cause those with disabilities like work make living contribute to our society want be valued make living wage pay for the expenses like rent food bills such.
Hiring people with disabilities is good investment. So in this the intent is to highlight throughout month september what announcements been going on stories about employment with disabilities in workforce. and what work been going on to improve workforce in disability field and some ideas that are important to note educate those what information here on this page is where get information links, stories ,education and employment success .
This is story from Times Columnist newspaper in Victoria
Island Voices: Hiring people with disabilities is the smart thing to do
British Columbia is rich in talent and opportunity, yet we face labour shortages spanning industries and regions.
By 2025, B.C. employers will need to fill an estimated one million jobs. With competition for talent so tight, it makes sense to create hiring practices that include the best people. Hiring people with diverse abilities is not only the right thing to do — it’s a smart business decision.
September is Disability Employment Month in B.C. It’s a time to celebrate people with disabilities who contribute to our communities, small businesses, corporations and communities. It’s also an opportunity to talk about the proven benefits of inclusive workplaces — for individuals, for companies, and for B.C.
People with disabilities are educated and ready to work. Of Canadians between the ages of 25 and 64, a higher percentage of people with disabilities have post-secondary certificates than those without a disability.
We’re not talking about a small group of people. More than 330,000 working-age British Columbians identify as having a disability, be it physical, mental, visible or invisible. That’s an incredible, largely untapped talent pool.
If you are an employer, diverse hiring practices can help you be more competitive. People with disabilities will bring different perspectives to the workplace, helping spur innovation.
Seeing an established industry from a new angle is invaluable in this era of disruption. Research shows that inclusive workplaces are twice as likely to meet or exceed financial targets, and six times more likely to effectively anticipate change and apply innovative solutions.
As community leaders and employers, building inclusive workplaces has been a competitive advantage for government, opening the door to some of our best and brightest talent. With one in seven Canadians having a disability, more people can see themselves in the organizations they do business with, improving morale throughout organizations.
Our collective goal is to be the most inclusive province in Canada. We want to create a barrier-free environment for our customers, employees and people.
Fifty-seven percent of Canadians with physical disabilities who are currently unemployed believe they would be able to work if workplaces were made more accessible. Each of our organizations, be it in the public or private sector, works hard to create a comfortable environment for people—having an inclusive workplace helps foster that welcoming culture.
It’s a culture that’s spreading. The federal government recently announced accessibility legislation and the province will look at legislation for B.C. in the coming months. And, in October, we will host a gathering with B.C. business leaders who recognize inclusivity as a competitive advantage to talk about how to recruit, hire and retain talented people who happen to have disabilities.
The biggest misconception about hiring people with disabilities is that it will be a burden, and that’s simply not true. Many employers still have an unconscious bias. They tell us they think it’s going to be hard. It’s not. There are supports available through programs such as Tech@Work that provide adaptive technology, and the Rick Hansen Foundation Accessibility Certification program for employers who want to understand the accessibility of their workplace.
The Presidents Group website (accessibleemployers.ca) offers free resources and tools to fellow employers, and the B.C. government supports employment for people with disabilities through programs such as the Employment Program of B.C.
Our various workplaces are, without a doubt, better off because of the diverse people in them. Hiring people with disabilities can help strengthen people’s lives, businesses and the province. We hope that employers will join us by building diversity into their hiring practices to help build a better, more accessible B.C.
Shane Simpson is the minister of social development and poverty reduction. Tamara Vrooman and Craig Richmond are co-chairs of the Presidents Group, a network of change-driven B.C. business leaders who are champions for more accessible, inclusive workplaces.
This Video is from Kelowna Now Newpaper website
Take a few minutes and listen to Shameera Rosal.
She might just change your thinking.
Rosal is a young woman with diverse abilities that you may notice when she speaks. But she is endearing, she is articulate, she is employed, and she speaks for the organization that helped her get there: Pathways.
Pathways relies on public support to function and help people with diverse abilities find employment. They are always looking for companies willing to give someone like Shameera a chance. For more information, check out the Pathways website.
