POR Number: POR034-11
Contract Number: G9178-110001/003/CY
Award Date: 2011-11-10
Contract Amount: $107,609.90 (HST Included)
FINAL REPORT
Ce rapport est aussi disponible en français sur demande.
For more information, please email nc-por-rop-gd@hrsdc-rhdcc.gc.ca.
Phoenix SPI is a 'Gold Seal Certified' Corporate Member of the MRIA
I hereby certify as a Senior Officer of Phoenix Strategic Perspectives that the deliverables fully comply with the Government of Canada political neutrality requirements outlined in the Communications Policy of the Government of Canada and Procedures for Planning and Contracting Public Opinion Research. Specifically, the deliverables do not contain any reference to electoral voting intentions, political party preferences, standings with the electorate, or ratings of the performance of a political party or its leader.
Philippe Azzie, Vice-President, Phoenix Strategic Perspectives Inc.
More Information:
Supplier Name: Phoenix Strategic Perspectives Inc.
PWGSC Contract Number: G9178-110001/003/CY
Award Date: 2011-11-10
Contract Amount:$107,609.90
Human Resources and Skills Development Canada (HRSDC) commissioned Phoenix SPI to conduct qualitative research to better understand the perceptions and experiences of persons with disabilities (PWDs) and employers regarding employment and workplace issues affecting disabled persons. The research included three elements:
This research was qualitative in nature, not quantitative. As such, the results provide an indication of participants’ views about the issues explored, but cannot be generalized to the full population of any of the audiences included in this research.
The key findings from this research are organized thematically and presented below under five main categories: definition of disability, self-identifying as a person with a disability, barriers and workplace accommodations, employment and hiring-related issues, and supports and strategies to improve the employment situation of disabled persons.
Persons with disabilities and employers tend to have similar perceptions of what constitutes a disability. While definitions differed in the level and type of detail provided, the basic element tended to be that a disability is a condition that limits a person’s ability to perform or act in some way. However, persons with a physical disability were more willing to embrace a broad definition of disability than employers. Specifically, while most persons with a physical disability were willing to accept that a disability can be a ‘permanent’ or ‘temporary’ condition, there was widespread resistance among employers related to defining a disability as temporary1, due primarily to concern about the legal obligations of applying such a definition.
When it comes to employment, most persons with a disability said they self-identify or have self-identified as someone with a disability. Persons with a mental health condition and those with a non-visible physical disability were the most likely to say they do not do this, or that they put this off until they feel they have proven themselves to their employer in terms of job performance. Reasons routinely offered for self-identifying include being honest with an employer or potential employer, the chance to obtain work-related accommodations, and the belief that one’s disability would be learned about eventually, perhaps with negative consequences. The main reason for not self-identifying is the belief that one will not be hired because of one’s disability.
For their part, none of the employers in this study ask employees with a disability to self-identify. Most see this as a privacy or confidentiality issue, and many think they are not legally allowed to ask this question. At the same time, most employers think that it is beneficial for employees and potential employees to volunteer this information so that employers are able to address issues related to an employee’s disability. This includes performance-related issues, accommodation issues, and health and safety issues.
When asked about the removal of barriers or obstacles which would make it easier for them to work, participants with a physical disability identified obstacles of three types: accessibility (i.e. obstacles that make it difficult to get to or access their workplace), work-related arrangements (i.e. barriers related to work schedules and responsibilities), and awareness and understanding (i.e. lack of understanding among employers and work colleagues regarding the nature of their disabilities). Those living in rural areas were more likely than others to emphasize transportation-related barriers, while those with a non-visible disability were more likely to identify issues related to awareness and understanding. For their part, persons with a cognitive disability or a mental health condition generally identified obstacles related to awareness/understanding and work arrangements, but not accessibility.
Most persons with a disability said they require some sort of accommodation to do their work, and have requested accommodation(s). Persons with a physical disability were most likely to say this. In terms of the type of accommodation(s) requested, persons with a physical disability most often requested accommodations involving architectural modifications, workstation modifications, or assistive devices, while those with a cognitive disability or mental health condition most often requested accommodations related to work schedules and responsibilities. Most participants who requested accommodation(s) said they received the accommodation they requested in whole or in part and usually in a timely manner. Everyone who received accommodations described them as helpful.
Feedback from employers regarding accommodations tended to complement or reflect that provided by persons with a disability. Most employers said they have received requests for accommodations. The types of accommodations requested typically include ones related to one or more of the following: work scheduling, workstation modifications/ assistive devices, and job-related responsibilities. Employers usually provided their employees with the accommodations requested, either fully or in part, and they often noted that they try to accommodate employees as best they can. At the same time, most employers acknowledged that their workplaces are not fully accessible: while nearly all employers described their workplace as at least somewhat accessible, there were sometimes big differences from company to company in terms of what is in place.
Knowledge of rights and obligations regarding workplace accommodation is very limited among both persons with a disability and employers. Most persons with a disability do not know their rights when it comes to workplace accommodation, and most employers do not know their legal obligations in terms of accommodating persons with a disability, even though they assume they do have obligations in this area. Employers’ lack of knowledge in this area was related to the fact that most do not have a human resources professional trained in accommodating the needs of persons with a disability. Not surprisingly, this was especially the case in smaller companies.
While most participants with a physical disability do not believe that their disability has limited their ability to do their job, a number of them think it has, at least to a certain extent. This was more likely to be the case among employed participants who have a degenerative condition. All participants with a cognitive disability or mental health condition believe that their disability has made it more difficult for them to do their job, either directly or because of the perceptions of others. For their part, employers generally see no fundamental differences in performance between their employees who have a disability and those who do not have one.
