Anita Shiwnath, RSWNovember 11, 2014

BARRIERS TO CREATING A SPACE FOR EMPLOYEES WITH DISABILITIES

WHAT TO CONSIDER WHEN THINKING ABOUT IMMIGRANTS WITH DISABILITIES

Consider…• 1 in 7 people in Ontario have a disability • In 2036 it is estimated that 1 in 5 will have a disability

• Estimated in 2031, 6M Ontarians with a disability will need access to employment

• Projected increase of employment income in ON = $618M

CMHA (2011) - being employed “Leading component in promoting positive health “

Sources: http://www.mcss.gov.on.ca/en/mcss/programs/accessibility; Integrated Accessibility Standards Regulation 191/11

Thoughts …

What is the impact on businesses, policy makers, people with disabilities?

Are we creating opportunities for people with disabilities?

Is meaningful access to employment a public issue or a private issue?

Is the recruitment process equipped to accommodate people with disabilities?

Barriers

Visible (wheel chair) Invisible (mental illness)

Barriers for people with disabilities are multilayered i.e. perception by society = 40% of people with MH unemployed

Barriers: What are these?

Perception – how do we ‘see’ people with disabilities? - stigmatized i.e. unproductive vs ‘normal’ = efficient

Diversified & Inclusive workforce – are people with disabilities represented in your teams/organization?

Talent acquisition process - review recruitment process e.g. job specification includes accommodations provided. What provisions are in place? e.g. computer software, print documents, etc.

Reflections: Developing a space for employees with disabilities

Demystify Perceptions

Myths • Time consuming• Unreliable• Inefficient, low performance• Too much time off• Staff turnover• More accidents• Accommodation is costly

Sources: hrcouncil.ca; www.hantscountycanada.org**2001 Statistics Canada survey findings

Findings• 72% retention rate **• Loyal & dependable• DuPont study: 90% rated average or

better in job performance compared to 95% of employees without disabilities

• 86% average or better performance rating **• Overall staff absenteeism decreases• Safety records identical• Less than 20% require any form of

accommodation, majority 1 or 2

• Social & economic impact

Employer

Peop

le w

ith D

isab

ilitie

s

Recruitment process

(accommodation-HR)

Job Retention(continuous accommodation – policies, practices)

Tools for Employers

Job opportunity(Flexibility, assistive

devices, etc.)

Creating opportunities …

• Include accessibility needs in HR practices• Develop a written process to record action plans

for employees with disabilities• Create an Emergency Response Plan • Provide meaningful jobs = match

skills/experiences• Look at strengths/abilities = contribution to

diversification of products/services = increase profitability

Creating spaces for people with disabilities: Accommodation tools

• Work schedule– flexible schedule & lunch breaks to attend

appointments or dietary restrictions• Work environment – larger computer screen,

telephone amplifier, accessible washroom, hallways & offices, ergonomic equipment/tools

• Train staff – front line workers & supervisors

Creating spaces for people with disabilities: Accommodation tools

• Set realistic goals - ? Work packaged/tasks assigned

• Recognition system• Educate employers: patience and understanding

Support system for employers and people with disabilities e.g. subsidize transportation, tools, subsidy to employers for hiring people with disabilities

Diversity makes for a rich tapestry. We must understand that all the threads of the tapestry are equal in value, no matter their colour; equal in importance no matter their texture - Maya Angelou

THANK YOU!