EMPLOYMENT EQUALITY
FOR CANADIANS WITH
DISABILITIES
Michael J. Prince
Dignity for All: Labour, Employment, and Poverty
Summit, Ottawa, June 9-10, 2014
WHO ARE THE DISABLED?


People with a physical condition or mental
condition or health problem that reduces the
amount or kind of activities they can do at home,
at work, school, in transportation, recreation and
leisure, or other community endeavour.
As described in the UN Convention on the Rights
of Persons with Disabilities:
“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 with
others.”
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THE EMPLOYMENT SITUATION FOR
CANADIANS WITH DISABILITIES
2.4 million working-age people with disabilities
(aged 15-64)
 Overall labour force participation rate is in the
range of 50% (lower for people with severe
disabilities)
 Moderate increase in the annual employment
rate from the mid-1990s to 2006, then has
declined since through the recession of 2008-2010
 More likely than people without disability to be
in short-term work, part-time employment, selfemployment, and in the “informal economy”
 Relatively small clientele in most active labour
market programs

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WHAT EMPLOYMENT EQUALITY MEANS
Rates of labour force participation, employment,
and unemployment equivalent to that of the
general population
 People with disabilities are represented in both
unionized and non-unionized workplaces
 Doing “real work for real pay” in accordance with
prevailing industry or sector standards
 Benefiting the same employment protections and
labour code rights as other workers
 Comparable employment income for comparable
work at similar levels of education and skills
 Working in employment settings that are
inclusive, safe, and integrated

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RECOMMENDATION 1: INCREASE EMPLOYMENT
OPPORTUNITIES AND WORK EXPERIENCES FOR
POST-SECONDARY STUDENTS WITH DISABILITIES

New investments through Labour Market
Agreement for Persons with Disabilities
(LMAPDs) should be given to youth with
disabilities (18-30 years of age) in transition –
moving from school to work:
Co-operative placements and work terms
 Summer job programs
 Targeted wage subsidies for youth with disabilities
 Supported employment and job retention measures
inclusive of trades

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RECOMMENDATION 2: ACTIVELY ENCOURAGE
PROVISION OF WORKPLACE ACCOMMODATIONS
A new Inclusive Workplace Tax Credit for
employers and self-employed to defray costs of
employment-related accommodations for people
with disabilities
 Use the Enhancing Accessibility Fund to support
accessible workplace buildings
 A range of initiatives which include modifications
to work hours, workstations, and longer term
supports for those with more complex needs (e.g.
multiple disabilities)
 Federal government act as a model employer and
champion of universal design

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RECOMMENDATION 3: TO THE CANADA SOCIAL
TRANSFER ADD A FOCUS ON INCLUSIVE LEARNING
Designate a portion of the Canada Social
Transfer to the public policy objective of
improving the post-secondary education
participation rates of men and women with
physical, mental, intellectual or sensory
impairments
 In collaboration with the Council of Education
Ministers, Canada and disability organizations
identify goals, indicators, and eligible programs
and activities

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RECOMMENDATION 4: PROMOTE SELFEMPLOYMENT AND BUSINESS DEVELOPMENT FOR
ENTREPRENEURS WITH DISABILITIES
Extend the Entrepreneurs with Disabilities
Program beyond its current scope and invest
additional resources in a nation-wide program
 The new Canadian Employer Forum should focus
on expanding integration into the labour force
and on enhancing innovation in workplaces.
Activities could include:

Addressing the concerns employers may have about
the costs of hiring people with disabilities
 Providing information on how to implement
reasonable accommodation
 Sponsoring work experience programs

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RECOMMENDATION 5: EXPAND EMPLOYMENT
INCENTIVES IN NATIONAL DISABILITY-RELATED
INCOME PROGRAMS
Increase and annualize allowable earnings
exemption in CPP Disability to the amount
allowed under the QPP program
 Extend the length of trial work periods under
CPP Disability
 Link eligibility assessment of CPP Disability to
earlier interventions for vocational rehabilitation
services
 Increase the value of the Working Income Tax
Benefit and its Disability Supplement

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SUMMARY
Disability is a fluid and complex phenomenon as
is the world of work
Employing people with disability in inclusive
and rewarding work remains a large
challenge and unrealized objective of
economic and social policy
Employment alone is not the solution; policy
actions on income benefits and personal
supports, among other measures, are critical
for reducing the disproportionate poverty of
Canadians with disabilities
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THANK YOU
Michael J. Prince
Lansdowne Professor of Social Policy
Faculty of Human and Social Development
University of Victoria
mprince@uvic.ca
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