By Karen Lai and Mark Gruenheid

How many of your staff has asked for a redesign of their workstation?  To provide an ergonomic cushion for their chair, a wrist cushion for their keyboard, or an extra set of lights for them to read their documents? These little requests are known as accommodations to ensure that the workplace suits the needs of employees. Accommodations are often a topic of conversation when it comes to recruiting people with disabilities.  In fact, it is one of the main barriers they face when they have the desire to enter the workforce.

Abilities in Mind: Beyond the Myths
According to the 2009 Labour Force Status of Persons with Disabilities in BC, people with disabilities are significantly underrepresented in the workforce compared to those without disabilities.¹ It may be because of the many myths that have been around for years relating to employment and people with disabilities, such as the need to retrofit an office to ensure accessibility. Because of the myths and perceptions of employing people with disabilities in the workforce, the Abilities in Mind (AIM) program of the BC Centre for Ability was created with employers to facilitate a perceptual shift on disability.

There are many negative perceptions and attitudes towards people with disabilities and this is a key barrier to finding work. Disability is a big and complex category which affects each person differently. One individual may use a one-handed keyboard because one side of their body is paralyzed; another may need the assistance of a ‘to-do’ list because they have short term memory loss. People with disabilities are often unfairly stereotyped and can be the recipients of negative assumptions such as requiring extra training for the job or being unable to perform job duties successfully. They can also be mistakenly viewed as objects of pity or deserving charity.

Exposure, Awareness and Education
To this day, there is a level of fear when discussing the ‘elephant in the room’ and being around people with disabilities. Many people don’t know how to talk about it openly and candidly, preferring to look at disabilities as limitations and something to fear. It is the fear of the unknown.  Unless, employers have a personal connection or story with people with disabilities, they are often left with their social influences or media portrayals, which can support false assumptions.

In response to these negative stereotypes, AIM promotes awareness and education to help guide the employment of people with disabilities. The program works to shift the perception of disability so that employers judge applicants on their ability to perform job duties, not on their disabling condition.

As that perception does not change without the support of employers, AIM has worked to create a business-based approach to building inclusive workplaces, drawing strong support from local organizations—such as the Shangri-La Hotel Vancouver where one AIM success story has already found her ‘fit’.

Meet Melanie ‘Capable’
Melanie was getting on with her life as many individuals in their late-20s do. She had a good job in retail sales, was contemplating furthering her education and had a solid group of friends and contacts. One night, her life took a drastic turn when the car she was traveling in struck a roadside lamppost. Melanie sustained an acquired brain injury (ABI) as a result of the accident.

She describes her challenges with ABI in the following ways: “I become much more easily overwhelmed.  Concentrating and focusing with distractions around and memorizing unfamiliar information can also seem impossible. Also I have found trouble with sleeping at regular and adequate intervals compromises my ability to function.

She still had interest and ability in customer service but could not easily meet the demands of a job requiring long shifts and continuous multi-tasking.  Through a referral from the AIM Program, Melanie was subsequently interviewed by the Shangri-La Hotel Vancouver.  Melanie’s professional presentation and skills in verbal and written English shone through in the interview. She appeared to be a great candidate and was offered a reduced hourly schedule.

Melanie now works in the Fitness Centre of the hotel assisting guests, maintaining the facility and preparing food items. She began working one or two short shifts a week and is slowly building her hours. The Shangri-La Hotel has been very supportive in making sure that Melanie’s transition back to work is a successful one.  Other companies such as CTV Bellmedia, TD Canada Trust, London Drugs and Vancity Credit Union work closely with the AIM program to attract, hire and retain employees with disabilities.

Strong Support for Business-Based Approach
Employers are very complementary of the approach and see the work of Abilities in Mind as a huge step forward in the education and awareness around recruitment of persons with disabilities.

“AIM is looking for an opportunity, through education, discussion and open dialogue, to innovate,” says Kimberlee LoCicero, director of human resources for Shangri-La Hotels Canada. “It really makes sense with the business world and with people who are passionate but also up front and frank enough to put the elephant on the table and discuss how we move employment in the workplace to what it should be.”

Embracing Ability
The shifting perception of disability in the workforce will be highlighted by AIM at their upcoming conference, “Embracing Ability: Redefining a Diverse Workforce” on March 12-13, 2013 at the Empire Landmark Hotel in Vancouver. It will bring together forward-thinking employers, innovative service providers and dynamic individuals with disabilities to focus on best practices for the inclusion of persons with disabilities in the workforce.

For more information, please visit AIM at www.abilitiesinmind.ca.

¹ Labour Market Outcomes of Persons with Disabilities in British Columbia, 2009

(PeopleTalk: Winter 2012)