In terms of challenges and difficulties looking for employment, persons with a physical disability tended to point to limited opportunities given the nature of their disability, competing for jobs with persons who do not have a disability, and the need to broach the issue of accommodations with prospective employers who may not be very receptive to this. A particular challenge identified by participants in rural areas was the impression that employment in rural communities revolves around connections (i.e. who one knows). For their part, persons with a cognitive disability and a mental health condition were more likely to point to the stigma that can be attached to people with a cognitive disability or a mental health condition.
The main challenges identified by employers regarding the employment of persons with a disability include concern over whether or not a person with a disability can meet the requirements of a job, and uncertainty about the types of accommodations that might be required. The cost of accommodations in particular was routinely identified by employers as an issue when they consider workplace accommodations, with employers in small companies being the most likely to emphasize that this is an important concern. Additional challenges include managing relations between employees with a disability and other employees, and dealing with the lack of understanding or prejudices of other employees and/or managers. This often involves employees or managers viewing accommodations as preferential treatment, particularly in the case of an invisible disability, and the perception that someone is using their disability as a way of doing less work.
Challenges or difficulties in terms of maintaining employment were most likely to be identified by participants with a degenerative condition and those with a cognitive disability or a mental health condition. Participants with a degenerative condition routinely explained that the progression of their condition makes it increasingly difficult for them to undertake their job-related responsibilities. Participants with a mental health condition tended to focus on the challenge posed by potential prejudice or lack understanding of their condition in the workplace. There was concern that lack of understanding, compassion, or support in the workplace could adversely affect their job security. For their part, participants with a cognitive disability tended to focus on challenges related to doing their job effectively. The concern was that lack of adequate structures, guidance, and orientation makes it difficult to work effectively and efficiently.
Challenges faced by employers regarding the retention of persons with a disability include the need to accommodate employees with a disability while also considering their other employees (e.g. accommodating an employee with a disability cannot impose unreasonable work conditions or expectations on other employees), managing the unpredictability introduced by having employees with a mental health condition (e.g. problems with absenteeism, inability to complete work, etc.), and adjusting the job responsibilities of persons with degenerative conditions as their condition worsens.
Asked about the challenges they face in terms of their career advancement, many persons with a disability said there is little if any room for career advancement where they work. Such challenges were primarily an issue for persons with degenerative disabilities. These participants routinely explained that they cannot know for sure how the progression of their disability will affect their ability to take on the additional responsibilities that career advancement typically entails. In short, even those who do feel that advancement is possible are concerned about the increased stress associated with the promotion. A few participants with a mental health condition identified similar concerns. These include not being able to advance as fast as one would like to because of one’s condition and concern that advancement would involve greater responsibilities and therefore more stress, which could worsen the condition and adversely affect the ability to carry out job responsibilities.
Employers’ concerns on this issue tended to be similar. Some employers identified the promotion of an employee with a disability as a challenge because of the need to consider the individual’s ability to take on added responsibility, including longer working hours, the need to consider whether a promotion might exacerbate a disability, and in the case of someone with a degenerative condition, consideration of the possibility that they might not be able to occupy their new position for very long. When it came to promotion, however, employers routinely emphasized that they approach this issue from the perspective of merit and would not consider promoting disabled employees unless they felt they could do the job. In other words, if they felt the employee could do a more senior job and warranted promotion, then they would not be concerned about the promotion because they have satisfied themselves as to its merits.
The main types of support that were identified by persons with a disability to improve their employment, and by employers to help them hire, retain and accommodate employees with a disability, tend to be informational. Moreover, the key types of support identified by each audience tend to be similar or to complement each other:
More broadly, in terms of strategies to improve the employment situation of persons with disabilities, there was widespread agreement among PWDs and employers that there should be programs or initiatives to promote and support hiring of persons with a disability. These could include government sponsored or led programs, as well as public-private partnerships. Employers, as well as persons with disabilities who live in rural areas, were more likely to think that government should take the lead in such initiatives. These programs or initiatives could provide both financial and informational resources, with persons with a disability who live in rural areas more likely to emphasize financial resources, and employers more likely to emphasize informational resources. Financial resources could include grants to companies that hire persons with a disability, cost-sharing initiatives (e.g. government paying half the salary if a company hires a disabled person), and subsidies to persons with a disability to help defray the cost of training or retraining.
When it came to informational resources, persons with a disability were most likely to emphasize resources designed to improve knowledge and awareness of disabilities among employers and colleagues (e.g. orientation sessions, sensitivity training). For their part, employers emphasized information designed to improve the chances of persons with a disability finding employment. This includes the following:
Also identified were organizations representing/advocating for persons with a disability actively approaching employers with resources, including possible candidates for specific positions employers may need to fill.
Beyond informational support, other strategies identified related mostly to providing more flexibility in work hours/scheduling and more possibilities for telework/work from home. Both were identified by persons with a disability in all phases of the research.
More Information:
Supplier Name: Phoenix Strategic Perspectives Inc.
PWGSC Contract Number: G9178-110001/003/CY
Award Date: 2011-11-10
Contract Amount:$107,609.90
Final Version: November 21
| Toronto | Toronto | Halifax | Montreal | Vancouver |
|---|---|---|---|---|
| English | English | English | French | English |
| Date | Wed Nov 30 | Thurs Dec 1 | Wed Dec 7 | Thurs Dec 8 | Tues Dec 13 |
|---|---|---|---|---|---|
| 5:30 pm* | Persons with Disabilities | Employers | Employers | Persons with Disabilities | Persons with Disabilities |
| 8:00 pm | Employers | - | Persons with Disabilities | Employers | Employers |
*The single group with employers in Toronto on December 1 will begin at 6 pm.
