Group 8Group 8

Precarious Employment, Precarious Employment, Disability and Social Disability and Social

LocationLocation

Presentation SummaryPresentation Summary

ShivaniShivani – Course reading 2 (Precarious – Course reading 2 (Precarious Employment)Employment)

RyanRyan – Course reading 2 and GWD – Course reading 2 and GWD

SaifSaif – Course reading 1 (From flexibility to – Course reading 1 (From flexibility to accommodation)accommodation)

AditiAditi – Article (Mechanisms of disability – Article (Mechanisms of disability discrimination)discrimination)

MikeMike – Critical analysis (Universal Design) – Critical analysis (Universal Design)

Precarious Employment Precarious Employment and People with and People with

DisabilitiesDisabilities

Tompa et al.Tompa et al.

SummarySummary

defining disabilitydefining disability government legislation for government legislation for

improvementimprovement articlearticle

Theorizing DisabilityTheorizing Disability Two Conceptual Frameworks: Two Conceptual Frameworks:

Nagi’sNagi’s version: “Disability is an inability or version: “Disability is an inability or limitation in performing socially defined roles and limitation in performing socially defined roles and tasks expected of an individual within a tasks expected of an individual within a sociocultural and physical environment.”sociocultural and physical environment.”

Nagi and WHO’sNagi and WHO’s version: “Disability is not taken version: “Disability is not taken as a characteristic of an individual but, rather, as as a characteristic of an individual but, rather, as a relational phenomenon that arises from the a relational phenomenon that arises from the interaction of an individual and her or his interaction of an individual and her or his personal characteristics within a particular social personal characteristics within a particular social environment”environment”

Policy and Legislation ContextPolicy and Legislation Context

Historic labour market Disadvantage Historic labour market Disadvantage for the disabled.for the disabled.

What are some of the costs and What are some of the costs and benefits to the society if the benefits to the society if the government assists these government assists these individuals?individuals?

Inherent civil right to participate in economic Inherent civil right to participate in economic activities.activities.

Continued…Continued…

Establishing equal opportunities for everyone.Establishing equal opportunities for everyone. Introducing Canada Human Right in 1978.Introducing Canada Human Right in 1978. Employment Equity Act through which the Employment Equity Act through which the

federal government designs four main groups federal government designs four main groups to be given equal rights:to be given equal rights:

Aboriginal peopleAboriginal people WomenWomen Visible minoritiesVisible minorities Peple with disabilitiesPeple with disabilities

Pay Equity: “Equal pay for work of equal value.Pay Equity: “Equal pay for work of equal value.

Article: ‘Just because you can get a wheelchair in the Article: ‘Just because you can get a wheelchair in the building doesn’t mean that you can still participate’: Barriers building doesn’t mean that you can still participate’: Barriers

to the career advancement of disabled professionals.to the career advancement of disabled professionals.

The participation rate for disabled is The participation rate for disabled is still less compared to non-disabled.still less compared to non-disabled.

Leadership roles are not defined for Leadership roles are not defined for disabled.disabled.

‘‘Glass Cliff’- explains different Glass Cliff’- explains different reasons for precariousness in reasons for precariousness in leadership job roles.leadership job roles.

Continued…Continued…

Reasons that lead to an increase in Reasons that lead to an increase in precariousness for the disabled in the precariousness for the disabled in the workforce:workforce:

Lack of opportunityLack of opportunityLack of knowledgeLack of knowledgeLack of time and resourcesLack of time and resourcesLack of organizational and peer supportLack of organizational and peer support

Research on the Research on the Labour Market Labour Market

ExperienceExperience

2 questions2 questions

1.1. What is the experienceWhat is the experience of people of people with disabilities?with disabilities?

2.2. How have these experiences How have these experiences changedchanged with policy shifts and labor with policy shifts and labor developments?developments?

2 data sources2 data sources

1.1. Survey of Labour and Income Survey of Labour and Income Dynamics (SLID)Dynamics (SLID)

2.2. Labour Market Activity surveyLabour Market Activity survey

Identifying people with disabilitiesIdentifying people with disabilities

““Do you have any long term Do you have any long term disabilities or handicaps?”disabilities or handicaps?”

General findingsGeneral findingsPrevalence of disabilityPrevalence of disability

Labour Market Activity Survey – 13-Labour Market Activity Survey – 13-14% have disabilities14% have disabilities

Survey of Labour and Income Survey of Labour and Income Dynamics – 17-18% have disabilities Dynamics – 17-18% have disabilities (1999-2001)(1999-2001)

General findingsGeneral findingsEmployment while being disabledEmployment while being disabled

With disability 43-63% With disability 43-63%

Without disability 83-88%Without disability 83-88%

Fig 4.1Fig 4.1

TrendsTrends

2 clusters2 clusters

Cluster 1 Cluster 1

Anyone aged 17 - 64Anyone aged 17 - 64

Cluster 2Cluster 2

Anyone aged 17 – 64 who are in the Anyone aged 17 – 64 who are in the labour forcelabour force

