While working in the arena of employment and disability over the years, it has been my great pleasure to meet and work with some truly outstanding individuals – people with and without disabilities who have brought their talent, passion, commitment and insights to bear in pursuit of improving employment opportunities for people with disabilities.

One of these people is Tom Proszowski. As you will read below, throughout his career Tom has worked long and hard to effect change. Recently, buoyed by Tom’s own efforts, his employer received national recognition in Canada for its leadership in employing people with disabilities.

Catching Tom somewhere between cramming to complete his Masters thesis and planning a celebratory bicycle tour of Hawaii with his wife, he graciously agreed to let me interview him for this November edition of the newsletter.

I’m also pleased to include a guest article by Laura Gillson. Her article, based on personal experience, is a good lesson in how the lives of people with disabilities can be colored by the preconceptions and misconceptions of others.

~ Rob McInnes

~ By Rob McInnes

As of December 31, 2004 the Canadian Imperial Bank of Commerce became the first company in Canada to reach its goals, under the Employment Equity Act, for equitable participation of people with disabilities in its workforce. One of the people who was instrumental in that achievement is Tom Proszowski.

A graduate of the University of Western Ontario, Tom spent the first several years of his career working for nonprofit organizations, such as the Canadian Paraplegic Association and the Canadian Council on Rehabilitation and Work, which provided services to people with disabilities. Much of Tom’s work was in the employment arena where he worked collaboratively with many employers. According to Tom “Most of the work that I have done has been focused on people with disabilities and much of that has focused on people with disabilities in the workplace.” Eventually Tom joined the private sector - first as Director of Initiatives for People with Disabilities for the Bank of Montreal, then with HR at Scotiabank and finally, in 2000, Tom accepted his current position as Director of Employment Equity and Diversity for the Canadian Imperial Bank of Commerce (CIBC).

Much of Tom’s responsibility is to lead the CIBC’s efforts to meet the requirements of Canada’s Employment Equity legislation. I asked him to give a brief overview of the Employment Equity Act and how it influences the CIBC’s employment practices as they affect people with disabilities. Tom explained: “The federal Employment Equity Act came into effect in the late 1980s. It regulates most of the major employers in Canada. (Smaller employers are exempt but are subject to whatever legislation is in place in the specific Province that they operate in.) The Employment Equity Act compels employers to review the composition of their workforces and to measure the proportion of jobs that are held by women, visible minorities, people with disabilities and aboriginal people. Those numbers are then compared to “availability rates” that are provided by Statistics Canada. When, based on their availability in the community, a particular group is under-represented in an employer’s workforce, the employer has to take proactive measures to close that gap.”

According to Tom, 5.3% of the available workforce in Canada is comprised of people with disabilities. But, Tom added, Statistics Canada also collects data on the qualifications of the available workforce and breaks it down into particular geographic areas. This “tailored data” helps employers to set their representation goals based on the types of skills required in their workforce and the geographic areas that they operate in. Given the nature of their jobs and the geographic distribution of their workforce, the CIBC’s overall goal has been to have people with disabilities comprising 3.8% of their workforce.

When I asked Tom how the CIBC had been doing at meeting its goals, he explained, “Until recently our participation rate was slipping. As of two years ago, only about 1.8% of our workforce was people with disabilities who self-identified as such. In 2003, however, our Senior Leadership adopted a new Employment Equity plan that we based on a two-tier approach – first, getting more serious about hiring people with disabilities and second, going back to our workforce and making sure that we are getting accurate reporting of disabilities from our existing employees.”

Tom told me they believed many employees had failed to self-disclose in prior surveys. In an effort to overcome that, the CIBC redesigned their workforce survey and surveyed their whole workforce again. As a precursor to the survey, however, they also massaged their corporate culture around general diversity issues and valuing people who bring obvious differences to the workforce. As part of that, the CIBC orchestrated an entire afternoon training session for its senior leadership team – the top twelve people in the Bank. They called it “Dialogues on Diversity”. According to Tom, “We brought in people with disabilities and people from aboriginal communities for an entire afternoon to examine how the CIBC could best work with those two populations.“ Apparently, that informational exchange proved to be valuable and a similar event was held for all the people that report to the senior leadership team – another 50 senior people with the organization.

