Weekly Email Digest for Information Sharing Purposes November 8 – 13 2021
CCD Member Groups………………………………………………………………………… 4
National Network for Mental Health | NNMH Bulletin!……………………………………………………. 4
Voice of Albertans with Disabilities | Retail Accessibility Survey- Chance at $100 Prize……… 14
Canadian Council of the Blind: Webinar Recording “The Impact of COVID-19 Pandemic on Eye Health in Canada Oct 26th. 2021……………………………………………………………………………………………….. 14
Accessibility…………………………………………………………………………………… 16
Accessible Means of Egress Webinar Available in Archives……………………………………………… 16
Climate……………………………………………………………………………………………. 17
Angus Reid Institute | Climate conference cynicism: Vast majority have little faith leaders will make meaningful progress at COP26…………………………………………………………………………………….. 17
Disability, Resilience and Inclusion in our Cities | #COP26……………………………………….. 17
COVID-19………………………………………………………………………………………… 17
OHRC Policy statement on human rights in COVID-19 recovery planning…………………………. 17
Déclaration de principes concernant les droits de la personne dans le cadre de la planification de la relance suite à la COVID-19…………………………………………………………………………………………. 18
Canada Union of Postal Workers | Please Sign-On and Endorse our Delivering Community Power Campaign………………………………………………………………………………………………………………….. 19
Appuyez notre campagne Vers des collectivités durables……………………………………………….. 20
CRPD………………………………………………………………………………………………. 22
CRPD Committee calls for submission on its draft general comment on article 27 of the CRPD (Work and employment) – Deadline 6 December 2021…………………………………………………………………… 22
Le Comité relatif aux Droit des Personnes Handicapées vient de publier son appel aux commentaires à son draft commentaire général no. 8 sur l´article 27 de la CDPH (travail et emploi)………………… 23
Federal Election | Post Election Developments………………………………. 23
O’Toole Names Shadow Cabinet for Next Session………………………………………………………….. 23
Human Rights…………………………………………………………………………………. 27
Crown Broke 1850 Land Treaties with First Nations, Ontario Court of Appeals Rules…………. 27
Income……………………………………………………………………………………………. 27
e-3656 (Social affairs and equality) | Petition to the Government of Canada | Canada Disability Benefit………………………………………………………………………………………………………………………………… 27
Canada Revenue Agency | Agence du revenu du Canada (ARC)………………………………………. 28
Inscrivez cette date à votre calendrier!………………………………………………………………………… 29
Medical Aid in Dying……………………………………………………………………….. 31
Euthanasia Prevention Coalition Newsletter | Is assisted suicide quick and painless?………… 31
Euthanasia Prevention Coalition Newsletter | Euthanasia: Negative Impact on Palliative Care………………………………………………………………………………………………………………………………… 31
Newsletters | New Books| Reports | Websites| Podcasts………………… 31
The Winnipeg Foundation | Taking direction from community……………………………………….. 31
Build awareness and your business at Abilities Expo Toronto…………………………………………. 31
EASPD Newsletter……………………………………………………………………………………………………… 33
ARI and RHF – APN/RHFAC Support………………………………………………………………………………. 33
Fighting Blindness Canada | Only Hours Until the Competition……………………………………….. 33
Webinars………………………………………………………………………………………… 33
INVITATION | Persons with Disabilities in preparation for De-Institutionalization | A 4 Part Webinar Series………………………………………………………………………………………………………………………………… 33
CRWDP Webinar Series – Webinar #25 is on November 17, 2021 at 12:00 PM EST!…………… 35
CRWDP Webinar #25………………………………………………………………………………………………. 36
Part II of the COVID-19 & Accessibility Webinar is on Nov. 18th!…………………………………….. 37
Opportunities………………………………………………………………………………….. 38
Global Disability Summit | What issues should be raised at the #GDS22? Participate in the Online Global Consultation for the Civil Society Forum. Fill the survey out on iData. The Accessible Survey Tool. 38
Government of Canada – Recruitment of Policy Leaders (RPL) 2021 Campaign…………………. 40
Gouvernement du Canada – Recrutement de leaders en politiques (RLP) 2021 campagne…. 42
ADD is currently recruiting for a new role – ADD Young Leaders Programme Advisor………… 44
Accounting Technician Position Available……………………………………………………………………… 45
Poste de Technicien(ne) comptable disponible……………………………………………………………… 45
New inclusion positions at IFES for technical experts!……………………………………………………. 47
Wavefront Centre Career Opportunities!……………………………………………………………………… 47
Inclusive Holiday Cards on Sale NOW!………………………………………………………………………….. 48
Cartes de vœux pour les fêtes en vente dès maintenant !………………………………………………. 49
Appendix………………………………………………………………………………………… 49
Committee on the Rights of Persons with Disabilities (CRPD) | Draft General Comment on article 27 on the right of persons with disabilities to work and employment…………………………………………….. 49
Comité des Droits des Personnes Handicapées (CDPH) | Projet d’observation générale sur l’article 27 relatif au droit des personnes handicapées au travail et à l’emploi………………………………….. 88
CCD Member Groups
National Network for Mental Health | NNMH Bulletin!
