Employment Now!
Accommodation in Employment of People with Invisible Disabilities
Debra McAllister, ARCH Disability Law Centre
Description:
ARCH proposes to present a session which would advance workplace inclusion through an in-depth analysis of the issue of accommodation in employment for people with disabilities, particularly invisible disabilities. ARCH would also submit a paper which will address how the violation of human rights code should be redressed in civil courts given the decision in Bhadauria. Options to be explored would be the development of the common law of employment to comply with the Charter and human rights principles; incorporation of human rights code protections into non-union contracts of employment; and development of an independent tort of violation of human rights. Presentation at the conference itself would be based primarily on the accommodation issue which would likely be of most interest to the conference participants.
ARCH's presentation will focus on lessons learned from the recent case of Keays v. Honda. It will include an analysis of legal obligations and practical tools that employers can use to accommodate people with invisible disabilities.
Specific questions will include: How far does the employer legally have to go to accommodate someone with an invisible disability? What recommendations do medical practitioners make to accommodate people with chronic pain and chronic fatigue syndrome? What is the role of the employee's doctor in the accommodation process? Does the employer's physician have a part to play in accommodation of an employee? Are there circumstances in the employee must consult with an independent medical expert in order to achieve an optimal accommodation? What remedies do non-unionized employees have if an employer fails to accommodate a person who has an invisible disability, or if the accommodation plan fails? Answers to these questions will assist the Canadian Council on Rehabilitation on Work to develop a framework for a national employment delivery strategy.
All Together Now: Partners in Progress
Lori Seay and Don Gallant, British Columbia Association for Community Living
Description:
Despite many advances in building inclusive communities, participation in the labour market remains elusive for people with developmental disabilities. With more supported and customized employment programs in place than ever before, why aren't more people working? Whose job is it to make sure that Canadians with disabilities can find and keep a job? What is the role of advocacy organizations in building access (at both a policy and practice level) to sustainable employment? Come and learn about how an innovative national effort - the Community Inclusion Initiative - is bringing together employment specialists, policy makers, persons with disabilities, service provider agencies, and advocacy organizations to identify barriers, create solutions and make change. The Community Inclusion Initiative (CII) has powerful lessons for how we can lead real and lasting policy and attitudinal shifts that advance workplace inclusion from Bay Bulls, NL to Powell River, BC. This information-packed session will start with a short overview of the CII, and share successes and lessons learned, and provide you with concrete tools and resources from 5 Canadian provinces. This session will also provide an opportunity to discuss the many challenges that still remain in creating a Canada that gives full value to the contribution of persons with developmental disabilities within a truly diverse and inclusive workforce.
Assist me - Please!
Heather Churchill and Valerie Penton, Learning Disabilities Association of Newfoundland and Labrador
Description:
This session opens with a Power Point presentation that serves as a general introduction to learning disabilities. Reference material will be provided to all participants outlining the warning signs and types of learning disabilities, assessments, accommodations, strategies and assistive technology information.
Throughout the presentation, participants will be asked to take part in simulations that demonstrate some of the struggles encountered by those who have learning disabilities.
Canada's Untapped Workforce
Iris M. Saunders, EmployAbilities
Description:
This interactive and informative session will focus on the very successful activities of the "Alberta's Untapped Workforce" Awareness Campaign, a Social Marketing strategy, promoting individuals with disabilities as a valuable source of potential workforce for employers.
Activities presented will include the Multi-Media Campaign, 1-800 information and assistance line for employers, Town Hall meetings for employers focusing on skills and abilities of individuals with disabilities, recruitment and interviewing techniques, as well as Disability Awareness sessions for employers regarding attitudes, language, basic etiquette and interaction approaches. All these activities were held in rural Northern Alberta communities, and can be adapted into other communities.
Disability Awareness in the Workplace a Click Away!!!