Here story in The Globe and Mail Newspaper Click Here
At age 32, Ken Power landed his first real job – full-time, a regular paycheque and benefits – working at Gypsy Tea Room in downtown St. John’s.
Two years later, he’s become a valued employee, an integral part of the crew toiling in the restaurant’s cramped basement kitchen.
“My job’s dishwasher. I do cleaning. If anyone needs help, I do it,” Mr. Power says. “I loves it.”
Since he left high school, Mr. Power has lived at home and collected disability benefits. He’s done a few odd jobs like roofing, but is not really sure if he got paid.
“People with developmental disabilities kind of fall off the radar when they become adults,” says Sean Wiltshire, chief executive of Avalon Employment Inc. “They also get taken advantage of something fierce because they’re marginalized and tend to have limited social interactions.”
Avalon is a Newfoundland and Labrador not-for-profit that specializes in supportive employment – finding meaningful work for people with disabilities by working with employers to make practical accommodations.
Mr. Power gets paid the same wage as other employees, but Avalon provides “support dollars” to the employer – usually a couple of dollars an hour – if additional training and oversight are needed.
Adam Woodland, the manager of Gypsy Tea Room says: “The right question isn’t ‘Why would we hire Ken?’ it’s ‘Why wouldn’t we?’”
He said Mr. Power, unlike many workers who do casual labour like dishwashing, is reliable and loyal. “We’re not doing this as charity. Ken is a person who fits the job and he does the job well,” Mr. Woodland says.
Mr. Wiltshire, who has been promoting supportive employment since 1992, says there has been an important attitudinal shift in recent years.
“Employers used to see hiring someone with a disability as a way to look good. Now, it’s an economic decision, and that’s how it should be.”
Traditionally, people with developmental disabilities have worked in sheltered workshops for menial wages, or cycled through endless training programs.
Mr. Wiltshire says this approach was based on the false assumption that people with development disabilities don’t have skills, and need to be coddled.
“Ability isn’t the problem. Willingness to work isn’t a problem,” he says. “The principal barrier to employment is people’s attitudes.”
Clients are usually referred by social workers or community agencies. “The first question we ask is: What do you want to do? A lot of them say: ‘You’re the first person who’s ever asked me that,’” Mr. Wiltshire says.
Funding for supportive employment comes from federal and provincial governments. It varies a lot between jurisdictions, but Newfoundland and Labrador has one of the broadest and most established programs. A study found that for every $1 supportive employment receives, the federal and provincial governments avoid $3.09 in spending for other programs.
“People who work pay taxes, they don’t get social assistance, they don’t use food banks, and so on,” Mr. Wiltshire says. “Inclusion is good economics.”
One of Avalon’s first clients was David Thistle. He lived in the Waterford Hospital in St. John’s for 35 years and spent his days wandering the manicured grounds.
When he was asked, Mr. Thistle expressed a love for gardening, so they found him a job landscaping. He would later work at Wendy’s, as a cleaner and a baker before retiring.
“We don’t do training, we do jobs, and that’s an important distinction,” Mr. Wiltshire says. “Training people for jobs that don’t exist is patronizing and wasteful.”
The agency also provides ongoing monitoring and support. “Getting a job is easy. It’s keeping it that’s hard,” says Shelley Andrews, an employment counselor at Avalon.
She says that the biggest challenges are not work-related but helping people who have often been in rigid and protective institutional or family settings their whole lives manage their new-found independence.
“Personal hygiene, getting enough sleep, cleaning the apartment, managing money, having a girlfriend – those are things we have to sometimes help navigate,” Ms. Andrews says.
People with disabilities can receive social assistance but that leaves many feeling unfulfilled and condemned to living in poverty.
“Having a job normalizes people’s lives. It gives them a schedule and a purpose, and social connection,” Mr. Wiltshire says. “Having a paycheque is more than money, it says ‘I’m valuable.’”
When she started working at Shoppers Drug Mart in Conception Bay, N.L., early this year, Samantha Bishop, 22, was painfully shy. But, as she stocks shelves and cleans, she interacts with customers, and has gained tremendous confidence.