November 2021 Volume 1 Edition 1
Welcome to the first on-line edition of the National Network for Mental Health’s Bulletin!
NNMH is excited to present our first ever online newsletter the NNMH Bulletin. It is our hope that at the bulletin will aid in our aim to both inform and engage you in our activities here at the National Network for Mental Health.
Who We Are? What We Do?
It’s been a while, so we thought we would fill you in!
The NNMH is a not-for-profit national charity. The only non diagnostic mental health consumer network that is directed and operated by people with lived experience of psychosocial disabilities. We are an inclusive grassroots organization and our partners include the people from the deaf and disability communities who struggle with psychosocial disabilities.
National Network for Mental Health acts to advocate, educate, and offer expertise and resources to increase the health and well being of people with lived experience of mental illness, living in Canada. Providing the space for an inclusive intersectional framework for mental health communications NNMH engages voices of lived experience from across the disability community to advocate for human rights and social justice in mental health and health care. Offering resources and training in best practices of peer informed interventions through, education and health promotion!
November is Indigenous Disability Awareness Month!
Congratulations BCANDS – November is Indigenous Disability Awareness Month (IDAM) introduced by the British Columbia Aboriginal Network on Disability Society (BCANDS) in 2015, this year 2021 it is the 7th anniversary!
IDAM is the only Indigenous disability specific awareness initiative of its kind in the world. In 2017 the United Nations International Committee on the Rights of Persons with Disabilities recommended to Canada to officially declare November as IDAM annually.
Indigenous Disability Awareness Month (IDAM) brings AWARENESS of the barriers and issues that Indigenous peoples living with disabilities and their families face every day. IDAM also shines a light on the many achievements of Indigenous peoples living with disabilities recognizing the significant and valuable contributions they make to our communities socially, economically and culturally everyday.
By working together, we can work towards a Canada that is inclusive, equitable, and accessible for everyone. Join countless supporters across Canada by filling out your own proclamation statement
Proclamation Statement
It’s about time the rest of the country get on board!
Join countless supporters across Canada by filling out your own proclamation statement (click on the image below- edit as you need), send back to us at bcands@bcands.bc.ca, and share widely! Click the link http://www.bcands.bc.ca/wp-content/uploads/IDAM-2021-Proclaimation-192×300.jpg
What we have been up to!
In the spring of COVID-19 NNMH convened a Mental Health and Disability COVID -19 and Beyond Sub-committee, made up of people from across the deaf and disability communities. With the objective assessing and advocating for mental health and health care services and supports that are accessible and equitable for people from the deaf and disability communities. We held three meetings with ASL interpreters and closed captioning. The Mental Health Disability COVID-19 and Beyond committee will continue to meet and continue to study and advocate for the needs of the deaf and disability communities.
In June of COVID-19 we applied to ODI for a one-time grant to provide supports to community. To enhance communications, engagement activities to support people during the pandemic and to address the impact of COVID-19. NNMH was approved and received 21,600 to facilitate activities. With the funds NNMH sponsored three Emotional – CPR trainings, training 36 participants. Two of the trainings were accessible and geared to people from the deaf and disability community providing ASL. This past year the NNMH Annual General Members and a Special Members meeting provided both ASL and CART translation. In December the NNMH hosted a virtual seasonal holiday ZOOM get together that was well attended including people from the U.S.
