Rethinking Disability in the Private Sector: Report from the Panel on Labour Market Opportunities for Persons with Disabilities

In July 2012, the Government of Canada appointed a panel to consult with private sector employers, as well as other organizations and individuals, on the labour market participation of people with disabilities. The panel members were asked to identify successes and best practices in the employment of people with disabilities, as well as the barriers faced by employers, and to report on their findings. In-person and telephone consultations were conducted with almost 70 employers, and feedback was received from approximately 130 online submissions. Responses came from organizations of all sizes across the country and in a broad range of industry sectors. Findings were shared anonymously with a number of national non-profit organizations and business associations to determine if they resonated with other stakeholders. While the consultations were the main focus of the panel’s efforts, research was also conducted into the business case associated with hiring people with disabilities in Canada and other jurisdictions. This report is directed at Canadian private sector employers, and offers the following findings: Many companies are doing great things, but more education and training are needed (see “Employers speak”). While most of the companies we heard from showed a genuine desire to hire people with disabilities, education and training are required to overcome barriers, dispel myths and put theory into practice. As the examples of forward-thinking Canadian companies and their best practices testify, there is significant experience available on which to build. Hiring people with disabilities is good for business. (see “Understanding the business case”). We heard this from senior and experienced business leaders who recognize the value of an inclusive work environment. Although mainly intuitive, their beliefs are supported by the performance of corporate diversity leaders on the capital markets, as well as data on employee retention and productivity. It is noteworthy that in 57 percent of cases, no workplace accommodation is required for people with disabilities. In the 37 percent of cases reporting a one-time cost to accommodate an employee with a disability, the average amount spent is $500. The keys to success are leadership and effective community partnerships (see “Making it work for you”). To increase employment among people with disabilities and access the related benefits, tone from the top and the actions of leaders are imperative. Also critical is identifying community partners who fully understand the business’s talent needs and are committed to customer service. To help organizations begin the process of engaging and employing talented people with disabilities, this section also includes a list of initiatives called “Getting started.

Disability and international cooperation and development : a review of policies and practices

The purpose of this review is to canvas policies and, to the extent possible, practices of major multilateral and bilateral development agencies, aimed at including disability in development. Development that includes disability, as referenced in this review, is understood as development in which persons with disabilities participate as both actors and beneficiaries. It can be achieved by disability specific initiatives, by adding disability-specific components to development programs, by fully inclusive programming, designed to include disability concerns into all development processes, or by a combination of these approaches. While this review does not claim to be exhaustive, it does attempt to provide as comprehensive as possible an overview of policies and practices on disability and development (D&D), both within and among the United Nations (UN) system, and among major bilateral development agencies. It should be noted that this is a dynamic issue and thus many development agencies are either in the process of crafting new disability policies or strategies or are currently reviewing their existing approaches with a view to modifying or amending them. Section two of this report reviews the international legal and policy framework pertinent to the consideration of D&D with particular attention to the Convention on the Rights of Persons with Disabilities (CRPD) and Millennium Development Goals (MDGs). Section three reviews multilateral agencies and structures, particularly those within the UN system, and reviews their existing policies and/or practices related to D&D. Section four includes coverage of regional structures supporting the inclusion of disability indevelopment. Section five identifies bilateral development agencies that, either as matter of written policy or as evidenced through practice, have taken steps to design and implement programs and practices that are inclusive of disability. Section six provides conclusions.Population Policies,Disability,Social Cohesion,Health Monitoring&Evaluation,Gender and Law

GLADNET: Promise and Legacy

[Excerpt] The Global Applied Disability Research and Information Network on Employment and Training (GLADNET) was launched by the International Labour Organization (ILO) in 1995, in cooperation with over 50 social policy research centres, governmental and non- governmental organizations involved in disability-related employment programmes from over thirty countries around the world. Major organizations of persons with disabilities were also represented – the World Blind Union, the World Federation of the Deaf, Inclusion International (formerly the International League of Societies for Persons with Mental Handicap (ILSMH)) and Disabled Peoples International (DPI). GLADNET’s lifespan was little more than a generation (1995 – 2018). What’s of interest is that it survived beyond its first few years of existence. It could easily have died early on, given a significant change in nature of support from its initiating body. That it didn’t speaks to the aspirational nature and relevance of the vision prompting its formation. It’s in pursuit of that vision where GLADNET left its mark. This document focuses on its legacy, beginning with a brief review of context within which it was initiated

International Research Project on Job Retention and Return to Work Strategies for Disabled Workers: Canada

