{"id":6361,"date":"2021-10-28T07:00:00","date_gmt":"2021-10-28T13:00:00","guid":{"rendered":"https:\/\/supportedemployment.ca\/?p=6361"},"modified":"2023-07-05T16:58:34","modified_gmt":"2023-07-05T16:58:34","slug":"balado-les-forces-au-travail-ressources-qui-sont-mises-a-la-disposition-des-employeurs-qui-veulent-embaucher-des-personnes-en-situation-de-handicap","status":"publish","type":"post","link":"https:\/\/www.supportedemployment.ca\/fr\/balado-les-forces-au-travail-ressources-qui-sont-mises-a-la-disposition-des-employeurs-qui-veulent-embaucher-des-personnes-en-situation-de-handicap\/","title":{"rendered":"Balado Les forces au travail: Ressources qui sont mises \u00e0 la disposition des employeurs qui veulent embaucher des personnes en situation de handicap"},"content":{"rendered":"\n<iframe src=\"https:\/\/anchor.fm\/abilitiesatwork\/embed\/episodes\/13--Ressources-qui-sont-offertes-aux-employeurs-qui-veulent-embaucher-des-personnes-en-situation-de-handicap-e195u2m\" height=\"204px\" width=\"800px\" frameborder=\"0\" scrolling=\"no\"><\/iframe>\n\n\n\n<p class=\"has-medium-font-size\">Dans le quatri\u00e8me \u00e9pisode de la deuxi\u00e8me saison du balado <em>Les forces au travail!<\/em> nous parlons avec Joseph Giulione (membre du conseil d&#8217;administration de l\u2019ACSE) et Marussia Paradis (coordonnatrice&nbsp;du&nbsp;projet&nbsp;MentorHabilet\u00e9s&nbsp;Canada&nbsp;au Qu\u00e9bec) des ressources qui sont offertes aux employeurs qui veulent embaucher des personnes en situation de handicap.<br>Ressources:<br>&#8211;&nbsp;<a href=\"https:\/\/supportedemployment.ca\" target=\"_blank\" rel=\"noreferrer noopener\">l\u2019ACSE<\/a><br>&#8211;&nbsp;<a href=\"https:\/\/www.supportedemployment.ca\/about\/about-canadian-association-for-supported-employment\/\" target=\"_blank\" rel=\"noreferrer noopener\"><\/a><a href=\"https:\/\/www.supportedemployment.ca\/fr\/mentorability\/\" target=\"_blank\" rel=\"noreferrer noopener\">MentorHabilet\u00e9s Canada<\/a><br>&#8211; <a href=\"https:\/\/roseph.ca\/\" target=\"_blank\" rel=\"noreferrer noopener\">ROSEPH<\/a><br>&#8211; <a href=\"https:\/\/www.emploiquebec.gouv.qc.ca\/\" target=\"_blank\" rel=\"noreferrer noopener\">Emploi-Qu\u00e9bec <\/a><\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Abonnez-vous <\/strong>au balado Les forces au travail sur:<\/p>\n\n\n\n<ul id=\"block-93610a41-e0af-4bbc-8c5c-1e7d2e5995fd\" class=\"has-medium-font-size wp-block-list\"><li><a href=\"https:\/\/anchor.fm\/abilitiesatwork\" target=\"_blank\" rel=\"noreferrer noopener\">Anchor.fm<\/a>;<\/li><li><a href=\"https:\/\/podcasts.apple.com\/ca\/podcast\/abilities-at-work\/id1576451462\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Apple Podcasts<\/strong><\/a>;<\/li><li><a href=\"https:\/\/www.breaker.audio\/abilities-at-work?__cf_chl_jschl_tk__=531581108da57b87fceb44ffdad34ec7ccca8ae0-1626367799-0-Aa2eJ0jo-V4rxwPGrmLvU3BKbIQeJQ4k05Ui2W8aiASEKsai9sKIBJLgO0_WOz_peIy5DDJMQZVrKXJYulrEJnDE36d5xjLKX1K63IBO7Xl0Iv2kwTqarb4vvsDGwxbIpDz1WKCLtOBKEOZSEBq60cF-zO214kkESDzqZTS4kax7rb81nNS85zcNFIHEMAcLO7r3YB9RbS7T8sgjD96xIRrwb3CWguYcYf0wYAWPn9rYkd4CaM7opV2WQoD1wXdxq9GfaQG9jGyRbUlkGsC9dPESMXqbG58MXo23g-6vrxPGEnfM0zGdloveGjtOb7w0KjYB3iZfIemZtX0B3BRs4DOheEUd_a3whZqUTIA1n4Y_w5xB6YRIz4OHWepDXvL6qNL8Yt7H7Kp41cxXzhWt0IvkGyDgrL97ANP1Q9Pky1kNpJCuc-H7uo5xL55B5WXaa4aEDR9dDdV9WDfi8It_GcGNYEJbBUEcJhd_P4WL4Om0\" target=\"_blank\" rel=\"noreferrer noopener\">Breaker<\/a>;<\/li><li><a href=\"https:\/\/podcasts.google.com\/feed\/aHR0cHM6Ly9hbmNob3IuZm0vcy82MTVjNGM1MC9wb2RjYXN0L3Jzcw==\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Google Podcasts<\/strong><\/a>;<\/li><li><a href=\"https:\/\/pca.st\/crc9z7hf\" target=\"_blank\" rel=\"noreferrer noopener\">Pocket Casts<\/a>; or<\/li><li><strong><a href=\"https:\/\/open.spotify.com\/show\/6tIFTQvEyQWLuIhmOwLQlk\" target=\"_blank\" rel=\"noreferrer noopener\">Spotify<\/a><\/strong>.<\/li><\/ul>\n\n\n\n<p><\/p>\n\n\n\n<p class=\"has-medium-font-size\">In the fourth episode in season two of the Abilities at Work podcast we feature the perspectives of\u202fJoseph\u202fGuilione\u202f(board member at CASE) and Marussia Paradis (program coordinator for\u202fthe\u202fMentorAbility\u202fCanada\u202fproject\u202fin\u202fQuebec) about what resources are available for employers seeking to hire individuals who experience disabilities.