Diversity and severity of disability

In Canadian public policy, the diversity and the severity of disability needs to be better recognized.

The actual phenomenon of disability is heterogeneous in character. The term signifies people with developmental or intellectual, mental health, physical, visual or sensory conditions. As described in the United Nations Convention on the Rights of Persons with Disabilities, disability refers to physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis.

Definitions of disability in public programs in Canada tend to incorporate medicalized dichotomies that a person is either able-bodied or disabled. Although definitions do vary among programs (and also among social surveys) the general effect, because of a shared medical orientation, is to individualize and pathologize a person’s condition, to emphasize the inability to work rather than focus on work capacity, to ignore fluctuating or episodic conditions, and consequently to exclude some people from qualifying for specific programs.

About half of working-age adults with disabilities are outside the labour force, while others are unemployed, and still others are employed or involved in employment preparation activities of varying circumstances.

In Canadian disability policy, employment relates to a number of different sectors, organizational settings and particular arrangements, not all of which involve paid work and participation in the conventional labour force.

Employment preparation of a rudimentary kind may take place in adult day programs and activity centres, where the emphasis is usually on social services, recreation and leisure, and life skills training. Vocational training and support services can take place in ability centres and sheltered workshops and local employment service agencies may facilitate work experience placements for clients with disabilities. More integrated labour force participation takes place through worker cooperatives, social enterprises, self-employment, and what is called supported employment.  

Supported employment is paid and meaningful work in the labour market obtained and maintained with appropriate supports such equipment or job coaching assistance.

“Employment first” is a preferred idea and claim expressed by Canadian disability organizations. It is also an emergent policy commitment by some provincial governments that gainful employment should be the first priority and the anticipated outcome for people with disabilities. The expected result is real work for real pay in an inclusive work setting. That is to say, meaningful work to the individual and valued by others, paid at the industry or sector standard, where employees with disabilities enjoy the rights of other employees and are protected by legislated employment and safety standards on an equal basis with other workers.