Selfadvocatenet.com Labour Day Page 2025  

This page highlight the stats on people with disabilities in workforce , also feature disabilities that are working . Also if pwd have a business .Also important to remind  us the importance of working people with disabilities want to contribute to society want to be valued and contribution we want  be equal in that field of work in workplace are respected and are accessible and jobs are getting paid to do a job for like anyone would 

Statements by Provincial and Federal Govt on Labour Day 2025

Victoria Monday, September 1, 2025 7:30 AM

Translations

• PremMinister_LabourDay2025_Chinese(simplified).pdf
• PremMinister_LabourDay2025_Chinese(traditional).pdf
• PremMinister_LabourDay2025_French.pdf
• PremMinister_LabourDay2025_Punjabi.pdf
• PremMinister_LabourDay2025_Tagalog.pdf

This on BC Govt website go to the link here

Statement by Prime Minister Carney on Labour Day

“On Labour Day, we honour the strength and resilience of Canadian workers, and we celebrate the women and men building Canada’s future.

Canada’s unions have long stood on the principle that what we wish for ourselves, we wish for all, demanding fairness and dignity for workers. The foundations of shared prosperity and a fairer economy that benefits everyone – including minimum wages, weekends, safe workplaces, and workers’ benefits – were built and fought for by unions.

In a rapidly shifting global landscape, Canada’s new government is working with unions to ensure workers have the skills, support, and opportunities they need to succeed. We are building Canada strong, and workers are at the heart of this mission. Together with organized labour, Canada’s new government is focused on creating not only jobs, but high-paying careers with sustained opportunity and prosperity.”

This is on Prime Minister of Canada website go to the link here

What is Labour Day About 

Did you know People with disabilities bring diverse skills, creativity, problem-solving abilities, and dedication to the workforce, often demonstrating lower absenteeism and higher retention rates than their non-disabled counterparts. While employers and government agencies increasingly recognize these benefits, challenges remain in the form of lower wages and higher unemployment rates for this group. However, initiatives exist to promote inclusivity, such as providing financial incentives for hiring disabled apprentices and increasing access to resources like assistive technology.

• Enhanced Productivity:

  Studies show that employees with disabilities can have equal or better productivity and performance compared to average employees. 

• Improved Workplace Culture:

  A diverse workforce, including people with disabilities, can foster a more inclusive environment and increase workplace morale. 

• Unique Skill Sets:

  Navigating an inaccessible world can develop valuable skills in adaptability, problem-solving, and creativity, which can benefit the entire team. 

• Positive Client Perception:

  Customers and clients may have positive experiences with businesses that hire people with disabilities, leading to positive perceptions of the brand. 

• Industry Concentration:

  People with disabilities are more likely to be concentrated in certain sectors like healthcare and social assistance, with less representation in higher-paying fields like professional, scientific, and technical services. 

• Resource Access:

  Resources are available for funding assistive technology, wage subsidies, skills development, and other support for both individuals with disabilities and their employers, according to Spraggs Law. 
  • Focus on Inclusion:

    There is a growing emphasis from organizations and the government on the value of inclusion and on creating more equitable employment opportunities for persons with disabilities. 
    labour statistics for people with disabilities in Canada 2025
    For 2025, Statistics Canada reported the employment rate for people with disabilities was 46.4%, a 0.7 percentage point decrease from 2023

    . This occurred amid a general easing of the Canadian labour market, which also saw a drop in the employment rate for people without disabilities. 
    Key statistics from 2024 (published in 2025)
    • Employment rate: The employment rate for people with disabilities fell to 46.4% in 2024, continuing a long-standing trend of a large employment gap with those without disabilities.
    • Labour force participation rate: Just over half (50.4%) of people with disabilities participated in the labour force in 2024, compared to 70.2% of people without disabilities.
    • Unemployment rate: The unemployment rate for people with disabilities was 8.1% in 2024, higher than the 5.6% for those without disabilities. However, the gap narrowed slightly as the unemployment rate for people without disabilities saw a larger increase.
    • Youth employment: Youth with disabilities (aged 15–24) experienced a significant drop in their employment rate in 2024, falling to 45.0%.
    • Severity of disability: The employment rate drops significantly with the severity of the disability. In 2024, over half (54.7%) of those with a less severe disability were employed, compared to only 26.4% of people with a more severe disability.
    • Wages and earnings: The average hourly wage gap between employees with and without disabilities widened in 2024, primarily due to slower wage growth for employees with disabilities. 
      