<br>Related resources:<br>&#8211; <a href=\"https:\/\/www.supportedemployment.ca\/\" target=\"_blank\" rel=\"noreferrer noopener\">CASE<\/a><br>&#8211; <a href=\"https:\/\/www.supportedemployment.ca\/mentorability\/\" target=\"_blank\" rel=\"noreferrer noopener\">MentorAbility Canada<\/a><br>&#8211; <a href=\"https:\/\/roseph.ca\/\" target=\"_blank\" rel=\"noreferrer noopener\">ROSEPH<\/a><br>&#8211; <a href=\"https:\/\/www.emploiquebec.gouv.qc.ca\/en\/\" target=\"_blank\" rel=\"noreferrer noopener\">Emploi-Qu\u00e9bec<\/a><a href=\"https:\/\/www.emploiquebec.gouv.qc.ca\/\" target=\"_blank\" rel=\"noreferrer noopener\"> <\/a> <\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Subscribe<\/strong> to the Abilities at Work podcast on:<\/p>\n\n\n\n<ul id=\"block-93610a41-e0af-4bbc-8c5c-1e7d2e5995fd\" class=\"has-medium-font-size wp-block-list\"><li><a href=\"https:\/\/anchor.fm\/abilitiesatwork\" target=\"_blank\" rel=\"noreferrer noopener\">Anchor.fm<\/a>;<\/li><li><a href=\"https:\/\/podcasts.apple.com\/ca\/podcast\/abilities-at-work\/id1576451462\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Apple Podcasts<\/strong><\/a>;<\/li><li><a href=\"https:\/\/www.breaker.audio\/abilities-at-work?__cf_chl_jschl_tk__=531581108da57b87fceb44ffdad34ec7ccca8ae0-1626367799-0-Aa2eJ0jo-V4rxwPGrmLvU3BKbIQeJQ4k05Ui2W8aiASEKsai9sKIBJLgO0_WOz_peIy5DDJMQZVrKXJYulrEJnDE36d5xjLKX1K63IBO7Xl0Iv2kwTqarb4vvsDGwxbIpDz1WKCLtOBKEOZSEBq60cF-zO214kkESDzqZTS4kax7rb81nNS85zcNFIHEMAcLO7r3YB9RbS7T8sgjD96xIRrwb3CWguYcYf0wYAWPn9rYkd4CaM7opV2WQoD1wXdxq9GfaQG9jGyRbUlkGsC9dPESMXqbG58MXo23g-6vrxPGEnfM0zGdloveGjtOb7w0KjYB3iZfIemZtX0B3BRs4DOheEUd_a3whZqUTIA1n4Y_w5xB6YRIz4OHWepDXvL6qNL8Yt7H7Kp41cxXzhWt0IvkGyDgrL97ANP1Q9Pky1kNpJCuc-H7uo5xL55B5WXaa4aEDR9dDdV9WDfi8It_GcGNYEJbBUEcJhd_P4WL4Om0\" target=\"_blank\" rel=\"noreferrer noopener\">Breaker<\/a>;<\/li><li><a href=\"https:\/\/podcasts.google.com\/feed\/aHR0cHM6Ly9hbmNob3IuZm0vcy82MTVjNGM1MC9wb2RjYXN0L3Jzcw==\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Google Podcasts<\/strong><\/a>;<\/li><li><a href=\"https:\/\/pca.st\/crc9z7hf\" target=\"_blank\" rel=\"noreferrer noopener\">Pocket Casts<\/a>; or<\/li><li><strong><a href=\"https:\/\/open.spotify.com\/show\/6tIFTQvEyQWLuIhmOwLQlk\" target=\"_blank\" rel=\"noreferrer noopener\">Spotify<\/a><\/strong>.<\/li><\/ul>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" src=\"https:\/\/www.supportedemployment.ca\/wp-content\/uploads\/2021\/08\/Abilities-at-Work-podcast-logo-1.png\" alt=\"Abilities at Work podcast logo\" class=\"wp-image-6070\"\/><\/figure>\n\n\n\n<p style=\"font-size:24px\"><strong>Transcription de l&#8217;\u00e9pisode du podcast:<\/strong><\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Mary Beshai:<\/strong>&nbsp;Bonjour&nbsp;et&nbsp;bienvenue encore une fois au&nbsp;balado&nbsp;<em>Les forces au travail<\/em>!&nbsp;Ce&nbsp;balado&nbsp;parle du soutien \u00e0 l\u2019emploi au Canada. Je suis l\u2019animatrice de cet \u00e9pisode, Mary&nbsp;Beshai&nbsp;\u2013 directrice de&nbsp;MentorHabilet\u00e9s&nbsp;de l\u2019Association canadienne de soutien \u00e0 l\u2019emploi. Merci de vous joindre \u00e0 nous pour la deuxi\u00e8me saison de notre s\u00e9rie de&nbsp;balados. Nous vous serions reconnaissants d\u2019aimer, de vous abonner ou de partager ce&nbsp;balado. En sensibilisant les gens au th\u00e8me du soutien \u00e0 l&#8217;emploi, vous aidez notre r\u00e9seau national de prestataires de services d\u00e9di\u00e9s au soutien \u00e0 l\u2019emploi \u00e0 am\u00e9liorer l\u2019int\u00e9gration en emploi des Canadiens en situation de handicap.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Dans&nbsp;cet&nbsp;l&#8217;\u00e9pisode, nous parlons avec Joseph&nbsp;Giulione&nbsp;et&nbsp;Marussia&nbsp;Paradis des ressources qui sont offertes aux employeurs qui&nbsp;veulent&nbsp;embaucher des personnes en situation de handicap.&nbsp;&nbsp;&nbsp;&nbsp;<br>&nbsp;<br>Joseph&nbsp;soutient depuis plusieurs ann\u00e9es les personnes en situation de handicap&nbsp;et travaille depuis 1984 \u00e0 L&#8217;Arrimage, un service d\u2019aide \u00e0 l\u2019emploi destin\u00e9 aux personnes vivant avec un trouble de sant\u00e9 mentale.