Norma Ricker, Project Development and Georgia Whalen, Information Technology and Standards (CCRW)
Description:
Today’s workplace faces challenges daily with the aging population, labour shortages, and recruitment, and retention. One definable issue is the lack of resources and the human resources to successfully recruit and hire the untapped workforce. Disability Awareness eLearning will provide you with an overview of understanding disability, the need to address and remove barriers, legal issues “the duty to accommodate” accessible interviewing, recruitment and retention and the knowledge to having an inclusive workplace. Click Away without leaving your office at your own time. eLearning a cost saving measure to support employers and organizations with workplace awareness.
Dispelling the Myths of the Wood Manufacturing Sector
Carrie Morgan, Wood Manufacturing Council
Description:
Come and learn about the advanced wood manufacturing industry and the exciting career opportunities it provides. A short video will be shown, highlighting the exciting career opportunities for all. Learn about the technology involved in making the whole range of advanced wood products (furniture, windows and doors, millwork, cabinets and pre-fabricated building components). The wood products industry is a dynamic, growing industry with an environmental conscience and opportunities for all people; new Canadians, women, First Nations and persons with disabilities. We're building a diversified and inclusive workforce!
Harvesting Inclusiveness Opportunities*This presentation will be bilingual
Lesley Cowan, Agriculture and Agri-Food Canada and Athyna Cambouris.
Description:
Respecting, valuing, encouraging and appreciating people's differences is how we all build an inclusive culture. This is the core value Agriculture and Agri-Food Canada (AAFC) wants to implement in its work culture. In response to the need for ensuring AAFC's workplace is inclusive, the Department created an Inclusiveness Management Committee (IMC) that meets regularly to help the Department take advantage of opportunities and address issues that affect the Department's employment landscape. Championed by an Executive Committee member, the Committee's membership is representative of the overall Department and consists of employees from different regions with diverse backgrounds and various occupations. The Committee's goal is to promote AAFC's commitment to fostering a deeper understanding, adoption and implementation of the principles and practices of inclusiveness. The Committee advocates for inclusiveness, meeting with employees and management to develop the essential linkages for moving towards an inclusive culture.
IMC uses open approach to discussion issues and regularly shares information with senior staff on processes and opportunities. The committee also monitors the Department's Employment Equity/Inclusiveness Action Plan, to ensure the Department is well placed to grow and develop and is able to respond to new challenges.
Through its participation at the Employment Now conference, members of AAFC's Inclusiveness Management Committee will explain the approach taken by the Department, what has been achieved, where challenges were met and the organizational benefits of harvesting inclusiveness opportunities.
Inclusion By Design™
Kathy Bruens, Canadian Council on Rehabilitation and Work
**Please note, this workshop is limited to ten (10) employers only, on a first come, first serve basis! Sign up early, do not miss out!**
Description:
Inclusion by Design™ is a new and innovative product developed by the Canadian Council on Rehabilitation and Work. This one-stop resource guide and toolbox provides employers a step-by-step process to assess, develop, implement and review a Diversity Plan. The Employment Now! Conference serves as the backdrop to the unveiling of the much anticipated Inclusion by Design™ product. Employers can purchase Inclusion by Design™, related training and consultation on November 1, 2008. As a preview, ten employers will be able to participate in an interactive workshops designed to preview the product.
The two hour session will move employers closer to understanding what is required to build a diverse and inclusive workplace. Understanding the business case for diversity and the role we play while gaining perspective on why our diversity efforts typically fall through are the first steps in moving a diversity agenda forward. Using an interactive approach, the group will work through the process of assessing the current environment and complete impact assessments of policies and processes. Employers will have access to the Inclusion by Design™ templates. These templates will illustrate how outcomes from the diversity and impact assessment process can be turned into realistic and measurable strategic goals and objectives. The workshop concludes with implementation strategies to ensure progress and review becomes an integral part of the Diversity Planning Process.
Independent Living Internship Program "Experiential Learning Through Employment"
Kathy Marshall, Independent Living Resource Centre (ILRC)
Description:
The Independent Living (IL) Internship Program provides a unique opportunity for people with disabilities to engage with their communities to increase awareness & skills in philosophies of Independent Living. Of equal importance, this program also provides solid employment opportunities for individuals and will support them in overcoming barriers, developing career-related knowledge, weighing out risks, and acquiring competitive labour market skills. This session will provide conference delegates with a detailed overview of the program and how the work of IL Interns impact positively on rural communities throughout the province. Starting in late 2007 this approach to inclusive employment for persons with cross disabilities provides opportunities to work closely with other community organizations, individuals and various government departments to promote positive public education regarding disability related information and provides opportunities to increase community independence through this innovative initiative.
