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| Sunday, September 05, 2010
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ASPIRATIONS
| D.I.C.E. ASSESSMENT & EMPLOYMENT COUNSELLING SERVICES |
ISSUE 1, AUGUST 2010 |
MESSAGE FROM THE EDITOR
Welcome to the first edition of ASPIRATIONS, your monthly D.I.C.E. community newsletter for job seekers with disabilities; social and community service agencies; and equal opportunity employers. Throughout the coming months, it is my hope that ASPIRATIONS will develop into a reliable source of inspiration with meaningful information and resources that draws on accurate data and real life experiences. In the spirit of inclusivity, suggestions for articles and submissions are welcome and encouraged. If you have a success story you would like to share about how you overcame challenges to employment, please email me at diceassessment@bell.net.
As the Accessibility for Ontarians With Disabilities Act (AODA) legislation becomes implemented in Ontario, the challenge that lies ahead is ensuring that this legislation is enforced. For example, what if the will is there, but the means to accommodate are not. Currently, no government funding appears to exist for small businesses who want to provide structural or technical accommodations to a hired candidate or current employee. The AODA has been launched in a volatile economic climate that elicits feelings of uncertainty and a desire to conserve resources. For persons with |
disabilities, employment counsellors and cutting edge equal opportunity employers, this is an opportunity to build on our vision of an inclusive workforce. To satisfy the ultimate spiritual need for self-actualization as defined by Maslow in his hierarchy of human needs, we need to believe in our potential and be committed to achieving our goal. Advances in medicine, employment and human rights legislation, technology and communication systems can facilitate self-actualization if we understand how to use these tools to create win-win solutions.
Have a safe and refreshing summer!
Denise Feltham
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DISABILITY OF THE MONTH
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AUTISM
Autism is one of five Autistic Spectrum Disorders or Pervasive Developmental Disorders as defined by the DSM-IV (Diagnostic and Statistical Manual of Mental Disorders). Diagnosis of these disorders are based on a continuum of degree of severity of developmental impairment.
The five Pervasive Developmental Disorders are:
- Childhood Disintegrative Disorder
- Rett's Disorder
- Autistic Disorder
- Pervasive Developmental Disorder Not Otherwise Specified
- Asperger's Syndrome
Childhood Disintegrative Disorder
This is a rare type of pervasive developmental disorder. The average age of onset is 3 years, at which time there is a significant loss of functioning in the areas of social behaviour, language, play and adaptive behaviour.
Rett's Disorder
This rare developmental disorder occurs primarily in females, and the average age of onset is 6 - 18 months of age. This condition, often misdiagnosed as autism or cerebral palsy, is characterized by impaired cognitive, sensory, emotional, motor and autonomic functioning. As a result the following areas may be affected:
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- learning
- sensory sensations
- breathing
- communication
- movement
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- speech
- mood
- heart function
- psychomotor skills
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Autistic Disorder
This is the most common type of Autistic Spectrum Disorder that is characterized by challenges in cognitive functioning, verbal and non-verbal communication and social understanding, accompanied by unusual behaviours and restrictive activities.
Pervasive Disorder Not Otherwise Specified
This is a common type of disorder that is also referred to as atypical autism. People with this disorder demonstrate severe and pervasive impairment in some areas of development, but do not meet all the criteria for autism.
Asperger Disorder/Asperger Syndrome
This is a common disorder that causes mild to severe deficits in social functioning and communication, but no delay in language or cognitive development. Another distinctive feature of people with Asperger Syndrome is that their interests and activities are restrictive and repetitive.
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ACCOMMODATION CORNER
ACCOMMODATION REQUEST LETTER
There is much talk about submitting a cover letter with your resume when applying for a job. However, little mention is given to the accommodation request letter.
The accommodation request letter is not a begging letter but an assertive letter. It can be a good self advocacy tool for asserting your rights and needs while reiterating your strengths and suitability to the position. You can choose to give it to the hiring committee before or after you have been interviewed, or to your employer once you are hired.
To write an effective accommodation request letter, you need to be fully aware of your strengths, occupational interests and how your condition affects your performance of tasks involved in the type of job for which you are applying. A Disability Impact on Career/Employment (D.I.C.E.) assessment would help you in this regard.