&nbsp;Il est pr\u00e9sident du Regroupement des organismes sp\u00e9cialis\u00e9s pour l&#8217;emploi des personnes handicap\u00e9es (ROSEPH), dont il est membre du conseil d&#8217;administration depuis 2006. Joseph collabore r\u00e9guli\u00e8rement avec des comit\u00e9s gouvernementaux, contribuant&nbsp;\u00e0 \u00e9laborer des&nbsp;politiques&nbsp;qui visent&nbsp;\u00e0 faciliter l&#8217;int\u00e9gration professionnelle des personnes&nbsp;en situation de handicap.&nbsp;En tant qu\u2019administrateur de l\u2019ACSE,&nbsp;Joseph&nbsp;contribue&nbsp;\u00e0 la fois par son&nbsp;exp\u00e9rience pratique,&nbsp;son exp\u00e9rience dans l\u2019\u00e9laboration de politiques publiques et&nbsp;par sa&nbsp;connaissance des strat\u00e9gies et programmes du gouvernement provincial en mati\u00e8re d&#8217;emploi et de handicap.&nbsp;&nbsp;<br>Marussia&nbsp;a une&nbsp;tr\u00e8s&nbsp;bonne&nbsp;exp\u00e9rience&nbsp;du soutien \u00e0 l\u2019emploi. Elle est&nbsp;agente de projets chez SPHERE et coordonnatrice&nbsp;du&nbsp;projet&nbsp;MentorHabilet\u00e9s&nbsp;Canada&nbsp;au Qu\u00e9bec.&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Nous avons commenc\u00e9 notre entretien en demandant \u00e0 Joseph de nous parler des ressources qui sont mises \u00e0 la disposition des employeurs qui&nbsp;veulent&nbsp;embaucher des personnes en situation de handicap.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Joseph&nbsp;Giulione:&nbsp;<\/strong>Premi\u00e8rement, quels genres de services sont offerts aux employeurs.&nbsp;Je vous dirais que de fa\u00e7on g\u00e9n\u00e9rale, le panier de services gouvernemental au niveau de l\u2019aide au retour \u00e0 l\u2019emploi est assez bien nanti. \u00c0 la fois il y a des programmes pour faciliter la formation, la mise \u00e0 jour des connaissances, l\u2019int\u00e9gration en emploi, des programmes de soutien\u2026 subventions pour les personnes un petit peu plus \u00e9loign\u00e9es, et il y a des programmes qui offrent du soutien \u00e0 long terme pour faciliter l\u2019int\u00e9gration et le maintien en emploi \u00e0 long terme. Donc, au niveau des personnes en situation de handicap, il y a quand m\u00eame des personnes que leur situation\u2026&nbsp;en fin de compte,&nbsp;ils pourraient faire affaire avec tous les services g\u00e9n\u00e9raux parce que leurs limitations, si on veut, ne sont pas assez significatives pour avoir besoin d\u2019accommodements ou quoi que ce soit au niveau du travail. Donc, par \u00e7a je veux dire que ce n\u2019est \u00e0 cause qu\u2019une personne est en situation de handicap qu\u2019elle a absolument besoin de faire affaire avec un service sp\u00e9cialis\u00e9 d\u2019emploi pour les personnes en situation de handicap. Je pense que c\u2019est important que tout le monde r\u00e9alise et reconnaisse que l\u2019offre de services est toujours bas\u00e9e sur l\u2019individu et ses besoins \u00e0 lui. L\u2019autre\u2026 pour dire ce qu\u2019ils disent souvent ici au niveau d\u2019Emploi-Qu\u00e9bec, c\u2019est le bon service\u2026 le bon individu\u2026 le bon candidat\u2026 le bon individu, le bon service pour le bon individu. Par \u00e7a, on&nbsp;peut dire&nbsp;toujours\u2026&nbsp;que l\u2019offre de services est toujours ax\u00e9e sur les besoins de la personne.&nbsp;Quand on regarde les services sp\u00e9cialis\u00e9s, ce qui nous am\u00e8ne \u00e0 avoir besoin des services sp\u00e9cialis\u00e9s, d\u2019un bord la grande majorit\u00e9 des services sp\u00e9cialis\u00e9s ont 35-40 ans, sont n\u00e9s vraiment de besoins terrain, et pourquoi?&nbsp;C\u2019est parce que nous avons \u00e9t\u00e9 cr\u00e9\u00e9s parce que les services r\u00e9guliers ne r\u00e9pondaient pas une partie de la population, et comme cette population a le droit au travail, on a cr\u00e9\u00e9 des programmes sp\u00e9cialis\u00e9s pour s\u2019assurer que ces personnes-l\u00e0 puissent avoir acc\u00e8s \u00e0 l\u2019emploi. Notre r\u00f4le comme\u2026 on est sp\u00e9cialis\u00e9, \u00e7a veut dire qu\u2019on a une meilleure connaissance des besoins,&nbsp;on a une meilleure capacit\u00e9 de faire des \u00e9valuations, et surtout on est aussi en mesure de d\u00e9terminer c\u2019est quoi les accommodements que&nbsp;la&nbsp;personne aura besoin dans son milieu pour r\u00e9ussir son int\u00e9gration. Et donc le fait que nous on existe, \u00e7a vient enlever, si on veut, une partie du fardeau que l\u2019employeur pourrait vivre, qui exemple aimerait bien embaucher quelqu\u2019un en situation de handicap, il ne sait pas comment, quels genres d\u2019accommodements. Il