“Sam has really come out of her shell,” says front-store manager Loren Allen. “This is not just a job, it’s about building a self-confidence and a sense of belonging.”
The store has worked closely with Avalon over the years and hired a number of employees with development disabilities.
“We have a culture of inclusion here – we believe our staff should reflect our community,” Mr. Allen says. “We also want good, reliable workers.”
Neil O’Dea, 31, has worked at the Shoppers for more than six years. He has autism and likes routine and repetitive tasks.
“Neil likes to have a daily, detailed task list. He follows it to a T and he’s proud when it’s completed,” Mr. Allen says.
Working with people with disabilities has been a little more work for him as a manager, but also a learning experience. “You realize that every employee has limitations and strengths, no matter who they are.”
This one is from Parksville Qualicum Beach Newspaper click here
Job developers at the Career Centre assist individuals with diverse abilities find employment. Bigstockphoto.com
Career Centre assists diverse individuals gain employment
Job developers work to meet needs of employers and job seekers with diverse abilities
September is Disability Employment Month in B.C. and the Career Centre is working with service providers to support individuals with diverse abilities in their job search.
According to the Canadian Survey on Disabilities (CSD) report 2012 funded by Statistics Canada, one in seven (14 per cent) of Canadians aged 15 or older, reported having a disability.
Job developers at the Career Centre (198 Island Hwy. East, unit 110, Parksville) support individuals with diverse abilities or mental health issues to either return to work or gain work experience. They also work with employers to help them navigate what roles they need filled at their business and whether those positions can be modified slightly to accommodate individuals with diverse abilities.
“The benefit to employers is that we can work with their needs but also the needs of the job seeker to basically tailor the employee to the work that the employer needs by knowing who we have available and what their skills are,” said Cheryl Dill, Career Centre executive director. “We have job developers that can support employers in that way, we just ask for employers to be open-minded to that process as best as they can. We respect the need of employers, they have a job to do, they have deadlines, so what we want to do is customize what they’re looking for and make that match between the job seekers and their needs.”
The Career Centre also works with “precariously employed” individuals whose earnings aren’t enough to sustain basic needs like rent and groceries.
“We’re able to work with people in that category,” Dill said. “If someone has some challenges or diverse abilities to move forward we can also obtain other sources of funding to support them in their job search. That’s the benefit of coming to the Career Centre, we have various support systems for all kinds of individuals.”
Wage subsidies are also often available, Dill said, for employers.
“There’s always a training period for anyone starting a new job,” she said. “What we can do is see if the job seeker that we’re suggesting to employers is eligible for a wage subsidy. That means that employers can get up to 50 per cent of the cost to hire and train that individual for up to six months or more.”
Dill said the Career Centre has helped facilitate many successful matches between job seeker and employer.
“It’s everyone’s gain to be able to utilize the funding that’s available for (this program),” she said.
Offering additional supports and teaming up with the Career Centre to assist job seekers with diverse abilities is the subcontractor Vancouver Island Vocational and Rehabilitation Services (VIVRS). The VIVRS deals with individuals with persistent multiple barriers who may need additional supports like assistive technology to get them to their workplace.
“If someone comes in to [the Career Centre] and they have specific needs, we’re either going to have them work with our case managers or VIVRS case managers,” Dill said.
A diversity employment specialist from VIVRS, Birgit Kuit, said in the Career Centre’s September “Tip of the Month” that “regardless of what type of diverse ability you may have, you need not look upon it as a liability while job searching. Just as there is always a silver lining in a dark cloud, it is important to look at what gifts you bring to any work situation. If you are not able to get the job on your own, and/or if you struggle with anxiety or mental health issues that greatly impact your ability to be successful in meeting with employers, you can always obtain the support from a job developer.”
Ingrid Tanasichuk, VIVRS executive director, said job developers have a positive and creative approach when marketing individuals they work with.
“It involves carving positions that work well for the job seeker and the employer,” Tanasichuk said. “We provide a lot of on-site job coaching and on-site support to ensure success and we tweak things if necessary. In this day and age employers need good employees and being creative is very attractive to both.”
