In addition to the incorporation of the seven modules mentioned above, the communication network should encompass the available technologies to accommodate various disabilities. However, to ensure full accessibility for all job seekers with disabilities, the technologies used should not only be compatible with standard equipment, such as a telephone, but should also be affordable since financial barriers impede access to employment.

Conclusion

Employment programs and services, such as the CEC, disability agencies, employment equity consulting agencies, etc., are seldom effective since they involve a mediation process. This process entails various levels of bureaucracy, resulting in the ineffective use of time and resources. Moreover, employment programs and services undermine the autonomy and dignity of persons with disabilities. As emphasized in the findings, job seekers are frustrated with the lack of independence or privacy, and the lack of empowerment which further perpetuates the barriers they face. In light of such obstacles, many people with disabilities are simply not motivated to pursue an active job search.

The establishment of an effective communications network would be an as set to employers. Companies would no longer have to rely on informal recruitment strategies to attract qualified applicants. Instead, they could access a formal network that would allow them to have direct contact with potential employees with disabilities. Moreover, a communications network would be cost effective since employers would not have to assign staff for outreach programs and screening could be clone without intervention from agencies.

In such a scenario, people with disabilities could compete in the job market in a manner that respects their dignity, and employers would have immediate access to qualified applicants which would encourage them to hire more equitably.

Mala Naraine is a visually impaired woman who is currently pursuing an Ed.D. degree in Adult Learning and Special Needs at OISE. She has been Human Rights Advisor at Trent University, Employment Equity Specialist with a government agency, and Coordinator of the Women's Health Project for the Ethno-Racial People with Disabilities Coalition of Ontario. She would like to thank Dr. Mark Frankel from Microchip Human Services who recommended she conduct this needs assessment research study.

  1. Vanderlee, Peter. "Why Business is Hiring the Mentally Abled," Canadian Business, May 1991, p.19.
  2. Abella, Rosalie, S. A Royal Commission Report: Equality in employment, Canadian Government Publishing Centre: Ottawa, 1984.
  3. COPOH/NAPO, Willing to Work ... Together, Council of Canadians with Disabilities, September 1991.
  4. Ridington, Jillian. Different Therefore Unequal? Employment and Women with Disabilities, DAWN Canada, April, 1989.
  5. Anderson, Judith A. & Reardon, Robert C. "Self-Directed Career Planning for Persons with Disabilities," Journal of Employment Counseling, June 1981, pp.73-80.


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