Ultimately, the IL Internship Program provides increased inclusion of people with disabilities in their communities. By helping to break down barriers and by the promotion of equality through IL, Interns will be able to more fully participate in community. Individuals will be given the information they need in a clear, non-judgmental way so that they can make informed choices about all aspects of their daily living. The interns will promote an understanding and awareness of disability within their respective communities and augment the existence of Independent Living providing key links within communities and within the province on overall disability awareness and equality.
Job Accommodations – The Essentials
Alice Lam, Canadian Council on Rehabilitation and Work
Description:
As the Canadian workforce aims for diversity and inclusion, the need for accommodations and universal design policies become apparent. Beyond simply meeting the legal obligation of the duty to accommodate, there are obvious direct and indirect benefits to providing job accommodations to employees. However, a lack of understanding still prevails throughout our society around what job accommodations are, and how one should go about accommodating an employee’s needs.
Through this interactive session, participants will gain practical knowledge about:
- What accommodations are and why there is a need to provide barrier-free access for all. For example, removing barriers and providing job accommodations make good business sense because it optimizes both employees’ and businesses’ performance among other advantages.
- Real case scenarios, myths and realities about job accommodations and how to differentiate a situation where performance is related to an unmet job accommodation need from other reasons.
- Simple strategies to apply when approaching employees regarding their accommodation needs. Participants will explore various options available to assist them with providing appropriate accommodation solutions for their employees.
Job Search Strategies: A Survival Guide for Students with Disabilities
Jennifer Dillon, National Educational Association of Disabled Students (NEADS)
Description:
Transition from post-secondary education to employment is one of the most significant transitions students with disabilities will ever face. Access to accommodations and supports as a student is fundamentally different from the environment in the workforce. In recognition of this, the National Educational Association of Disabled Students (NEADS) developed and implemented a series of innovative Job Search Strategies (JSS) Forums. Since fall 2005, NEADS has held these Forums at cities around the country. The JSS Forums provide an interactive group environment, where students with disabilities can learn from employers well-known for their equitable hiring practices; representatives of government and not-for-profit agencies who advise on students’ and employees’ rights and obligations, as well as those of the employers; representatives of innovative employment programs from around the country; as well as students and recent graduates who have made the successful transition to the workforce. In this workshop, we will present a new tool for students and recent graduates with disabilities. Building on the JSS Forums Project, we will describe the development of a “survival guide” for students with disabilities seeking employment. The information presented in this survival guide is synthesized from the proceedings of all twelve JSS Forums held to date, as well as from a precursor series of Student Leadership and Employment Forums that NEADS held from 2000-2003. Finally, we will discuss the placement of the JSS Project and this survival guide in the context of NEADS’ employment-related activities, including our National Mentorship Program, and the NEADS Online Work System (NOWS) www.nows.ca.
Listening to Employers: Ontario's Strategy to increase employment opportunities for people with disabilities
Miguel Aguayo, Ministry of Community and Social Services, Government of Ontario
Description:
As the population ages and the workforce shrinks, employers will need to look beyond traditional labour sources to find qualified employees. People with disabilities have the skills, education and desire to work and represent a largely untapped pool of talent.
Ontario's Ministry of Community and Social Services' (MCSS) goal is to expand employment opportunities, particularly for people on social assistance. To this end, the ministry has consulted with more than 100 employers across the province to explore the real and perceived barriers to employment for people with disabilities.
During roundtable discussions, one-on-one interviews, and a symposium, employers from a broad range of industries raised similar concerns about the challenge of finding and retaining employees with disabilities, and expressed a need for tools and practical information. The ministry is attempting to meet this need by providing tools and forums that allow employers to share best practices.