Another story this one on employment to is Conrad Tyrkin from The Tri-City Newspaper website click here
MARIO BARTEL/THE TRI-CITY NEWS Conrad Tyrkin checks his delivery run for Gabi & Jules bakery with owner Lisa Beecroft. Tyrkin, who has autism and is one of seven employees at the bakery who identifies as disabled, works two days a week driving baked goods and supplies to the three Caffe Divano coffee shops also owned by Beecroft and her husband, Peter.
Conrad Tyrkin loves his job packaging orders and making deliveries for Gabi & Jules bakery to the three Caffe Divano locations also owned by the bakery’s proprietors, Lisa and Patrick Beecroft.
He loves the responsibility of getting the orders right and to their destinations on time.
He loves the independence his job gives him and the friends he’s made at his workplace.
Tyrkin is on the autism spectrum.
In fact, of 15 people employed at Gabi & Jules, seven of them identify as having a disability; most of them are autistic.
For the Beecrofts, providing employment opportunities and an inclusive work environment to people with cognitive or physical challenges is a deeply personal commitment — their eldest daughter, Juliana, has autism.
The commitment has also presented challenges, Lisa Beecroft said.
When Juliana’s behavioural interventionist approached them about another client who was looking for a job, the Beecrofts had to deconstruct their business to determine how someone with unique qualifications and needs might fit in and make a meaningful contribution to the bakery’s work flow. It also had to make sense on the bottom line.
“It made us consider what inclusion really means,” Beecroft said.
They stripped down jobs to their various individual skill sets, from the most mundane to complex. It turns out some of the most repetitive, basic tasks that burdened already busy, multi-tasking employees were perfect for people who thrive on simple routine.
So new roles were carved out, creating opportunities for people who could fulfill very specific tasks. The baking assistant, for instance, no longer had to be pulled away from their duties to load the dishwasher, fold boxes or make deliveries.
Beecroft said it made the bakery more efficient.
“You take the time to assess your environment,” she said. “You’re taking away the traditional lens you use to look as your business.”
There are hurdles, Beecroft said, such as navigating the various agencies that work with people with disabilities, training the new hires and existing staff, and identifying opportunities for job coaching.
“We have to make sure people feel comfortable,” Beecroft said. “Everybody engages in a different way.”
But the rewards go way beyond dollars and cents.
Employees are more invested in their work because they’re using their skills efficiently. They’re also more apt to stick around.
“They want to be here,” Beecroft said.
Having employees of various abilities working side by side has also sparked conversations that break down some of the mystery and shame of being disabled.
“There’s so much opportunity to look at the ability of individuals,” Beecroft said. “We can build a little more compassion and understanding in the workplace.”
• September is Disability Employment Month in BC. To learn more about opportunities for employing people with disabilities, go to www.accessibleemployers.ca.
The Province of British Columbia Proclamation disability employment month for September
Another this one i link it to is from People talk website click here
ACING THE INTERVIEW
Many people worry about what questions they will be asked in an interview, but it is nearly impossible to know for sure. But when you know how to handle the types of questions, you can respond effectively to anything they ask. In addition to the most commonly asked questions, we will also go over the “toughest” questions, and you may find that they aren’t so tough at all. We will also learn what questions are inappropriate, and how to respond to them. Participants will have the opportunity to practice and receive coaching in a safe and supportive environment.
Date: Wednesday, September 12, 2018
Time: 1:00 PM – 4:00 PM
Location: Open Door Group: Thrive (30 E 6th Ave #300, Vancouver)
Date: Tuesday, September 18, 2018
Time: 4:00 PM – 6:00 PM
Location: Gastown Vocational Services (2750 E Hastings St #288, Vancouver)
Date: Wednesday, September 19, 2018
Time: 1:00 PM – 4:00 PM
Location: DTES WorkBC Centre (250 West Pender St #200, Vancouver)
Get Surrey Working Hiring Fair Click Here
Here is some other links that is out there disability employment month