Hello, my name is ______________. I’m calling on behalf of Phoenix, a public opinion research firm. We’ve been commissioned by the Government of Canada to conduct a series of discussion groups with Canadians to explore issues related to the labour market experience of persons with disabilities.
Each discussion group will last approximately two hours. People who participate in the discussion session will receive a cash honorarium to thank them for their time. Participation in the research is completely voluntary. All responses will be kept entirely confidential – no individuals will be identified in any way. All information collected will be used for research purposes only, in accordance with laws designed to protect your privacy2.
May I ask you a few questions to see whether you qualify for the research?
IF RESPONDENT HESITATES, EXPRESSES CONCERN, QUESTIONS THE VALIDITY OF THE RESEARCH, OR ASKS FOR MORE INFORMATION, OFFER TO SEND THEM THE VALIDATION LETTER FROM HRSDC OR INVITE HIM/HER TO CALL TANIA CALLIES AT 819-994-7234.
1. Do you, or does any member of your household or immediate family, work in any of the following fields? (READ LIST)
Marketing research, public relations firm, or advertising agency
The media (radio, television, newspapers, magazines, etc.)
2. The discussion group will be held with people who have a physical disability. For the purposes of this research, a disability is either permanent, ongoing, episodic or of some persistence, and limits a person’s ability to carry out some of life's important functions or activities, including their participation in employment. A physical disability can include difficulty seeing, hearing, communicating, or walking, among other things. Do you have a physical disability? 3
3. What kind of physical disability do you have? (DO NOT ACCEPT MENTAL DISABILITIES. RECORD SPECIFIC DISABILITY AND THEN CODE DISABILITY TYPE. GET GOOD MIX)
Disability:_____________________________________
4. Are you currently employed?
IF EMPLOYED, ASK:
5. Are you self-employed? That is, do you work for yourself?
6. Are you currently working full-time or part-time? (INCLUDE MAINLY FULL-TIME WORKERS)
7. In what industry do you work? (GET 1-2 PER GROUP FROM GOODS SECTOR; OBTAIN GOOD MIX; DO NOT ACCEPT ANY GOVERNMENT EMPLOYEES).
IF NOT EMPLOYED, ASK:
8. Would you like to be employed?
9. In the last 12 months, have you done any of the following?
ASK EVERYONE:
10. Could you please tell me which of the following age groups you fall into…? (READ LIST; GET GOOD MIX)
11. What is the highest level of education you have obtained? (DO NOT READ LIST; GET GOOD MIX)
12. Have you ever participated in a discussion group or interview that was arranged in advance and for which you received a small sum of money?
13. When did you last participate in one of these discussion groups or interviews?
14. In the last two years, have you participated in a paid discussion group or interview on the topic of employment issues related to persons with disabilities?
15. Have you participated in more than five paid discussion groups or interviews in your lifetime?
RECORD GENDER
The discussion group will take place (DAY OF WEEK), (DATE), at (TIME). It will last approximately two hours. People who attend will receive a cash payment of $100 to thank them for their time, and light refreshments will be served. The facility where the discussion is being held is fully accessible for persons with disabilities. Would you be willing to attend?
Do you have a pen handy so that I can give you the address where the discussion group will be held? It will be held at ___________. When you arrive, please tell the person who greets you that you are there for a focus group. I would like to remind you that the group is at (TIME) on (DATE). Please arrive 15 minutes early so that the session can start on time.
The group will be video-taped for research purposes and members of the research team may be observing the discussion from an adjoining room. You will be asked to sign a waiver to acknowledge that you will be video-taped during the session. All information collected will be used for research purposes only and administered in accordance with laws designed to protect your privacy.
As we are only inviting a small number of people to attend, your participation is very important to us. If for some reason you are unable to attend, please call so that we can get someone to replace you. You can reach us at ____ at our office. Please ask for ____. Someone will call you the day before to remind you about the focus group.
Could I please confirm your name and phone number?
RESPONDENT'S NAME: _______________________________
PHONE #: _______________________________
FOCUS GROUP TIME/LOCATION: _______________________________
Thank you.
Hello, my name is ______________. I’m calling on behalf of Phoenix, a public opinion research firm. We’ve been commissioned by the Government of Canada to conduct a series of discussion groups with Canadians to explore labour market participation issues as they relate to persons with disabilities. The purpose is to better understand the needs and perspectives of employers with regards to hiring persons with disabilities.
Each discussion group will last approximately two hours. People who participate in these discussion sessions will receive a cash honorarium to thank them for their time. Participation in the research is completely voluntary. All responses will be kept entirely confidential – no individuals or organizations will be identified in any way. All information collected will be used for research purposes only, in accordance with laws designed to protect your privacy4.
May I ask you a few questions to see whether you qualify for the research?
IF RESPONDENT HESITATES, EXPRESSES CONCERN, QUESTIONS THE VALIDITY OF THE RESEARCH, OR ASKS FOR MORE INFORMATION, OFFER TO SEND THEM THE VALIDATION LETTER FROM HRSDC OR INVITE HIM/HER TO CALL TANIA CALLIES AT 819-994-7234.
1. Do you, or does any member of your household or immediate family, work in any of the following fields? (READ LIST)
Marketing research, public relations firm, or advertising agency
The media (radio, television, newspapers, magazines, etc.)
2. Are you either the owner of your firm or a manager with responsibility for hiring and other human resource matters?
3. Does your company currently employ, or have you in the last 12 months employed, one or more persons with a disability? (SEE QUOTA)
4. In your job, do you have knowledge of, or are you responsible for addressing, issues of accommodation for disabled employees or administering policies or programs for persons with disabilities within your company?
