Click to view this email in a browser

Ability & EnterpriseCCRW Logo2 2
Leading the way for Inclusive Employment
July 11, 2012
Large Orange Flower

In This Issue:
  • Report on Equality Rights of People with Disabilities
  • PWIP BC Success Story
  • AODA Update - Support Persons
  • Disability included in the Rio +20 Outcome Document
  • Membership in CCRW

Report on Equality Rights of People with Disabilities

Report from Human Rights pictureCanadians have a better picture of how disability affects equality of opportunity, thanks to a new benchmarking study released by the Canadian Human Rights Commission July 9, 2012.

The Report on Equality Rights of People with Disabilities compares Canadians with disabilities to those without disabilities across a spectrum of indicators, such as education, employment, economic well-being, health, and housing. The report consolidates data from seven Statistics Canada surveys.

 “This is the first comprehensive examination of how disability affects equality of opportunity in daily life,” Acting Chief Commissioner David Langtry said. “It provides a benchmark that will enable Canadians to track progress and identify barriers that deny people with disabilities the full opportunity to make for themselves the lives they wish to have.”

The report released today provides insight for academics, NGOs, community groups and all levels of government involved in developing policies and programs aimed at improving life for Canadians with disabilities. It provides a baseline for future studies that the Commission intends to undertake to measure change.

The report shows a different reality for people with disabilities in areas such as education, employment and economic well-being.

When compared to other adults, adults with disabilities:
• are half as likely to complete a university degree,
• are more likely to settle for part-time instead of full time employment, and
• have lower annual incomes.

The Report on Equality Rights of People with Disabilities can be obtained from the Canadian Human Rights Commission’s website.

PWIP BC Success Story

In October of 2011, Partners for Workplace Inclusion Program (PWIP) BC was contacted by an agency partner seeking assistance for one of their clients.  Ryan was referred to PWIP services while in recovery from an illness which impacted his ability to get and maintain employment.  He had limited work experience and training, significant periods of unemployment and was having no success with his job search.  In partnership with New West Mental Health services, an employer connection was made with Little Caesars Pizza. 

With our Targeted Wage Subsidy (TWS) as an incentive, Little Caesars agreed to give Ryan an opportunity to work for them as a Sign Person. The three month TWS Agreement came to an end in January 2012.  Ryan had proven himself to be a reliable and punctual employee who Little Caesars values and they have agreed to hire Ryan beyond the TWS period. 

Currently, Ryan is working on maintaing his employment.  PWIP will be assisting him with this and we are continuing to build the relationship with both the client and employer. 

For more information about PWIP programs, please visit or call Sandra Whiffen at 709-754-9941.

AODA Update - Support Persons

Source:  Ontario Nonprofit Network, EnAbling Nonprofits Ontario Blog

Let people with disabilities bring their support person with them when accessing goods or services on parts of your premises open to the public.

Support persons can be a hired individual, a family member, a friend or a Sistersvolunteer who provides assistance with communication, mobility, personal care, medical care and access to goods and services. A support person is there to assist the individual you are serving; they are not “the customer”. For more information on how to address individuals who use a support person, see Accessibility Standard for Customer Service:  employer handbook.

The first thing to do to comply with the Accessibility for Ontarians with Disabilities Act (AODA) requirements is to identify the areas of your premises that are open to the public and third parties. These will be the same areas you identified to meet the service animal requirement: reception areas, offices, outside spaces, and delivery areas.

Once these are identified, take some time to consider how individuals with a support person might use your services. Does having two people change things? Are there spaces on your premises that are open to the public that only allow for one person at a time? You will need to arrange it so a support person may assist their client in all public areas.

Are there areas or situations where your organization might require the presence of a support person? Most organizations will not encounter this, but should the need arise, it would only occur after consulting with the individual with disability and determining that a support person is necessary to protect their health and safety, for example, during a long trip or an overnight stay where the individual might require personal care assistance.

Another requirement of the Customer Service Standard for organizations that charge an admittance fee is to determine whether the support person must pay as well. Develop your policy on this in advance — will you charge full price, a reduced rate, or allow free admittance?

Individuals who use a support person often have limited incomes, and may need to pay double every time they attend an event. But you are not required by law to allow a support person in for free; it is up to you. However, you are required to provide advance notice of your policy, so make the information available on your website and any promotional materials you have for the event.