Concurrent with this, the CIBC initiated all kinds of diversity-related communications and as-needed trainings throughout the company. As Tom put it; “Internally, we really cranked up the ‘positive noise’ about Employment Equity and diversity as a whole. We let employees know about our diversity initiatives. We let them know that we support their individual differences and that it is not necessary to be a ‘cookie-cutter banker’ anymore. We made it okay for people to self-identify as someone with a disability.” Apparently it worked, since many more of their employees self-disclosed their disabilities that they had in the past.

The second initiative was designed to improve the CIBC’s success at recruiting people with disabilities. Tom told us that they took this seriously and very proactively; “We implemented what we call the Employment Equity Agency. It is made up of seven or eight Human Resources professionals who specialize in linking us with the disability community, bringing in resumes, pre-screening applicants and helping to ‘sell’ them internally to hiring managers. This group is also responsible for helping us recruit more aboriginal employees. They have made a striking difference in our hiring practices and outcomes. The year before the Employment Equity Agency was created, we reported hiring only five people with disabilities – out of 5000 people that we generally hire each year. Since the Agency became active, our hiring rate for people with disabilities has climbed to about 200 hires per year.”

Did all this effort pay off? With a hint of pride, Tom summed up the results; “As a result of these two initiatives, we have exceeded our Employment Equity goals and people with disabilities now represent well over 4% of our workforce.”

Tom and the CIBC are rightfully proud of their achievements, but they aren’t just sitting on their laurels. According to Tom, there is still room for improvement. While they have met their goals under the Employment Equity Act, Tom says that they would still like to find ways to increase the retention rate for employees with disabilities – which is statistically lower than that of their non-disabled workforce. He would also like to find ways to include more people with more significant and visible disabilities in CIBC’s workplaces.

I asked Tom if he had any words of encouragement for other employers. His advice was simple; “Take heart. Employing people with disabilities is not really a big deal. Effective recruiting takes time. It takes a plan – and it takes a commitment to make it happen. People with disabilities can be very productive in the workplace, so it is well worth the endeavor.”

As someone with a significant and visible disability, Tom has been very successful throughout his career. As a final question, I asked him if he had any words of wisdom to offer job seekers with disabilities. Tom’s reply was; “My approach to the workplace and my disability is that the two are not necessarily linked. At work, I do what I do - and I do it well. My employers recognize that I do it well and they are willing to pay me for doing it. The fact that I am in a wheelchair is irrelevant to what I produce. Using Stephen Hawking as an example, my analysis is that he is successful because he is focused and that he is focused on the things that he can do well. My advice to other people with disabilities is to get into a field of work where their disability will not be a deterrent to doing the work they need to do in pursuing their professional goals. Particularly with advances in modern technology, there is a lot of opportunity out there.”

~ By L. R. Gillson

Nearly everywhere I go I am forced to contend with the result of widely-held beliefs about blindness. Often, I am required to explain or justify my actions or motives. Whether I am deflecting another’s idle curiosity, overbearing control, resentment or simple ignorance, I am frequently amazed by how little is really understood about people with disabilities.

For each of these encounters, I endeavor to educate others as to the myths and stereotypes about blindness perpetuated by our media culture. Most of the time, my explanations are met with surprise and incredulity. It seems as though no one wants to hear the truth because the myths are much easier to believe. Perhaps the misperceptions are simply more palatable because for many, the reality of a disability is intolerable. Most hold to the “I’d rather be dead than disabled ”viewpoint. It seems that ascribing some magical quality to those with disabilities makes us easier to accept.

The single most often repeated myth about blindness is the belief that we have a superior sense of hearing. Variations include: “People who are blind have higher attuned senses,” or “Blind people are more intuitive,” or “Blindness gives you a kind of sixth sense as a way to compensate.”

