Episodic Disabilities Project: Human
Resources Professionals Survey
Analysis
Lily Wong, B.Comm, MIRHR
Survey of HR Professionals
• In recognition of the pivotal role that HR
professionals play, and to determine
their knowledge base on episodic
disabilities, an on-line survey was
developed for distribution to members of
provincial HR associations.
• The responses form the foundation for
this report.
Canadian Working Group on HIV and
Rehabilitation
Agenda
• Survey Summary
– Description of Respondents
– Design and Dissemination
•
•
•
•
Highlights of Survey Responses
Summary of Interviews
Discussion
Conclusions and Recommendations
Canadian Working Group on HIV and
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Survey Summary
• Description of Respondents
– CCHRA to their CHRP members
– 482 usable responses
– Respondents were representative of
different provinces and industries
across Canada
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Survey Summary
• Design and Dissemination
– Queried HR professionals nationally: sectorspecific knowledge and training needs
– Multiple choice format: concise responses to the
questions posed
– Open-ended format: elaboration of responses
– Respondents invited to provide their contact
information: participate in an in-depth interview
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Survey Summary
Demographic Information by Industry
Sector
11.2%
9.4%
Manufacturing
Resource
43.8%
Service
Technologies
30.4%
Other
5.2%
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Survey Responses
Types of Accommodations
• 60% reported little to no
knowledge on approaches to
What kinds of Workplace Accommodation
Responses have you provided when
managing cases of episodic
responding to cases that are Episodic ?
disabilities
Other
21.0%
• 70% reported difficulty to
Job re-assignment
61.2%
identify cases of episodic
Job re-design
52.0%
disabilities in their caseloads
Work at home
34.1%
• part-time work arrangements
Job sharing
22.0%
and continuing salary most
PT work
76.2%
common forms of income
support programs
• 70% reported workplace
accommodation policies at
their organizations needs
review.
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Survey Responses
• 75% return to work
programs involved parttime work.
• 20% organizations have
established
occupational health and
safety programs
• 50% reported that their
current training was not
useful with respect to
episodic disabilities
• 56% interviewed
interested in training
specific to episodic
disability issuesCanadian Working Group on HIV and
To waht extent was the training sufficiently specific
to prepare you to deal with employees with Episodic
Disabilities ?
5%
17%
24%
Rehabilitation
Not useful
Somewhat useful
54%
Sufficient
Useful
Summary of Interviews
• How does your organization maintain lines of
communication with disabled employees?
– Maintaining lines of communication considered a
mutual responsibility
• What type of retraining has your organization
used to help employees reintegrate into the
workplace?
– provide retraining, including coaching and
instructions in using new technologies and
equipment.
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Summary of Interviews
• What types of re-integrative support does your
organization provide?
– Some have a wellness centre, some forms of formalized
re-integrative supports
– s. a. child care, family care, workplace accommodations,
new technologies and equipment, coaching and
counseling
• Have you received formal training that specifically
addresses issues with episodic disabilities?
– majority have never received training that specifically
addresses related issues
– Many desire to be informed about what other HR professionals
are doing
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Summary of Interviews
8 of the 18 respondents showed interest in
having an established protocol, policies,
and guidelines as to “what is the suitable
approach” for supporting employees with
episodic disabilities.
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Summary of Interviews
• Do you think your organization has a full
awareness of the costs and prevalence
of episodic disabilities?
– too few cases of episodic disabilities have
been identified to justify a formal
assessment
– faced with the dilemma of addressing the
needs of employees with episodic
disabilities while containing the disability
management costs.
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Discussion
• Episodic cases are often consolidated with
other disabilities. Most cases unidentified or
collapsed to more general areas.
• Disability management options seem limited
both in the types of income support
programs and the arrangements of available
workplace accommodations.
Canadian Working Group on HIV and
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Conclusion
• Organizations do not have the infrastructure
to support HR professionals effectively
manage the distinct needs of episodic
disabilities
• HR professionals themselves are all too
aware of the need for further training and
more standardized protocol so that cases of
episodic disabilities can be properly
identified and addressed
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Recommendations
• Expand existing income support mechanisms
available, s.a. partial CPP(D) benefits.
• Leadership through the member associations
– Foster collaboration amongst interest groups
– Create solutions to systemic and legislative
barriers, such as the development of Disability
Management Centres.
• Develop resources to provide appropriate
support for employees with episodic
disabilities.
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Recommendations
• Create ongoing opportunities for
communication between HR professionals
• Develop curriculum specific to the HR sector
on supporting persons with Episodic
Disabilities
• Continue the leadership role of the member
associations in initiating and implementing
recommended changes
Canadian Working Group on HIV and
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Thank You !
For more information, please contact:
Lily Wong
Survey Analyst,
Canadian Working Group for HIV and Rehabilitation
Canadian Working Group on HIV and
Rehabilitation