It’s very common for those of us working in HR, Recruitment, Career Development, or Policy Development to use the phrase ‘barriers to employment’ in our work. I’ve used the term thousands of times – it catches all of the considerations that make it more difficult for a person to access employment opportunities and earn a […]
Are Employers a Barrier to Employment? Read More »
For the past several years, publicly funded employment inclusion service providers across Canada have showed a growing interest in Disability Employment Awareness Month. The progression has been obvious and encouraging. Initially promotional initiatives were sporadic and driven by service provider organizations. More recently, however, DEAM has been trending in a positive direction with the broader community
Disability Employment Awareness Month – DEAM 2017 Read More »
Many of us in the disability services sector have heard this question – and many of us have had an immediate emotional response, struggled with our words and in the end, failed to capitalize on a great opportunity. The fact is, employment inclusion professionals should be able to respond with ease to inquiries and challenges.
“Why Would I Hire Someone With A Disability?” Read More »
Diversity & Inclusion Strategy Implementation – Best Practices in Employer Engagement Professionals working in the field of Supported Employment / Employment Inclusion recognize on a fundamental level that employment service outcomes for people with disabilities do not occur without the engagement and participation of an employer. We also recognize that although the foundation of our
Best Practices In Employer Engagement Read More »
Most disability advocates and professionals have been aware for a very long time that sheltered or segregated environments (particularly in day options) do not generate good outcomes in the areas of inclusion and capacity building. Nevertheless, resistance remains to the closure of such environments. Some say more time is needed, others say that these environments
A Draft Transition Plan – Segregated to Inclusive Environments Read More »
Employment First is essentially a ‘best practices’ statement which simply asserts that employment in the general workforce should be the first and preferred outcome for publicly funded services for adults with intellectual / developmental disabilities. Employment First principles have been promoted most vocally by APSE – the Association of People Supporting Employment First – a national
Alberta’s Employment First Initiative Read More »
Several weeks ago, a local employment service I consult to encountered an all too familiar situation; the residential services involved urgently wanted the job-seeker “out of the house” and engaged in full time employment. The Career Exploration and Job Search processes were, in their estimation, taking too long. A job placement in which this job-seeker
How Are We Hurting Employment Inclusion For People With Intellectual Disabilities? Read More »
Find Part one of this blog post here. Government funding for employment services for people with disabilities generally falls into two categories. Type one is best described as ‘Project Funding’ which is generally based in strategic procurement, requests for proposals (for which there is intense competition) and 1 – 3 year long contracts based on
What’s Wrong With Employment Inclusion? (Part 2 of 2) Read More »
Part 1 of 2 Since the mid 1980’s the Supported Employment Movement has been working to facilitate the employment inclusion of people with intellectual disabilities. The basic model has branched out to serve people with different types of disabilities and barriers to employment and it has undergone some name changes and ‘re-branding’ along the way.
What’s Wrong with Employment Inclusion? (Part 1 of 2) Read More »