ne sait pas comment les mettre en place, il ne sait pas comment pr\u00e9senter la personne, si on veut, au niveau de son personnel, il ne sait pas comment aider le superviseur imm\u00e9diat pour mettre en place l\u2019int\u00e9gration en emploi et faciliter les \u00e9changes. Des fois, \u00e7a peut \u00eatre quelque chose\u2026 juste de mieux comprendre, des fois le monde aimerait bien poser une question mais ils ont peur de la poser. Donc comment on pose la bonne question, des fois c\u2019est beaucoup plus \u00e9labor\u00e9\u2026 parce qu\u2019on a besoin de faire des modifications au niveau,&nbsp;exemple du milieu de travail\u2026 lever une table de travail ou la baisser, permettre un travail debout, etc. Donc les accommodements c\u2019est vraiment un travail qui doit \u00eatre fait pour s\u2019assurer que la personne qui entre dans son poste est capable de fonctionner \u00e0 son maximum. Et donc, on&nbsp;a&nbsp;un r\u00f4le l\u00e0-dedans. On&nbsp;a&nbsp;aussi un r\u00f4le de sensibilisation. On&nbsp;a&nbsp;un r\u00f4le au&nbsp;niveau de l\u2019employeur. Des fois, le travail commence pendant que la personne est \u00e0 l\u2019\u00e9cole, donc c\u2019est faire de la transition de l\u2019\u00e9cole \u00e0 la vie active. Des fois, c\u2019est quelqu\u2019un qui est dans des services de r\u00e9adaptation, donc c\u2019est faire la passerelle entre la r\u00e9adaptation et le travail. On n\u2019oublie jamais que nous on est des services d\u2019emploi. Donc, tout le monde qui vient chez nous, c\u2019est parce qu\u2019ils ont un int\u00e9r\u00eat \u00e0 aller travailler. Ils veulent aller travailler, donc c\u2019est volontaire. Et plus important, ils ont les capacit\u00e9s d\u2019aller travailler, c\u2019est juste que pour une raison ou une autre, ils n\u2019ont pas \u00e9t\u00e9 capables de r\u00e9aliser ce r\u00eave-l\u00e0. Donc, qu\u2019est-ce qu\u2019on fait? On met en place des choses pour s\u2019assurer que la personne puisse avoir le soutien&nbsp;qu\u2019elle a besoin. Le soutien peut \u00eatre \u00e0 long terme parce que les accommodements sont \u00e0 long terme, peut-\u00eatre que la personne a une maladie d\u00e9g\u00e9n\u00e9rative qui fait qu\u2019elle sera moins fonctionnelle avec le temps. Donc s\u2019assurer que cet accompagnement&nbsp;est&nbsp;l\u00e0 pour que la personne pr\u00e9serve son emploi.&nbsp;Et des fois,&nbsp;c\u2019est&nbsp;des services de pointe, juste pour faire de petits ajustements, mais de petits ajustements qui font la diff\u00e9rence entre quelqu\u2019un qui est embauch\u00e9 et quelqu\u2019un qui ne l\u2019est pas. Et naturellement, il y a tout un travail qui se fait autour de la sensibilisation parce qu\u2019il y a encore beaucoup de\u2026 je dirais\u2026 de pr\u00e9jug\u00e9s contre une client\u00e8le et beaucoup de stigmatisation\u2026 qui pense que c\u2019est une main-d\u2019\u0153uvre qui n\u2019est pas vraiment qualifi\u00e9e. Au contraire c\u2019est une main-d\u2019\u0153uvre qui est qualifi\u00e9e, m\u00eame que c\u2019est une main-d\u2019\u0153uvre qui devrait \u00eatre appel\u00e9e de plus en plus, parce qu\u2019avec la p\u00e9nurie de main-d\u2019\u0153uvre,&nbsp;c\u2019est&nbsp;des personnes qui viennent offrir une solution au manque d\u2019emploi et des probl\u00e8mes d\u2019emploi des employeurs. C\u2019est quand m\u00eame une population int\u00e9ressante, et on voit qu\u2019elles sont sous-exploit\u00e9es malheureusement. Leur taux d\u2019emploi, \u00e0 mon avis, n\u2019est vraiment pas assez \u00e9lev\u00e9. Mais la chose que nous on voit,&nbsp;et&nbsp;d\u2019exp\u00e9rience&nbsp;la chose qu\u2019on voit chez nous, c\u2019est que le monde int\u00e8gre leur emploi, garde leur job. Beaucoup des employeurs qui embauchent nos clients nous rappellent parce qu\u2019ils aimeraient en embaucher d\u2019autres, et ils les voient vraiment comme des solutions \u00e0 leurs probl\u00e8mes. Et c\u2019est comme tous les travailleurs, il y en a qui&nbsp;ont&nbsp;des difficult\u00e9s, il y en a que \u00e7a va bien, il y en a qui aspirent \u00e0 autre chose, donc ils vont changer en cours de route, il y en a d\u2019autres qui sont\u2026 ils sont bien o\u00f9 ils sont. C\u2019est une population comme les autres, c\u2019est une main-d\u2019\u0153uvre comme les autres. Et donc, c\u2019est juste une question des fois de mieux connaitre comment les aborder pour fructifier leur contribution au niveau du march\u00e9 du travail.