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Education, training and persons with disabilities
Queen’s International Institute on Social Policy 2013:
Skills Development and At-Risk Populations in the 21st Century Cameron Crawford
Director of Research, IRIS August 21, 2013
Overview
• Data sources and definitions • People with disabilities:
– Who are we talking about? – Employment situation? – A few critical factors that help explain why the rate
of employment is significantly lower
• What can be done about it? – Effective practices – Barrier removal
2
3
Main data sources
• Statistics Canada’s: – Survey of Labour and Income Dynamics (SLID) of
various years – Participation and Activity Limitation Survey
(PALS) of 2006 and linked data from the Census of 2006
• Scholarly and research literature from 2000 • Interviews with government officials in all
provinces & territories
‘Disability’ • Statistics Canada:
– Any difficulty hearing, seeing, communicating, walking, climbing stairs, bending, learning or doing any similar activities; or
– Any reduction of the amount or kind of activities a person can do at home, school or work, or in other activities such as transportation or leisure, because of a physical condition or mental condition or health problem
4
5
‘Working-age’ and ‘employment’
• Working-age: – 16 – 64 years (SLID) – 15 – 64 years (PALS) – Other age groupings are defined in
presentation
• Employment – SLID – Working all year, unless indicated
otherwise – PALS – Working in the reference week
Population estimate
• Number of working-age people with disabilities depends on the survey. E.g.,: – 2.4 million (PALS 2006 – 11.5%) – 5.2 million (SLID 2010 – 22.8%) – Very different approaches to sampling in
PALS and SLID
6
People with disabilities are slightly more likely to be women (PALS 2006 & SLID 2010)
7
49.6% 50.3%
46.8%
49.7% 50.4%
49.7%
53.2%
50.3%
42.0%
44.0%
46.0%
48.0%
50.0%
52.0%
54.0%
Disabilities No disabilities Disabilities No disabilities
SLID PALS
Men Women
Disability and age: prevalence increases (PALS 2006)
4.6% 4.9% 6.1% 6.1% 8.3%
10.7% 14.2%
16.1%
21.0%
25.1%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
15-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64
Disability rate by age
8
Further dimensions of diversity, such as…
• Aboriginal person status • Visible minority status • Sexual orientation / gender broadly defined
(incl. LGBT) • Disability-specific details…
– Type (e.g., mobility, seeing, hearing, psychiatric, Learning, Disability, intellectual/developmental), severity, age at onset, cause (e.g., perinatal, illness/disease, ‘aging’, work, various accidents, unknown)
9
10
The (all year) employment rate of people with disabilities is consistently lower than that of people without disabilities, but generally improved from 1999 up to the international financial crisis (SLID)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0
99 00 01 02 03 04 05 06 07 08 09 10
% e
mp
loye
d a
ll y
ear
With disabilities Without disabilities
Linear (With disabilities) Linear (Without disabilities)
The employment gap has been longstanding in all jurisdictions (PALS)
11
12
Historical gender gap in all-year employment is narrowing (Working-age, SLID)
Men 2002
Women 2002
Men 2010
Women 2010
With disabilities 52.4 41.6 48.6 46.1 Without disabilities 69.6 59.2 68.7 63.0
30.0 35.0 40.0 45.0 50.0 55.0 60.0 65.0 70.0 75.0
% e
mpl
oyed
all
year
Marked differences in employment rates by type of disability (PALS)
13
14
Employment levels decrease with severity of disability (PALS 2006)
.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
Mild Moderate Severe Very Severe
Employed
All-year employment rates increase with increases in education level (Working-age, SLID 2010)
15
27.9%
48.0%
44.2%
54.8%
60.2%
44.4%
64.3%
54.5%
74.2%
76.2%
0.0% 20.0% 40.0% 60.0% 80.0%
Less than high school graduation
High school graduation
Some post-secondary (no certificate)
Non-university post-secondary certificate
University certificate
No disabilities Disabilities
Highest level of educational certification has increased, by disability status, 1999, 2004, 2008 and 2010* (Working-age, SLID)
16 * Totals exclude missing cases (i.e., “not stated”) and have been rescaled to 100%.