5. How many employees work for your company in Canada? Please include part-time employees as the number of full-time equivalents. (read list only if useful; watch quota, get good mix)
6. In what sector or industry does your firm operate? If you are active in more than one sector, please identify your main sector. (GET GOOD MIX OF GOODS AND SERVICES INDUSTRIES; MAXIMUM 2 PARTICIPANTS PER GROUP FROM PARA-GOVERNMENT; DO NOT ACCEPT ANY GOVERNMENT REPRESENTATIVES).
7. Have you ever participated in a discussion group or interview that was arranged in advance and for which you received a small sum of money?
8. When did you last participate in one of these discussion groups or interviews?
9. In the last two years, have you participated in a paid discussion group or interview on the topic of employment issues related to persons with disabilities?
10. Have you participated in more than five paid discussion groups or interviews in your lifetime?
RECORD GENDER (NO QUOTAS, JUST RECORD)
The discussion group will take place (day of week), (date), at (time). It will last approximately two hours. People who attend will receive a cash payment of $150 to thank them for their time, and light refreshments will be served. Would you be willing to attend?
Do you have a pen handy so that I can give you the address where the discussion group will be held? It will be held at ___________. When you arrive, please tell the person who greets you that you are there for a focus group. I would like to remind you that the group is at (TIME) on (DATE). Please arrive 15 minutes early so that the session can start on time. If you use glasses for reading, please bring them with you.
The group will be video-taped for research purposes and members of the research team may be observing the discussion from an adjoining room. You will be asked to sign a waiver to acknowledge that you will be video-taped during the session. All information collected will be used for research purposes only and administered in accordance with laws designed to protect your privacy.
As we are only inviting a small number of people to attend, your participation is very important to us. If for some reason you are unable to attend, please call so that we can get someone to replace you. You can reach us at ____ at our office. Please ask for ____. Someone will call you the day before to remind you about the focus group.
Could I please confirm your name and phone number?
RESPONDENT'S NAME: _______________________________
PHONE #: _______________________________
FOCUS GROUP TIME/LOCATION: _______________________________
Thank you.
Final Version: December 23
| English | French | |
|---|---|---|
| Start Date and Time: | January 16th: 12:00 a.m. | January 19th: 12:00 a.m. |
| End Date and Time: | January 18th: 11:59 p.m. | January 21st: 11:59 p.m. |
Phoenix SPI, a public opinion research firm, has been commissioned by the Government of Canada to conduct research with Canadians to explore issues related to the labour market experience of persons with disabilities.
The research will take the form of an online bulletin board discussion group. The online discussion will take place over three days, during which participants are expected to log in periodically to participate in the discussion. Participants should anticipate spending about half an hour a day taking part in the discussion.
People who participate in the research will receive a cash honorarium to thank them for their time. Participation is completely voluntary. All responses will be kept entirely confidential – no individuals will be identified in any way. All information collected will be used for research purposes only, in accordance with laws designed to protect your privacy.5
Would you be willing to answer a few questions to see if you qualify for the research?
INCLUDE A HYPERLINK FOR ADDITIONAL INFORMATION: LINK TO THE VALIDATION LETTER FROM HRSDC AND THE CONTACT INFORMATION OF TANIA CALLIES AT 819-994-7234.
1. Do you, or does any member of your household or immediate family, work in any of the following fields?
Marketing research, public relations firm, or advertising agency
The media (radio, television, newspapers, magazines, etc.)
2. Do you live in a community of…
3. How far away is the nearest city of at least 100,000 residents?
3a Do you live within 100 kilometres of any of the following cities... Montreal, Toronto or Vancouver?
4. Please enter your postal code in the space below.
Postal code: _________________
5. The online discussion will be held with people who have a physical disability. For the purposes of this research, a disability is either permanent, ongoing, episodic or of some persistence, and limits a person’s ability to carry out some of life's important functions or activities, including their participation in employment. A physical disability can include difficulty seeing, hearing, communicating, or walking, among other things. Do you have a physical disability?
6. What kind of physical disability do you have? (AT LEAST 1/2 SHOULD BE FROM THE FIRST THREE CATEGORIES; ACCEPT MULTIPLE RESPONSES)
7. Please describe your physical disability in the space below.
______________________________________________________________
8. Are you currently employed?
IF EMPLOYED, ASK:
9. Are you self-employed? That is, do you work for yourself?
10. Are you currently working full-time or part-time? (INCLUDE MAINLY FULL-TIME WORKERS)
11. Workplace accommodation addresses the needs of persons with disabilities to enable them to work to the best of their ability. A workplace accommodation can include:
Do you require any form of accommodation to do your work?
12. In what industry do you work? (GET 1-2 PER GROUP FROM GOODS SECTOR; OBTAIN GOOD MIX; DO NOT ACCEPT ANY GOVERNMENT EMPLOYEES).
IF NOT EMPLOYED, ASK:
13. Would you like to be employed?
14. In the last 12 months, have you done any of the following?
ASK EVERYONE:
15. Which of the following age groups do you fall into…? (GET GOOD MIX)
16. What is the highest level of education you have obtained? (GET GOOD MIX)
17. Are you a…?
18. Have you ever participated in a discussion group or interview that was arranged in advance and for which you received a small sum of money?
19. When did you last participate in one of these discussion groups or interviews?
20. In the last two years, have you participated in a paid discussion group or interview on the topic of employment issues related to persons with disabilities?
21. Have you participated in more than five paid discussion groups or interviews in your lifetime?
The online discussion group will take place from (DAY OF WEEK), (DATE), at (TIME) to (DAY OF WEEK), (DATE), at (TIME). Participants would be expected to log in to the discussion through the Internet and check their email regularly throughout the period of discussion. Participants will need to spend roughly half an hour a day participating in the discussion, spread across the day in periods of 5-10 minutes or so. Those who participate will receive a cash payment of $75 to thank them for their time. Would you be willing and able to participate?
