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October 4, 2008

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Officially launched in October 2007, Business Takes Action ... Christopher Reeve. October 4, 2008. London, Ontario 'Decent Work for Persons with Disabilities' ... – PowerPoint PPT presentation

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Title: October 4, 2008


1
Business Takes Action Employment of Persons with
Disabilities
Funded by the Ministry of Community Social
Services through the Employment Innovations Fund
2
Business Takes Action
  • Officially launched in October 2007, Business
    Takes Action is a Canadian Manufacturers
    Exporters initiative aimed at educating employers
    about accessibility and accommodation in the
    workplace.
  • We offer information, tools and resources.

3
Background
  • CME Initiated this program in response to
  • Skills shortages
  • Legislation
  • Proven benefits of workplace diversity

4
What is Disability?
  • According to the AODA (2005) Disability is
  • 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

5
What is Disability?
  • According to the AODA (2005) Disability is
  • a condition of mental impairment or a
    developmental disability
  • a learning disability, or a dysfunction in one or
    more of the processes involved in understanding
    or using symbols or spoken language,     
  • a mental disorder, or
  • 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)

6
Disability in Ontario
  • As of 2006, 12.6 of Ontarios
  • working population (age 15-65)
  • has a disability

Statistics Canada, Participation and Activity
Limitation Survey (PALS) 2006, released
December 3, 2007
7
Disability in Ontario
Disability Prevalence in Ontario 2001 2006 A
Comparison
8
Disability in Ontario
Participation and Activity Limitation Survey,
2001
9
Understanding Barriers
Types of Barriers
10
Understanding Barriers
  • Fear of the unknown misperceptions
  • Attracting/recruiting Persons with Disabilities
  • How to access support and resources
  • Fear of liability legal, health insurance
  • Concern about ability to do the job
  • Lack of training on accommodation and sensitivity

11
Why more employers are looking to hire Persons
with Disabilities!
  • Filling skills shortages
  • Corporate Social Responsibility
  • Gaining recognition as an innovative leader
  • Enhancing their bottom line
  • Capitalize on the purchasing power of a major
    emerging market

12
Persons with Disabilities An Emerging Market
According to studies conducted by the Royal Bank
of Canada, it is estimated that people with
Disabilities are responsible for 25 Billion in
Annual Buying Power
13
Persons with Disabilities An Emerging Market
Persons with Disabilities represent 20 to 25 of
the recreational, retail, entertainment,
workplace and housing markets in the next ten
years and beyond
14
Skills Shortages
  • 48 of firms report that labour shortages are a
    constraint on growth
  • 32 say that specific skill shortages are
    constraining growth
  • Retirement is expected to account for almost 75
    of all job openings by 2014

15
Skills Shortages
  • It is expected Ontario will be short
  • more than 360,000 skilled employees
  • by 2025
  • Ontarios Workforce Shortage Coalition and the
    Conference Board of Canada

16
Skills Shortages What are employers looking for?
The of companies reported skills shortages for
filling the above positions in 2007. CME
Management Issues Survey 2007-2008.
17
Proven Benefits
  • 90 of persons with disabilities did as well or
    better at their jobs than non-disabled co-workers
  • 86 rated average or better in attendance
  • staff retention was 72 higher among persons with
    disabilities
  • Statistics Canada Participation and Activity
    Limitation Survey (PALS, 2001)

18
Legislation
  • The Accessibility for Ontarians with Disabilities
    Act (AODA) 2005
  • Ontario will be barrier-free by 2025
  • Standards are being developed in 5 areas
  • Customer Service (became law January 2008)
  • Transportation (draft proposal available online)
  • Built Environment
  • Information Communications
  • Employment currently in development

19
Bill 107
  • Changes to the Ontario Human Rights Code came
    into effect on June 30, 2008 that will impact
    employers significantly

20
Who We Are
  • Mandate To ensure that employers are educated
    and prepared in the area of workplace
    accommodation and accessibility
  • Vision Ten percent of all new hires by the year
    2020 are Persons with Disabilities
  • Strategy R3A3 Accessibility, Accommodation,
    Awareness, Recruit, Retrain, Retain,

21
R3A3 Strategies
  • Awareness Dispelling the Myths
  • Myth Providing accommodation is expensive
  • Fact 56 cost 500 or LESS
  • Myth People with disabilities take more sick
    days
  • Fact 86 rated having higher attendance records
  • Myth I cant fire a person with a disability
  • Fact Terminations are treated the same for
    everyone, regardless of ability (or
    disability)

22
R3A3 Strategies
  • Awareness
  • Myth A person with a Disability will be a health
    safety hazard on the job.
  • Fact Workers with disabilities are often more
    aware, not less, of safety issues in the
    workplace.
  • Myth Employment Equity means lowering job
    standards
  • Fact Employment Equity examines job standards to
    ensure that job criteria are realistic and job
    related.

23
R3A3 Strategies
  • Awareness Get Caught Up!
  • Employment Equity Act
  • Canadian Human Rights Act
  • Canada Labour Code
  • Employment Standards Act (Ontario)
  • Ontario Human Rights Code
  • Accessibility for Ontarians with Disabilities Act
    (AODA, 2005)

24
R3A3 Strategies
  • Accessibility
  • Educate your organization
  • Conduct an internal Accessibility Audit
  • Form an Accessibility Committee
  • Develop/review policies
  • Link with Support Service Providers

25
R3A3 Strategies
  • Accommodation
  • (0) Changing a desk layout from the right to the
    left side for a data-entry operator who has a
    shoulder injury
  • (150) Supplying a telephone amplifier for a
    computer programmer who is hard of hearing

26
R3A3 Strategies
  • Recruit, Retrain, Retain
  • www.ten20action.ca job portal
  • Principles of Return to Work
  • On-the-job training counselling

27
What We Do
  • Community of Practice ten20action.ca
  • One-stop information source job board
  • 24 hour turnaround on new information
  • Have your questions answered by experts

28
Final Thoughts
  • Don't give up. Don't lose hope.
  • Don't sell out.
  • Christopher Reeve

29
Contact us
(905) 672-3466 business.takesaction.ca www.ten20ac
tion.ca
Funded by the Ministry of Community Social
Services through the Employment Innovations Fund
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