Posted: Thursday, 21 May 2009

Disability and Exclusion

As proposed by the World Health Organization, people are considered to have a disability or activity limitation if they have a physical or mental condition, or a health problem that restricts their ability to perform activities that are normal for their age. Exclusion due to disability is now generally considered to be the result of a failure by society and employers to accommodate different levels of ability through the provision of appropriate supports and accommodations and elimination of discrimination, rather than a medical condition of individuals. Canadian disability rights groups have put forward an action agenda for an inclusive and accessible Canada, noting that, while progress has been made, many Canadians with disabilities and their families continue to experience major barriers to their full and equal participation in Canadian society.

While many of these barriers exist in the community, lack of access to and supports in the workplace are increasingly recognized as a key aspect of exclusion and marginalization of many persons with disabilities (OECD 2003). While it is certainly true that many people with disabilities are unable to participate in the paid workforce, it is also true that many others could work, and would like to work, but are prevented from doing so because of discrimination and barriers. The goal should be to facilitate inclusion into the job market consistent with people's desires and abilities.

While the situation of persons with disabilities in the job market is very poor, there is increasing support for positive changes. The federal and provincial governments have begun to advance a more positive agenda, and funding for community and employment supports is slowly increasing (Human Resources and Social Development Canada 2006). In part, due to a series of far-reaching legal decisions, employers are also increasingly obliged to accommodate the special needs of workers with disabilities, which is of particular importance to workers who have stable employment and then become ill or are injured. Disability rights organizations are extremely active in pushing an inclusion agenda which includes workplace inclusion, and this has influenced union bargaining priorities. There would be many more opportunities in the workforce for persons with disabilities if adequate supports and services were to be provided, and if differences were to be properly accommodated. This requires changes in the workplace itself as well as supportive changes to public policies, such as income support programs.

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