BUSINESS TAKES ACTION: EMPLOYMENT OF PERSONS WITH DISABILITIES

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BUSINESS TAKES ACTION EMPLOYMENT OF PERSONS WITH
DISABILITIES

• BREAKING THE MOLD R³A³

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• TABLE OF CONTENTS
• Awareness Session Agenda 3
• Disability Defined 4
• AODA 5
• Understanding the Terms 6
• ACESSON.CA 7
• Duty to Accommodate 8
• R³A³ 9
• Value Session 10
• Breaking the Mold 11
• Win-Win Strategy 12
• Survey Says 13
• Our Survey 14
• Dispelling the Myths 15
• 10 Myths Facts 16-36
• Accessing Top Talent 37
• Link with Us 38
• Fun Facts and Figures 39-44

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BREAKING THE MOLD R³A³ AGENDA

• Introduction, Meet Greet and Share
• AODA 2005
• Breaking the Mold R³A³
• Wrap Up

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DISABILITY DEFINED

• Definition as stated in the Accessibility Act
• Any degree of physical disability, infirmity,
  malformation or disfigurement that is caused by
  bodily injury, birth defect or illness and,
  without limiting the generality of the foregoing,
  includes diabetes mellitus, epilepsy, a brain
  injury, any degree of paralysis, amputation, lack
  of physical co-ordination, blindness or visual
  impediment, deafness or hearing impediment,
  muteness or speech impediment, or physical
  reliance on a guide dog or other animal or on a
  wheelchair or other remedial appliance or device,
• (b) a condition of mental impairment or a
  developmental disability,
• (c) a learning disability, or a dysfunction in
  one or more of the processes
• involved in understanding or using symbols or
  spoken language,     
•     
• (d) a mental disorder, or
• (e) an injury or disability for which benefits
  were claimed or received
• under the insurance plan established under
  the Workplace Safety and
• Insurance Act, 1997 (handicap)

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ACCESSIBILIY FOR ONTARIANS WITH DISABILITIES ACT
2005, (AODA) BECAME LAW ON JUNE 13, 2005

• Goal to ensure all Ontarians with disabilities
  have full access to goods, services, facilities,
  accommodation, employment, building structures,
  and premises by January 1, 2025
• Applies to both public and private sectors
  covering every aspect of life except private
  homes
• Accessibility standards will be set in the areas
  of customer service, the built environment,
  information and communications, employment and
  transportation.
• Municipal Accessibility Advisory Committees
  (AACs) advise on municipal compliance with new
  standards.

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UNDERSTANDING THE TERMS

• Accessibility refers to how easily a product,
  service, environment or facility can be used by
  all people, within the widest range of abilities.
• Job Accommodation refers to an adjustment to a
  job or work environment that makes it possible
  for an individual with a disability to perform
  job duties.

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ACCESSON BREAKING BARRIERS TOGETHER BUSINESS
SECTORwww.accesson.ca
Customer Service Standards included in package
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DUTY TO ACCOMMODATEARE YOU AWARE OF YOUR
OBLIGATIONS UNDER LEGISLATION?

• Human Rights Code
• AODA 2005
• Building Code
• Ontario Fire Code
• Occupational Health and Safety Act
• Workplace Safety and Insurance Act

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(No Transcript)
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VALUE SESSION

• Filling Skills Shortage
• Being recognized as a leader of human capital
  innovation
• Adding value and enhancing bottom line
• Increasing the purchasing power of your community

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BREAKING THE MOLD

• Step 1 Focus on what the employee can do and not
  what they can not do.
• When an employee discloses their disability, the
  next step is to focus on what accommodations need
  to be made.
• An accessible and accommodative business
  environment makes a loyal and productive
  employee.
• Guide From Disabilities to Possibilities. A
  guide to hiring, training retaining persons with
  disabilities (2007). Link-up Employment Services.

