Chapter 1: Disability Inclusion

Learning Objectives:

• Define the importance and significance of disability inclusion in the workplace.
• Explain how employment promotes inclusivity for people with intellectual disabilities.
• Discuss the benefits of inclusive employment practices for job seekers and organizations.
• Identify barriers to employment for people with intellectual disabilities and strategies to overcome them.

Employment is more than a job; it’s a gateway to inclusion and equality. For people with intellectual disabilities, inclusive workplaces offer opportunities to participate fully in society and contribute meaningfully to their communities. Disability inclusion in the workplace is not just a matter of legal compliance but a reflection of a commitment to diversity, equity, and the recognition of the potential in every person.

Disability inclusion in the workplace is important because it ensures that everyone, regardless of ability, has equal opportunities to contribute and succeed. Inclusive workplaces are built on the principles of respect, equity, and diversity, creating environments where all employees can thrive. In Canada, approximately 27% of the population aged 15 years and older (or 8 million people) identify as having a disability, highlighting the importance of accessible/inclusive recruitment practices. In Manitoba, 29.2% of people identified as having at least one disability in 2022. This has increased since 2017 by over 4%. 

Employment helps break down societal barriers, creating a more inclusive community where people with intellectual disabilities can thrive and contribute their unique skills and perspectives. According to Statistics Canada, people with disabilities are more likely to live in poverty and face higher unemployment rates. Inclusive employment can help alleviate these issues, promoting economic stability and social inclusion.

For job seekers with intellectual disabilities, inclusive employment practices open doors to opportunities that might otherwise be inaccessible. These practices enable people to develop new skills, gain work experience, and build professional networks. For companies, the benefits are equally abundant. Diverse teams bring varied perspectives that drive innovation, problem-solving, and creativity. Studies have shown that inclusive workplaces often have higher employee morale and lower turnover rates. Additionally, the community views companies that prioritize diversity and inclusion more favourably and can attract a broader customer base. The cost to accommodate persons with disability is often quite minimal and the rewards are significant!

Despite the clear benefits, there are significant barriers to employment for people with intellectual disabilities. These can include prejudice and misconceptions about their abilities, lack of accessible workplace accommodations, and limited opportunities for skill development. In Canada, only 59% of people with disabilities are employed compared to 80% of those without disabilities. Overcoming these barriers requires concerted efforts, such as:

• Training employers and employees on the value of inclusion and creating supportive environments.
• Implementing and enforcing policies that promote equitable hiring practices and workplace accommodations.
• Providing job coaching, mentorship programs, and other support services to help people with intellectual disabilities succeed in the workplace.

Fostering disability inclusion in the workplace is a required step towards building a more equitable/accessible community. By addressing and overcoming the barriers to employment for people with intellectual disabilities, we can create environments where everyone has the opportunity to thrive and contribute their unique gifts and talents.