      
      Wider context and potential future trends
      • Impact of economic slowdown: As the Canadian labour market eased in 2024, the unemployment rate increased and job vacancies decreased. Advocates are concerned that recent federal budget cuts targeting diversity and inclusion initiatives could reduce opportunities for hiring people with disabilities, further jeopardizing progress in a tightening job market.
      • Public vs. private sector: In 2024, a larger share of paid employees with disabilities worked in the public sector (28.0%) compared to their non-disabled peers (22.8%).
      • Barriers to participation: In 2024, people with disabilities outside the labour force were more likely to report wanting a job compared to those without disabilities, suggesting ongoing barriers to employment, job searching, or being available for work.
      • Government initiatives: The Government of Canada has an ongoing Employment Strategy and a Disability Inclusion Action Plan to address systemic barriers and increase labour market integration, with a goal of achieving a barrier-free Canada by 2040. However, the economic climate and budget cuts could impact these efforts

In Canada, labour statistics from early-to-mid 2025 indicate a widening wage gap and continued barriers for people with disabilities, despite their higher unionization rates and increased access to some benefits. In 2024, the average hourly wage gap between employees with and without disabilities grew, and a significant proportion of employed people with disabilities (nearly 70%) reported facing work-related barriers, particularly in the physical environment, communication, and transportation. 

• Unionization and Benefits:

  Employees with disabilities were more likely to be unionized and, as of 2024, had greater access to paid sick leave, medical or dental insurance, and paid vacation leave compared to their peers without disabilities. 

• Workplace Barriers:

  Nearly 70% of employed people with disabilities reported experiencing a barrier to accessibility in the workplace in 2024. The most common barriers were related to the physical environment (49%), communication (41%), transportation (35%), and technology (35%). 

• Poverty:

  People with disabilities face higher poverty rates; for example, 1 in 6 people with disabilities lived in poverty in 2022. 

• Inaccessible Recruitment:

  Recruitment processes, including job posters and assessment tools, can be inaccessible, and confusing wording may deter people with disabilities from applying for opportunities. 

• Employer Perceptions:

  A persistent stereotype is that accommodating workers with disabilities costs a lot, though research shows many accommodations are inexpensive or free. 

• Data Sources:

  Statistics Canada provides annual labour market indicators for persons with and without disabilities through the Labour Force Survey (LFS) supplements program and in-depth data every five years via the Canadian Survey on Disability (CSD

Hiring people with disabilities is important because it expands the talent pool, brings diverse perspectives that drive innovation, improves employee morale and retention, enhances a company’s reputation, and can lead to increased profits and a stronger bottom line. It also contributes to a more equitable society by providing opportunities for independence and community engagement for individuals with disabilities. 

• Increased Innovation:

  Diverse teams, including those with disabilities, introduce unique viewpoints that foster creative problem-solving and innovative solutions. 

• Higher Retention and Morale:

  Inclusive workplaces build a stronger, more stable workforce with higher employee morale, loyalty, and better retention rates. 

• Improved Company Reputation:

  Prioritizing diversity and inclusion enhances a company’s brand image, increases customer loyalty, and demonstrates a commitment to corporate social responsibility. 
• Financial Benefits:

  Studies show that disability-inclusive companies outperform their peers financially, with higher revenues, profits, and productivity. 

• Lower Absenteeism and Accident Costs:

  Research indicates that employees with disabilities tend to have lower rates of absenteeism and workplace accidents, leading to cost savings. 

• Cost-Effective Accommodations:

  Many accommodations for employees with disabilities are low-cost or no-cost, with employers often eligible for tax credits. 

Understanding Public Sentiment on Disability and Employment through Social Media Analysis
March 2025

Job sites can go to find a job for disabilities 

Feature Employment stories that People with Disabilities doing now. 

By Crystal Carson

 My dream job has been to work as a page at the library. I was told that I couldn’t do the job by other people. Job coaches, friends, and other workers didn’t believe in me. They didn’t think that I could do it, and they also told me the library wouldn’t hire me.

My mom and dad both told me that I was the one who could do it! They told me to take the “t” off of “can’t” and it then becomes “can.” I told myself that I wasn’t going to listen to negative people’s comments.

First, I applied for the job online on my own. I asked some of my friends to help me do some research for the page job at the Wellington Library. They helped me email some resumes, cover letters, and references. I emailed it all to the library, and I waited a couple of weeks to hear from them about applying for the job.