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Mary&nbsp;Beshai:&nbsp;<\/strong>Nous avons \u00e9galement demand\u00e9 \u00e0&nbsp;Marussia&nbsp;de nous parler des ressources offertes aux employeurs qui veulent embaucher des personnes en situation de handicap.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Marussia Paradis:&nbsp;<\/strong>Lorsqu\u2019un employeur veut embaucher une personne en situation de handicap, veut s\u2019ouvrir \u00e0 ce bassin de&nbsp;main-d\u2019\u0153uvre-l\u00e0, plusieurs ressources existent. Et souvent, c\u2019est un de nos d\u00e9fis de les faire connaitre ces ressources-l\u00e0. Un employeur, disons, au Qu\u00e9bec a acc\u00e8s \u00e0 un regroupement qui est le Regroupement des organismes sp\u00e9cialis\u00e9s pour l\u2019emploi des personnes handicap\u00e9es. Donc, il faut savoir que chaque r\u00e9gion a ce service-l\u00e0, et les employeurs peuvent avoir acc\u00e8s \u00e0 un service sp\u00e9cialis\u00e9 qui lui aide la main-d\u2019\u0153uvre en situation de handicap. Ils ont donc acc\u00e8s \u00e0 de l\u2019expertise, et ils ont aussi acc\u00e8s \u00e0 diff\u00e9rents outils, diff\u00e9rentes mesures, disons, financi\u00e8res,&nbsp;par exemple avec Service-Qu\u00e9bec et avec SPHERE. \u00c7a peut \u00eatre des soutiens pour s\u2019assurer que l\u2019int\u00e9gration se passe bien, \u00e7a peut \u00eatre des soutiens\u2026 des mesures&nbsp;par exemple&nbsp;pour aider&nbsp;au niveau de&nbsp;l\u2019accessibilit\u00e9 des lieux, des professionnels et autres. Donc, l\u2019employeur n\u2019est jamais seul pour int\u00e9grer une personne en situation de handicap. Petite parenth\u00e8se,&nbsp;c\u2019est pas&nbsp;toutes&nbsp;les personnes en situation de handicap qui ont&nbsp;besoin de soutien, mais s\u2019il y a un besoin ou qu\u2019il a besoin de&nbsp;se&nbsp;sentir outill\u00e9, il existe diff\u00e9rents services, donc le ROSEPH, Service-Qu\u00e9bec et SPHERE. Ils ne sont pas seuls les employeurs. D\u2019autre part, et plus que les ann\u00e9es avancent, plus que j\u2019observe qu\u2019il y a de plus en plus d\u2019outils\u2026 parce que souvent les employeurs disent\u202f: ce n\u2019est pas une question de temps, ce n\u2019est pas une question d\u2019argent, c\u2019est une question de connaissances, donc sachez qu\u2019il y a des ressources au Qu\u00e9bec, mais il y a \u00e9galement, si vous allez sur le site Internet de l\u2019Association canadienne du soutien \u00e0 l\u2019emploi, une banque d\u2019informations, d\u2019outils, que ce soit pour les ressources humaines, que ce soit pour les directeurs d\u2019usine, les trucs de sensibilisation, les trucs de formation,&nbsp;et aussi il existe parfois des webinaires, des formations en ligne. Donc, l\u2019employeur a acc\u00e8s \u00e0 ces mesures-l\u00e0, il peut toujours&nbsp;s\u2019y r\u00e9f\u00e9rer et appeler, parler avec quelqu\u2019un pour en discuter.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Mary&nbsp;Beshai:<\/strong>&nbsp;Joseph&nbsp;Giulione&nbsp;et&nbsp;Marussia&nbsp;Paradis, merci d\u2019avoir pris le temps de nous faire part de vos r\u00e9flexions sur les ressources qui existent pour les employeurs qui&nbsp;veulent&nbsp;embaucher des personnes en situation de handicap.&nbsp;<br>&nbsp;<br>Nous vous invitons \u00e0 aimer, \u00e0 vous abonner et \u00e0 partager le&nbsp;balado&nbsp;<em>Les Forces au travail<\/em>.&nbsp;Aidez-nous \u00e0&nbsp;mieux faire connaitre les&nbsp;capacit\u00e9s de travail des Canadiens&nbsp;en situation de handicap&nbsp;et \u00e0 faire en sorte que chacun ait une chance \u00e9gale d&#8217;\u00eatre&nbsp;embauch\u00e9&nbsp;et de r\u00e9aliser son potentiel.&nbsp;Vous \u00e9coutez&nbsp;<em>Les Forces au travail<\/em>.&nbsp;<\/p>\n\n\n\n<p style=\"font-size:24px\"><strong>Podcast episode transcription:<\/strong><\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Mary Beshai:<\/strong>&nbsp;<br>Hello and welcome once again to Abilities at Work! This is Canada\u2019s supported employment&nbsp;podcast. I\u2019m your host for this episode, Mary Beshai &#8211;&nbsp;MentorAbility&nbsp;Canada Director at the Canadian Association for Supported Employment. Thank you for joining us for the second season of the podcast series. We ask that you like, subscribe, share this podcast. By bringing awareness to the topic of supported employment, you help our national network of supported employment service providers deliver increased employment inclusion for Canadians who experience disabilities.