I'm the UNIFOR Local 103 Vice President.
Chairperson for CEVA Logistics Local 222.
I am a proud member of UNIFOR Local 2107.
Local 62, Bombardier unit.
I work as the President for Local 6004.
Financial Secretary. I work for UNIFOR Local 3000.
Air Canada, part of Local 2002 with UNIFOR.
We've never had the voice before.
The power that this union has provided for our group.
Right now we're doing the 1 in 15 campaign,
whereas 1 in 15 people being hired by such and such a company
would have a disability.
I have a number of disabilities,
but the main one that I have is Type 1 Diabetes.
I have a visual impairment.
My disability was the result of a car accident.
I suffer from an anxiety disorder.
I have multiple sclerosis,
which is a degenerative disease that affects the nervous system.
It's important for people to understand
that disabilities look different for everybody.
One in seven Canadians have a documented disability,
so it's very much an issue we have to be aware of.
All individuals have a wide range of abilities,
that wide range of abilities can very much be suited
to different roles in the work environment.
I think the word disabilities needs to change,
because it's not about disabilities,
it's about abilities.
So we need to focus on what people can do
and what they can do well.
They make assumptions, just because my legs don't work,
my head doesn't work either.
My legs don't work. My head works great.
Disabilities are the final taboo.
People will present themselves in all kinds of ways
before admitting that they have a disability.
I have an invisible disability.
I experienced a lot of judgements
because people thought I was faking, that I wasn't ill.
Unfortunately, there was a lot of stigma around mental illness.
I blamed myself. I was shamed.
I was embarrassed. I hid most of the time.
When your illness or disability isn't physical
people don't recognize it as a real illness.
As a reality, but it was my reality and it was hell.
It's tough.
It's tough, because employers look at us and they say,
"Okay, it's gonna cost us a fortune
to accommodate this person
or it's going to be very difficult."
Maybe not, the average cost for an adaptation is $500.
The difficulties people with disabilities can encounter
often relate to the workstation, the ergonomics of work
On my computer I have this magnifier
on the top of the screen, which, you know,
if I want to see a certain thing that's on my screen
I can just basically put my mouse over it,
it magnifies it at the top of the screen,
and that's a huge life saver for me.
If there was a fire,
I would receive a text message from security,
so that I could get out of the building like everyone else.
The culture of a workplace changes immediately when people
start to understand and realize that disabilities are there,
visible or invisible.
Not that they treat you differently,
nobody wants a free pass,
it's just a culture change
where everybody then becomes accepting.
And the number one thing is to be accepted.
The brothers and sisters here at Boeing
took the time to learn sign language.
and that helped with communication.
There was never a 'Kev can't do that.'
It was always 'inclusion vs seclusion'.
This person's doing the same job as everybody else.
I'm quite fortunate I have a great job.
There's a large majority of the disabled that don't.
How many people are disabled and are unemployed?
How many people can we get into a job?
Some people make the assumptions that workers with disability
are not efficient at work
and that they don't want to be a team player.
This assumption is wrong.
I wanted to contribute in my workplace
and I wanted to be valuable to them,
and I wanted to make a difference, be productive.
I don't focus on: "Oh, I'm deaf.
There's a hearing group of individuals,
they'll get the job ahead of me."
No, I just need to make sure
I have the accommodations set in place,
which gives me the same opportunities
to get the same jobs.
I've been working here for 30 years,
so if I was able to do it, so can you.
I have the skill set just like the individuals who are hearing,
they can do it, and so can we.
Often, our managers don't know what the law says,
so we have to help them understand.
and make sure we have rules in the collective agreement
that require employers to have procedures
that must be followed.
I woke up from getting a colonoscopy,
and the doctor before I was even awake said,
"Sorry Mr. Poulin, but you have Stage 4 cancer",
and that was on a Friday, started chemo on the Tuesday.
So, I'm rushing to get back to work
and I get informed when I come in the door
that they've got no work for me
and it was a non-work related injury.
I could not work that day, they sent me home.
I just finished going through 16 weeks of hell
with chemo, radiation, surgery,
and then now all of a sudden they're telling me
I don't have a job? Like what am I supposed to do?
First of all, I called Human Rights and Human Rights said,
"No, they have to accommodate for you."
So that's when I called the hall.
I was back here the next day.
I fought during negotiations
to get our language changed in our contract
to make sure that it stated that it was work related
and non-work related illnesses or injuries.
In my workplace, we successfully obtained
letters of understanding for people with disabilities.
Either to completely modify their working conditions
or sometimes their work schedules
in order to adapt to their disabilities.
Providing for accommodations is a win/win for everybody.
Because if that employee feels
more satisfied they perform better.
So ultimately everybody wins.
I have a disability, but I have lots of abilities
and that should be the focus.
We are a large part of the union itself
and we are helping all of the groups come together.
Doesn't matter which group you come from,
we are all a part of the same movement.
INCLUSION MATTERS.