Episodic Disabilities Project: Human Resources Professionals Survey Analysis

1. Episodic Disabilities Project: Human Resources Professionals Survey Analysis Lily Wong, B.Comm, MIRHR

2. Survey of HR Professionals • In recognition of the pivotal role that HR professionals play, and to determine their knowledge base on episodic disabilities, an on-line survey was developed for distribution to members of provincial HR associations. • The responses form the foundation for this report. Canadian Working Group on HIV and Rehabilitation

3. Agenda • Survey Summary • Description of Respondents • Design and Dissemination • Highlights of Survey Responses • Summary of Interviews • Discussion • Conclusions and Recommendations Canadian Working Group on HIV and Rehabilitation

4. Survey Summary • Description of Respondents • CCHRA to their CHRP members • 482 usable responses • Respondents were representative of different provinces and industries across Canada Canadian Working Group on HIV and Rehabilitation

5. Survey Summary • Design and Dissemination • Queried HR professionals nationally: sector-specific knowledge and training needs • Multiple choice format: concise responses to the questions posed • Open-ended format: elaboration of responses • Respondents invited to provide their contact information: participate in an in-depth interview Canadian Working Group on HIV and Rehabilitation

6. Survey Summary Canadian Working Group on HIV and Rehabilitation

7. 60% reported little to no knowledge on approaches to managing cases of episodic disabilities 70% reported difficulty to identify cases of episodic disabilities in their caseloads part-time work arrangements and continuing salary most common forms of income support programs 70% reported workplace accommodation policies at their organizations needs review. Survey Responses Canadian Working Group on HIV and Rehabilitation

8. Survey Responses • 75% return to work programs involved part-time work. • 20% organizations have established occupational health and safety programs • 50% reported that their current training was not useful with respect to episodic disabilities • 56% interviewed interested in training specific to episodic disability issues Canadian Working Group on HIV and Rehabilitation

9. Summary of Interviews • How does your organization maintain lines of communication with disabled employees? • Maintaining lines of communication considered a mutual responsibility • What type of retraining has your organization used to help employees reintegrate into the workplace? • provide retraining, including coaching and instructions in using new technologies and equipment. Canadian Working Group on HIV and Rehabilitation

10. Summary of Interviews • What types of re-integrative support does your organization provide? • Some have a wellness centre, some forms of formalized re-integrative supports • s. a. child care, family care, workplace accommodations, new technologies and equipment, coaching and counseling • Have you received formal training that specifically addresses issues with episodic disabilities? • majority have never received training that specifically addresses related issues • Many desire to be informed about what other HR professionals are doing Canadian Working Group on HIV and Rehabilitation

11. Summary of Interviews 8 of the 18 respondents showed interest in having an established protocol, policies, and guidelines as to “what is the suitable approach” for supporting employees with episodic disabilities. Canadian Working Group on HIV and Rehabilitation

12. Summary of Interviews • Do you think your organization has a full awareness of the costs and prevalence of episodic disabilities? • too few cases of episodic disabilities have been identified to justify a formal assessment • faced with the dilemma of addressing the needs of employees with episodic disabilities while containing the disability management costs. Canadian Working Group on HIV and Rehabilitation

13. Discussion • Episodic cases are often consolidated with other disabilities. Most cases unidentified or collapsed to more general areas. • Disability management options seem limited both in the types of income support programs and the arrangements of available workplace accommodations. Canadian Working Group on HIV and Rehabilitation

14. Conclusion • Organizations do not have the infrastructure to support HR professionals effectively manage the distinct needs of episodic disabilities • HR professionals themselves are all too aware of the need for further training and more standardized protocol so that cases of episodic disabilities can be properly identified and addressed Canadian Working Group on HIV and Rehabilitation

15. Recommendations • Expand existing income support mechanisms available, s.a. partial CPP(D) benefits. • Leadership through the member associations • Foster collaboration amongst interest groups • Create solutions to systemic and legislative barriers, such as the development of Disability Management Centres. • Develop resources to provide appropriate support for employees with episodic disabilities. Canadian Working Group on HIV and Rehabilitation

16. Recommendations • Create ongoing opportunities for communication between HR professionals • Develop curriculum specific to the HR sector on supporting persons with Episodic Disabilities • Continue the leadership role of the member associations in initiating and implementing recommended changes Canadian Working Group on HIV and Rehabilitation

17. Thank You ! For more information, please contact: Lily Wong Survey Analyst, Canadian Working Group for HIV and Rehabilitation Canadian Working Group on HIV and Rehabilitation