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WIN-WIN STRATEGY

• The pool of potential employees becomes larger
• Staff retention rates increase
• Absenteeism decreases
• The Business Case for Accessibility How
  Accessibility-Awareness Strengthens Your
  Companys Bottom Line (2001). Bill Wilkerson,
  Co-Founder and President of Global Business
  Economic Roundtable on Addiction Mental Health.

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SURVEY SAYS

• More than 30 years of internal surveys conducted
  by DuPont consistently show that people with
  disabilities who were part of the corporations
  labour force
• Did their jobs well
• Had excellent attendance records
• Were diligent in observing safety standards
• Helped maintain the firms competitive position
• The Business Case for Accessibility How
  Accessibility-Awareness Strengthens Your
  Companys Bottom Line (2001). Bill Wilkerson,
  Co-Founder and President of Global Business
  Economic Roundtable on Addiction Mental Health.

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COMPLETE OUR SURVEY!

• Visit http//www.cme-mec.ca/on/media.asp?ID1026
• Follow the links and complete our survey to
  allow us to assist you with hiring of persons
  with disabilities
• Hard copy also provided in your package

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DISPELLING THE MYTHS,ADVANCING THE FACTS

• People with disabilities are much more likely to
  be unemployed or out of the workforce than the
  general population.
• Employers face similar challenges in recruiting
  persons with disabilities.
• Linking and supporting both ends of the equation
  will result in multiple dividends for the
  company.
• Guide From Disabilities to Possibilities. A
  guide to hiring, training retaining persons with
  disabilities (2007). Link-up Employment
  Services.

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MYTH 1

• Providing access accommodation is difficult and
  expensive.
• Guide From Disabilities to Possibilities. A
  guide to hiring, training retaining persons with
  disabilities (2007). Link-up Employment
  Services.

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FACTBREAKDOWN OF COSTS TO ACCOMMODATE

• 56 cost 500.00
• 28 cost 501.00 to 1000.00
• 16 cost more than 1000.00
• 0.2 cost more than 5000.00
• Guide From Disabilities to Possibilities. A
  guide to hiring, training retaining persons with
  disabilities (2007). Link-up Employment
  Services.

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MYTH 2

• People with disabilities do not work well and
  take more sick days.
• Guide From Disabilities to Possibilities. A
  guide to hiring, training retaining persons with
  disabilities (2007). Link-up Employment
  Services.

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FACT

• Studies show that 90 of persons with
  disabilities rated average or better on job
  performance than their fellow colleagues.
• 86 rated having higher attendance records.
• Studies from DuPont, RBC

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INCREASED WORK PERFORMANCE

• Staff retention is 72 higher among persons with
  disabilities, saving millions of dollars each
  year in recruitment and training costs.
• Guide From Disabilities to Possibilities. A
  guide to hiring, training retaining persons with
  disabilities (2007). Link-up Employment
  Services.

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MYTH 3

• I cant hire or fire a person with a disability
• Premiers Council on the Status of Disabled
  Persons.
• (see insert for more myths facts)

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FACT

• While there are laws in place that serve to
  protect persons with disabilities, there are no
  special practices or procedures for firing or
  disciplining persons with disabilities.
• Premiers Council on the Status of Disabled
  Persons.
• (see insert for more myths facts)

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MYTH 4

• You have be careful when youre talking to a
  person with a disability, because they are easily
  offended if you use the wrong word.
• Changing attitudes Common Myths About People
  with Disabilities and the Reality (2007).
  Ministry of Community and Social Services.

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FACT

• You just need to be as polite and respectful as
  you would when speaking to anyone.
• If youre not sure what to say or do, its okay
  to ask.
• Changing attitudes Common Myths About People
  with Disabilities and the Reality (2007).
  Ministry of Community and Social Services.

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MYTH 5

• People with disabilities are brave and
  courageous.
• Changing attitudes Common Myths About People
  with Disabilities and the Reality (2007).
  Ministry of Community and Social Services.