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">On today\u2019s episode we discuss&nbsp;what resources are available for employers seeking to hire individuals who experience disabilities&nbsp;with Joseph&nbsp;Guilione&nbsp;and Marussia Paradis.&nbsp;&nbsp;<br>Joseph has many years of experience supporting people who&nbsp;expe&nbsp;disabilities and has worked at&nbsp;L\u2019Arrimage, a supported employment service for people living with mental illness, since 1984. He is the current president for&nbsp;the&nbsp;Regroupement&nbsp;des&nbsp;organismes&nbsp;sp\u00e9cialis\u00e9s&nbsp;pour&nbsp;l\u2019emploi&nbsp;des&nbsp;personnes&nbsp;handicap\u00e9es&nbsp;(ROSEPH), and has served on their board of directors since 2006. Joseph consults regularly with government committees, helping to shape policies to facilitate employment integration for people with disabilities. Joseph brings a combination of practical experience, public policy development and insight on the provincial government\u2019s strategies and programs on employment and disability to his position as a CASE board director.&nbsp;<br>Marussia also has significant supported employment experience. She serves as&nbsp;Agente&nbsp;de&nbsp;projet&nbsp;at SPHERE and program coordinator&nbsp;for the&nbsp;MentorAbility&nbsp;Canada project in Quebec.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">We started our conversation&nbsp;by asking Joseph what resources are available for employers seeking to hire individuals who experience disabilities.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Joseph&nbsp;Giulione:&nbsp;<\/strong>There&nbsp;are programs to&nbsp;help with the training of staff,&nbsp;with the&nbsp;updating&nbsp;of&nbsp;knowledge,&nbsp;with&nbsp;employment integration,&nbsp;a variety of&nbsp;support programs,&nbsp;financial&nbsp;subsidies for&nbsp;people who are a little further away from the labour market, and there are programs offering long-term support to facilitate long-term employment integration and retention.&nbsp;&nbsp;<br>When it comes to individuals who experience&nbsp;disabilities,&nbsp;many of&nbsp;them do not have significant limitations and require few \u2013 if any&nbsp;\u2013&nbsp;accommodations&nbsp;to integrate in the work environment.&nbsp;&nbsp;<br>By that&nbsp;I mean&nbsp;that a person experiencing disability does not necessarily mean that they&nbsp;absolutely need&nbsp;specialized resources and approaches&nbsp;to employment integration.&nbsp;&nbsp;<br>I think it\u2019s important that everyone realizes and understands the service&nbsp;offers are always based on the individual and&nbsp;their needs.&nbsp;&nbsp;<br>The other&nbsp;thing&nbsp;is&#8230;&nbsp;to repeat what&nbsp;we&nbsp;say here at&nbsp;Emploi-Qu\u00e9bec:&nbsp;the right service for the right individual.&nbsp;We&nbsp;say&nbsp;that the service offer is always focused on the needs of the person.&nbsp;&nbsp;<br>This&nbsp;brings us to the need for specialized services.&nbsp;The vast majority of&nbsp;specialized&nbsp;services are 35-40 years old;&nbsp;they&#8217;re grassroots organizations&nbsp;born out of&nbsp;a need&nbsp;in the field.&nbsp;We&nbsp;have been&nbsp;created because regular services weren\u2019t responding to a segment&nbsp;of the population&nbsp;and, given that&nbsp;this population has the right to work, specialised programmes have been created to ensure that&nbsp;individuals who experience disabilities can access employment.&nbsp;&nbsp;<br>Given our specialization,&nbsp;we have a better understanding of the&nbsp;clients\u2019&nbsp;needs, we are more&nbsp;capable to make evaluations and,&nbsp;above all,&nbsp;we are also&nbsp;able&nbsp;to determine what accommodations the person will need&nbsp;in their workplace&nbsp;in order&nbsp;to experience a successful integration.&nbsp;We are able to support&nbsp;employers&nbsp;who&nbsp;would like to hire&nbsp;individuals who experience disabilities,&nbsp;but don\u2019t know&nbsp;what kind of accommodations&nbsp;are needed,&nbsp;how to set&nbsp;them&nbsp;up,&nbsp;how to introduce the person to the staff&nbsp;[in terms of what to disclose and when],&nbsp;how to help the immediate supervisor&nbsp;set up job integration and&nbsp;facilitate the&nbsp;interpersonal&nbsp;interactions.