Pre-Class Question #1
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Pre-Class Question #1:
You were just hired by the Canadian government to work in recruitment. Your task is to support the government in its goal to hire 5000 employees with disabilities by 2025. So far, this has been a major struggle. Even though the government has over 350,000 employees, recruitment numbers have remained low. What do you do next? What are some elements of the strategy you would present to your boss? What concerns might
you have? Do you have any other suggestions?
Response: I believe the first step in this position would be to assess the already existing recruitment strategy looking for any areas for improvement. Likely, this assessment would reveal that the government, despite making these jobs accessible to persons with disabilities, is not fostering an inclusive environment which would encourage these individuals to apply for the positions offered. This is an important distinction made by the Celebrating Disability channel in their video where they state that accessibility does not equal inclusivity. This means that just because they can get the job does not mean that they would want the job if the experience of working their does not make them feel welcomed and valued. Largely, this way of thinking aligns with the medical model of disability which posits that persons with disabilities must find a way to fit within the already existing confines and environment that is available to them. However, this should not be the case as in their video, WhizzKidsUK suggest that it is society that has the responsibility to change. As such, the government itself has a larger responsibility here to not only offer these jobs but make them as inclusive as possible. I believe the restaurant example from the Celebrating Disability channel’s video is very applicable to the question at hand. Namely, I believe the Canadian government is functioning in the same way as the restaurant where they have an accessible building and accessible job opportunities for persons with disabilities but the experience and atmosphere of
the job are not accessible or inclusive. For instance, my mom works for the Canadian government and the building in which she works is complete with a ramp and elevator. However, inside the building the signage and office name tags are not written with braille, making it difficult for someone who has a visual impairment to get around. The lack of consideration of barriers such as these inhibit persons with disabilities from fully taking part, serving as reasons why they are weary of working for the Canadian government. In my strategy I would aim more towards the social model of disability which the Ontario Human Rights Commission (OHRC) defines as the process of thought in which disability is the result of attitudinal and environmental barriers that hinder full and effective participation in society on an equal basis with others. As such our strategy must aim to remove as many of these barriers as possible. To begin, I would start by addressing communication barriers such that persons with disabilities are not missing out on opportunities. The Celebrating Disability channel suggests that this can be done by providing clear, direct and easy to understand communications that are available in multiple formats such as braille, sign language, etc. I would also implement an opportunity for persons with disabilities to share their lived experiences, needs and feedback with the Canadian government perhaps through a survey or conducting interviews. This input will allow us to better these job opportunities based on the needs of the people who will occupy them. In theory these are plausible strategies, however, I am concerned about the existence of ableism within the Canadian government which may affect the day-to-day interactions of persons with
disabilities once in these positions. Ableism is a belief system that sees persons with disabilities as being less worthy of respect and consideration and can go undetected in
institutions (OHRC). This is not an imaginary concern but is rather very real as the Law Commission of Ontario reports that many persons with disabilities are treated with contempt and suspicion when seeking services and supports. To combat this, I offer another suggestion to provide disability and inclusion training to already existing government employees. This training can be tailored to the specific limitations that exist within colleagues of their department and can also include broader training. It will also include bias training as becoming aware of our own biases can help minimize them.
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Recommended textbooks for you
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