[Excerpt] The International Research Project on Job Retention and Return to Work Strategies for Disabled Workers is an initiative of the International Labour Organisation (ILO) and the Global Applied Research and Information Network on Employment and Training (GLADNET). It reflects ILO and GLADNET joint aims of establishmg a base for cross-national research and strengthening links between research analysis and policy reform in the field of employment of disabled people. The Project is a response to a combination of developments which highlight the need for more effective policies and practices in support of workers whose prospects of remaining in employment are jeopardised by work injury, illness or disability. Persons with disabilities are increasingly claiming rights to stay in work as well as to access employment. Pressures on state budgets, the rising costs of compensation claims and disability benefits, and changes in the structure of the labour market are strengthening policies in favour of job retention and return to work. Enterprises are developing their own strategies to minimise the costs of disability and to retain valued employees. Overall, the balance of responsibility is shifting from the state to the enterprise. Policies and practices to prevent disabled workers from leaving work unnecessarily, and to facilitate rapid return to employment if job loss cannot be prevented, are recent developments in many countries. The cross-national exchange of information on initiatives and their effects is limited. The first aim of this Project has been to gather information about what has been attempted, by whom, for what purposes, in which contexts and to what effects. The second, more ambitious, aim, is to examine the interaction between the various policies and practices, identify dysfunctions, and work towards more coherent and cost-effective strategies for job retention and return to work which might be applied in different national systems. The ultimate objective is to identify strategies which can be put into effect in the workplace

Mapping Occupational Therapy Practice with Postsecondary Students: A Scoping Review

Background: Legislation supports a role for occupational therapy in postsecondary settings, but this area is not a common practice area and the practice area is not well understood. This scoping review maps current literature of occupational therapists working with students in postsecondary settings in order to inform future research and practice. Method: After identifying included articles, a narrative description of the quantitative studies along with a concept map were completed. A qualitative thematic analysis of the articles was also conducted. Results: Twenty-five articles met the inclusion criteria. Quantitative results describe occupational therapy services as both a direct and indirect service provided through offices of disability services, assistive technology, and supported education programs, among others. The primary population with whom occupational therapists engage with are students with mental illness. Three qualitative themes emerged from the scoping review, including the focus on occupation and skills needed for success, using the campus environment, and campus collaboration. Conclusion: The structure of occupational therapy services varies from location to location and occupational therapists work with various populations of students. Future research needs to support the distinct value of occupational therapy in this practice area, including the scope and outcomes of occupational therapy services with different populations of students

Information Outlook, May 2003

Volume 7, Issue 5https://scholarworks.sjsu.edu/sla_io_2003/1004/thumbnail.jp

Accessibility: Legislation and Implementation in Canada and China

This paper examines what China can learn from Canada regarding how to design and implement accessibility legislation, with a specific focus on Ontario. It analyzes accessibility laws and policy implementation in Canada and the existing problems in China’s accessibility policies based on a literature review, documentary research, case studies, and interviews. The findings reveal the following lessons that China can learn from Ontario: raising awareness about accessibility; making accessibility laws more comprehensive; enhancing the importance of accessibility on the government’s agenda; and improving legislative review mechanisms

Coordination of infrastructure development : some international comparisons

This report presents the findings from a desktop review into how governments across a selection of countries coordinate infrastructure development by working with the industry. The selected countries included the UK (Northern Ireland was examined separately from mainland UK), Canada, Germany, Japan and South Korea. The goal is to identify alternative means of coordinating infrastructure development at the government level, with a view to assist the Institution of Civil Engineers to make the case for a more strategic approach to planning and delivery of infrastructure. The need for this report derives from growing complexity in the way infrastructure development programmes are procured, and the shifting role of government from provider of infrastructure development to enabler of the process of delivery. Thus, an opportunity arose to compare alternative arrangements of government coordination. There were similarities of political governance landscape between the investigated countries regarding strategies of infrastructure delivery. Differences exist however in the way resources are allocated and decisions made regarding infrastructure development. A potential for greater transparency and collaboration between public and private sector was identified. In Germany, for example, local governments enjoy a great deal of autonomy in defining infrastructural requirements, even though the definition of requirements has to align with high-level planning principles at the regional, national and European levels. Delivery of infrastructure development is devolved to the local governments working with a range of stakeholders from both the public and private sectors with funding provided by regional allocations. By contrast, infrastructure development is coordinated by a single high-level government department Canada, Japan and South Korea. The make-up of this department varies across the three countries, with subtle differences in the roles and responsibilities of each constituent part. Nonetheless, the benefits of such an approach include a whole-systems view in decision-making and a somewhat simpler, more transparent way of funding allocation. Furthermore, in the case of Japan and South Korea, resources can be more effectively channelled towards advancing research and development related to infrastructure development capacity and more clarity in terms of skills development. The UK, on the other hand, has a fragmented approach in addressing infrastructure development, with a continuously evolving system of government departments and agencies having some form of influence on determining infrastructural requirements. In order to redress some of the challenges with such fragmentation, the situation in Northern Ireland differs slightly with the formation of a Strategic Investment Board Limited charged with overseeing infrastructure programmes, making delivery more transparent