As we are only inviting a small number of people to take part in the discussion, your participation is very important to us. If for some reason you are unable to participate, please call so that we can get someone to replace you. An email will be sent to you containing the contact information for our offices. You will also receive email instructions on how to login to the online bulletin board and participate in the discussion. Technical assistance will be provided should you have any questions.
Someone will call you the day before to remind you about the discussion group.
In the boxes below, please confirm your name, phone number, and email address.
RESPONDENT'S NAME: _______________________________
PHONE #: _______________________________
EMAIL: _______________________________
Thank you.
Final Version: December 23
Hello, my name is ____________. I’m returning your call on behalf of Phoenix, a public opinion research firm. In your message you said you are interested in a study we are doing for the Government of Canada. The study involves interviews with Canadians to explore issues related to the employment of persons with disabilities.
Each interview will last 20-30 minutes. People who take part will receive a copy of the questions in advance. They will be asked to fill out the questionnaire and return it to us, again, before the interview takes place. During the interview, participants will be asked about their answers, and the issues will be explored in greater depth.
People who take part in the research will receive a cash payment to thank them for their time. Participation is voluntary. All responses will be kept confidential – no individuals will be identified in any way. All information collected will be used for research purposes only, in keeping with laws designed to protect your privacy.6
May I ask you a few questions to see whether you qualify for the research?
IF RESPONDENT HESITATES, EXPRESSES CONCERN, QUESTIONS THE VALIDITY OF THE RESEARCH, OR ASKS FOR MORE INFORMATION, OFFER TO SEND THEM THE VALIDATION LETTER FROM HRSDC OR INVITE HIM/HER TO CALL TANIA CALLIES AT 819-994-7234.
1. Do you, or does anyone in your household or immediate family, work in any of the following fields? (READ LIST)
Marketing research, public relations firm, or advertising agency
The media (radio, television, newspapers, magazines, etc.)
2. Interviews will be held with people who have a mental health condition or a cognitive disability. Are you dealing with a mental health condition or cognitive disability7?
3. What kind of mental health condition or disability do you have? (DO NOT ACCEPT PURELY PHYSICAL DISABILITIES. RECORD SPECIFIC DISABILITY AND THEN CODE DISABILITY TYPE. GET GOOD MIX)
Disability: ______________________________
4. Have you been given a formal diagnosis by a doctor about your condition?
5. Do you currently have an email account that you are able to use?
6. Are you currently employed?
IF EMPLOYED, ASK:
7. Are you self-employed? That is, do you work for yourself?
8. Are you currently working full-time or part-time?
9. In what industry do you work? (RECORD INDUSTRY AND CODE; OBTAIN GOOD MIX; DO NOT ACCEPT ANY GOVERNMENT EMPLOYEES).
Industry: _________________________
IF NOT EMPLOYED, ASK:
10. Would you like to be employed?
11. In the last 12 months, have you done any of the following?
ASK EVERYONE:
12. Could you please tell me which of the following age groups you fall into…? (READ LIST; GET MIX)
13. What is the highest level of education you have obtained? (DO NOT READ LIST; GET MIX)
RECORD GENDER
As I mentioned, the interview will last approximately 20-30 minutes. People who take part will receive a cash payment of $100 to thank them for their time once the interview has been completed. In advance of the interview, people will be provided with a copy of the questions, which they will be asked to answer and return to us. The interview will then follow up on the responses provided in this document. Would you be willing to participate in an interview?8
Are you able to receive a copy of the interview questions through your email account and return the filled-out questionnaire through email as well?
Would you be able to receive a copy of the interview questions by mail instead, and then return the filled-out questionnaire through the mail?
The interview will be recorded for research purposes. All information collected will be used for research purposes only in keeping with laws designed to protect your privacy.
As we are only inviting a small number of people to take part in the research, your participation is very important to us. If for some reason you are unable to participate in your interview at the scheduled time, please call so that we can reschedule or get someone to replace you. You can reach us at ____ at our office. Please ask for ____. Someone will call you the day before to remind you about the interview.
SCHEDULE IDI IN ACCORDANCE WITH PHOENIX’S AVAILABILITY: COLLECT EMAIL ADDRESS ADDRESS SO THAT PARTICIPANTS CAN BE SENT GUIDE IN ADVANCE OF THEIR INTERVIEW
Could I please confirm your name and phone number?
RESPONDENT'S NAME: _________________________
BUSINESS PHONE #: _________________________
EMAIL _________________________
INTERVIEW TIME: _________________________
Thank you.
| Date | Time | Interviewer |
|---|---|---|
DECEMBER 6, 2011
I'd like to start by discussing some general issues regarding the employment of persons with disabilities. Let's begin with a short writing exercise. Please take the pen and blank sheet of paper in front of you, and write down what you consider to be a disability. That is, what is a disability, how would you define it? Please take a minute or so to do this on your own, in silence, and we'll talk about it as a group when everyone is finished.
GIVE PARTICIPANTS TIME TO COMPLETE EXERCISE, THEN CONTINUE. MODERATOR TO PROVIDE OPTION FOR THOSE UNABLE TO WRITE DOWN DEFINITION ON THEIR OWN.
1. So, what did people write down? What do you consider to be a disability? (GO AROUND TABLE AND HEAR FROM EVERYONE) What do people think about these descriptions of a disability?
2. For those of you who are currently employed, have you self-identified as a person with a disability to your employer? And for those of you who are not currently working, do you do this when you apply for a job? Why/why not?