&nbsp;Sometimes, it&#8217;s just a matter of better understanding of how to ask questions that one is scared to ask.&nbsp;The right question may need to be customized based&nbsp;on&nbsp;the workplace, whether for example a work table needs to be lifted or lowered for the worker, whether the person can stand for extended periods of time or not, etc.&nbsp;&nbsp;<br>Accommodation&nbsp;is&nbsp;important, as it ensures&nbsp;that the&nbsp;person starting a job&nbsp;can&nbsp;perform at their maximum.&nbsp;As such, we \u2013 as supported employment service providers \u2013 have a&nbsp;role to play.&nbsp;&nbsp;<br>We also have the role of raising awareness&nbsp;with employers [about the capabilities of individuals who experience disability].&nbsp;&nbsp;<br>Sometimes&nbsp;our&nbsp;work begins while the person is&nbsp;in&nbsp;school&nbsp;and we support the transition from school into the work.&nbsp;Other times, our work is for&nbsp;someone who is&nbsp;undergoing&nbsp;rehabilitation services;&nbsp;it\u2019s about&nbsp;them&nbsp;going from rehabilitation to work. We&nbsp;never forget&nbsp;that&nbsp;our main focus is offering&nbsp;employment services.&nbsp;Everyone who comes to us,&nbsp;come through our doors [in person or online]&nbsp;because they have an interest in going to work. They want to go to work, so it\u2019s voluntary. And,&nbsp;most importantly, they&nbsp;have the ability to&nbsp;go work but,&nbsp;for one reason or another, they haven\u2019t been&nbsp;able to&nbsp;secure employment.&nbsp;&nbsp;<br>We set up&nbsp;resources and supports&nbsp;to&nbsp;ensure the person can receive&nbsp;the support they need, whether it\u2019s short or&nbsp;long-term&nbsp;(e.g., if&nbsp;person has a degenerative&nbsp;disease&nbsp;and they will be less functional over time). So,&nbsp;ensuring the support is&nbsp;available&nbsp;means the person&nbsp;can [secure and] keep&nbsp;their job.&nbsp;On occasion,&nbsp;support&nbsp;services&nbsp;may only be&nbsp;small adjustments,&nbsp;but small adjustments&nbsp;can&nbsp;mean&nbsp;the difference between someone being hired and someone not being hired.&nbsp;And,&nbsp;of course,&nbsp;we do a lot of work to&nbsp;raise&nbsp;awareness, because there\u2019s still a lot of prejudice and misinformation&nbsp;regarding individuals who experience disabilities\u2026&nbsp;many&nbsp;people&nbsp;think&nbsp;that this&nbsp;segment of our&nbsp;workforce isn\u2019t qualified.&nbsp;On the contrary,&nbsp;individuals who experience disabilities are&nbsp;qualified. They make up a segment of our&nbsp;workforce that should be called upon more and more; businesses are facing workforce shortages&nbsp;and individuals who experience disabilities are able to deliver&nbsp;against the employers\u2019 work requirements.&nbsp;This is a&nbsp;great component of our population,&nbsp;one that is&nbsp;underutilized unfortunately&#8230;&nbsp;The employment rate of individuals who experience disabilities is not&nbsp;as high as it should be, but our experience shows that&nbsp;when&nbsp;someone&nbsp;gets&nbsp;a&nbsp;job,&nbsp;they&nbsp;keep their job.&nbsp;&nbsp;<br>Many of the employers who hire our clients call us back because they would like to hire more, and they really see them as solutions to their&nbsp;business&nbsp;problems.&nbsp;Just like all other&nbsp;workers,&nbsp;some will face greater difficulties to integrate into the work environment while others will hit the ground running,&nbsp;other will realize that they\u2019d like to pursue some other type of work&nbsp;so they switch&nbsp;along the way,&nbsp;and&nbsp;there are others who&nbsp;realize that they enjoy the work they are doing.&nbsp;Individuals who experience disabilities are a segment of our population just like any other,&nbsp;with the ability to work just like any other.&nbsp;As such,&nbsp;it&#8217;s just a matter of knowing&nbsp;how&nbsp;to&nbsp;best&nbsp;approach&nbsp;individuals who experience&nbsp;disabilities&nbsp;in order&nbsp;to leverage their contribution&nbsp;in the workplace.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Mary Beshai:&nbsp;<\/strong>We also asked Marussia&nbsp;what resources are available for employers seeking to hire individuals who experience disabilities.