ADVANCING INCLUSIVE EMPLOYMENT OPPORTUNITIES (2024)
Issue
An intellectual or developmental disability (IDD) is a lifelong condition that affects an individual’s growth and development. Neurodiversity is a commonly accepted term used to describe someone diagnosed with autism spectrum disorder (ASD) or other cognitive processing challenges. Individuals with IDD or neurodiversity are underrepresented in today’s labour market, leaving them more vulnerable to poverty and struggles with adult independence.
BC employers need resources to provide mutually beneficial, supportive career opportunities to this demographic, and to help address the employers’ ongoing labour needs.
Background
As BC employers experience an acute labour shortage fueled by an aging workforce and the effects of a pandemic, now is the time for businesses to consider how hiring a person with an intellectual or developmental disability (IDD) or neurodiversity can work for them.
According to the BC Chamber of Commerce’s Addressing the Labour Market Gap – Insights Report,[1] released in May 2023, it was identified that a top challenge for employers was finding qualified candidates that matched the job description. Meanwhile, nearly half of respondents to the survey reported that the time and costs associated with the administrative process of recruitment also pose significant challenges.
Hiring a person with IDD or neurodiversity is a real solution to the recruitment challenges faced by employers in BC. There are more than 70,000 people living in British Columbia aged 15 years or older who report living with IDD or neurodiversity. According to New Data on Disability in 2022, 28.6% of British Columbians aged 15 years or older report having one or more disability,[2] with approximately 5.1% having IDD or neurodiversity.[3] In communities across the province, there are organizations that work every day to help employers by offering creative staffing solutions, candidate pre-screening, and one-on-one support through the hiring and training process.
A study by Deloitte shows that companies with inclusive cultures are:
- Eight times more likely to have better business outcomes;
- Two times more likely to meet or exceed financial targets;
- Three times more likely to be high performing; and
- Six times more likely to be innovative and agile.[4]
Businesses with a diverse workforce have 28% higher revenue and 30% higher profit margins than companies that don’t.[5] Jobs Ability Canada notes that staff retention rates are 72% higher among people who have a disability.[6] This is reflected among employers in a wide range of sectors, including hospitality/retail, manufacturing, clerical/accounting and more. In addition, people with IDD/neurodiversity often have large support networks that can result in a loyal customer base for a business that demonstrates inclusive hiring practices.
A Business Case
A local employer has a part-time entry-level position in its accounting department. The tasks are basic and repetitive but central to document storage, which is an industry compliance requirement. The employer experiences higher-than-average turnover in this role, typically every six months, with employees either moving up in the company or on to other jobs with more hours and more challenging accountabilities. The employer estimates the expenses related to recruiting and onboarding to be $5,000 for every new hire.
With the support of Aspire Richmond, a local service provider, the employer hires a person through their customized employment program. An employment specialist supports the individual through the screening process and offers on-the-job coaching until she is comfortable doing the job independently. The individual has been in the role for 13 years, saving the employer an estimated $130,000 in expenses associated with recruiting for this position.
What’s Needed Now?
Inclusion BC is a provincial non-profit organization that actively advocates for the rights and opportunities of people with IDD/neurodiversity and their families. Their membership includes people with IDD and neurodiversity, their families, and the organizations that serve them. Member organizations have been offering customized employment support for people with IDD/neurodiversity for more than a decade.
In Richmond, Aspire Richmond has been a pioneer in customized employment support for the past 15 years and has a proven track record of helping local employers find qualified and reliable employees. In addition to other employment programming, Pacific Family Autism Network, in partnership with YVR, has recently opened Paper Planes Café, which offers paid training for adults from the neurodiverse community. Examples of organizations like this exist in communities across the province.
However, much of this work is funded through donations, grants, and goodwill. Nearly a decade after our Provincial Government proclaimed September as Disability Employment Awareness Month, it is time for the government to step up and create incentives for employers and offer improved training opportunities for people with IDD and neurodiversity.
With more employers looking to hire individuals with IDD or neurodiversity, adjustments to the Persons with Disability (PWD) income benefit need to be made to encourage career growth and development for these employees. Currently, a single person with no dependents can earn $16,200 annually in addition to receiving a maximum PWD benefit of $19,160.50 for a combined annual income of $35,360.50[7]. With the high cost of living in most areas of BC, this combined income leaves little opportunity for savings after basic expenses are paid.
In addition, PWD benefits include a free bus pass or transportation supplement, along with basic extended health/dental/optical coverage. These are benefits that most people with IDD/neurodiversity cannot afford to lose.
However, if the individual’s annual earnings exceed $16,200, their PWD benefit is reduced dollar for dollar. This creates a disincentive for the individual to increase hours of employment or accept a promotion/pay raise since they would effectively continue to receive the same combined income. In addition, increased earnings could jeopardize the individual’s qualification to receive future PWD benefits.
Restructuring the earnings threshold to allow for a phased reduction rather than a sudden cessation will allow employers to offer employees with IDD or neurodiversity increased hours or promotions without having to source additional staff. This will also offer individuals an improved quality of life and contribute to their own financial independence.
Inclusion BC was consulted in the development of this resolution and supports its recommendations.
THE CHAMBER RECOMMENDS
That the Provincial Government:
- Create a permanent skills development and training fund for employers of people with IDD/neurodiversity to offset the hard costs of onboarding new staff or upskilling existing staff.
- Provide funding to adapt curriculum delivery and offer direct support for people with IDD/neurodiversity to acquire post-secondary learning (trades, college, university) to improve qualifications for employment opportunities.
- Restructure the annual earnings exemption threshold so that people who receive Persons With Disabilities (PWD) benefits and are employed are not disincentivized from building a meaningful career.