The formula for an accommodation request letter is as follows:
- Identify yourself as a person with a disability and state your request for accommodation for the specific position you are applying or hired for.
- Outline the skills and experience you have that enable you to perform the essential duties of the job.
- Identify the tasks that are difficult for you to do and briefly describe how the disability affects your performance of these tasks.
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- Identify ways that you have compensated for the disability in the past, and what accommodations will be useful in performing the duties in your current job.
- Invite the employer’s feedback on strategies and accommodations that they would recommend or have used in the past.
- Thank the employer for their understanding and cooperation
An accommodation request letter demonstrates insight, motivation, initiative and problem solving skills that would be valuable assets to any employer.
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JUST THE FACTS: LABOUR MARKET STATISICS
JUNE 2010
- Canada's employment rate increased by 403,000, continuing the upward trend since July 2009, while the unemployment rate dropped to 7.9%.
- June's unemployment rate is still higher than that of October 2008 (6.2%) because of the large number of people in the labour force.
- Since July 2009, most of the jobs obtained have been full-time (2.6%) compared to part-time, which increased by only 1.5%.
- Most employment opportunities were given to men aged 25 to 54 (41,000); mature workers aged 55 and over (31,000); and youth aged 15 to 24 (21,000), reducing their unemployment rate to 14.6%.
- The greatest growth occurred in the following sectors:
- service industries (particularly retail and wholesale - 22,000)
- business, building and other support services (20,000)
- health care and social assistance (continuing an upward trend - 20,000)
- automotive repair and personal care services (17,000)
- The fastest rate of growth in the goods-producing sector (continuing the upward trend since July 2009) occurred in the construction industry (11,000).
- The rate of growth in the manufacturing industry dropped sharply below the October 2008 level (14,000); there has been little change in the status of this industry since July 2009.
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- Private sector employment and self employment increased (52,000 and 26,000 respectively); however, self-employment decreased by 1.3% and public sector employment grew by only 2.6% since July 2009.
- Ontario and Quebec had the greatest employment growth (+60,000 and +30,000), reducing the unemployment rate to 8.3% and 7.8% respectively. The fastest rate of employment growth within the last year has occurred in Quebec (3.0%).
- Employment growth declined in Newfoundland/Labrador (8,100), increasing the unemployment rate to 14.7%. However, these provinces experienced a faster than average 2.9% rate of employment growth since July 2009 (compared to the national average of 2.4%). Employment growth also declined in New Brunswick, raising the unemployment rate to 9.3%.
- Despite slight employment growth and a relatively stable labour force over the past three months, Nunavut and the Northwest Territories experienced an increase in the unemployment rate from 14.5% to 19.7% and 6.6% to 7.4% respectively because of the increase in the number of people looking for work.
- The slowest rate of employment growth occurred in Alberta (+15,000 or 0.8% since last July).
- The unemployment rate in the Yukon remained approximately the same at 7.8%.
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Statistics Canada, www.statcan.gc.ca. The Daily: Labour Force Survey - June 2010
RESOURCE SPOTLIGHT
TURNER SYNDROME SOCIETY
Turner Syndrome is a genetic mutation affecting females in which the second X chromosome is partially or fully missing in some or all body cells. This can lead to a range of health, developmental, social and learning challenges depending on the areas affected.
The Turner Syndrome Society of Canada is a registered non-profit charitable organization founded in 1981 by a person with Turner Syndrome. It is a predominantly volunteer based organization that is governed by a Board of Directors and funded by government grants, corporate and individual donations, and fundraising events.
The Turner Syndrome Society of Canada is committed to their mission to
"improve the quality of life for individuals and families affected by Turner Syndrome.
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This is accomplished through the provision of public and professional awareness about the needs and concerns of individuals with Turner Syndrome and their families."
The organization provides individual telephone and group support to affected individuals and families, as well as medical information to individuals, physicians and the general public. Local chapters are available in Vancouver, BC; Edmonton, AB; Toronto and Ottawa, ON; and Montreal, QC. Local contact groups are also available in Victoria, Calgary, Thunder Bay and London.
Contact information:
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