labour shortage

The New Green (The Economist)


The new green

Business may find disability as important as environmentalism

IF CHIEF executives won medals, Justin King of J. Sainsbury, a British supermarket chain, would be sporting a gold in the marketing marathon for his prescient decision to concentrate sponsorship on the Paralympics rather than the glitzier Olympics. The plaudits he and other companies have received for backing what was previously seen as a sideshow could help change corporate attitudes to disability. (Click to read more: http://www.economist.com/node/21562229)

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Yes, it’s possible to save taxpayers millions while getting more people who have a disability into the workforce (Press Release)


For Immediate Release

 Yes, it’s possible to save taxpayers millions while getting more people who have a disability into the workforce

 London, Ontario

What is the greatest barrier to people who have a disability finding and retaining jobs? The ‘system’ itself, according to the Ontario Disability Employment Network.

Ontario spends $3.3 billion a year on disability income support, a figure that’s growing at a rate of 5% a year. Yet, it’s frustratingly difficult for many people who have a disability to find a meaningful place in the economy because of systemic roadblocks.

The Network recently released a report to Ontario’s Social Assistance Review Commission that includes 37 recommendations aimed at helping more people who have a disability find work, while also saving taxpayers millions.

 According to Statistics Canada, 15.9% of Canadians have a disability and a staggering 49% of adults who have a disability are not in the workforce. Helping them get jobs is good for all of us because it reduces dependency on social assistance and allows them to contribute to the tax base.

 Fixing the system – an encompassing term for the myriad of government departments and ministries that fund employment – doesn’t have to be difficult. Many of the Network’s practical recommendations identify savings, in many cases without the investment of new resources.

 Some recommendations are simple administrative changes, such as eliminating the requirement for a second eligibility approval for those who receive income support but want help finding a job.

 Some recommendations are more complex and will take longer to implement. The Network’s top 5 recommendations include:

  • Creating a single employment services framework that incorporates all ministries and departments that have responsibility for disability services
  • Moving the five existing funding pots to a single stream for all employment services and transferring responsibility for those resources to municipalities
  • Ensuring other programs that support people who have a disability do not compete with or undermine employment opportunities
  • Changing to an audit-based accountability system, similar to that used in the income tax system
  • Moving to an income reporting and adjustment system that is technology-driven and similar to an ‘equal billing’ system commonly used by utility companies.

 Don Drummond is on the right track with his recommendations to streamline administration. However, his understanding about what’s needed to accommodate people with disabilities in the workplace is somewhat naïve. Services that help people who have a disability get into the workforce have been operating in Ontario for almost 40 years. But the Province’s fragmented approach to disability funding and related policy has made the provision of employment services for this group virtually unmanageable.

 The Network supports the Drummond recommendation to transfer responsibility for employment programs to Employment Ontario given the following parameters:

  1. The need to maintain specialized services.
  2. The need to retain a separate service delivery stream for people who have a disability. This will be within the context of a ‘no wrong door’ approach, giving people who have a disability ultimate choice of service delivery agent.
  3. The disability stream will capture all eligibility status, e.g. EI, ODSP, CPPD, etc.
  4. Government should not directly deliver services and supports. Rather, its role should be to fund and manage systems and accountability.
  5. The Network rejects any notion of ‘Capacity Assessments’ that may be used to determine employability. All persons who are motivated to work must have access to the services and supports they need in order to be successful.
  6. Benefit entitlement (income support) should be managed separately from employment supports.
  7. Ontario needs a clear Employment First Policy Framework for people who have a disability.
  8. There must be a clear and transparent selection process for Transfer Payment Agencies that takes into account their area of specialty and track record of successful service delivery, not just their administrative capacity.
  9. Capacity to ensure innovation, creativity and flexibility must be built into the new system.

“Between projected labour shortages and increasing acceptance of people who have a disability in the workplace, we are optimistic for the future, provided we can get the system on track.”

 While the Network awaits further discussion with the Social Assistance Review Commission, it fears next week’s provincial budget will circumvent the Commission’s work by adopting the Drummond recommendation to transfer services to Employment Ontario.

