Disability and Labour Force Attachment: Assessing and Responding to the Needs of Saskatchewan Social Assistance Clients

1. Disability and Labour Force Attachment:Assessing and Responding to the Needs of Saskatchewan Social Assistance Clients Employment and Income Assistance Division Saskatchewan Community Resources and Employment Welfare to Work: The Next Generation St. John’s, Newfoundland November 16-18, 2003

2. Overview • Report key findings from 2001 surveys of social assistance clients and employers • Describe emerging disability income security policy framework • Introduce new service responses to disability in Saskatchewan

3. 2001 Disability Research • Survey of social assistance clients • Determine prevalence and characteristics of disability in SA population • Telephone interviews with 1,764 SA clients • PALS limitation-based disability definition • Survey of Saskatchewan employers • Determine employer needs & perceptions with respect to hiring people with disabilities • Mail survey of 298 employers

4. Survey of SA clients -Prevalence much higher than previously assumed

5. Survey of SA clients - Physical health limitations most prevalent

6. Survey of SA clients - Multiple conditions are common . . .

7. Survey of SA clients - . . . and certain disabilities cluster together

8. Survey of SA clients - Loss of SA income & health benefits are key barriers

9. Survey of SA clients - Modified hours or duties most needed accommodations

10. Survey of employers - Few have experience hiring people with disabilities

11. Survey of employers - Feel that some disabilities easier to accommodate

12. Survey of employers - Willing to provide most needed accommodations

13. Survey of employers - Recognize social benefits . . . • “It is important for our company to have a workforce that reflects society.” (65% agree) • “Universal access in the workplace would benefit everyone.” (57% agree) • “Persons with disabilities have potential that is not being used by our company.” (50% agree)

14. Survey of employers - . . . but have productivity and cost concerns • “Persons with disabilities are more limited in the kinds of jobs they can do.” (83% agree) • “Persons with disabilities would be more challenging to supervise.” (60% agree) • “Persons with disabilities won’t be able to keep up with co-workers.” (50% agree) • “It would be expensive for our company to hire more people with disabilities.” (43% agree)

15. Emerging income security policy framework for people with disabilities • Based on citizenship ideal • Views disability as natural and normative state. • Support and accommodation is right of citizenship not privilege bestowed by better off. • Goal must be to foster full participation in education, employment, and community life. • Mutual obligation: People with disabilities have obligation to contribute to economic and social life within limits of abilities.

16. Emerging income security policy framework for people with disabilities • Key principles: • Focus on ability • Abandon categorical, all-or-nothing benefits in favour of graduated approaches. • New benefits to be administered on the basis of functional impact of disability. • Promote self-direction and management • Flexible supports to meet individual needs. • PWD to become active participants rather than passive participants.

17. Emerging income security policy framework for people with disabilities • Key principles (continued): • Separate disability supports from welfare • Avoid steep welfare tax back rates. • Support people with disabilities along a continuum of labour force involvement. • Introduce opportunities for greater tailoring of benefits. • Encourage mainstream delivery • Reduce marginalization by buttressing mainstream programs.

18. Emerging income security policy framework for people with disabilities • Progress to date: • Developing functional impact assessments • High priority, still in process. • Literature review commissioned. • Current focus is on health and housing impacts. • Extended health benefits • Beginning July 2003, sup. health coverage automatically extended to PWD leaving SA for employment. • SA-level coverage for individual, spouse and dependents.

19. Emerging income security policy framework for people with disabilities • Progress to date (continued): • Disability employment supports • Introduced in 2002, significantly expanded in 2003. • Based on caseworker assessment of need (no medical reports, no self-declarations). • Support available for as long as required (no time limit). • Decisions regarding eligible support are wide-open (with exception of significant workplace retrofitting).

20. Emerging income security policy framework for people with disabilities • Disability employment supports (continued) • Includes: • Work site accommodations • Job redesign/Job carving assistance • Productivity supports • Job maintenance support • Job mentoring • Job coaching • Work assessments

21. For more information • Detailed reports from 2001 disability research available on department website - www.dcre.gov.sk.ca/publications/majordocuments.html • Or contact Doug Scott • Ph: 306-787-0626 • E-mail: dscott@dcre.gov.sk.ca • Questions?