When it comes to serving individuals who use a support person, special situations can arise that require additional consideration. Do issues of privacy, confidentiality or consent affect your services? If so, you may want to have support persons sign a non-disclosure or confidentiality form. Organizations should first establish with the individual with a disability what information is okay to share with the support person. Be sure to make this information available on your website. Professional support persons may follow a professional code of conduct, but the waters may become muddy when a friend or family member is involved.

If the individual and the support person are not the same gender, issues may arise regarding access to washrooms and changing rooms. Legally, the support person has access wherever their client goes, as long as the area is open to the public. Remember, it is their job to assist the individual; and this might involve personal care, such as toileting assistance, as well as lifting or changing. To help avoid ruffling the feathers of others using the facilities, we recommend posting a flip sign on the door to announce that someone of the other gender is in the room. For changing rooms, you may want to have people call in advance to “reserve” a changing room for 15 minutes, and post a sign on the door indicating when this will occur. Most people will be accommodating if they are aware of the circumstances.

If you need assistance with any part of the AODA, please contact Elizabeth Smith, Manager, Employer Consultaitons and Partnerships at 1 800 664 0925 ext 228 or via email at

Disability included in the Rio +20 Outcome Document

A message from the United Nations enable - Development and human rights for all:

Dear friends in the global disability and development community, we are pleased to share the good news that disability has been included in the Rio+20 Outcome Document – a result of our joint efforts in advocacy and partnership toward disability-inclusive development in the work of the United Nations and beyond.
enable logo
The Rio +20 Outcome Document, "The future we want", has five specific references to disability, namely: responsibilities of States to respect, protect and promote human rights and fundamental freedom for all (paragraph 9); participation and access to information and judicial and administrative proceedings for promotion of sustainable development (paragraph 43); affirming that green economy policies in the context of sustainable development and poverty eradication should ...enhance the welfare of persons with disabilities (paragraph 58(k)); commit to promote an integrated approach to planning and building sustainable cities and urban settlements, and commit to promote sustainable development policies that support inclusive housing and social services; a safe and healthy living environment for all, particularly, disabled persons (paragraph 135) and finally, stress the need for ensuring equal access to education for persons with disabilities (paragraph 229).

We encourage you spread the news and begin to take measures to help translate these commitments into specific actions by Governments and all stakeholders in the international community to ensure that persons with disabilities – their rights, needs and concerns – are included in sustainable development policies and practices, everywhere.

Let's make the future we want!

Secretariat for the Convention on the Rights of Persons with Disabilities Division for Social Policy and Development Department of Economic and Social Affairs United Nations

Membership in CCRW

Our mission is to promote and support meaningful and equitable employment of persons with disabilities.

Our vision is to create a Canada where all persons with disabilities have equal employment opportunity.

Hearing Aid-facebookWe offer information, education, training and Internet-based services supporting the employment of persons with disabilities.  We identify barriers to employment and provide solutions.  We encourage all stakeholders (employers, persons with disabilities, governments, rehabilitation professionals, labour leaders and educators) to work together on the development of standards, policies and practices. 

We provide leadership in programsWORKink-1 (2) and services for job seekers with disabilities and businesses committed to equity and inclusion.  We are a comprehensive information source for disability and employment resources, CCRW works with businesses of all sizes in all industries.

Becoming a member of CCRW not only gives you discounts for our programs, services and events and access to our "Tip of the Month" e-newsletter, but it also shows you support the employment of persons with disabilities while spreading the message of inclusion and equity.
We have several different levels of membership from Student to Corporate. 

Please consider becoming a member today.  For more information, please contact Maxima Kagoo at (1 800 664 0925 ext 226) or Elizabeth Smith at (1 800 664 0925 ext 228)

For more information about membership, please see out web site

Check us out on Facebook!

STP Website home page 3
Skills Training Partnership (STP)®

STP® is a Canadian Council on Rehabilitation and Work (CCRW) trademarked employment model.

It is designed to assist employers in developing training programs that prepare qualified job seekers with disabilities for employment, allowing persons with disabilities to become fully trained for real opportunities in the workforce. It is an opportunity for employers to gain expert assistance in recruiting, hiring, and training skilled employees with disabilities, while addressing barriers to employment.

Call for Article Submissions!

If you have something that would be of interest to the membership, we would be happy to consider it for a future issues of Abilities & Enterprise, please contact Monica at


If you no longer wish to receive these emails, please reply to this message with "Unsubscribe" in the subject line or simply click on the following link: Unsubscribe

Click here to forward this email to a friend

One Yonge Street
Suite 1202
Toronto, Ontario M5E 1E5

Read the VerticalResponse marketing policy.

Try Email Marketing with VerticalResponse!