We have updated the NNMH website and social media includes information from across the disability community, providing resources and information for mental health including COVID-19 support. NNMH continues to work on the UN-CRPD, the Optional Protocol, the Accessible Canada Act, Disability and Work, and Medical Assistance in Dying (MAiD) the Pan Canadian Disability Alliance partnership and other projects happening in the disability community.
We continue to participate in events from the mental health community with the Mental Health Commission of Canada and the Canadian Alliance for Mental Illness and Mental Health advocacy, and campaigns Faces and Champions of Mental Health.
ATTENTION Members!
We have a new website!
If you signed up as a member prior to October 14th on the NNMH’s previous website, we kindly ask that you register with us again. To ensure our information is current in our new system. Thank you so much for your ongoing interest in your membership with National Network for Mental Health. Only through a strong membership, can we affect change for those of us with mental health issues. Click the link to help us help others by joining today.
Membership Sign Up – National Network for Mental Health (nnmh.ca)
Join us for our 29th Annual General Membership Meeting 2020 – 2021 via Zoom
Board of Directors invite you to attend National Network for Mental Health’s Annual General Meeting. Celebrating 29 years as the only non-diagnostic mental health consumer network in Canada We are an inclusive grassroots organization and our partners include people from across the deaf and disability communities, those who share the struggle with disabilities. Saturday November 27 via ZOOM. Link to follow RSVP to national@nnmh.ca
If you require any accommodation or adjustments contact us by November 16th at national@nnmh.ca
Call for Board Members
In accordance with our bylaws, NNMH is looking for board representation from the following provinces and territories: British Columbia, Northwest Territories, Nunavut, Yukon, Quebec, New Brunswick, Nova Scotia, Newfoundland & Labrador, Prince Edward Island. We are looking for individuals that reflect our commitment to be an inclusive mental health disability organization. . Please forward your interest for any of the above positions by email to; national@nnmh.ca
Click the link: Board Membership Application
Our Rebrand – National Mental Health Inclusion Network
Designing for inclusivity was the meaning behind our rebrand. In line with our renewed focus on human rights and social justice in today’s landscape. As an organization our mission is to have a critical role in mainstreaming inclusivity through human-centered design that considers people of all abilities.
National Mental Inclusion Network provides the space for an inclusive framework for mental health communications. Engaging voices of lived experience to advocate for human rights and social justice in mental health and health care. Offering resources and training in best practices of peer informed interventions through, education and health promotion!
Shifting our focus to the disability community, NNMH plays a pivotal role in bridging the mental health community to the larger disability movement, and bringing knowledge of disability into the mental health sector. This shift into the disability community has enabled the NNMH to become actively involved in human rights and social justice.
TOOLS of The Trade
Emotional – CPR (e-CPR)
The National Empowerment Centre
Emotional-CPR (e-CPR) is a public health education approach designed to teach people to assist others through an emotional crisis by three simple steps: C = Connecting, P = emPowering, and R = Revitalizing. E-CPR is an effective mental health model of non-coercive crisis intervention it is a training program. Developed by people with lived experience of a psychiatric diagnosis and/or emotional distress or trauma; e-CPR is designed to teach people of any background to help others experiencing an emotional crisis. People who have been through the training consistently report that the skills they learned have helped them communicate better in ALL their relationships.”
“E-CPR is based on the principles found to be shared by a number of support approaches: trauma-informed care, counselling after disasters, peer support to avoid continuing emotional despair, emotional intelligence, suicide prevention, and cultural attunement. It was developed with input from a diverse cadre of recognized leaders from across the U.S., who themselves have learned how to recover and grow from emotional crises. They have wisdom by the grace of first- hand experience.”
Five Pillars to Facilitation Safe Spaces – A Curriculum for Educators
Why Are Safe Spaces Important?
