POETRY


the burning and how they are changing with the times

what would you think of me if i told you i hate being a woman!"

would you think that i am
unnatural ungrateful un-everything?

would you call me hag?
would you call me witch?

would you make me a necklace
of stones, row me
out to a deep part of the lake,
roll me
into the cold water
and call me a promise kept?

would you hear my voice later,
in your sleep,
shout my name
through your clay teeth
and wake to feel
the dampness of my grave
in your hands?

or would you, nineties man,
new age sensitive guy

you claim you are
that I hope you will be,
just smile

pat my head
and say, "okay babe,
today you can be the man."

Janet B. Fitzsimmons
Toronto, Ontario


These systemic barriers prevent persons with disabilities from competing equitably when seeking employment, and the gap is such that even if employers wish to recruit persons with disabilities, it is very bard for these two groups to connect. As Judge Rosalie Abella points out in A Royal Commission Report: Equality in Employment, "For all groups, equality me and an effective communications network whereby potential employees and employers can become aware of each other". Yet, no formal network has been established to enhance effective communications between persons with disabilities and employers.

I therefore recommend the establishment, at a national level, of an effective communications network to facilitate the introduction of potential employees with disabilities to employers. Such a network would not only eliminate, through direct contact, the existing gap but would protect the privacy of the parties involved. To be effective, this communications network should incorporate the following seven modules, as recommended by Anderson and Reardon in their paper, "Self- Directed Career Planning for Persons with Disabilities."5

  1. The dissemination of information relating to occupation, education, and legal rights: Information relating to rights, responsibilities, and available programs and services would be available through a resource system accessible to people with disabilities.
  2. The acquisition of employment skills and resume writing: Information on job search techniques, determining career objectives, developing a resume and letter writing would be available. People with disabilities could also learn how to research and prepare for interview questions and how to focus on job-related abilities.
  3. Job-assessment: This module would allow persons with disabilities to have access to educational and occupational information should they have specific jobs in mind. They would also be permitted to evaluate the physical demands of the job with respect to their disabilities.
  4. Vocational interest and skills of persons with disabilities: Complementary to module 3, this module would allow individuals with disabilities to gain confidence and to develop their problem-solving and decision-making skills.
  5. Job-seekers' profile: Allowing for job-seekers' privacy in their job search, people with disabilities could input their resumes, covering letters and other pertinent information for immediate access by employers. Job-seekers would have the option to remain anonymous.
  6. Employers' profile: Persons with disabilities could have access to information. about employers, including: general company policies, recruitment objectives, selection criteria, promotion opportunities, job descriptions, preferred approach for the submission of applications, and locations.
  7. Education and awareness training for employers: Information about rights, programs, responsibilities and services would be provided to employers as well as advice on how to accommodate persons with disabilities in interviews and in consequent employment.

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