How I Entered The Career of Employment Specialist

Around 13 years ago, I met with a case worker from WorkBC while waiting for surgery. As we chatted about why I was there, I remember wondering what it would be like to have their job. Then I thought about all of the education they must have completed to be in that role and I decided it couldn’t be something for me.

I recently found myself at WorkBC again after a major life transition. I met with my Case Manager a couple of times. We talked about what I enjoyed about my previous jobs and where I would like to go from here. I loved the job I had running our local laundromat and working with people. I’m a very social person so it was a perfect fit for me, but when I moved away for a new opportunity, I had to leave this job I loved. When I moved back, a full-time role wasn’t available anymore.

One day my WorkBC Case Manager called me and asked me to come in. She provided me with information regarding a course to become a Disability Employment Specialist. After reading it I was intrigued, but I was concerned I didn’t have enough of an education to complete it. She quickly assured me that this was something I could do, and I trusted her.

This was a 20-week course, 12 weeks of school, and eight weeks of practicum. Classes were mostly online via Zoom, with the exception of a few in person classes like First Aid. Some days were long, classes ran from 9:30 until 4:30 and were followed by homework, but it was a lot of fun. I looked forward to meeting with my classmates online and getting to know them.

I received so many certificates, including Standard First Aid, Mental Health First Aid, Trauma Informed Care, Non-Violent Crisis Intervention, Inclusive/Customized Employment Levels 1 and 2, and more.

I have learned about different career theories, how to apply them to work with clients with varying needs, and accessibility and inclusion in the workplace (more certificates!).

I am excited about working with clients and helping give them the tools they require to navigate their career path. I have learned so much from this course. I started out not knowing what career theories were and now I understand what they are and how they are helpful. I have never worked before as a career practitioner but I am excited about my future as a Disability Employment Specialist. I know this will help me become better at my job, and I can already picture different scenarios where I can use different theories and models.

But I also developed skills for managing my own career. I now have skills in my toolbox to help slow down racing thoughts and to rationalize what’s going on a little better.

One career theory I’ve enjoyed most is the Chaos Theory of Careers. One of the main principles is to be open minded and curious. I’m not going to lie, when my case worker suggested this career to me, I was completely surprised. I had never seen myself in this kind of employment before although I had often thought it would be a great career. I was open minded and trusted her instinct, definitely curious, and started looking more into it.

This theory suggests experimenting with new things and looking for clues. So many of the things we experienced in the course are things I was wanting to do already: to help myself with helping others. For example, I had already been considering taking Trauma Informed Care certification and Mental Health First Aid. I think these things are the ‘clues’ that this was something in the right direction for me.

The Chaos Theory of Careers also looks at taking baby steps – I need to pay more attention to this one as I tend to feel very overwhelmed quite often, and there is so much going on all the time around me.

Finally, Chaos Theory of Careers asks us to understand the bigger picture. I have an understanding of many of the different things I can do with this training, and I am so thankful. Not only will this help me with my career but it is also very beneficial for any interaction with people on a daily basis.

I am very thankful for all I have learned in this class, and I am excited about the opportunities I now have in working with people.

 Written by: Tamara

Many Employers Know Creating An Inclusive Workplace Is Important, But They Need Help With The How

How do you create an inclusive workplace? Research shows that some of the keys to creating inclusive environments are exactly as you would guess: researchers see that when an employer focuses most on what a potential employee can do, instead of what they can’t, employees are more likely to succeed. Similarly, when an employer is willing to be flexible, and consider how an employee might work best, perhaps remotely or with a less than traditional schedule, talented people stay in their jobs longer.

In today’s labour market, where many industries are experiencing critical staff shortages, we know employers are primed to do what is needed to tap into talent they may have overlooked before. It’s prime time that employers looked to people with disabilities to fill their labour needs.

When Open Door Group and Presidents Group, two BC based non-profits focused on disability and employment, decided to partner on a project to help employers tap into this underutilized labour pool, that’s where we chose to focus. How do we make a practical tool that can help employers understand what it takes to create a truly inclusive workplace? How do we connect them to the knowledge and resources to get there?

The result is The Disability Inclusive Employer Self-Assessment.

Presidents Group and Open Door Group collaborated to dive deep into recent international research on practices that truly increase inclusion and retention of people with disabilities in the workplace. The result is a 35 question self-assessment which identifies the top practices in areas such as hiring and retention practices, employee benefits, physical and digital accessibility, organizational culture, and metrics.

The Disability Inclusive Employer Self-Assessment is the first of its kind: a disability inclusion self-assessment designed for Canadian employers which helps them gauge their current state and connect to resources to help them improve. It takes about 15 minutes to complete, and it’s free to access. After answering the 35 questions in the assessment, employers immediately receive a report with recommended resources and offers of free support in finding and retaining talent with disabilities.  

If you’re looking for one meaningful action you can take during National Disability Employment Awareness Month, consider taking 15 minutes to gauge your own company’s practices.

If you’re looking for two meaningful actions, fill it out yourself, and tell one other business leader about the tool. Your business will be better for it.