99 04 08 10 99 04 08 10 With disability Without disability
University certificate 10.2 14.3 16.9 15.8 17.9 22.5 25.4 25.9 Non-university post-secondary certificate 27.1 31.3 30.9 32.8 28.2 30.1 29.9 30.0
Some post-secondary (no certificate) 13.2 13.0 14.3 14.3 15.9 16.2 16.4 16.2
High school diploma 16.7 16.3 14.4 15.5 17.6 15.3 13.8 13.2 Less than high school
diploma 32.7 25.1 23.5 21.7 20.3 15.9 14.4 14.6
0%
20%
40%
60%
80%
100%
People with disabilities are less likely to be attending school, but the attendance gap is not so large among youth (SLID, 2010)
17
8.8%
16.8%
25.2%
30.1%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
Disabilities 16 - 64 years
No disabilities 16 - 64 years
Disabilities 20 - 29 years
No disabilities 20 - 29 years
Attending school
In a recent study by Carter, Austin & Trainor (2012)…
• The single strongest predictor youth (23 to 26 years) with severe disability having a paying job at or above the minimum wage two years after leaving high school is… – Having a job for pay while attending high
school
18
Young people 16 – 21 years with disabilities are more likely to be in high school but less likely to have jobs while attending (SLID 2010)
19
67.9%
39.1%
54.6% 56.9%
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
Attending high school Of attending high school -- % with any
employment
Attending high school Of attending high school -- % with any
employment
Disabilities No disabilities
Accommodations in education
• We don’t really know the extent of need for various accommodations in education because only those attending (or who had recently attended) were asked about this in PALS 2006 – Reasonable to expect that many of those who have
unmet needs for accommodations would not be attending school
– Among people attending, relatively few needed built environmental features or services (9.7%) or assistive devices or services for education (17.6%) in 2006
– Among people attending, 29.1% had a severe/very severe level of disability; among people not attending, 39.8% 20
Work-related training matters (Working-age people with disabilities, PALS 2006)
• Work-related training is associated with positive employment outcomes
• Lack of work-related training is reported as one of the main barriers to employment by people with disabilities who are outside of the labour force 60.0%
62.0% 64.0% 66.0% 68.0% 70.0% 72.0% 74.0% 76.0% 78.0% 80.0%
% employed
Classroom or OTJ training sometime 2001-2006 No training 2001-2006
21
22
Employment levels vary by whether job supports are needed (Working-age people with disabilities, PALS 2006*)
* People active in the labour force at some point from 2001-2006
0.0% 20.0% 40.0% 60.0% 80.0%
Job redesign Modified work hours
Human support Technical aids Computer aids
Communication aids Accessible workstation
Modified chair Rails, ramps
Appropriate parking Accessible elevator
Accessible washroom Accessible transportation
Req. & employed Require
Employment levels vary by whether needed job supports are available (Working-age people with disabilities, PALS 2006*)
23 * People active in the labour force at some point from 2001-2006
.0% 20.0% 40.0% 60.0% 80.0% 100.0%
Job redesign Modified work hours
Human support Technical aids Computer aids
Communication aids Accessible workstation
Modified chair Rails, ramps
Parking Accessible elevator
Accessible washroom Accessible transportation
Supports available Supports not available
Widely needed job supports can be difficult to obtain for youth (PALS 2006)
24
25
Employment levels also vary by…
• Age • Gender • Aboriginal person status • Visible minority status • Province / territory • Disability-specific factors
– Type, severity, age at onset, cause – Access to needed help and aids/devices for everyday living – Income system disincentives & barriers and enablers
• Interaction / layering between all these and a range of other factors
EFFECTIVE PRACTICES IN EMPLOYMENT-RELATED PROGRAMS
26
Service delivery • Skilled staff with positive views about the
employment potential of people with disabilities • Measures to strengthen individuals’ self-confidence • Holistic, individualized, long-range employment
planning • Employment-focused approaches (e.g., place and
train) • Achieving a good fit between individual’s interests
and aptitudes and employment opportunities / employer needs
• Coordinated approach (funding, supports, education / training, employment)
27
Overcoming barriers in the workplace
• Ensuring support is available: – Ongoing support to individuals with disabilities
(human and technological supports; extended health benefits)
• For people who experience factors that aggravate disability and place their job at risk
• For people with late onset disability who are at risk of job loss
– Ongoing support to employers (problem-solving assistance)
28
Overcoming barriers in the workplace
• Providing employer education / awareness-raising – About the employment potential of people with
disabilities – Business case for hiring and retaining people with
disabilities – About how to accommodate – Various Employers’ Forums are doing this kind of work
29
Overcoming barriers in education: Key to increasing the employment of people with disabilities • Need to ensure that supportive measures that should be in place,
such as: – Human and technological support – Accessible transportation and educational / training facilities – Funding for tuition, books and supplies – Modified curricula / flexibility as needed – Mix of classroom training and work experience for some – Support for longer-term rather than short-term
programming – Access to literacy and numeracy upgrading where required
30
Organizational networking and collaboration
• Effective organizations: – Are well-connected to employers,
governments, educators / trainers and other stakeholders
– Share experiences and best practices
31
Future directions • Facilitate access to post-secondary education
and training and the supports needed to succeed, there
• Facilitate transitions from school to work, and ensure necessary supports are available
• Implement individualized, client focused, well-coordinated approaches
• Attend to issues facing youth, learn about what works well and continue to build on successes with following cohorts of young people 32