 To read the Ontario Disability Employment Network’s full report and recommendations go to: http://www.odenetwork.com/library/submission-to-the-social-assistance-review-commission/

For more information, contact:

Joe Dale

jdale.odenetwork@gmail.com

905-706-4348

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Mark Wafer Responds to “Finding jobs for disabled Canadians”


Read the article by Alison Griffiths here

Hello Alison.

I read your article this morning.  I am a Tim Hortons franchise owner and an
advocate for people with disabilities especially in the area of employment.
Your daughter’s story is one I hear all the time.

Having met Jim Flaherty a few times and discussed this issue with him I can
say without question he does get it.  He gets the problem of employment and
he gets the overall cost factor.

I am deaf.  I have about 20% hearing and have been since birth. I could not
keep a job as a young man but became a successful business owner. Since I
understand first hand the barriers people with disabilities face in order to
get work, I began hiring people with disabilities in my first Tim Hortons in
1995 and to date I have hired 82 PWD’s and currently have 33 out of a
workforce of 210 in my six locations.

Why did I do this? Simply because I saw a business benefit as time went on.
Of course it was the right thing to do but that isn’t reason enough for
business owners to hire PWD’s. My employee turnover went down, my WSIB
claims went down.

I quickly realized that employing PWD’s was good for business, low
absenteeism, higher staff morale, lower turnover (very expensive), higher
productivity and so on. Several of my employees with disabilities have been
employee of the year.

All are in meaningful positions, no charity. That means competitive salaries
as well as having to be replaced if sick. This includes every department
from managers to front line staff, production and logistics.

In 2008 I began a program through my local Rotary club along with the
programs founder Joe Dale. This is known as Rotary at Work.

Joe, who is a past director of Community Living Ontario, developed this
program that shows business owners how they will benefit from hiring PWD’s.
Joe and I travel the province speaking at Rotary clubs, chambers of
commerce, HR groups and to private business owners. This is a peer to peer
program as business owners are hearing from myself as a business owner.

The result since 2009 is huge. 137 people with a disability hired in a
meaningful position with many more at Tim Hortons stores as I was able to
leverage my position.

Now we know that this is the way forward. We cannot use the same old message
that service providers have used in the past. The unemployment rate for
people with disabilities is the same today as it was in 1970 so clearly it
isn’t working but if we can show business owners that there is a benefit to
hiring PWD’s we will see a lot more doors opened.

Here are a few more facts, studies show that employees who have a disability
work 97% safer, have attendance records 86% greater, stay on the job up to 5
times longer, increase morale to the point that non disabled staff stay
longer (huge win for me). Accommodations average $500 but in most cases its
zero and best of all productivity is 20% higher.

Why? Because the job is precious, it took a long time to get that job.

I cannot buy the loyalty my disabled staff have for my company. What
business would not want this? Education is going to be key.

Now let’s look at the financial side of this problem. The unemployment rate
for PWD’s is actually closer to 70% because so many have given up or are
considered unemployable. The unemployment rate during the great depression
was 25% and was considered a national tragedy yet society is comfortable
with a 70%rate for PWD’s.  This equates to an ODSP cost to the province of
Ontario of $3.2b. This is growing at 5% per year, totally unsustainable and
this is why the province set up the review commission on ODSP and welfare.

However, even though this number is huge it also means that the maximum
payment for an unemployed person with a disability is about $11,000
annually. Well below poverty and that’s only if they qualify for the maximum.

Taking a person off of benefits and creating a new taxpayer is a win/win.
The 137 people who got employment thru our project saved the province $1m in
this manner.

Employers don’t hire people with disabilities because they buy into a series
of myths and misperceptions. This is exactly why Quinn isn’t getting a job;
it has nothing to do with her work experience and all to do with attitude.

My best baker is deaf. Her ovens have chimes, bells and warnings. This
hasn’t prevented her from being an awesome addition to our staff. In one day
she figured out how to get around those audible warnings.

