In 1995, the Canadian Government passed the Employment Equity Act (the Act) under Prime Minister Jean Chrétien. This piece of legislation recognized the existence of barriers preventing four designated groups from entering the Canadian workplace, and put forth a plan to address them. The Act “requires special measures and the accommodation of differences” for women, visible minorities, Aboriginals, and people with disabilities (Act, s.2). This was an important issue for Canadians at the time, as systematic discrimination limited the career opportunities available to these designated groups. 21 years later, it is evident that this regulation has helped significantly in addressing the wage gap and injecting diversity in the workplace. However,
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All of these elements share one common theme; that is, the issue of perception. While some disabled Canadians have university degrees, they face lower rates of employment and lower wages because their education is perceived to be less valuable. Even though most workers with disabilities meet or exceed expectations, they face discrimination during their job search because they are perceived to be less capable. Finally, while many accessibility issues are easily resolved, workers with disabilities are unable to find employment because they are perceived to be difficult to accommodate. While the Act set out legal guidelines for removing barriers preventing people with disabilities from entering the workplace, psychological barriers remain. This is a role for the Canadian Government. Awareness campaigns and steps to improve government employment opportunities for disabled people will allow for Canada to set an example for its small business owners, who are currently hesitant to hire people with disabilities. Another possible action is to provide incentives for employers to engage in programs specifically designed to hire disabled workers, similar to the one implemented by Walgreens. It is only after Canadians with disabilities are given the opportunity to thrive in a workplace free from stigma, discrimination, and physical obstacles that the perception of their capability will begin to
All of these elements share one common theme; that is, the issue of perception. While some disabled Canadians have university degrees, they face lower rates of employment and lower wages because their education is perceived to be less valuable. Even though most workers with disabilities meet or exceed expectations, they face discrimination during their job search because they are perceived to be less capable. Finally, while many accessibility issues are easily resolved, workers with disabilities are unable to find employment because they are perceived to be difficult to accommodate. While the Act set out legal guidelines for removing barriers preventing people with disabilities from entering the workplace, psychological barriers remain. This is a role for the Canadian Government. Awareness campaigns and steps to improve government employment opportunities for disabled people will allow for Canada to set an example for its small business owners, who are currently hesitant to hire people with disabilities. Another possible action is to provide incentives for employers to engage in programs specifically designed to hire disabled workers, similar to the one implemented by Walgreens. It is only after Canadians with disabilities are given the opportunity to thrive in a workplace free from stigma, discrimination, and physical obstacles that the perception of their capability will begin to