Burnaby Thursday, November 15, 2018 1:15 PM
A new WorkBC contract that equips people with adaptive technology will open up employment opportunities for people with disabilities and help them thrive in the workplace.
Delivered by the Neil Squire Society, the Assistive Technology Services program combines two existing services — Technology@Work and supports offered through
individual WorkBC Centres — into one streamlined provincial resource to help more people with disabilities throughout the province fully participate in B.C.’s economy.
“British Columbia’s economy is thriving but to be a truly inclusive province, we need everyone to have the tools they need to participate in the workforce and build the life they deserve,” said Shane Simpson, Minister of Social Development and Poverty Reduction. “The Neil Squire Society has been a leader in innovative assistive technology for over 30 years.
As the successful proponent, it can continue its important work with employers and people with disabilities.”
Supports available through the Assistive Technology Services program include:
- mobility supports, alternative keyboards, voice input equipment and other workplace modification technology
- advice to employers on how to be more accessible and inclusive
- training to help people navigate other services and supports to assist with employment
The contract has a five-year term, is valued at $28.8 million and will begin service delivery on April 1, 2019.
“The Neil Squire Society is dedicated to breaking down barriers that keep people with disabilities from finding sustainable, meaningful employment,” said Gary Birch, executive director, Neil Squire Society. “This funding will help expand our vision and continue our work to improve the lives and opportunities of people with disabilities.”
The Assistive Technology Services program is one of two WorkBC services that will soon be delivered provincially. Beginning April 1, 2019, Douglas College will provide WorkBC Apprentice Services, including processing financial support applications and facilitating approvals for apprentices to collect employment insurance benefits while participating in classroom training. This contract is valued at $67.5 million over five years.
Quick Facts:
- Approximately 334,000 people in B.C. aged 15 to 64 self-identify as having a disability.
- As of Nov. 1, 2018, more than 1,400 people with disabilities have accessed Technology@Work services through the Neil Squire Society.
- There are 84 WorkBC centres throughout the province that serve British Columbians, including people with disabilities.
- The President’s Group, an advisory group to government, is a change-driven network of 22 B.C. business leaders committed to working with private sector employers to help increase employment opportunities for people with disabilities.
- Of Canadians with disabilities aged 15 to 64 years, 47% are employed compared to 74% of people without disabilities.
Learn More:
For information about supports available through the WorkBC Employment Services Program, visit:
To learn more about the Neil Squire Society, visit: https://www.neilsquire.ca/
This on BC Govt Website go to the link Here
Yes, Investment in workplace technology helps people with disabilities … but also organizations who support disabled employees by accommodating them. One elephant in the room is that most employers don’t accommodate. (Neil Squire needs to eject such people from their board of directors). The potential economic benefits to businesses and society from greater availability and use of adaptive technology are boundless. Still, it is important to recognize that we aren’t discriminated against because of the need to accommodate us or the supposed threat of law suits for discriminating against us. Those old rationalizations (red herrings) are as old as employers claiming that they don’t receive applications from us. No, the research is clear. We are discriminated against in recruitment, hiring, retention and advancement because of pervasive prejudices and unconscious biases about us. Many nondisabled people think that being disabled means we are less able than the nondisabled. A matched pair study from France showed that under 2% of applications that made it possible for employers to realize that the applicant was disabled led to interviews. Topically we are under-employed and underpaid when we are hired. And our supervisors view our future performance as below average regardless of how well we are doing. This explains why organizations hiring us in entry level positions typically that we haven’t and don’t advance in our careers or retain our jobs. Employers claiming to be inclusive must address the pervasive prejudices and biases within their organizations if they want to really be inclusive. Their not doing it yet. A recommendation for Neil Squire … When you conduct a physical demands analysis or functional capacity assessment keep them, share them with your clients, and use them to track your outcomes. It’s shocking that funders like Shane Simpson aren’t requiring this innovation. Regardless, best of luck in your important work. Regards Paul Gilbert for the BC Disability Caucus.