Posted at 3:00 p.m.
In his September 6 column, Régis Labeaume discusses the labor shortage in Quebec. As he discusses government proposals, he writes that we “hear […] too much approximation on the part of governments. As it will be necessary to allow more disabled people to enter the labor market, for example. Sorry ? Are we really there? “. These remarks perpetuate obvious prejudices.
People with disabilities are a traditionally marginalized minority who have suffered multiple measures of segregation and institutionalization depriving them of access to the same professional opportunities as the rest of the population. Moreover, the 2017 Canadian Survey on Disability (Statistics Canada, 2018) 2 clearly demonstrates their under-representation in the labor market, regardless of the type of disability. However, more than three-quarters of Canadians aged 15 to 24 who declared a disability, who were not attending school and did not have a job at the time of the survey, were nevertheless potential workers.
Obstacles
Various systemic barriers prevent people with disabilities from accessing the labor market. In the first place, let us underline the presumption of incompetence associated with the handicap. As Mr. Labeaume does—probably unwittingly—disability is still today associated with illness and suffering. Therefore, the very idea that a person with a disability finds himself on the labor market may appear contrary to his interest and to the productivity sought by companies. However, employers report that their employees with, for example, an intellectual disability or autism contribute as much as others to the profitability of their company (Caouette et al., 2022).
It is therefore neither pity nor charity that people with disabilities need, but opportunities to demonstrate their skills.
Of course, inclusion in the labor market requires a change in corporate culture. It is important to align the work context with the person’s abilities to enable him or her to make a significant contribution. However, in this environment, the main obstacle is human. In other words, it is attitudes that must change. How can a person assert their skills if we do not even recognize the possibility that they may exist?
For companies, hiring people with disabilities is an opportunity. Some make it a distinctive feature that allows them to stand out from their competitors with their customers and all of their employees while assuming a social mission. In contrast, let’s remember the media treatment of the abrupt end of a major retail chain’s “work placements” a few years ago and the impact on the company’s image.
People with disabilities aspire to have equal rights and opportunities in our society. The signing of the Convention on the Rights of Persons with Disabilities by Canada in 2010 adds to this desire for recognition and social change. At a time when the principles of equity, diversity and inclusion are advocated, their quest is in line with all the groups who are calling for their emancipation. Moreover, it suffices to replace the term “handicapped” in Mr. Labeaume’s quote with “women” to understand what is at stake for people with disabilities. So, yes, we’ve come to that, too, when it comes to disability.