This thesis examines the barriers to employment for people with disabilities in the province of Nova Scotia from the perspectives of service providers and individuals with disabilities. In response to the Federal report “Rethinking disAbility in the Private Sector,” this thesis uses the researcher’s involvement in an annual Inclusive Education and Employment Symposium to explore the barriers that are present within the political and economic system that limits the opportunities for employment for people with disabilities. From focus group data with Symposium organizers and conversations with Symposium participants with disabilities, I have examined five key issues that were found to be systematic barriers to employment for individuals with disabilities. These are employers’ attitudes, financial barriers and disincentives, lack of community and government participation, individual insecurities because of lack of qualifications and experience as well as continued discouragement, and lack of knowledge about available programs and services. Recommendations for improvement are presented at the end as potential ways to combat these concerns.
The current emphasis in European welfare states on ‘activation’ increases the relevance of insight into social assistance dynamics and work–welfare/welfare–work transitions. This article reports on a study that explored the employment, unemployment and social assistance careers of a large group of people who managed to become independent from social assistance by finding a job. Using the databases of social security agencies in the Dutch city of Rotterdam, it investigates the sustainability of social assistance independence and labour market inclusion, and identifies groups that are more or less likely to be confronted with spells of renewed social assistance dependency or unemployment.
This article examines the relationship between gender, forms of employment and dimensions of precarious employment inCanada, using data from the Labour Force Survey and the General Social Survey. Full-time permanent wage work decreased for both women and men between 1989 and 2001, but women remain more likely to be employed in part-time and temporary wage work as
compared to men. Layering forms of wage work with indicators of regulatory protection, control and income results in a continuum
with full-time permanent employees as the least precarious followed by full-time temporary, part-time permanent and then
part-time temporary employees as the most precarious. The continuum is gendered through both inequalities between full-time permanent women and men and convergence in precariousness among part-time and temporary women and men. These findings reflect a feminization of employment norms characterized by both continuity and change in the social relations of gender.
This paper examines the reforms that governments have enacted to change both the focus of their social assistance programs and their method of delivery. In particular, the paper concentrates on the relationship between welfare reform and labour market policies. The objective is to determine which of these reforms seem to work well, which do not, and why. Understanding how these welfare reforms both depend on and affect the labour market will be useful in the development of future policies that fall within federal jurisdiction.
In the present context of labour shortages and skills gaps in Canada, it has been acknowledged that the country cannot afford to keep going without the talents of entire groups of populations that are currently under-represented in the labour market. Among those groups are people with disabilities. This group is far from homogenous, and therefore not easy to define. Data in this paper helps to show a picture of the employment situation of people with disabilities. This paper also addresses some of the barriers that people with disabilities face, and provides an overview of certain federal programs that can help them. Finally, this paper discusses the Canadian legislative framework, with a focus on measures that prevent discrimination against people with disabilities, allowing them to join the workforce and engage fully in their communities.
BACKGROUND:Participation in the workforce is one of the main social evaluations all individuals are subject to in modern society. Public policies supporting social justice for persons with disabilities have gained prominence in several nations in the last decades and it is critical to ensure that those who want to work are afforded the opportunity to do so. Meanwhile they remain under represented in the labor market within the contemporary world.
The purpose of this study was to identify facilitators or barriers faced by people with disability within the workforce.
Ten workers with disabilities from various companies and performing diverse professional job functions participated in semi-structured interviews.
The Discourse of the Collective Subject method was employed as a means to organize and analyze qualitative data of a verbal nature.
Reasonable work conditions, adjustments, and accommodations facilitate performance and job retention. Social participation through employment leads to social recognition and the feeling of citizenship. On the other hand prejudice, unequal opportunities, workers’ low educational attainment, and lack of training opportunities lead to employment exclusion.
To include people with disabilities in the workforce, it is necessary to focus on attaining equal levels of education, an unbiased and inclusive process for entering the labor market, and continued management of disability issues within the workplace. Together, these elements create equal opportunities for workers with disabilities to advance in their careers, which in turn enables participation, social recognition and guaranties their rights as citizens.
Federal older worker programs are attracting attention due to the growing number of older workers across the world. They are uniquely situated to provide out-of-market work opportunities to older job seekers, who often find their age a barrier to securing desirable jobs. In 2004, the Korean government established its own program, the Korean Senior Employment Program (KSEP); however, literature for international readers on this innovative program is lacking. Thus, this article aims to provide an in-depth description of KSEP and a brief comparison between the Senior Community Service Employment Program in the U.S. and KSEP. The unique characteristics of KSEP include having the dual program foci on supplemental income and social participation; expanding work opportunities in the private sector beyond community-based jobs; accepting participants who are financially disadvantaged as well as those with a high desire for social participation regardless of their income; and broadening work opportunities for those with professional skills beyond repetitive, simple, and temporary jobs. This article may offer helpful insights to older worker advocates from various countries in creating or modifying their programs.
Purpose– The purpose of this paper is to present a case for the importance of mentoring programs in addressing the disadvantage of minority groups in the workforce. Also, to report on a workplace mentoring program conducted for indigenous Australians at the University of Newcastle, Australia.
– Interviews with program participants.
– Indigenous Australians are marginalized in the Australian workforce. Governments have developed many special labour market programs for indigenous Australians, the majority of which are based on public sector employment. There is potential for more extensive private sector participation in developing workplace programs to support indigenous Australians. Workplace mentoring, especially through indigenous mentors, is important in assisting indigenous employees sustain employment and enhance workforce attachment. The case study demonstrated how culturally appropriate mentoring programs can be successful in attracting, training and placing indigenous Australians into employment.
– Confined to a single case study organization, but the findings are in keeping with North American research on mentoring indigenous workers.
– Mentoring has a strong role to play in assisting disadvantaged minorities improve labour market outcomes.
– There has been no previous research in the Australian context on mentoring indigenous workers.
Because employment plays a central role in shaping gender identities and gender relations, it has important implications for understanding womenís risks of spousal violence. This article analyzes the relationship between participation in the labor force and the risk of spousal violence against women by treating employment as a symbolic, rather than simply socioeconomic resource. We begin with a latent class analysis that identifies qualitatively distinct patterns of violence against wives. We then examine direct and conditional effects of employment on womenís risks of spousal violence. Our results show that the effect of a womanís employment on her risk of spousal violence is conditioned by the employment status of her partner. To some extent, these effects reflect efforts by men to coercively control their female partners.
Understanding the Value, Challenges, and Opportunities of Engaging Métis, Inuit, and First Nations workers analyses the challenges and opportunities employers encounter when engaging Aboriginal workers in Canada. An online survey and interviews with Canadian businesses industry associations, and Aboriginal employment organizations examined their engagement and experiences with Aboriginal workers. The report acts as a starting point for creating a greater understanding of how to overcome the labour market integration challenges facing Aboriginal workers in Canada. In addition, it provides recommendations on the steps that employers, Aboriginal organizations, and policy-makers can take to help improve the labour market participation of Aboriginal workers