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Semelhante a Accommodating needs workshop (april 2010) fr
Semelhante a Accommodating needs workshop (april 2010) fr (20)
Accommodating needs workshop (april 2010) fr
- 1. Le Réseau des personnes handicapées et la communauté des cadres intermédiaires présentent L’adaptation aux besoins (les responsabilités des gestionnaires et des employés) Le 12 avril 2010
- 5. Scénarios
- 9. Merci
Notas do Editor
- Mark Corey’s Speaking notes Note: Eugenie and Denise will open the session. They will introduce you and ask you to Before we get started I would like to set the stage with a 3 minute video clip which was borrowed from an HRDC and CCRA Accommodation’s Course. Show video There are a lot of powerful messages in the video.
- So if accommodation is so important to the employee and the manager, and the managers role is key... Why do we accommodate? Simple reason is that it is a win-win for all! What is the evidence? (see above) You’ll hear more in a few minutes!
- Yes but…given fiscal restraint…doesn’t it cost a lot to do all this accommodation? No, Costs: 50% of the time they are free. (Example: Moving a person to another office to avoid the off-gassing of the new materials from the renovations going on at 235 Queen Street. We have people who have discovered they have “environmental sensitivities” and are sick from the phenol and formaldehyde that is off-gassing from the new furniture, carpets, etc. Costs: 30% of the time they are less than $500 - Example: left handled mouse; special software Only 20% of the costs are more than $500, - Example: renovations to a washroom to permit access. AND if you amortize the costs over the employee’s career - the cost is insignificant! Given all the benefits as covered on the previous slide, across the whole organization, accommodation pays back significantly!
- Example: Newly arriving disability : Debbie Nordal woke up one morning with MS. Today, after the assistance of the HR staff in the Winnipeg office, she is a highly performing employee in the Edmonton Office and a strong member of the Advisory Committee. As you have seen in each case presented today: Managers play a “VITAL” role But there is still the “fear” factor on the part of the employee: -will they loose their job? -will they be laughed at or scorned by their manager ?(Culture Change needed) -will they be seen as “not promotable material” or a “trouble maker”?
- We’ll be making recommendations on policy and procedures - please take them seriously. Please support “Awareness Building” regarding “Accommodation.” For example: -support the “Accommodation Workshop” being used in IC -have all managers attend the workshop and make it available to other employees. (Howard Dudley and his people in Facilities Management have agreed that they want and need their staff to attend the workshop). Help us change the culture through your actions and support Help us build a site for IC (accessible outside of IC also) so that all employees can find the information electronically. Support the hiring of a co-op student to find and research the information for the site (e.g. existing procedures, best practices; existing government and other sites that can be hot linked, who to call, etc.)
- Thank you.