two Cornell Certified ADA trainers on staff who are available to provide instructional sessions on a wide variety of ADA related topics. To schedule a training, or for more information, contact us here at Options.

Collin M. Sullivan is an ADA/access advocate for Options for Independence. He may be reached at 255-3447.