While there is not single definition of disability, for purposes of this discussion, I'm now going to read a short definition of a disability that we will briefly talk about when I am done.
A disability can be described as a physical or mental or health condition that restricts a person’s ability to perform work or to do other daily activities.
A disability can be:
3. What do you think about this definition of a disability? How does it compare to the definitions of a disability that you wrote down earlier tonight?
4. If there were two or three barriers or obstacles you could remove that would make it easier for you to work, what would they be? This could include barriers at the workplace or getting to the workplace.
I’d now like to turn to workplace accommodation issues.
Workplace accommodation addresses the needs of persons with disabilities to enable them to work to the best of their ability. A workplace accommodation can include modified work arrangements (e.g., flexible work hours, telework); modified duties (e.g., changes in tasks, equipment, workload); the provision of assistive devices and technical aids (e.g., voice synthesizers; computer with Braille or large print); and, architectural modifications (e.g. modified or ergonomic workstations; accessible washrooms).
5. Do you need any accommodation to do your work? Have you ever requested an accommodation? Which type of accommodation?
ASK EVERYONE WHO REQUESTED/WAS OFFERED AN ACCOMMODATION:
These next few questions are for people who requested or were offered accommodation.
6. Did you receive the accommodation you needed?
7. Do you know what your rights are with respect to accommodation?
These next questions focus on employment and career progression.
8. First, I'd like to ask you about when you first experienced your disability. Did this occur before or after you started working?
ASK ALL PARTICIPANTS
9. Has your disability limited your ability to do your job in any way, either directly or because of the perceptions of others? If so, how has it done this? Do you believe that you have experienced discrimination in the workplace?
10. How did you (or have you been) look(ing) for employment? In your view, what works best and what doesn’t work? Have you used any government programs or resources to assist in your job search? If so, were they useful?
11. What are the main challenges or difficulties you face as a person with a disability when looking for employment?
ASK ALL PARTICIPANTS:
These next few questions refer to your current job, or if you are not working, your most recent job.
12. What factors have supported your career advancement and what are the challenges you face? What do you do to address these challenges?
13. What are the main challenges you face in terms of keeping your job? What do you do to address these challenges?
14. Is your access to employer-paid workplace training the same as for those without disabilities?
Probe: if different, do you perceive this difference as resulting from job segregation (i.e., not having access to jobs that get training) or discrimination (i.e., people in similar jobs get more training)?
Once again, these next few questions refer to your current job, or if you are not working, your most recent job.
15. Have you ever been off of work for an extended period of time?
ASK THOSE OFF WORK FOR EXTENDED PERIOD:
16. How long were you off work? Did you receive any support or assistance from your employer to help you return to work?
17. Have you received CPP disability benefits, EI sickness benefits, social assistance, workers compensation or any other government supports?
ASK EVERYONE:
These last questions are for everyone.
18. Does your employer offer paid sick leave? If so, how much?
19. What about short-term or long-term disability insurance, does your employer offer either of these?
20. In general, and thinking broadly, what type of supports do you need to improve your employment situation? Are they available?
We started the focus group with a short written exercise, and I'd like to end it with another one. Once again, please take the pen and blank sheet of paper in front of you. I'd like you to write down the three strategies or approaches that you think would be most effective in terms of improving the employment situation of persons with a disability? Please take a minute or two to do this on your own, in silence, and we'll talk about it as a group when everyone is finished.
GIVE PARTICIPANTS TIME TO COMPLETE EXERCISE, THEN CONTINUE. MODERATOR TO PROVIDE OPTION FOR THOSE UNABLE TO WRITE DOWN DEFINITION ON THEIR OWN.
21. What did people write down? What do you think are the strategies or approaches that would be most effective in terms of improving the employment situation of persons with a disability in Canada? Anything else?
22. Do you have any final comments about anything we have discussed tonight?
THANK PARTICIPANTS FOR THEIR TIME.
HAND OUT DOCUMENT ON EMPLOYMENT-RELATED RIGHTS OF PERSONS WITH A DISABILITY.
Final: December 20
Thank you for joining us. We look forward to your views on the topics we will be posting for discussion. We hope that you enjoy your experience!
This is an online discussion using a bulletin board. We use them to get people's opinions on things like products, services, or issues. That is exactly what we're interested in—your opinions. There are no right or wrong answers, we're simply interested in what you think. So please do not hesitate to express yourselves. It's OK to disagree and we definitely want to hear from everyone.
Before we begin, here are a few pointers to help you understand how this online discussion will work:
Everything you say will be treated in confidence, and reporting will be in aggregate form only – no individuals will be identified in any way. There are a few observers who will be tuning in to our discussion because they are directly involved in the research. They will follow our discussion but will not be participating in it.
To get started, please click on the Discussion tab above. You will be presented with your view of the bulletin board discussion window.
Here is what you will see:
The left part of your screen is for Navigation. This is where you will find the topics and the discussion questions for each day.
The largest area of your screen is the Discussion / Reply area where you will see the questions, your responses and other participants’ responses to questions. This area will also be used to enter in your replies below the question or when you choose to click 'REPLY' in response to other people's posts. In short, this is where all of the group conversation takes place.
Technical Support is available 24 hours a day, Monday through Friday at 1.888.525.5026. You may also contact the Tech Support via email at help@itracks.com or click the Live Chat link in the upper right corner of your screen.
PROFILE INFORMATION WILL BE AVAILABLE ONLY TO THE MODERATOR. PARTICIPANTS WILL BE PROMPTED TO FILL IN THEIR PROFILE INFORMATION THE FIRST TIME THEY LOG IN (AND EACH SUBSEQUENT TIME THEY LOG IN UNTIL THEY HAVE PROVIDED THIS INFORMATION).