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FACT

• Adjusting to a disability requires adapting to a
  lifestyle, not bravery and courage.
• Changing attitudes Common Myths About People
  with Disabilities and the Reality (2007).
  Ministry of Community and Social Services.

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MYTH 6

• An employers workers compensation rates rise
  when they hire individuals with disabilities.
• Premiers Council on the Status of Disabled
  Persons.
• (see insert for more myths facts)

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FACT

• Insurance rates are based solely on the relative
  hazards of the operation and the organizations
  accident experience, not on whether workers have
  disabilities.
• Premiers Council on the Status of Disabled
  Persons.
• (see insert for more myths facts)

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MYTH 7

• A person with a disability will be a health
  safety hazard on the job.
• Premiers Council on the Status of Disabled
  Persons.
• (see insert for more myths facts)

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FACT

• Two studies, one conducted by the Bureau of Labor
  Statistics during the 1940's and a current study
  recently completed by the DuPont Company support
  the findings that workers with disabilities
  performed significantly higher than their
  counterparts without disabilities in the area of
  safety. These studies included people in
  professional, technical, managerial, operational,
  labor, clerical, and service areas. It evaluated
  individuals with orthopedic, vision, heart,
  health, and hearing disabilities. Conclusion
  Workers with disabilities are often more aware,
  not less, of safety issues in the workplace.
• Refer to the Seven Principles for Successful
  Return to Work. Institute for Work Health.
  (included in your package)

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MYTH 8

• Employment Equity means lowering job standards.
• Employment Equity Myths and Realities
  (2004). Human Resources and Social Development
  Canada.

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FACT

• Employment Equity examines job standards to
  ensure that job criteria are realistic and job
  related.
• A sound employment equity program guarantees that
  people are not denied jobs for reasons unrelated
  to their skills or abilities.
• Employment Equity Myths and Realities
  (2004). Human Resources and Social Development
  Canada.

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MYTH 9

• Workplace equality should be left up to market
  forces there is no need to intervene.
• Employment Equity Myths and Realities
  (2004). Human Resources and Social Development
  Canada.

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FACT

• Employment Equity is required to complement
  market forces.
• Employment Equity Myths and Realities
  (2004). Human Resources and Social Development
  Canada.

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MYTH 10

• Someone will always have to help them.
• Premiers Council on the Status of Disabled
  Persons.
• (see insert for more myths facts)

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FACT

• This is not the case with proper training.
  Individuals with disabilities have adjusted to
  their disability in most cases. It does not
  affect their ability to work unaided.
• Premiers Council on the Status of Disabled
  Persons.
• (see insert for more myths facts)

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Accessing Top TalentWhere do you access your
top talent?Recruitment Methods
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LINK WITH US

• One Stop Communication linkage support

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FUTURE TRENDSFUN FACTS FIGURES

• High growth population projections until the year
  2026 project Canadas population will go from
• 31 million in 2001 gt 38.6 million in 2026
• Disabled Canadians will go from 3.9 million -gt
  6.1 million in 2026
• Slow growth projections predict total population
  of 31 million in 2001 34.2 million in 2026
• Disabled Canadians will go from 3.9 million 2001
  -gt 5.6 million in 2006

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CURRENTLY

• Provincial
• Jan 2007 count of population in Ontario was
  12,726,336 1
• 1Demographic Quarterly Highlights of the 4th
  quarter 2006 Mar.29,2007 Ministry of Finance
  Ontario Government

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• Mental health costs Canadian Business 16 billion
  per year. That is equal 14 of the net annual
  operating profits of all businesses in Canada
  combined.
• (Michael Wilson, March 2001)

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• 12,300 net new jobs were created in March 2007
• For the first three months of 2007, the Ontario
  economy was up 1.7 from the same period for a
  gain of 107,000 jobs created
• Labour Market Policy Branch MTCU Labour Market
  Information March 20. 2007

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• 48 of firms report that labour shortages are a
  constraint on growth.
• 13 say that general labour shortages are
  constraining their growth potential.
• CME Management Issues Survey 2006-2007 page 27

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REPRESENTATION OF PERSONS WITH DISABILITIES
WORKING FULL TIME IN MANUFACTURING

• Statistics of Persons with Disabilities working
  full-time with manufacturers covered by
  (Legislative Employment Equity Program) LEEP
• 1.7 with annual rates running from 1.1 to 2.1
  over 2001 to 2005 period.