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Trish Kelly is the in-house Accessibility Consultant for Open Door Group, and was project lead in the development of the Disability Inclusive Employer Self-Assessment. She lives in downtown Squamish on unceded territory of the Sḵwx̱wú7mesh Úxwumixw (Squamish Nation).

Somewhere Else Café Has A Place For Everyone

The Somewhere Else Café sits about 10 kms north of Hope on Hwy #1 in Dogwood Valley. For more than 35 years, owner and head cook Gail Marlatt has served up bountiful fresh home cooked meals to truckers, travellers and locals alike, earning trust and loyalty in return.

We spoke with Gail and her staff about their experiences with employing people with disabilities.

“We are a small place, we’re family. Everyone has a place here.”

— Gail Marlatt

Why is inclusivity important to Somewhere Else Cafe?

Everyone needs a chance. The staff are very protective and support each other. We just take it as it is, working together, learning from each other, and staying flexible.

How has working with employees with disabilities impacted your other staff?

The staff at the café care about each other, they are all are very understanding of each other’s needs. Having co-workers who experience disabilities has helped the team realize that effective communication is very important and that listening is key. There are two young men who work at the café on a casual basis and working alongside colleagues with disabilities has not only taught them compassion and understanding but has also helped them gain perspective on their own challenges.

Have you noticed any impact on your customer experience by hiring persons with disabilities?

Customers have all been just lovely when they see that the restaurant is an equal opportunity workplace. The staff are responsive to each worker’s needs and they work as an effective team; respecting everyone’s abilities and ensuring a positive work experience for everyone.

One member of the kitchen staff, who has a visible disability, is happy to tell anyone who asks that he is saving up his earnings to buy a boat and motor. He is so committed to this dream that he is very frugal with his spending. He resists spending $1.50 on a pop, choosing to either charm the servers into buying his pops or instead saving his money and drinking water on shift. He has a cognitive disability and he is smart like a fox. He knows how to get what he needs at work and the staff enjoy learning more about him every day.

One of the café’s servers shared that customers enjoy interacting with staff and charming interaction between customers and staff will often happen throughout the day. The Somewhere Else Café is one of those comfortable places where total strangers will chat across tables. There’s lots of laughter and story telling and it’s a safe and friendly place for everyone.

What would you say are some of the benefits to being an inclusive employer?

We don’t think about it. Everyone deserves a chance. We take everyone as they are. Hiring people who have disabilities is not new to the Somewhere Else Café. Some disabilities are visible and some are not. The staff is diverse and inclusive and always have been, inclusive hiring has never been a conscious decision. It just happened by being open and receptive and accepting people for who they are.

Ready to diversify your team and become an inclusive employer?

Learn more about hiring people with disabilities and how Free Rein Associates can support.

Returning To Work While On CPP Disability Benefits

Most people who receive CPP Disability benefits experience severe and/or prolonged limitations that prevent them from working at any job on a regular basis, but most would benefit from the additional income that a part time or temporary job would bring.

Many are under the impression they can’t work because their CPP benefits would be cut off or lessened to the point that it would not make financial sense to work. This is not entirely true.

You must contact Service Canada when you begin working, and once you have earned $6,400 (before tax) in 2022. Your disability benefits may be impacted by your gross (before tax) earnings:

• If you earn below $6,400 (before tax), this alone should not affect your disability benefits.

• If you earn between $6,400 and $17,489.40 (before tax), this may show that you are regularly capable of working and it may affect your disability benefits.

• If you earn $17,489.40 (before tax) or more, this demonstrates you are regularly capable of working and you will likely no longer qualify for disability benefits.

So, let’s look at this $6,400 before tax amount. If a person works two 4-hour shifts per week at minimum wage ($15.65), the weekly wage before tax will be $125.20. Multiply this by 52 weeks to determine the annual wage before tax, they would be earning $6,510.40 in a year. While this amount is slightly higher than the amount allowed, the effect to the benefits will be very minimal.

It’s not until you start earning substantially more that Service Canada will begin to ask if you are capable of working on a regular basis. This means a person can work and earn extra income without penalty. So, a part time job of 8 hours a week is possible for you. You can also consider a temporary or seasonal position too.

I also think there may be small business employers who will appreciate having an employee who doesn’t want many hours but can be a reliable part-time employee.

While your benefits will stop once you have reached the $17, 489.40 threshold, it doesn’t go away permanently. If you return to work on a regular basis, you may be able to continue to receive your disability benefits for three months. This gives you and the CPP time to evaluate your ability to work regularly.

If you are no longer able to work after your benefits stop, you may qualify for the Automatic Reinstatement or the Fast Track application process. These options are designed to get you back into pay as quickly as possible when you are unable to continue working due to a reoccurrence of the same or related disability. Communication with Service Canada about this subject is key, keeping them informed about what you are trying to do lets them know what is happening if they see you reporting income earnings.

Allowing someone to work while on CPP Disability gives them an opportunity to earn extra income which in turn gives a person increased self confidence, greater independence, and a sense of contributing to their community.