THE EMPLOYMENT SERVICE CONTINUUM THE EMPLOYMENT SERVICE CONTINUUM - - PowerPoint PPT Presentation

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THE EMPLOYMENT SERVICE CONTINUUM THE EMPLOYMENT SERVICE CONTINUUM - - PowerPoint PPT Presentation

Jun 10, 2023 33 likes •256 views

Multiple barriers & employment Support Multiple barriers & employment Support Facilitator: Sean McEwen THE EMPLOYMENT SERVICE CONTINUUM THE EMPLOYMENT SERVICE CONTINUUM Supported Employment model: Supported Employment model: Supported

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Multiple barriers & employment Support Multiple barriers & employment Support

Facilitator: Sean McEwen

THE EMPLOYMENT SERVICE CONTINUUM THE EMPLOYMENT SERVICE CONTINUUM

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Supported Employment model: Supported Employment model:

Supported Employment is the term used when Suppo ted p oy e t s t e te used e referring to assisted

  • career exploration,

p

  • employment placement
  • and job retention services

j for persons who need support to be successful in the achievement of these goals. Supported Employment initially started to serve people with intellectual disabilities.

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Service Strategies & Interventions: Service Strategies & Interventions:

  • Intake and Assessment

Intake and Assessment

  • Career Exploration

l i

  • Employment Preparation
  • Job Search & Placement
  • Employer Support and Education
  • Follow‐up and Retention Supports

Follow up and Retention Supports

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SLIDE 4

Disability Definitions Disability Definitions

  • Disabilities is an umbrella term, covering impairments,

activity limitations, and participation restrictions.

  • An impairment is a problem in body function or

structure; structure;

  • An activity limitation is a difficulty encountered by an

individual in executing a task or action; A ti i ti t i ti i bl i d b

  • A participation restriction is a problem experienced by

an individual in involvement in life situations. Thus disability is a complex phenomenon, reflecting an i i b f f ’ b d d interaction between features of a person’s body and features of the society in which he or she lives. —World Health Organization g

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Disability definitions 2 Disability definitions 2

  • A disability is ‐ significantly impaired functioning compared to the

l t d d f i di id l usual standard for an individual or group.

  • physical impairment,
  • sensory impairment,
  • cognitive impairment,
  • intellectual impairment
  • mental illness,

mental illness,

  • various types of chronic disease

Disabled World ‐ Definition of disability including types of disabilities http://www.disabled‐world.com/disability/types/#ixzz1v3HKTdwS

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Multiple Barriers To Employment Multiple Barriers To Employment

  • Poverty / limited resources (transportation etc.)

y / ( p )

  • Post‐Traumatic‐Stress / Esteem Issues
  • Addictions / Substance Abuse

Addictions / Substance Abuse

  • Cultural differences and family / work values
  • Racism
  • Racism
  • Family Dysfunction

Sh

  • Shame
  • Gender / Sexuality
  • Age – Limited Education / Experience
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Systemic Barriers ‐ Systemic Barriers

  • First Nations ‘economic depression’

L l – Large rural areas – Limited infrastructure and resources – Limited employment opportunities – Economically isolated – visibility of options – Highest poverty rates in Canada and U.S.

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Assessment & Disability

  • The primary issue is the person’s current

The primary issue is the person s current abilities – not abstract diagnostic info

  • Encourage discussion and exploration around
  • Encourage discussion and exploration around

strengths and limitations (addressing issues of emotion and acceptance as they arise) emotion and acceptance as they arise)

  • Career practitioners need to know the

h d li i i f h i li strengths and limitations of their clients

  • Self awareness is critical for client’s success
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Assessment & Disability 2.

Possible Indications Of Disability:

  • Limited literacy, vocabulary and comprehension
  • Limited success in academic history (special ed.)

Diffi lt f i b i ti t

  • Difficulty focusing, remembering meetings etc.
  • Agitation, anxiety, (medications, hospitalization)
  • Poor social competency / communication

p y /

  • Irrational fears – overly rigid behaviours / interactions
  • Most people with disabilities have some previous assessments

which can be accessed with their consent (intellectual and mental health disabilities in particular).

  • Source schools and medical / psychological resources
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Talking To PEOPLE About Disability Talking To PEOPLE About Disability

  • A disability is part of the person – not the sum total

d sab ty s pa t o t e pe so

  • t t e su

tota

  • f who they are
  • A disability is not who you are – it’s a barrier that

A disability is not who you are it s a barrier that you learn to work around.

  • Diversity leads to solving problems in new ways

Diversity leads to solving problems in new ways.

  • Difference / Diversity makes the group stronger.
  • Einstein Lincoln Mozart Van Gogh etc Disability
  • Einstein, Lincoln, Mozart, Van Gogh etc. Disability

doesn’t mean you can’t succeed

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Multi‐Barrier clients –assessment: Multi Barrier clients assessment:

We want to help everyone find a job but,…. p y j ,

  • How functional / engaged is this person right now?

How functional / engaged is this person right now?

  • Should our agency recommend them for hire?
  • Do we have the resources to meet his/her needs?
  • Do we have the resources to meet his/her needs?
  • What criteria would need to be met for service?

Wh h h ld b li d?