Let’s clear this up right now. People who are blind do not have bionic hearing. This is a myth. There is no science that suggests people who have vision loss have better hearing than everyone else. This myth is repeated so often, everyone tends to believe that it must be true. It is not. Media portrayals of persons who are blind only seem to perpetuate this idea in our culture. Movies such as “Daredevil,” where the lead character becomes blind as the result of an accident and subsequently acquires superhuman attributes, has done little to shine the bright light of truth on these ridiculous misperceptions. Not only do movies like this do little to advance the cause of the disability community, they alter the way we are treated as a result.

Here is a specific example. Years ago, I was placed in the unfortunate position of having to complain to my apartment manager about my noisy neighbors in the building in which I lived. The apartment manager would do nothing, as he evidently believed the “heightened senses” myth. “Well, you have more sensitive hearing,” he explained, “so they just seem louder to you.”

When I meet someone with whom I’ve spoken in the recent past and inquire as to their latest health malady, they are astounded. “My goodness! You are so sensitive and in tune with other people. It must be because you’re blind.” No, it’s because I was actually listening to you when you told me you weren’t feeling very well three weeks ago. I’m not distracted by your clothes, your car or your mannerisms; I’m paying attention to you instead. Unusual, yes. Extra sensory perception, no.

Another example of how I am forced to attend to the unenlightened attitudes of others is when their critical assessment of my appearance results in the proclamation, “Wow . . . you don’t look blind.” Inevitably, I will ask, “What does a blind person look like?” “I don’t know.” They’ll shrug. “I just expected that you would be wearing two different shoes, or shabby clothes, or that you would be old.”

This brings to mind what became a signature expression of our 43rd President when he ran for office in the year 2000. He often spoke of something he called, “the soft bigotry of low expectations.” At first I had no idea what that meant, then I thought about it and how it applied to me. I realized that there are many ways in which I am subjected to the soft bigotry of low expectations.

People do not expect a person with a disability to be intelligent, articulate, educated or employed. Many express surprise when they discover that I am well educated, well traveled, well read and well dressed. I am expected to belong to a specific economic class, have a particular political affiliation or even possess a reduced intellectual capacity.

Making an assumption about any person and treating them according to that prejudgment is indeed a form of bigotry. A person with a disability is as individual as anyone. We have dreams, goals, ideas and opinions all our own. We are ambitious, motivated, productive and educated. We are wealthy, we are poor, we are jerks, and we are wonderful. We have all the same failings as the rest of the human race. A disability is one aspect of our lives with which we each cope in our own way, just as you cope with the death of a loved one, a bitter divorce, health crisis, natural disaster or other calamity. Believe it or not, it can also be a blessing in its own way. In some cultures, a disability is not considered to be a horrible misfortune. Rather, it is said that having a disability is God’s way of getting closer to you. What a lovely thought.

It’s true that in America we have made great progress in improving access for people with disabilities. However, removing physical barriers is only one part of a barrier-free environment. Awareness is a mind-set, not a mandate. Attitude is a significant facet of accessibility. All of the Braille dots and wheelchair ramps in the world cannot provide a disabled person with a job if a potential employer will not consider a candidate with a disability because of preconceived ideas as to the applicant’s capabilities. You can enhance your awareness by learning for yourself some of the more practical aspects of the lives of individuals with disabilities and how we really function. Granted, it is less fantastic than possessing a sixth sense, but knowing the truth will enable you to see me in a new way. Then, I’ll look just like everyone else.

Copyright 2005 by Laura Gillson All rights reserved.

(Laura Gillson is a speaker, author and educator specializing in disability awareness, advocacy, accessibility and assistive technology. For more information, please visit the Eloquent Insights Website - link below.)

