Disability Research Bulletin 2003-2004
Published Research Projects Funded by SDPP
Muscular Dystrophy Canada (October 2003). In Synchrony: Looking at Disability Supports from a Progressive Disability Function
The Health Charities Council of Canada is a partnership between six national health charities that serve 660,000 Canadians with a variety of degenerative diseases: Muscular Dystrophy Canada, the Huntington Society of Canada, the Parkinson Society Canada, the ALS Society of Canada, the Alzheimer Society of Canada and the Multiple Sclerosis Society of Canada.
The Council has conducted a research project called “In Synchrony: Looking at Disability Supports from a Progressive Disability Function” to analyse existing inadequacies and differences in services and funding provided to persons with a progressive disease.
Recommendations were formulated from the results of the research, including a new definition of progressive disability that includes progressive diseases affecting the brain. The study helped to clarify a number of problems concerning support services experienced by persons with progressive disabilities. Many needs related to progressive disabilities are not met by existing policies and services, simply because people are generally unaware of them or do not readily understand the situation.
According to this study, services are perceived as difficult to find (because of a lack of information) and difficult to access (because there are multiple providers). The procedures are rigid, do not meet the individual and special needs of persons with this type of disability and are unavailable in many rural areas. There is limited coordination of services between the various provincial/territorial providers. And there is little recognition of the economic impact of living with a progressive disability.
The study recommends that, in order to resolve these problems, we adopt a definition of “progressive disability”. A person with a progressive disability is defined as follows: a person affected by a disease or disorder that has an impact on the physiology of the brain, nervous, and/or musculoskeletal system, and results in functional limitations whose severity can progress continuously or be cyclical or intermittent in rate of progression.
We must recognize that persons with progressive disabilities are at increased risk for general health problems and face increased attitudinal and environmental barriers to support services and social participation.
These services must be universally available, regardless of income or location, and must have an easily recognizable access point at all levels of government. The issue of assessment and reassessment of “progressive disability” must also be resolved through a multidisciplinary approach based on individualized service programs and individualized intervention programs.
The Roeher Institute (2004) Improving the Odds: Disability, Employment and Public Programs in Canada
This research explains the low employment levels of people with disabilities in part by pointing to general demographic factors (e.g., age, gender, education, geographic location) that have a bearing on employment. It also points to factors that are specific to disability, such as the nature, cause and duration of disability, and the need for job accommodation.
The research describes legislative, policy and program tools for addressing the challenges faced by persons with disabilities in the labour market (e.g., “Report to Premiers by the Provincial/Territorial Ministerial Council on Social Policy Reform and Renewal”; “In Unison: A Canadian Approach to Disability Issues; Social Union Framework Agreement”; etc.). It also examines general health, social services and support measures funded by the federal, provincial and territorial governments, and compensatory measures such as Workers’ Compensation, Canada and Quebec Pension Plan disability benefits, the Employment Insurance sickness benefits, and provincial and territorial social assistance.
The research then analyses and assesses measures that facilitate access to and participation in the labour market (e.g., assessment, counselling, information, coordination and linkage programs; education, and training programs; and transition programs and financial and technical disability supports, anti-discrimination measures and supports for employers).
Participants in the research generally rank “high” all the above-mentioned elements of the labour market system, with education, training and continuous disability supports as key elements.
The research shows that many elements of this labour market “system” interact with one another; all need to be taken into account in efforts to frame a comprehensive response to the labour market challenges faced by people with disabilities.
The study concludes with a number of suggestions as to how to ensure a successful integration of persons with disabilities into the labour market.
Learning Disabilities Association of Canada (2003) Roadmap on Learning Disabilities for Employers
The Roadmap on Learning Disabilities is published and distributed by the Learning Disabilities Association of Canada and funded by the Office for Disability Issues, Social Development Canada.
“As an employer or a human resources professional responsible for creating and sustaining an effective and motivated workforce, the Roadmap on Learning Disabilities for Employers provides you with the most up-to- date information on learning disabilities and their impact on the workplace. It was created to help you learn best practices — that is, the approaches and strategies surrounding disclosure, accommodations and assessment that employers have found helpful. It goes into some detail about the various types of learning disabilities, and their possible effects on employees’ performance and personal well-being, as well as on their working relationships.”
The guide includes sections that deal with the following subjects:
• building an inclusive work environment;
• what are learning disabilities and their effect on job performance;
• effects of learning disabilities on job relationships;
• the importance of the diagnosis;
• the two sides of disclosure;
• meeting the needs through accommodation;
• the legal responsibilities of employers;
• supporting employees with learning disabilities just makes good business sense;
• resource section that includes local contact numbers and where to obtain additional materials.
For further information, consult the following website:
http://www.ldac-taac.ca/english/projects/screen.htm