Indigenous Disability Awareness Month

November 2024 marks the tenth anniversary of Indigenous Disability Awareness Month (IDAM), established by the British Columbia Aboriginal Network on Disability Society (BCANDS) in 2015. IDAM shines a spotlight on the daily barriers faced by First Nations, Inuit, and Métis peoples with disabilities while celebrating their significant social, economic, and cultural contributions.  

Intersectionality in Focus: Indigeneity, Disability, and Employment in Canada
 

CCRW is dedicated to service delivery, research, and program evaluation through an intersectional framework. Intersectionality, introduced by Kimberlé Crenshaw, examines how aspects of social identity—such as race, gender, disability, and class—interact to shape unique experiences of discrimination and disadvantage. [1]  

Understanding intersectionality is crucial for recognizing the challenges faced by Indigenous peoples across Turtle Island with disabilities, influenced by historical and ongoing injustices. Colonization in Canada involved Western European settlers seizing control of lands, resources, languages, and cultures of First Nations, Inuit, and Métis peoples, leading to displacement, forced assimilation, intergenerational trauma, and socio-economic marginalization. [2],[3]

Disability, Indigeneity, and their intersection can significantly influence employment outcomes. To explore this, let's review the 2022 data for individuals aged 15 and older. The employment rate for persons with disabilities was 47.1%, compared to 67.7% for those without disabilities. [4] The employment rate for Indigenous peoples stood at 60.9%, compared to 61.9% for non-Indigenous peoples. [5]  

When considering both identities—disability and Indigeneity—individuals face compounded barriers, resulting in an employment rate of 58.5%. [6] Furthermore, 33.4% of Indigenous peoplesvi have at least one disability compared to 27.0% of all Canadians. [4] Indigenous peoples with disabilities can face significant barriers in their employment journey, including underrepresentation in the workforce, wage disparities, isolation due to the lack of Indigenous role models in senior positions, low psychological safety, discrimination, and violence. [7]  

An intersectional approach helps us see how Indigeneity interacts with other social identities to create uniquely compounded barriers and experiences of discrimination both broadly and in employment. Addressing systemic inequalities and working towards a more equitable society requires understanding these complexities and embracing decolonization and Indigenization.  

Did you know?

CCRW offers specific employment supports to persons with disabilities and other equity-denied identities in the Red Seal Trades. The most prominently reported barriers by Indigenous candidates engaged in these supports were:

• Financial barriers
• Mental health related barriers
• Barriers to completing school or studying

Decolonization and Indigenization in the Workplace 

Decolonization involves restoring lands, resources, languages, cultures, and relationships, and respecting Indigenous ways of life. Indigenization actively includes and reaffirms Indigenous ways of being, believing, knowing, and doing by elevating traditional and cultural knowledge and voices. [2] 

In the employment context, decolonizing and Indigenizing workplaces is crucial to addressing the ongoing impact of colonization on Indigenous peoples. This process requires continuous commitment and action.   

Decolonizing and Indigenizing at the intersection of disability and Indigeneity includes [1]: 

• Raising awareness and educating about the history and impact of colonialism and ableism
• Using language that respects and affirms the identities of Indigenous people with disabilities
• Avoiding stigmatizing or dehumanizing terms
• Ensuring that physical, digital, and social spaces are accessible to everyone
• Amplifying the voices and stories of Indigenous peoples with disabilities
• Inviting Indigenous peoples with disabilities to participate in decision-making processes
• Fostering inclusive and supportive communities through collaboration and mutual support

CCRW’S Personalized and Inclusive Employment Services 

CCRW is dedicated to providing personalized services tailored to each candidate's specific needs. Recognizing the complex barriers faced by candidates with intersecting identities, CCRW ensures its staff receive thorough training to offer inclusive support. This creates an environment that acknowledges and addresses the diverse and intersectional identities of CCRW candidates. 

Ongoing learning is a core tenet at CCRW. Staff have access to an extensive library of eLearning courses to support continuous education, including courses on understanding intersectional backgrounds, respecting diverse identities, and providing trauma-informed services. 

Key Insights from CCRW’s Work with Indigenous Candidates 

To understand the impact of its employment services, CCRW gathers demographic information and conducts pre- and post-program evaluation surveys from all candidates. Between January 2022 and September 2024, CCRW served a total of 207 Indigenous candidates. The most common disabilities reported among Indigenous candidates were mental health (41%), learning (15%), and developmental (9%) disabilities. 

Of the Indigenous candidates served at CCRW: 

• 41% identify as women
• 17% identify as 2SLGBTQIA+
• 5% prefer to self describe their gender
• 40% were involuntary not in education, employment or training
• 57% experienced a prolonged workforce detachment (defined as being out of work for 6 months or longer)

The top 5 accommodation needs identified by Indigenous participants pre-employment include:   

• Human supports (e.g., supports to help with daily functioning such as clothing, office supplies, laptops, etc.) 
• Transportation supports
• Ergonomic supports
• Sensory supports (e.g., supports meant to help ease strain or items used to stim such as stim toys, noise blockers, anti-glare light covers, etc.)  
• Schedule/work modifications (e.g., changes made to candidates’ schedule, hours, or locations to support health and life needs such as flexible scheduling, choice of remote/hybrid/on-site, breaks) 

Impact of CCRW Services

We check in with candidates at the end of service to share about their experiences with CCRW.  

Nearly 80% Indigenous candidates that responded to the survey reported that CCRW helped them learn more about accommodation options and 89% reported that CCRW helped them learn either some or a lot about what job roles would be a good fit for them based on their skills and qualifications.   