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BARRIER REMOVAL

• Physical
• Attitudinal
• Architectural
• Communication
• Information
• Technological
• Policy, Procedure and Practice
• Human Resources
• IAPA

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UNIVERSAL DESIGN

• When you implement Universal Design in your
  workplace, you will see your business grow.

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R³A³ IN ACTION

• Identification of workplace accommodation
• Examples
• Changing a desk layout from the right to the left
  side for a data-entry operator who has a shoulder
  injury (0).
• Supplying a telephone amplifier for a computer
  programmer who is hard of hearing (70).
• Providing an articulating keyboard tray to
  alleviate the strain of repetitive motion and
  carpal tunnel syndrome (150).
• Providing a specialized chair for a district
  sales agent to alleviate pain caused by a back
  injury (400).
• Providing a drafting table, page turner and
  pressure-sensitive tape recorder for a sales
  Agent with paralysis (1,100).
• The Job Accommodation Network, Workable
  Solutions, British Columbia

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COMMIT TODAY TO THE 10/20 CHALLENGE

• CONTACT
• Jo Walks
• Project Manager
• [phone] ext 3255
• jo.walks_at_cme-mec.ca
• Kirsten Barnes
• Communication Events Coordinator
• [phone] ext 3280
• Fax [phone]
• kirsten.barnes_at_cme-mec.ca
• Nicole Darlaston
• Project Officer
• [phone] ext 3227
• nicole.darlaston_at_cme-mec.ca
• [phone]

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Notes

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ORGANIZATIONAL CHECKLISTSee Checklist
included in package
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DISABILITY SUPPORT SERVICES

• Partnerships/Outreach to Access Qualified
  Candidates
• JoinInfo
• www.joininfo.ca
• www.employers_at_joininfo.ca
• 416-241-5646
• Web based site with a coalition of agencies in
  Toronto providing support services to persons
  with disabilities, employer job order and
  matching, expertise in creating inclusive
  workforce
• Safeability
• www.safeability.ca
• 416-413-9366 Toll free 1-877-272-3304
• health and safety awareness program for persons
  with disabilities and employers that employ
  persons with disabilities

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• Link Up Employment Services for Persons with
  Disabilities
• www.linkup.ca
• 416-413-4922
• provides range of support services to employers
  on hiring persons with disabilities
• in Toronto, Winnipeg and Vancouver will connect
  with agencies in Ontario to meet employers human
  resource needs
• Career Edge Toronto
• http//www.careeredge.ca/
• (416) 977-EDGE (3343)
• The Career Edge internship program provides
  meaningful, entry-level work experience for
  Canadian graduates eager to put their education
  to work.

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• Entry Point
• http//www.entrypointtoronto.ca/iphom.asp
• Entry Point is a provincially funded program
  which assists post-secondary students to obtain
  employment throughout the year. Four community
  agencies (JobStart, AYCE a division of Tropicana
  Community Services, St Stephens Community House,
  and Youth Employment Service YES), have come
  together to form a partnership to deliver this
  project. With funding from ODSP Employment
  Supports Entry Point provides free job
  development and employment services to college
  and university students with disabilities to help
  them find work in Toronto.
• Path Employment Services
• Hamilton, Halton, Burlington
• www.pathemployment.com
• [phone]
• Full support service for persons with
• disabilities. Provides sensitivity training to
  employers and placements for persons with
  disabilities. Access to subsidies and internships.