(After devoting two concurrent issues to the “Falling Through The Cracks” topic, I had decided not to carry it any further… until I received this recent email from a reader. To me it summed up everything so well that I felt compelled to include it. Thanks for your important words Susan. – Rob McInnes)

As I read about the plight of the woman who has "fallen through the cracks", I realized how the fear and ignorance of others and their perceptions of individuals who are "different" can have a more profound impact on the disabled than any mental or physical challenges they have to live with. In August of 2003, after enduring verbal abuse, harassment and constant threats of termination due to an epileptic seizure I suffered while at work, I was fired from my position at a prestigious private California university. While the university's actions were in violation of the Americans with Disability Act, I was not emotionally or financially able to fight for my job and have been unemployed ever since. The trauma of that experience has caused me to develop generalized anxiety disorder, which makes me more unable to support myself. I am currently working with my state vocational rehabilitation office to apply for SDI benefits. I do not feel disabled but must face the fact that prejudice and being different in our society create almost insurmountable challenges even for the strongest of us. - Susan

The ONE PERCENT COALITION is committed to the achievable goal of helping at least one percent (94,000) of individuals receiving SSI and SSDI - the most severely disabled Americans - find competitive employment. The ONE PERCENT COALITION is committed to generating opportunities for workers with severe disabilities to participate in all contracts across the federal government. By providing a procurement advantage to companies that hire severely disabled individuals, Congress can help more severely disabled workers find jobs, and the dignity and purpose that go with them.

The USBLN , a national employer organization, recognizes and promotes best practices in hiring, retaining, and marketing to people with disabilities. At its 2005 Conference in Pittsburg, it recognized Medtronic as Employer of the Year. The Chapter of the Year Award was shared by the Oregon and Miami-Dade (FL) BLNs. Partner of the Year Awards went to The Pennsylvania Developmental Disabilities council and the Alabama Governor’s Committee on Employment of People with Disabilities.

Are you interested in learning more about disability and employment issues? Are you an employer? An educator? A service provider? A job seeker with a disability? In our store, DiversityShop, we carry over 20 of the best books and videos that we have found on issues of disability and employment. Check them out now!

Denise Bissonnette's book "The Wholehearted Journey" has proven to be a popular gift item. It is a book of insights gleaned and distilled from a remarkably eclectic array of sources, drawing from the world's great wisdom traditions and culminating in a rich and illuminating guide for living a spirited and wholehearted life. We have discounted prices by 15% for the Holiday Season. Here is your chance to give your friends, family or associates a very special Holiday gift. (Sale pricing in effect until December 9 only.)

The 2006 Multicultural Calendars are now available. This year's timely theme is “Global Visions of Peace” - featuring twelve engaging expressions of peace - the work of artists from around the globe. A wonderful resource for workforce diversity, the calendar includes over 450 Holy Days/Festivals.

Is your organization holding an event that might be of interest to our 3000+ readers? Would you like to add your event to our listings?

December 12 - 14, 2005 - Baltimore, MD

This year marks the 15th anniversary of the Americans with Disabilities Act (ADA). This landmark legislation initiated an historic opening of transportation and other public facilities to persons with disabilities. The ADA recognizes that transportation is a critical link in accessibility. Along with the Air Carrier Access Act, ADA law requires equal access for all to our Nation’s diverse modes of transportation. The United States Department of Transportation, the Federal Aviation Administration, the American Association of Airport Executives, the Airport Minority Advisory Council, and Diversity Partners are pleased to present the first Universal Access in Travel: Symposium and Exposition. This unique forum is designed to provide a highly informative and educational forum for the leaders in today’s travel and tourism industry to understand the needs of a growing segment of today’s traveling population.

March 20-25, 2006: Los Angeles, CA

“Technology and Persons with Disabilities”

This is a comprehensive, international conference, where all technologies across all ages; disabilities; levels of education and training; employment; and independent living are addressed. It is the largest conference of its kind!

San Diego, California: July 18-22, 2006

"Charting the Course for Change"

The annual international AHEAD conference brings together professionals in the fields of higher education and disability for a week of information-sharing, networking and theoretical and practical training.

I am an exchange student from Vietnam studying in Vermont. I am currently engaged in academic research about American programs that help people with disabilities enter the workforce. I am seeking an opportunity to intern full-time for three months, from January to April 2006 in a program that provides employment services to Vietnamese-speaking clients with disabilities. I have a scholarship to assist me with all financial needs during this time – so I am able to offer to work on a volunteer basis. Please email me if you have a suitable opportunity.

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