At the end of service, Indigenous candidates also showed an increase in confidence in interviewing compared to their confidence levels before engaging with CCRW.  

After working with CCRW, just over 100 Indigenous candidates reported being employed or self-employed and 30 reported returning to school or training.  

We followed up with candidates 3 months and 6 months after service. At three months post-service, 57 Indigenous candidates reported they were still employed, and at the 6-month mark we heard from 35 Indigenous candidates who reported they were still employed.  

The five most reported employment sectors for Indigenous candidates who were employed at the end of service were: 

• Sales and service (46%)
• Business, finance, and administration (18%)
• Trades, transportation, and equipment operators (15%)
• Education, law, social services, community, and government (7%)
• Natural and applied sciences (5%)

When asked if CCRW services met candidates’ unique needs:  

• One Indigenous person identified how CCRW is meeting her needs as a woman: “Absolutely! CCRW is aware of my career goals and they are going above and beyond to help aid my goals!”  
• One person identified how CCRW is meeting their needs as an Indigenous jobseeker: “Yes, I was treated equally.”

Resources

CCRW acknowledges the unique challenges faced by Indigenous persons and communities and is committed to providing resources that promote well-being, empowerment, and self-sufficiency.  This resource list has been specifically designed to support Indigenous persons in our communities. It offers an overview of essential services across various domains, including employment, housing, mental health support, and other social services. This list aims to connect you with organizations and programs that understand and respect your cultural heritage. We hope it serves as a valuable guide on your journey towards achieving your personal and professional goals.   

Employment

Indigenous Works - Provides employment and training services for Indigenous people.

Indigenous Skills and Employment Training (ISET) Program - Previously known as ASETS, this is an ESDC funded program that is designed to provide funding for training and employment services to Indigenous people.

IndigenousLink - A highly specialized Canada wide employment portal fully-dedicated to assisting Indigenous Job Seekers in researching and acquiring opportunities to develop their careers. In addition, training resources, skill development, and ‘how-to’ guides can also be found on this site.

Mental Health

Hope for Wellness Helpline - Offers immediate help to Indigenous peoples 24/7 across Canada.

National Family and Survivors Circle - The NFSC is comprised of Indigenous women from diverse backgrounds providing guidance on how to engage families, survivors, and 2SLGBTQQIA+ people in the development and implementation of a National Action Plan.

First Nation Health Authority - Provides health related supports to Indigenous peoples across Canada.

National Association of Friendship Centres - This website lists links to various resources such as mental health, healthcare and wrap around services.

Mental Health Peer Support Manual - A manual for Indigiqueer, Two-Spirit, LGBTQ+, and gender non-conforming Indigenous youth.

Native Women’s Association of Canada (NWAC) - Offers culturally relevant mental health support and counselling services for Indigenous women.

We Matter - A national campaign led by Indigenous youth dedicated to support, hope, and life promotion.

MMIWG Supports - Atlantic: 1-866-414-8111
Quebec: 1-877-583-2965
Ontario: 1-888-301-6426
Manitoba: 1-866-818-3505
Saskatchewan: 1-866-250-1529
Alberta: 1-888-495-6588
Northwest Territories, Nunavut, and Yukon: 1-866-509-1769
British Columbia: 1-877-477-0775

Social Services, Housing and Entrepreneurship

Indigenous Services Canada (ISC) - Provides funding and support for housing initiatives in Indigenous communities.

Canada Mortgage and Housing Corporation (CMHC) - Offers various funding programs to support housing development for First Nations, Inuit, and Métis.

Indigenomics Institute - Focuses on economic empowerment and growth for Indigenous communities through entrepreneurship.

Aboriginal Entrepreneurship Program - Supports young Indigenous entrepreneurs with financing, mentoring, and resources.

Ontario Federation of Indigenous Friendship Centres - OFIFC represents the collective interests of 31 Friendship Centres in cities and towns across the province of Ontario.

References 

[1]Crenshaw, K. (1989). Demarginalizing the intersection of race and sex: A Black Feminist critique of antidiscrimination doctrine, feminist theory, and antiracist politics. University of Chicago Legal Forum, 1989(1), 8. http://chicagounbound.uchicago.edu/uclf/vol1989/iss1/8 

[2]Queens University. (2024). Decolonizing and Indigenizing. https://www.queensu.ca/indigenous/decolonizing-and-indigenizing/defintions  

[3]Department of Justice. (2024, June 11). Understanding the Overrepresentation of Indigenous people in the Criminal Justice System. Government of Canada. https://www.justice.gc.ca/socjs-esjp/en/ind-aut/uo-cs 

[4]Vergara, D., & Hardy, V. (2024, June 13). Labour market characteristics of persons with and without disabilities, 2023. https://www150.statcan.gc.ca/n1/pub/71-222-x/71-222-x2024002-eng.htm 

[5]Statistics Canada. (2024, January 5). Labour force characteristics by region and detailed Indigenous group. https://doi.org/10.25318/1410036501-eng 

[6]Statistics Canada. (2024, August 14). Disability status, disability severity class and labour force status by First Nations people living off reserve, Métis and Inuit, age group and gender. https://doi.org/10.25318/4110006201-eng 

[7]Thorpe-Moscon, J., & Ohm, J. (2021). Building inclusion for Indigenous Peoples in Canadian workplaces. Catalyst. https://www.catalyst.org/wp-content/uploads/2020/12/IndigenousPeoplesCanadaReport_English_final.pdf 

[8]Stephens, D. B. (2024, July 3). Decolonization and disability. https://desireebstephens.substack.com/p/decolonization-and-disa