TrendsTrends

Cluster 1Cluster 1 Business cycleBusiness cycle Average annual incomeAverage annual income HouseholdHousehold

Cluster 2Cluster 2 Household income (relative to cluster 1)Household income (relative to cluster 1) Non-standard workNon-standard work Working poorWorking poor

Part time workPart time work

Part time work (15-21% vs. 11-14%)Part time work (15-21% vs. 11-14%)

GWD (2005) Reasons for part time GWD (2005) Reasons for part time workwork

99.14%

0.86%

An important general trend…An important general trend…

Gender and intersectionalityGender and intersectionality

Employment while being disabledEmployment while being disabled

Men 48-71% Men 48-71%

Women 35-57%Women 35-57%

Mechanisms of Disability Mechanisms of Disability Discrimination In large Bureaucratic Discrimination In large Bureaucratic

Organizations: Organizations: Ascriptive Inequalities in the Ascriptive Inequalities in the

WorkplaceWorkplace

Pamela M. Robert & Sharon L. Pamela M. Robert & Sharon L. HarlanHarlan

Nature & Extent of Work Nature & Extent of Work Organizations responsibility.Organizations responsibility.

It looks at 2 Types of Mechanisms:It looks at 2 Types of Mechanisms:– Interpersonal Mechanisms of Interpersonal Mechanisms of

Discrimination. Discrimination. – Organizational Mechanisms of Organizational Mechanisms of

Tolerance and Encouragement. Tolerance and Encouragement.

Interpersonal Mechanisms of Interpersonal Mechanisms of Discrimination.Discrimination.

Marginalization :Marginalization : Being an “Outsider in the Workplace”.Being an “Outsider in the Workplace”.

Fictionalization :Fictionalization : Acquiring an Imputed Identity through Acquiring an Imputed Identity through

Reflected Appraisals: “Incompetent; Reflected Appraisals: “Incompetent; Helpless”Helpless”

Harassment :Harassment : Feeling the Sting of Hostility.Feeling the Sting of Hostility.

Organizational Mechanisms of Organizational Mechanisms of Tolerance and Encouragement.Tolerance and Encouragement.

From Marginalization to Job From Marginalization to Job Segregation.Segregation.

The Impact of Fictionalization onThe Impact of Fictionalization on

Job Placement, Promotion and Job Placement, Promotion and

Reasonable Accommodation.Reasonable Accommodation.

Harassment and the Hostile Work Harassment and the Hostile Work Environment.Environment.

From flexibility to From flexibility to accommodation? Disabled accommodation? Disabled

people and the reinvention of people and the reinvention of paid workpaid work

Wilton, RWilton, R

From flexibility to accommodation? From flexibility to accommodation? Disabled people and the reinvention Disabled people and the reinvention

of paid workof paid work3 main objectives of the paper:3 main objectives of the paper:

  examines the paid employment examines the paid employment experiences of disabled people, with experiences of disabled people, with attention access to accommodation.attention access to accommodation.

Considers how paid work constitutes a Considers how paid work constitutes a site for disciplining of disabled site for disciplining of disabled bodies/mind in contemporary societybodies/mind in contemporary society

Connects to the experience of disabled Connects to the experience of disabled workersworkers

  

Several ways to find out in which this organizational culture has implications fro disabled people:

1.Workplace accommodation2.Disabled bodies/mind depart from disabled norms (self-disciplining)3.Disabled vs non disabled workers (problem worker and special treatment)

A study on a Hamilton based non-profit employment service for disabled people concerning these implications and were organized under three broad categories

•Training and multi-tasking•Speed of the labour process•Emotional and aesthetic labour

•At base, each of these is concerned with the extent to which workers are able to exercise control in the context of the labour process/work environment.

•The analysis demonstrates that respondents’ frequent lack of control made it difficult to obtain accommodation at work.

•It also shows how a lack of accommodation inscribed the bodies and minds of workers with impairments as problematic and of limited value.

Towards socio-spatial inclusion? Disabled Towards socio-spatial inclusion? Disabled people, neoliberalism and the people, neoliberalism and the contemporary labour marketcontemporary labour market..

   This paper examines the implications of This paper examines the implications of changes wrought by neoliberalism for changes wrought by neoliberalism for disabled people where employment is the disabled people where employment is the primary factor for social inclusion .primary factor for social inclusion .

The paper explores the extent to which The paper explores the extent to which these developments place disabled these developments place disabled workers in a precarious position between workers in a precarious position between an increasingly hostile welfare state and a an increasingly hostile welfare state and a labour market in which the labour market in which the ‘able-body/mind’ remains a largely ‘able-body/mind’ remains a largely unquestioned normunquestioned norm

The basic difference with the previous article is. It is done from employer perspectives on hiring and accommodating disabled people.

A study based in Hamilton was done (employers). Principal area of interest in the analysis was respondents’ conceptualization of the ‘suitability’ of disabled workers in the context of specific labour process/ workplace configurations .