In Listening to Employers: Ontario's strategy to increase employment opportunities for people with disabilities, Miguel Aguayo, Manager of the MCSS Employer Outreach Secretariat, will share the results of the employer consultation. He will also dispel some of the myths and misconceptions about hiring people with disabilities, and provide practical tips about how to create more inclusive workforces.
This session will help participants access a largely untapped pool of talent. Investing in the potential of people with disabilities will ultimately benefit your business. A Listening to Employers will provide practical tips for creating more inclusive workforces. Miguel Aguayo, a manager with the Ontario Ministry of Community and Social Services, will share the results of a province-wide employer consultation and describe the ministry's work to increase employment opportunities for people with disabilities. A qualified workforce that reflects the diversity of the community simply makes good business sense.
Policy Reform Recommendations to include people with Episodic Disabilities in the Labour Force
Eileen McKee and Melissa Popiel, Canadian Working Group on HIV and Rehabilitation
Description:
Medical advances have resulted in people living with some disabilities (i.e. multiple sclerosis, HIV, lupus, some forms of mental illness, arthritis and cancers) living longer and seeking to return to stay engaged in the labour force episodically, as their condition permits. As a result, employment and episodic disabilities is an emerging issue which the Canadian Working Group on HIV and Rehabilitation (CWGHR) has researched since 2001.
Episodic Disabilities can move a person in and out of employment in an unpredictable manner and impact on disability income and benefit programs. CWGHR and its episodic disability partners, including CCRW, have agreed on the need for further investigation onto barriers to stable and adequate income support, employment participation and social inclusion. Towards this end, CWGHR has researched Canadian and International barriers to and models for stable and adequate labour force participation for people living with episodic disabilities, has compelling findings from that research, and has developed concrete recommendations to improve access to the labour market for people living with episodic disabilities.
The objectives of this presentation are to share the knowledge about existing income support policies and programs as they related to full inclusion in the labour force for people living with episodic disabilities.
Seizing the Opportunity for an Inclusive Workplace
Chris Hornberger, Halifax Global Inc.
Description:
Canada's changing work environment is like a freight train moving down the track - fast and relentless! As the aging demographics in Canada become a reality, and the baby boomer generation begins to move toward retirement, the rationale for an inclusiveness workplace has never been stronger. A shortfall of new recruits will leave employers scrambling for people in all parts of their operations from the shop floor to the executive suite.
Smart employers will seize the opportunity to restructure their work environment by balancing their existing work force with new technology and new people. They will look to those parts of our society which have been traditionally underrepresented in the workplace, including persons with disabilities, and the Aboriginal, African Canadian and immigrant populations.
This 60 minute session will include a 15 to 20 minute presentation which will discuss the labour market in Canada and make the case for inclusiveness. The remaining 40 to 45 minutes will be conducted in a workshop format where participants will be invited to learn from each other by sharing their workplace experiences and practices. This interactive discussion will focus on best practices in -
- Breaking down attitudinal and cultural biases;
- Taking advantage of community and government resources to assist in recruiting and retaining a diverse workforce; and
- Providing appropriate accommodations to support optimal work performance.
Strategies to Significantly Increase the Representation on RBC Employees with Disabilities in One Year
Jacki Challenger, Royal Bank of Canada
Description:
How did RBC, a large federally regulated organization with over 43,000 employees in Canada and a 20+ year history of strong commitment and efforts to increase workforce representation of person with disabilities, achieve a significant increase in one year? Jacki Challenger, VP, Personal Banking RBC and current Chair of the Board of CCRW will share how RBC's use of an HR integrated approach resulted in achieving person with disabilities workforce representation of 3.9% as at December 2007 from 3.2% as at December 2006.
Learn what processes, systems, partnerships (both internal and external), resources and tools were used to accomplish and exceed the workforce representation goal. Hear what was done to engage, retain and increase this employee segment.
Participants will have an opportunity to hear and ask questions about RBC's experience; engage in an exercise to examine their organization's ability to adopt/sell to employers a similar process; and share their insights and experiences as to what other factors could be considered to achieve even greater success.
