The right to work, people with disabilities included | Jobs.ca
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The right to work, people with disabilities included

Illness, accident, congenital disorder, lost self-confidence, disabled, subsidization, adjustment, taboo, prejudice… these are the many terms that are, all too often, used to describe people with disabilities during a job search. Despite the harshness of this reality, figures from Statistics Canada are encouraging with regards to the work placement of people with disabilities. But how can we help them integrate into the labour market? Which disabilities are we talking about? How are employers compensated?

Guidance for people with disabilities

Adios interview anxiety, goodbye stress from writing CVs and cover letters alone, and farewell tests that don’t take your disability into account. In Quebec, for example, you can count on ROSEPH (Regroupement des organismes spécialisés pour l’emploi des personnes handicapées [Aggregate of Specialized Organizations for the Employment of People with Disabilities]) made up of twenty-four organizations offering employment integration and support services. From this point onward, everything is done to ensure the best balance is reached between you and your employer. The organization will visit your employer to analyze the job description, modify it according to your profile, and—if necessary—provide counselling from a professional to better prepare you for your job interview. Their integration agent will show you what to do in the company and visit you every month to ensure you are performing your tasks well, and—on your behalf—will negotiate your hours to free up your time for medical appointments.

An overview of disabilities

It’s a good idea to remind employers that there a variety of different disabilities that don’t all require specific or expensive adjustments. In fact, some of you can probably relate to having a congenital disorder (cerebral palsy, a mental disability, deafness) which can cause issues with dexterity, articulation, elocution, memorization, complex tasks, or even hearing and discriminating sounds. However, some people may have acquired a disability from an illness such as multiple sclerosis which causes issues with fatigue, dexterity, and mobility. They might have gone blind, became paraplegic due to an accident, may have a mental disability affecting concentration, or have cranial trauma affecting memory and communication

Employer compensation

Based on your disability, your future employer can receive a subsidy to compensate for decreased performance. If your workload takes five days as opposed to your colleague who takes four, it is reasonable that your employer be compensated. Likewise, if a new hire needs special adjustments—such as an elevator or low-rise stairs—in the office, kitchen, warehouse, or factory, then the company can collect a subsidy for the adaptation. However, the compensation may not always be pecuniary, if you are employable but have some limitations, the integrating organization will offer to coach you on behalf of your employer.

Follow-up Information from employers, on subsidies, and newly-hired people with disabilities show these efforts are paying off. The employment rate for people with disabilities between 2007 and 2009 has increased from 50.4% to 53.1%. While, on the contrary, the employment rate for people without disabilities has decreased from 77.3% to 76.9%. For certain, these efforts have benefited the three million Canadians with disabilities.

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