These judgements are a key determinant of the success or failure of social inclusion programmes centred on paid work.

The analysis produced five themes

.

If you can’t, you can’t . . .

A level playing field

Benevolence

Exploitation

Meaningful accommodation

Comparing the two articles:Comparing the two articles: Role of Government policiesRole of Government policies Role of union and employer.Role of union and employer. The experience of disabled people in the The experience of disabled people in the

labour force is shaped by the economic labour force is shaped by the economic reforms of society as employment is a reforms of society as employment is a principal factor for social inclusion.principal factor for social inclusion.

Able mind/body is a dominant norm Able mind/body is a dominant norm which hinders disabled peoples’ which hinders disabled peoples’ employment opportunities. employment opportunities. 

Both from employers’ and employees’ Both from employers’ and employees’ perspectives the struggling experience perspectives the struggling experience and the precariousness of their workplace and the precariousness of their workplace is eminent. is eminent. 

  

Universal Design: an Universal Design: an interdisciplinary approachinterdisciplinary approach

Universal Design: an Universal Design: an interdisciplinary approachinterdisciplinary approach

Vosco describes disability as an Vosco describes disability as an imbalance between imbalance between individualindividual and his and his or her or her environmentenvironment..

Typically, disability is perceived as a Typically, disability is perceived as a problem with the problem with the individualindividual rather rather than the than the environmentenvironment..

The stigma is that people with The stigma is that people with disabilities require special treatment disabilities require special treatment and that his treatment is costly.and that his treatment is costly.

But why?But why? Accommodation is not as costly as it Accommodation is not as costly as it

is perceived to be.is perceived to be.

Techniques for universal design in Techniques for universal design in the workplace can benefit all, not the workplace can benefit all, not only those who need it.only those who need it.

ExamplesExamples Curb CutCurb Cut

Automatic DoorsAutomatic Doors

Improved software that is simple, Improved software that is simple, intelligent legible.intelligent legible.

Getting started:Getting started:

Breaking the misconception. Breaking the misconception. VIDEO: Body StormingVIDEO: Body Storming An example a design technique that An example a design technique that

can be used by employers to see the can be used by employers to see the actual limitations of their employees.actual limitations of their employees.

Suddenly, Accommodation doesn’t Suddenly, Accommodation doesn’t seem so daunting. seem so daunting.

http://www.youtube.com/watch?v=nyE5bDqaSwchttp://www.youtube.com/watch?v=nyE5bDqaSwc

BibliographyBibliography

Vosko, Leah and Nancy Zukewich. 2006. “Precarious by Choice? Gender Vosko, Leah and Nancy Zukewich. 2006. “Precarious by Choice? Gender and Self Employment.” pp. 67-89 in Vosko, ed. and Self Employment.” pp. 67-89 in Vosko, ed. Precarious Precarious Employment: Understanding Labour Market Insecurity in CanadaEmployment: Understanding Labour Market Insecurity in Canada. . Montreal and Kingston: Montreal and Kingston: McGill-Queens University Press.McGill-Queens University Press.

Wilton, R; Schuer, S. (2006). “Wilton, R; Schuer, S. (2006). “Towards socio-spatial inclusion? Disabled Towards socio-spatial inclusion? Disabled people neoliberalism and the contemporary labour market.”people neoliberalism and the contemporary labour market.” Area Area vol. 38, no. 2, pp. 186-195.vol. 38, no. 2, pp. 186-195.

Wilton, R. (2004). “Wilton, R. (2004). “From flexibility to accommodation? Disabled people From flexibility to accommodation? Disabled people and the reinvention of paid work”. and the reinvention of paid work”. Transactions of the Institute of Transactions of the Institute of British Geographers, vol. 29, no. 4, , pp. 420-432.British Geographers, vol. 29, no. 4, , pp. 420-432.

Robert P. M. & Harlan S. L., (2006). Mechanisms of Disability Robert P. M. & Harlan S. L., (2006). Mechanisms of Disability Discriminations in Large Bureaucratic Organizations: Ascriptive Discriminations in Large Bureaucratic Organizations: Ascriptive Inequalities in the Workplace. Inequalities in the Workplace. The Sociological Quarterly 47The Sociological Quarterly 47, 599-, 599-630. Retrieved February 3, 2009 from Scholars Portal.630. Retrieved February 3, 2009 from Scholars Portal.

Wilson-Kovacs, Dana; Ryan, Michelle K.; Haslam, S. Alexander; Wilson-Kovacs, Dana; Ryan, Michelle K.; Haslam, S. Alexander; Rabinovich, Anna (2008). "Just because You Can Get a Wheelchair Rabinovich, Anna (2008). "Just because You Can Get a Wheelchair inthe Building Doesn't Necessarily Mean that You Can Still inthe Building Doesn't Necessarily Mean that You Can Still Participate": Barriers to the Career Advancement of Disabled Participate": Barriers to the Career Advancement of Disabled Professionals. Professionals. Disability & Society, 23Disability & Society, 23(7)(7),, 705-717. 705-717.