To help us look at issues related to the employment of persons with disabilities, we have a mix of people taking part in the discussion who are employed and not employed, but looking for work. Please indicate your...
1. Let’s start by discussing some general issues regarding the employment of persons with disabilities. In the space below, please write down what you consider to be a disability. That is, what is a disability, how would you define it? Once you have done this on your own, you will be able to see the definitions that others gave. Let each other know what you think about all these descriptions of a disability. [UNINFLUENCED QUESTION]
2. For those of you who are currently employed, have you self-identified as a person with a disability to your employer? And for those of you who are not currently working, do you/would you do this when applying for a job? Why/why not?
THE FOLLOWING QUESTION WILL BE ADDED AFTER ALL PARTICIPANTS HAVE PROVIDED RESPONSES TO QS 2-3:
3. While there is no single definition of disability, for purposes of this discussion, I'm now going to provide a short definition of a disability.
A disability can be described as a physical or mental or health condition that restricts a person’s ability to perform work or to do other daily activities.
A disability can be:
What do you think about this definition of a disability? How does it compare to the definitions of a disability that you wrote down earlier?
4. If there were two or three barriers or obstacles you could remove that would make it easier for you to work, what would they be? This could include barriers at the workplace or getting to the workplace.
Now let’s turn to workplace accommodation issues.
Workplace accommodation addresses the needs of persons with disabilities to enable them to work to the best of their ability. A workplace accommodation can include:
5. For those of you who are currently employed or who have been employed in the past, do you need or have you needed any accommodation to do your work? Have you ever requested an accommodation? If so, what type of accommodation?
6. For those of you who are not currently working, do you anticipate needing any accommodation when you join the workforce? If so, what type of accommodation?
6. This question is for people who are currently employed and requested or were offered accommodation. If this does not apply to you, you are still welcomed to comment on other people’s posts.
Did you receive the accommodation you needed?
7. Do you know what your rights are with respect to workplace accommodation?
These next questions focus on employment and career progression.
8. First, I'd like to ask you about when you first experienced your disability. Did this occur before or after you started working? If you are not currently working, did you first experience your disability before or after you started looking for work?
9. Has your disability ever limited your ability to do your job in any way, either directly or because of the perceptions of others? This could be in your current job if you have one, or it could be in a job you have had in the past. If so, how has it done this?
10. How did you (or have you been) look(ing) for employment? In your view, what works best and what doesn’t work?
11. What are the main challenges or difficulties you face as a person with a disability when looking for employment?
These next few questions refer to your current job, or if you are not working, your most recent job. If you have not yet had a job, feel free to comment on the posts of other participants, or offer your thoughts where you think relevant.
12. What factors have supported your career advancement and what are the challenges you face? What do you do to address these challenges?
13. What are the main challenges you face in terms of keeping your job? What do you do to address these challenges?
14. Is your access to employer-paid workplace training the same as for those without disabilities?
Once again, these next few questions refer to your current job, or if you are not working, your most recent job. If you have not yet had a job, your ideas would still be welcomed if you think they are relevant.
15. Have you ever been off of work for an extended period of time? If so, how long were you off work? Did you receive any support or assistance from your employer to help you return to work?
16. Have you received Canada Pension Plan (CPP) Disability benefits, Employment Insurance (EI) Sickness benefits, social assistance, workers compensation or any other government supports? If so, what have you received?
17. Does your employer offer paid sick leave? If so, how much?
18. What about short-term or long-term disability insurance, does your employer offer either or both of these?
19. These last questions are for everybody.
In general, and thinking broadly, what type of supports do you need to improve your employment situation? Are they available?
20. I'd like you to write down the three strategies or approaches that you think would be most effective in terms of improving the employment situation of persons with a disability? Once you have first done this on your own, you will be able to see the responses that others have given. [UNINFLUENCED QUESTION]
21. Now that you have had a chance to review the answers of others, what do you think are the strategies or approaches that would be most effective in terms of improving the employment situation of persons with a disability in Canada?
22. Do you have any final comments about anything we have discussed over the course of the bulletin board discussion group?
THANK PARTICIPANTS FOR THEIR TIME.
I’d like to start by asking you a few questions about yourself.
1. First, are you currently employed?
2. If so, how long have you you been working for your current employer? If not, have you worked in the past and if so, what was your last job and when did it end?
3. What is the nature of your mental health condition or disability? By this I mean, what kind of condition or disability do you have?
4. Did you first experience your disability before or after you started working?
Now I’d like to discuss some general issues regarding the employment of persons with disabilities.
5. What do you consider to be a disability? That is, how would you define it?
6. Have you self-identified as a person with a disability to your employer or past employer? By this I mean, have you told your employer in any way that you have a mental health condition or disability? Do you self-identify as a person with a disability when you apply for a job? Why/why not?
7. If there were two or three barriers or obstacles you could remove that would make it easier for you to work, what would they be? This could include barriers at the workplace or barriers outside the workplace that make it harder for you to work.
I’d now like to turn to workplace accommodation issues.
Workplace accommodation addresses the needs of persons with disabilities to help them to work to the best of their ability. A workplace accommodation can include:
8. If you are currently employed or have been employed in the past, do you need or have you needed any accommodation to do your work? Have you ever requested an accommodation? Which type of accommodation?
This question is for people who requested or were offered accommodation.
9. Did you receive the accommodation you needed?
10. Do you know what your rights are with respect to workplace accommodation?
These next questions focus on employment and career progression.
11. Has your disability ever made it more difficult for you to do your job in any way, either directly or because of how others view you or your disability? This could be in your current job if you have one, or it could be in a job you have had in the past. If so, how has it done this?