Two weeks later, I got a phone call asking me to come in for an interview. I went to the interview and felt nervous and scared, but I answered the questions to the best of my ability. They called me the next day to say I was hired. I was so happy and excited, yet nervous, with happy tears in my eyes.

I have been on the job as a page at Wellington Library, Vancouver Island, for two years this year (2025). My job tasks are taking the book bin in and out, locking both sides of the bin, and doing the totes, newspapers, shelving books and magazines, shredding paper, sharpening pencils, and crayons. I also cut paper, dust shelves, and sort out CDs, DVDs, and books.

I’m not afraid to take a risk to follow my own dreams even when others tell me that I can’t do it. I just tell them to take the “t” off of “can’t.”

By: Jeevan Basra

My name is Jeevan and I`d like to share my employment journey with you. I graduated from Kwantlen Polytechnic University (KPU) a few years ago. I was a part of the Employment and Community Studies Program. I took this course because I heard that some people who took it had success through it, and I wanted to learn.

One of the courses that I took at KPU was work experience. Through this course, I gained experience as a receptionist at Physio Moves.

I did the laundry, greeted customers, dusted the headboards, wiped down gym equipment, swept the floor, and cleaned all the rooms the customers had been in.

After finishing my work experience at Physio Moves, I was offered a part-time job with them. I was super excited because it meant that I would still be able to work there.

My favorite part of the job is folding laundry because I enjoy folding laundry. My second favorite part is interacting with customers and employees because I have great relationships with them. For example, customers say hi and share photos of their dogs with me. And all of the staff are super nice and friendly.

Outside of work, I am also a member of the Self Advocates of Semiahmoo. This group is made up of people with disabilities who advocate for what is important to them.

My learning and work experiences at KPU have been important to my employment journey.

My Jobs

By: David Mann

My name is David and I would like to tell you about my jobs. I started working at Golf Town in the summer of 2022. My first day on the job I straightened clothes for two hours. On that day I got my two uniform shirts and a nametag. During work, I had problems with the clothes on the top of the shelves and my support staff helped me with that.

We started with the womens’ clothes and ended with the mens’ clothes. With the help of the staff, I learned new tasks. My daily jobs now include dusting the shelves and straightening the clothes.

My typical shift involves going in, putting my stuff away and then the staff help me log into the ADP to clock my hours. Then I get my Swiffer duster and I dust, and finally I clock out.

I get my stuff and I leave with my staff and go back to the program.

This year, I got my first annual review and my manager told me that he was happy with my work.

I like the people at Golf Town. My relationships with my coworkers are good, and they treat me like family. The staff supporting me are great and they help when I need it.

My second job is dog walking. I have been dog walking for over a year. I’ve walked many dogs. One of the dogs I walk is a reactive dog and another dog is nervous with new people. I help by being calm and nice to the dogs. I like dog walking because I’m making money while outside.

I hope you enjoyed learning about my jobs.

The Importance of Self-Employment

By: Margaux Wosk

As an Autistic person, I found that being employed by someone else is often the only way that employment is presented. This is especially true for those who may be neurodivergent or disabled.

There are entire organizations dedicated to helping disabled people find employment, however, they don’t talk about how self-employment could be a viable option.

It’s upsetting because being employed by someone else doesn’t always guarantee an individual’s needs will be accommodated. Employers can say that they are unable to continue to accommodate after a certain point, which means that some people can fall by the wayside if their needs are not being met.

For example, I was employed by a natural foods grocer and it was one of the least accommodating jobs I have ever had. The lighting was too bright and distracting. They had me go in and out of fridges and freezers which proved to be uncomfortable for me, and they had me climb up and down on ladders which didn’t go well with my poor balance.

As someone who has found their stride in self-employment, it matters deeply to me that others can be shown this as an option. However, there is a need to fight for more funding and resources to be able to do this.

There isn’t a single grant available for our demographic and it makes me believe that there are people who just don’t think we are capable of this.

Being self-employed means I can sleep and eat when I need to. I can go out or stay in – and do anything when and as I need to.  I don’t think someone else would be open to giving me these types of accommodations.

This is why it works for me. One thing I’d like to be able to do in the future is to hire neurodivergent and disabled people. But it would help to have additional resources so I can become just as noteworthy as the allistic/non-disabled people who are hiring disabled people and being rewarded for that.

Unfortunately, the system just isn’t set up for us to succeed and I hope I can be the one person who can help to change that narrative.