The perspective of people with disabilities

Canadians with disabilities want to become more active in social and economic partnerships for their own self-fulfillment and to contribute to prosperity. Social policies, programs, and products for people with disabilities must be based on accurate information and a clear understanding of the complexity and diversity of this constituency. When considering abilities and potential related to disability, the concepts of equity and diversity are not mutually exclusive. The federal government must recognize the personal meaning of these concepts and define methods for making accurate, informed decisions to improve the quality of life for people with disabilities.

Demographic studies, such as those carried out by Statistics Canada and the Roeher Institute and national censuses, have resulted in a broader understanding of the issues faced by Canadians with disabilities. However, more pertinent information can be provided by the service and advocacy agencies representing people with disabilities because they represent the consumers' points of view. This information substantiates the complexity of the issues, barriers, disincentives, and challenges that people with disabilities must address. Furthermore, the data highlight the catch-up work required to provide equity and opportunities of access for disabled people.

Social and economic policies must recognize the unique characteristics of individual disabled applicants (age of onset and type of impairment, extent of condition, access to direct service related to condition, education and training opportunities, social and economic status). Those designing social programs and services must avoid the damaging limitations imposed by generic policies. Initiatives that are not flexible enough to consider the merits and needs of disabled individuals will not increase their economic participation. All levels of government must immediately define and coordinate responsive policies and programs that contribute directly to the development of disabled persons. This requires a comprehensive consultation framework based on the experience of people with disabilities.

Legislation forcing equity compliance upon educators, trainers, and employers is not sufficient. Although there is widespread sensitivity and general commitment to principles of employment equity, when it comes time for action, those in authority often do not have the skills and knowledge necessary to implement the concept. A shift in basic philosophy is required to ensure that equity principles and access are considered during all aspects of human resources planning, from physical design of the workplace to the provision of appropriate training and equipment. Information about job opportunities and required skills can then be transmitted to agencies dealing with nontraditional and traditional labour pools alike.