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Marussia Paradis:&nbsp;<\/strong>When an employer wants to hire an individual who experiences disabilities&nbsp;(becomes open&nbsp;to this labour force),&nbsp;many resources exist. One of our challenges&nbsp;is&nbsp;to make them aware of the resources&nbsp;available.&nbsp;&nbsp;<br>An employer, based in &#8211;&nbsp;let\u2019s&nbsp;say&nbsp;&#8211;&nbsp;Qu\u00e9bec,&nbsp;has&nbsp;access&nbsp;to&nbsp;ROSEPH&nbsp;(Regroupement des organismes sp\u00e9cialis\u00e9s pour l\u2019emploi des personnes handicap\u00e9es).&nbsp;It\u2019s good to know each region&nbsp;has this kind of&nbsp;[supported employment]&nbsp;service,&nbsp;and employers can have access to a specialized service that assists&nbsp;the&nbsp;segment of the labour force that experiences disabilities.&nbsp;&nbsp;<br>Employers&nbsp;have access to the expertise&nbsp;of supported employment advisors, and they also have access to different tools,&nbsp;initiatives, some&nbsp;financial&nbsp;resources&#8230;&nbsp;for example with Service-Quebec and&nbsp;SPHERE.&nbsp;This&nbsp;support&nbsp;can ensure that the new hire\u2019s&nbsp;job&nbsp;integration goes smoothly, it&nbsp;can be&nbsp;initiatives&nbsp;to help in terms of site accessibility,&nbsp;it can&nbsp;involve&nbsp;various&nbsp;external experts as well.&nbsp;The employer is never alone when&nbsp;they\u2019re&nbsp;integrating an individual who experiences disabilities into their workforce, when they use a supported employment service provider.&nbsp;&nbsp;<br>As an aside, not every person&nbsp;who experiences disabilities&nbsp;needs support, but if the need arises or if they need to feel&nbsp;better&nbsp;equipped different services&nbsp;do&nbsp;exist,&nbsp;such as ROSEPH, Service-Quebec and SPHERE.&nbsp;Employers are not alone.&nbsp;&nbsp;<br>Over the years, I notice more and more resources become available.&nbsp;Employers&nbsp;often&nbsp;say: it\u2019s not a question&nbsp;of time or&nbsp;money, it\u2019s a question of knowledge. There are resources in Quebec&nbsp;and,&nbsp;if you go to the Internet site of the Canadian Association&nbsp;for&nbsp;Supported Employment,&nbsp;there\u2019s&nbsp;plenty of&nbsp;Canada-wide&nbsp;information, tools&nbsp;for&nbsp;human resources&nbsp;and&nbsp;for managers, tips for raising awareness, training tips,&nbsp;as well as&nbsp;webinars&nbsp;and online training&nbsp;sessions.&nbsp;Employers have access to many&nbsp;initiatives. They can always refer to them and\/or&nbsp;call&nbsp;us&nbsp;to&nbsp;get&nbsp;more details.&nbsp;<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Mary Beshai:<\/strong>&nbsp;Joseph&nbsp;Guilione&nbsp;and Marussia Paradis, thank you for taking the time to share your&nbsp;thoughts&nbsp;on&nbsp;what resources are available for employers seeking to hire individuals who experience disabilities.&nbsp;&nbsp;<br>&nbsp;<br>Please like, subscribe, and share the Abilities at Work podcast. Help us drive additional awareness with regard to the work capabilities of Canadians who experience disabilities, and ensure that everyone has a fair shot at being employed and reaching their potential. This is Abilities at Work.&nbsp;&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Dans le quatri\u00e8me \u00e9pisode de la deuxi\u00e8me saison du balado Les forces au travail! nous parlons avec Joseph Giulione (membre du conseil d&#8217;administration de l\u2019ACSE) et Marussia Paradis (coordonnatrice&nbsp;du&nbsp;projet&nbsp;MentorHabilet\u00e9s&nbsp;Canada&nbsp;au Qu\u00e9bec) [&hellip;]<\/p>\n","protected":false},"author":3633,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[67],"tags":[],"class_list":["post-6361","post","type-post","status-publish","format-standard","hentry","category-abilities-at-work"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/posts\/6361","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/users\/3633"}],"replies":[{"embeddable":true,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/comments?post=6361"}],"version-history":[{"count":0,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/posts\/6361\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/media?parent=6361"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/categories?post=6361"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.supportedemployment.ca\/fr\/wp-json\/wp\/v2\/tags?post=6361"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}