Both those who create jobs and those who prepare people for them must be responsive to all Canadians who are interested in training and employment. This goal can be reached through the establishment of national standards defining equity and access principles and guidelines for implementing accountable management strategies.

The context of disability is historic and evolutionary. Myths, fears, stereotyping, misperceptions, and the romanticizing of disability have resulted in bias, exclusion, segregation, and prejudice.

People with disabilities have been hampered in their efforts to seek opportunities for inclusion through self-determination, empowerment, self-advocacy, dignity, integration partnerships, ability recognition, and co-dependence. Equity principles must be disseminated to promote a positive attitude and change behavior toward disabled citizens. The implementation of equity initiatives will continue to fall short if immediate proactive action is not taken.

Technological advances have made monumental contributions to improving the productivity and efficiency of disabled people. This progress has increased the potential for more training and employment opportunities for disabled persons. Innovation has minimized or removed the handicapping circumstances some disabled people encounter in seeking labour force participation. To be useful, adaptive research and development must be consumer expedited, provide a solution for the client, and result in acceptable levels of compatibility and productivity.

People with disabilities are increasingly involved in the social and economic fabric of life. However, opportunities have not been afforded to all people with disabilities. The distinction between "employable" and "unemployable" is the most fundamental disincentive to participation in the labour market facing a person with a disability.