Anita Shiwnath, RSW November 11, 2014 B ARRIERS TO CREATING A SPACE FOR EMPLOYEES WITH DISABILITIES W HAT 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: 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; **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 People with Disabilities Recruitment process (accommodation-HR) Recruitment process (accommodation-HR) Job Retention (continuous accommodation – policies, practices) Job Retention (continuous accommodation – policies, practices) Tools for Employers Job opportunity (Flexibility, assistive devices, etc.) 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

T HANK YOU !