Unmet Employment Service Needs of People with Vision Loss in NL
Len Baker, CNIB and Donna O’Brien, Newfoundland & Labrador Department of Human Resources, Labour and Employment
Description:
Background: Previous National CNIB research (2005) demonstrated that 75% of research participants living with vision loss (VL) were not working; this compared poorly with the general disability population, who were employed at a rate of 49% and the general population at 18%, despite comparable levels of education. Numerous barriers were cited by those with VL including employer attitudes, transportation, and acquisition/training for adaptive technology. In NL, the model for employment counseling, delivered by government and community agencies is of a generalist nature; not including counselors with expertise in VL. CNIB, in partnership with the provincial Department of Human Resources, Labour and Employment and Goss Gilroy Inc. has undertaken local research to examine unmet needs for employment services of people living with VL in NL. Research results will inform the provincial government regarding its current and future model for career and employment counseling in the province.
Methods: The research focused on identifying needs of two groups: students and youth with VL who are transitioning from secondary to post secondary school and/or to employment and adults entering or making transitions in the labour market. The research also examined the perspectives of employers on hiring people with VL. Following a literature review, key informant interviews and focus groups were conducted with employment service providers, individuals living with VL and employers.
Results: The session will provide an overview of what was learned and how new knowledge gained is being used in the design of delivery of employment programs and services in NL.
What's happened in a Decade
Carole J. Barron and Norma Ricker, Canadian Council on Rehabilitation and Work
Description:
What have employers told the CCRW about hiring persons with disabilities?
What have persons with disabilities told the CCRW about being an employee in
today’s workplace?
How has the CCRW responded to assist both employers and persons with disabilities to reach a common goal of employment?
This session will provide you with look at the past, present an award winning recruitment strategy and, a success story from a person with a disability who would NOT give up!
Working with Hearing Loss-Barrier-Free Access to Employment OR Uh oh, what do I do now?
Michel David and Janice McNamara, Canadian Hard of Hearing Association
Description:
Achieving successful interviews and employment is a two way responsibility. While hard of hearing Consumers need to understand their communication needs, and know how to advocate for them, the Employer is equally responsible for understanding interview and workplace communication needs.
For most people, the concept of barrier-free access creates the image of a wheelchair ramp to a building. However, for the Canadian Hard of Hearing Association, the concept is about accessible communication, the ability to be able to understand and interact with the world around them. Ten percent of the world's population has some degree of hearing loss, making hearing loss the largest disability in the world. Communication breakdown is the primary effect of hearing loss creating issues in interpersonal relationships, educational participation, employment, and socio-economic status.
The Canadian Hard of Hearing Association has long recognized the need to advocate for the barrier-free needs of hard of hearing persons in contrast to the needs of other disabilities. Our experience is that hard of hearing persons have not received the same attention and consideration as those with mobility and visual disabilities. It is time to put hearing loss at the forefront of planning exercises.
This workshop will interest Employers and Employees/Entrepreneurs with hearing loss by:
- Providing resources and information pertaining to the workplace accessibility needs of persons with hearing loss.
- Encouraging the review and updating of existing standards and guidelines to bring them into line with current and future requirements of the population.
You Can Do It! Challenging Employers' Attitudes about Hiring Apprentices with Disabilities
Emily Arrowsmith, Canadian Apprenticeship Forum (CAF-FCA)
Description:
Based on CAF-FCA's research on workplace accommodations in a skilled trades environment, this presentation will share highlights from our findings, including employer's attitudes towards hiring persons with disabilities in a skilled trades environment. We will focus on employers in trades such as construction, manufacturing, transportation and service.
CCRW is encouraging all employment and HR Professionals to attend and participate in this highly interactive and informative conference. Employment Now! will bring persons with disabilities and a wide range of leaders in employment and disability issues together to discuss:
- Attitudinal Barriers
- Advancing Workforce Inclusion
- Identifying Employment Opportunities
- Improving Organizational/Business Readiness.
With an exciting line up of speakers and presenters, the CCRW is anticipation two full days that will highlight trends and ways to move disability and employment issues forward in Canada.