PWD’s are more innovative. Quite frankly a person in a wheelchair has to be
innovative just to get through the day, imagine how that mindset helps a pod
or team at a workplace.

Alison, we are going to fix this problem. It will take time, education is
the key. The AODA will now be focusing on employment, this in itself won’t
help as the legislation is toothless (story for another day) but it will
provide much needed awareness. Canada has a looming labour shortage with
many companies noticing this already yet still don’t hire PWD’s. There is a
huge disconnect but we will fix it.

Best of luck to Quinn. Her attitude, not an employers, will win at the end
of the day.

Mark Wafer

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Canada Summer Jobs 2012


Canada Summer Jobs 2012
“Creating jobs, strengthening communities”

Canada Summer Jobs is a Government of Canada initiative that provides funding to help employers create summer job opportunities for students. It is designed to focus on local priorities, while helping both students and their communities.

About Canada Summer Jobs 2012

Canada Summer Jobs:
* provides work experiences for students;
* supports organizations, including those that provide important community services; and
* recognizes that local circumstances, community needs and priorities vary widely.

Canada Summer Jobs provides funding to not-for-profit organizations, public-sector employers and small businesses with 50 or fewer employees to create summer job opportunities for young people aged 15 to 30 years who are full-time students intending to return to their studies in the next school year.

The application period for Canada Summer Jobs 2012 is from February 1 to February 29, 2012.

NOTE: To obtain more information please call 1-800-935-5555 or see www.servicecanada.gc.ca criteria.  The criteria to assess the proposals focus on:

* service to local communities;
* jobs that support local priorities
* jobs that provide career-related experience or early work experience;
* jobs with a salary that contributes to the student’s income;
* employers who provide supervision and mentoring;
* project activities that are directed toward members of, and support the vitality of, an Official Language Minority Community; and
* employers who intend to hire priority students (students with disabilities, Aboriginal students and students who are members of visible
minority groups).

How to apply for Canada Summer Jobs

Before completing an application, employers must consult the Canada Summer Jobs Applicant Guide and review the local priorities for their constituencies. To help employers complete their application, the Canada Summer Jobs Applicant Guide and the local priorities are available online at: www.servicecanada.gc.ca , by calling 1-800-935-5555, or by visiting any Service Canada Centre.

The Applicant Guide contains the following information for employers:
* eligibility criteria;
* instructions for completing the Canada Summer Jobs application;
* the assessment process; and
* the approval process.

Employers can apply online or print an application from the website. They can also get an application by visiting any Service Canada Centre. The deadline for applications is February 29, 2012.

Apply online:
The online application process is quick and easy. An electronic confirmation number of successful receipt will be generated once the online application is submitted.  Employers must keep this number for future reference.

Download a paper application form:
Employers can download a printable form. Completed applications may be submitted in person, by mail, or by fax, at any Service Canada Centre.

Completed applications may be submitted using one of the following methods:

Online: Applications must be submitted on February 29, 2012, 23:59 Pacific Time. Applying online is quick and easy.
In person: Applications must be received before the closing time of the local Service Canada Centre on February 29, 2012.*
By mail: Applications must be postmarked on or before February 29, 2012.*
By fax: Applications must be faxed to a Service Canada Centre by February 29, 2012, 23:59 local time.*

*An employer submitting a paper application in person, by mail or by fax will receive a letter of acknowledgement.

Application Deadline

The deadline for applications is February 29, 2012. Applications received or postmarked after the closing date of February 29, 2012, will not be assessed.

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Assessment of Debt Load and Financial Barriers Affecting Students with Disabilities in Canadian Postsecondary Education – Ontario Report for the Higher Education Quality Council of Ontario


Assessment of Debt Load and Financial Barriers Affecting Students with Disabilities in Canadian Postsecondary Education – Ontario Report

Prepared by Tony Chambers, Mahadeo Sukhai and Melissa Bolton for the Higher Education Quality Council of Ontario (Read Study Here)
 Click here to access original source.

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