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• Accommodation/Accessibility/ Awareness Tools/
• www.AccessON.ca
• new site by Ontario government for employers to
  assist in making their sites accessible
• www.accessibilitydirectory.ca
• Ontario governments one stop resource of service
  providers in Ontario that can help you make your
  place of business accessible
• Categories include assessment, design, direct
  services, equipment, recreation, resources, and
  training
• Assistive Technology Links At-Links
• www.at-links.gc.ca
• 613-990-4316 or 613-990-4297
• This site is intended to help you learn about
  assistive technologies and programs and services
  related to technical accommodations.
• Featured on this site is Accessible Procurement
  Tool kit National site of Accessible Tool kit for
  workplace accommodations. Extensive information
  on a range of disabilities and devices
  appropriate for accommodation Assistive Devices
  Industry Office

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• Canadian Council for Rehabilitation and Work
• www.ccrw.org
• 416-260-3060
• Network of organizations and individuals that
  provides leadership in programs and services for
  job seekers with disabilities and businesses
  committed to equity and inclusion. A one stop
  shop for disability and employment resources,
  CCRW works with businesses of all sizes in all
  industries through its Job Accommodation Service,
  Skills Training Partnership Program, Partners for
  Workplace Inclusion Program and the Disability
  Awareness Series and more. CCRW also provides
  support to individual job seekers through its
  Workink site and develops disability-positive
  educational material for children in grades 3-5
• Global Business and Economic Roundtable on Mental
  Health and Addiction
• http//www.mentalhealthroundtable.ca/
• The Global Business and Economic Roundtable on
  Mental Health website contain information
  analysis and ideas concerning the linkagebetween
  business, the economy, mental health and work.
  It includes 11 modules to assist the workplace
  environment with mental illness issues, concepts,
  strategies and action implementation.

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• Assistive Vocational Technology Associates
• http//www.avta.ca/
• Assistive Vocational Technology Associates
  specializes in providing accommodation for people
  with disabilities in the workplace or school
  based on professional assessments of our clients'
  individual needs. AVTA provides a comprehensive
  solution addressing all aspects of job
  accommodation from workplace evaluation and
  modification to implementation and training on
  assistive devices
• Policies, Procedures/Information
• www.mcss.gov.on.ca/mcss/english/pillars/accessibil
  ityOntario/index
• Ontario government website detailing policies,
  procedures, explanation about new Accessibility
  for Ontarians with Disabilities Act 2005 Business
  and organizations who provide goods and services
  to people in Ontario will have to meet certain
  accessibility standards in five important areas
• Customer service, transportation, information
  communications, built environment and employment
• http//www.sbe.gov.on.ca/ontcan/sbe/en/about_pubs_
  access2006_en.jsp
• Ministry of Small Business and Enterprise
  2006-2007 Accessibility Plan looks at the status
  and commitment to the AODA. Ongoing measures are
  in place to assist persons with disabilities in
  succeeding at their own business endeavors.

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• http//www.sedi.org/html/splash/index.asp
• Social and Enterprise Development Innovations
  assists persons who are facing financial
  struggles through various methods and
  motivational tools for self-sufficiency. Social
  and economic approaches within the areas of
  policy development, program management, capacity
  building, public education and research are used.
• http//www.cfdlearn.ca/courses/pwd_module/index.sh
  tml
• As a part of the Enabling Change Project,
  Accessibility Its Impact on Small and
  Medium-Sized Businesses provides accessibility
  awareness and resources. Three free modules are
  provided to increase awareness, understanding and
  knowledge of the AODA and its impact on the
  business world which you may work at your own
  pace.
• http//www.w3.org/WAI/
• The Web Accessibility Initiative webpage develops
  resources, strategies and guidelines to help make
  the World Wide Web accessible. WAI provides
  support through various tools and materials to
  help understand and implement web accessibility