ACCESSIBILITY IN THE WORKPLACE
By The Canadian Tourism Human Resource Council
Friday, February 6, 2009
One solution to the current labour shortage is to recruit employees from outside traditional labour pools.
Persons with disabilities are one group that, with some accommodation, create a productive and positive work environment. Two
Delta Hotel kitchens have had many years of such rewarding experience.
The Delta Halifax and Delta Barrington are two large hotels situated across from each other on Barrington Street in Halifax. Both have long-time kitchen workers, John and Ross, who have speech and hearing disabilities, and both have retained these employees in their respective positions for many years.
Delta Hotels has created workplaces that provide acceptance and a comfortable work environment for these employees to work efficiently and effectively despite their lack of ability to communicate effectively. An interpreter is brought in at the hotel’s expense four to six times a year for training, upgrading, performance management and reviews. The hotels include this expense in their budgets. If there is a change in equipment or methodology or new standards to be achieved, the use of an interpreter ensures there is full understanding and comfort with the changes by both men.
John has 24 continuous years of employment with the Delta Halifax as a kitchen steward. He is totally deaf and unable to speak, although he attempts to say ‘hello’ and ‘thank you.’ To make communication a little easier, the sous chef has learned some sign language.
John puts in a full 40-hour work week as a dishwasher. He is diligent about his work, has a great sense of humour and communicates by smiling and pointing. He is well-liked and jokes with staff.
John uses public transportation to get to and from work. Because he lives in an area that has limited service beyond normal working hours, his schedule is planned accordingly, although he is always willing to work overtime or longer hours when requested and changes his regular schedule to fill in for his coworkers’ holiday time.
Ross has 31 years of service with Delta Hotels and presently works as a kitchen steward with responsibilities in the staff café, washing dishes and cleaning. He is a full-time employee working four hours per day. Ross has limited speaking, reads lips fairly well and has some but limited hearing.
Ross travels to work by bus and lives close enough that he can walk to work in good weather. He is dependable and reliable. With his long service, he enjoys the privilege of six weeks’ vacation.
Ross occasionally becomes frustrated as a result of his limitations, which is understood and accommodated by his employers through conversation and by bringing in the interpreter to address Ross’ concerns.
Both Ross and John have received several long-term service awards. At these events, Delta brings in an interpreter to ensure both men understand the hotel’s appreciation for their contribution of loyal employment.
Delta Hotels, in agreement with the Canadian government’s Sec. 12 of the Employment Equity Act, has not only hired a consultant to ensure the hotels are meeting the standards of the Halifax Regional Municipalities labour force but has adopted its own employment equity plan and software to ensure it maintains the standards.
To help make workplaces more accessible, agencies involved in employing people with disabilities offer the following advice:
- Contact community agencies and determine what resources are available.
- Approach the hiring process just like any other applicant. Every job candidate possesses a specific set of skills and traits that, when weighed against a job, will or will not suit the position. Employers must look beyond the barriers of an applicant with a disability and consider the skills and talents the individual will bring to the business.
- Be flexible. Certain disabilities or individuals may require a different approach to the way a job may traditionally be completed. Flexible, creative thinking is required along with the belief that more than one way exists to complete a task.
- Employers should not have to offer a lot of workplace accommodations to make the employment successful. On occasion, the physical setup of a workplace presents a possible hindrance and requires some modification. Many federal and provincial programs offer resources for employers to make the necessary changes without incurring the cost.
- Take it case by case. Just as every guest is different, so too is every employee. Employers are encouraged to take one experience at a time, focus on the positive instances and communicate with other employers who successfully employ job seekers with disabilities.