  • What other resources should be enlisted?
  • What if any service elements could proceed now?
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Multi‐barrier clients – strategies: Multi barrier clients strategies:

  • Address the issue and ensure the client is

Address the issue and ensure the client is invested in becoming safe, reliable, healthy etc

  • Develop an ‘employability plan’ with the client

Develop an employability plan with the client

  • Set criteria for success and timelines

E li t th i t

  • Enlist other resources, services, supports
  • Provide what services are appropriate
  • Provide encouragement and compassion and

chances to ‘get it right’

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Strategies for supporting stability Strategies for supporting stability

  • Set ‘standing meetings’ to simplify engagement and

g g p y g g measure punctuality etc. (chances and reminders required) d f ‘ d l ’ ( h d

  • Identify ‘steps and time‐lines’ (Eg. a phone and

address by Dec 01, WHMS Training by Jan 01)

  • Identify ‘social assets’ (relatives mentors spouse
  • Identify social assets (relatives, mentors, spouse,
  • etc. helpful people with positive influence)
  • Identify and facilitate connection to other required

y q resources (housing, counseling etc.)

  • Include other supports in an employability plan
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Employability Planning Employability Planning

‘Jack’ is 21 and presents with undiagnosed issues which affect his attention and ability to organize himself. He has been told that his mom drank during pregnancy and that he has learning disabilities. Jack has been couch‐surfing at friends’ homes and partying for the last couple of years but is growing tired of this lifestyle. He wants to get a job and a place of his own Jack is close to his girlfriend’s family and his uncle and aunt; he thinks Task / Step Supported By: Time‐Line place of his own. Jack is close to his girlfriend s family and his uncle and aunt; he thinks he could stay temporarily with them. Task / Step Supported By: Time‐Line Residence required Uncle – Housing Resources Immediate & 3 ‐ 6 months Treatment? Girlfriend – Treatment Program Immediate First Aid Certification Us ‐ Referral By February 01, 2012 Health & Safety Training Us ‐ Referral By February 01, 2012 Driver’s License Uncle – CASS Program By February 01, 2012

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Pre‐Employment – Ready To Work Pre Employment Ready To Work

Some clients will require some assistance to Some clients will require some assistance to prepare for the interview process and integration into the workplace. Career practitioners can facilitate this preparation through strategies like

  • Mock Interviews
  • Workplace Culture and Expectations discussions
  • Personal Presentation discussions

Personal Presentation discussions

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Multi‐barriers – professional advice; Multi barriers professional advice;

  • Be aware of your own biases & their affect on you

e a a e o you o b ases & t e a ect o you

  • You’re here to help not to judge – stay positive
  • Never be more invested in a person’s problems than
  • Never be more invested in a person s problems than

they are – causes resentment and burn‐out

  • You’re Employment Support

get help with the rest

  • You re Employment Support – get help with the rest
  • Not everybody is ready for what he have to offer right

now be patient and don’t beat yourself up now – be patient and don’t beat yourself up

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Professional Relationship Building Professional Relationship Building

  • Seek to understand the person,

h i i i

  • Ensure the message you are giving is

consistent between your words, tonality and b d l body language

  • The person may not remember what was said,

but they’ll remember how you made them feel!

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Relationship‐Based Supports Relationship Based Supports

Most elements of supported employment are relationship pp p y p

  • driven. We develop relationships with…
  • Clientele to better understand and support their goals
  • Employers ‐ in order to market the people we serve
  • Supervisors & Co‐workers ‐ in order to maintain the job and

develop natural supports develop natural supports

  • Be familiar with the ‘whole person’ – get to know them (while

maintaining healthy professional boundaries)

Trust and good communication are essential

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Addressing Systemic Barriers Addressing Systemic Barriers

  • Partnerships

Partnerships

– Extend and increase our resources

  • Self‐Advocacy

Self Advocacy

– Persistent, unified voices – Form advocacy groups (Right To Work) Form advocacy groups (Right To Work)

  • Economic Development

– On your own terms On your own terms – Cooperatives, Social Ventures, Entrepreneurship – Community‐based, community‐values Community based, community values

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Using Technology Using Technology

Getting on‐line is a great way to overcome isolation, Gett g o e s a g eat ay to o e co e so at o , make valuable connections and form alliances and partnerships. p p

  • Advocacy Groups – websites, Facebook
  • Researching disabilities strategies ‐ Google

Researching disabilities, strategies Google

  • LinkedIn Professional site‐ Aboriginal HR
  • Blogs

for tools ideas advocacy

  • Blogs – for tools, ideas, advocacy
  • Information – (New Ministry ‐ aboriginal.alberta.ca)
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Resources Resources

The Conference Board of Canada – The Conference Board of Canada Tapping The Talents of People with Disabilities

Htt // f b d /d t ?DID 85 Http://www.conferenceboard.ca/documents.aspx?DID=85

Th R d t I l i I t ti P l ith The Road to Inclusion – Integrating People with Disabilities into the Workplace

// / / http://www.deloitte.com/assets/Dcom‐ Canada/Local%20Assets/Documents/About%20us/Divers ity/ca en dialogue on diversity v2 080710 pdf ity/ca_en_dialogue_on_diversity_v2_080710.pdf

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Resources Resources

  • The Aboriginal Human Resource Network

g www.aboriginalhr.ca

  • The Canadian Association for Supported Employment

www.supportedemployment.ca

  • The Alberta Association for Supported Employment

aase ca www.aase.ca

  • Training Resource Network www.TRNINC.com
  • 30 Ways To Shine By Denise Bissonnette
  • Working Together By Dale DiLeo & David Hagner
  • Working Together By Dale DiLeo & David Hagner