12. How did you look, or how have you been looking, for employment? In your view, what works best and what doesn’t work?
13. What are the main challenges or difficulties you face as a person with a disability when looking for employment?
These next few questions refer to your current job, or if you are not working, your most recent job.
14. What factors have helped you advance in your career and what are the challenges you face in terms of career advancement? What do you do to address these challenges?
15. What are the main challenges you face in terms of keeping your job? What do you do to address these challenges?
16. Is your access to employer-paid workplace training the same as for those without disabilities?
Once again, these next few questions refer to your current job, or if you are not working, your most recent job.
17. Have you ever been off of work for an extended period of time? If so how long were you off work? Did you receive any support or assistance from your employer to help you return to work?
18. Have you received Canadian Pension Plan (CPP) disability benefits, Employment Insurance (EI) sickness benefits, social assistance, workers compensation or any other government supports?
19. Does your employer offer paid sick leave? If so, how much?
20. What about short-term or long-term disability insurance, does your employer offer either of these?
These last questions are for everyone.
21. In general, and thinking broadly, what type of supports do you need to improve your employment situation? Are they available?
22. What are three strategies or approaches that you think would be most effective in terms of improving the employment situation of persons with a disability?
23. Do you have any final comments about anything we have discussed during the interview?
THANK YOU.
November 2011
Human Resources and Skills Development Canada (HRSDC), a department of the Government of Canada, is conducting research with employers and persons with disabilities to better understand employment, labour market participation and workplace issues affecting persons with disabilities. The research results will be used by HRSDC to help develop programs and policies designed to address the needs of persons with disabilities.
Phoenix Strategic Perspectives, an independent research firm, has been commissioned to conduct this research on behalf of HRSDC. If you are contacted for this research, please consider taking part. Your feedback will help ensure the effectiveness of Government of Canada programs and policies designed for persons with disabilities.
Your participation in this research is completely voluntary but would be greatly appreciated. Your decision to take part or not will in no way affect any dealings you currently have or may have in the future with HRSDC or the Government of Canada. The information obtained through this research will be held in the strictest confidence and used for research purposes only. All information provided will be summarized in a report and no individuals or organizations will be identified in any way.
If you have any questions or desire more information about this research, please feel free to contact Joni Baran, Senior Policy Analyst (English) or Marie-Rose Nyandwi, Senior Policy Analyst (French) at HRSDC. Joni can be reached by telephone at 819-997-5322 or by email at joni.baran@hrsdc-rhdcc.gc.ca. Marie-Rose can be reached at 819-997-9593 or marie-rose.nyandwi@hrsdc-rhdcc.gc.ca.
On behalf of Human Resources and Skills Development Canada, I would like to thank you for considering taking part in this important research.
Sincerely,
Christina Caron
Director, Labour Market Policy
1 Participants in the focus groups (in-person and online groups) were asked to react to the following definition of a disability: A disability can be described as a physical or mental or health condition that restricts a person’s ability to perform work or to do other daily activities. A disability can be:
Participants in the in-depth interviews were not asked to react to this definition.
2 INTERVIEWER NOTE: IF ASKED 'WHAT LAWS?', INFORM RESPONDENT THAT THE INFORMATION COLLECTED THROUGH THE REESEARCH IS SUBJECT TO THE PROVISIONS OF THE PRIVACY ACT, LEGISLATION OF THE GOVERNMENT OF CANADA, AND TO THE PROVISIONS OF RELEVANT PROVINCIAL PRIVACY LEGISLATION.
3 Canadian Human Rights Commission
4 INTERVIEWER NOTE: IF ASKED 'WHAT LAWS?', INFORM RESPONDENT THAT THE INFORMATION COLLECTED THROUGH THE REESEARCH IS SUBJECT TO THE PROVISIONS OF THE PRIVACY ACT, LEGISLATION OF THE GOVERNMENT OF CANADA, AND TO THE PROVISIONS OF RELEVANT PROVINCIAL PRIVACY LEGISLATION.
5 HYPERLINK: THE INFORMATION COLLECTED THROUGH THE RESEARCH IS SUBJECT TO THE PROVISIONS OF THE PRIVACY ACT, LEGISLATION OF THE GOVERNMENT OF CANADA, AND TO THE PROVISIONS OF RELEVANT PROVINCIAL PRIVACY LEGISLATION.
6 INTERVIEWER NOTE: IF ASKED 'WHAT LAWS?', INFORM RESPONDENT THAT THE INFORMATION COLLECTED THROUGH THE RESEARCH IS SUBJECT TO THE PROVISIONS OF THE PRIVACY ACT, LEGISLATION OF THE GOVERNMENT OF CANADA, AND TO THE PROVISIONS OF RELEVANT PROVINCIAL PRIVACY LEGISLATION.
7 SEE BACKGROUND NOTE THAT DESCRIBES/DEFINES MENTAL HEALTH CONDITION & COGNITIVE DISABILITY.
8 NOTE TO RECRUITER: IF PARTICIPANT WOULD RATHER LOOK AT THE QUESTIONS AND HAVE THE INTERVIEW GUIDE HANDY FOR THE INTERVIEW, BUT NOT PROVIDE ANSWERS IN WRITING IN ADVANCE, THAT IS ACCEPTABLE BUT NEEDS TO BE NOTED SO THAT THE INTERVIEWER IS AWARE OF THIS. WE DO NOT WANT TO VOLUNTEER THIS INITIALLY BECAUSE TOO MANY PEOPLE MIGHT WANT TO DO THIS AND THAT METHOD IS NOT AS GOOD WITH THIS AUDIENCE.