By Aime Hutton
As we have come to know many of the reasons that youth think about attempting suicide is the result of bullying experienced at school. With the advancement of technology bullying is happening at all times of day and night via social media, cell phones, texting, and email. It is not only on the playground anymore!
My personal experience as a child was the motivation to develop the training. All throughout school I was bullied. For 6 years I had wished that I had a safe space at school to go to. For example, when I was being bullied and attacked in the girl’s locker room in grade 7, I had no where to go to tell my teacher. I needed a safe space and did not have one.
Creating safe spaces for children and youth is a crucial support that should be in every school across the country. Safe spaces to get help and support when they need to speak with a teacher, a mentor, or a peer about the issues and troubles they are struggling with.
I created the 5 Pillars to Facilitating Safe Spaces – for educators, to support and to help them understand the need to create safe spaces. A place where children and youth will know where they can go get help with challenges they are facing daily. This curriculum communicates: What safe spaces are and why are they important! The Five Pillars are;
The 5 Pillars to Facilitating Safe Spaces – for educators’ curriculum will provide practical tools for educators to create an environment where youth will feel safe to share about the struggles, they have in their daily lives. Providing the tools to create and implement safe spaces in schools is a model that can be used from elementary to high school and beyond. So that our children and youth can grow to be happy productive citizens of the world!
The Five Pillars to Facilitating Safe Space is a four-hour certification program and can be offered online via Zoom.
For more information and to set up a discovery call please send me an e-mail at aime@inchbyinchempowerment.com , and I will respond within 2 business days.
Meet the Board of Directors
Dr. Kathleen Thompson in Regina Saskatchewan: Kathleen is the Co-chair of the NNMH, and a longstanding disability and human rights advocate. She is also the founder and president of her own consulting company, Thompson Policy Consulting Inc. Her work activities include providing crisis intervention and trauma counselling to individual, groups and corporations to support Canada’s Covid-19 recovery effort.
Dr. Walter Wai Tak Chan, in Winnipeg, Manitoba: Walter is the Co-chair I am working on a grant for research about the wellbeing of youth land defenders and climate activists. We will ask participants to take photos and craft narratives about their experiences of fighting for the environment and fighting for Indigenous sovereignty, while navigating the journey of youth and adulthood. We hope to reach youth from Winnipeg, rural Manitoba, and northern Manitoba, and convey our findings to politicians, policy-makers, and health professionals on giving land back to Indigenous communities, climate policy, and coping with eco-anxiety and despair.
Aime Hutton in Calgary Alberta: Hailing from Calgary Aime has 20+ years’ experience in the field of working with youth and dealing with bullying and abuse. As past leadership has failed her throughout her school years, she has now turned her experiences and attention to helping educators. As a Youth Diversity Advisor and International Speaker/Facilitator, Aime has designed a corporate training for educators called “The 4 Pillars for Facilitating Safe Spaces for Young Female Students in School.” Aime sits on the Board of the National Network for Mental Health Alliance representing the Province of Alberta and is a member of the Gender and Sexual Diversity Advisory Board with the Calgary Police Service.
Grandmother Roberta Oshkabewisens – Indigenous Representative in Ottawa Ontario: Little White Buffalo Woman; Bear and Loon are my teachers. Odawa/Ojibwe from Wiikwemikoong, Manitoulin Island, and proud mother and grandmother. My experience and training have and is still provide me with a long and rewarding life with our traditional teachings and ceremonies. I have been entrusted to follow through with confidence by those who have spent years of teaching me. Additionally, I facilitate and provide consultations to political leadership, other agencies/organizations, gatherings and individuals. My main goal is to provide and facilitate our traditional healing and wellness ways of life for our anishinaabek to my best ability which I hold highly and respectfully due to the way I was taught throughout my life. I carry all the teachings with great pride and in honour of my teachers and guides
Anita Levesque – Treasurer, Media & Communications in Stoney Creek, Ontario: She has been self-employed as a web and graphic designer since 2005. Anita provides the following services: web design, graphic design, internet marketing, social media marketing and hosting. She is also now a professional photographer. Anita started as a mental health advocate in 2014 and volunteers for many causes and organizations including the NNMH board of directors. Anita’s vast knowledge of mental health is based on her lived experience as a family member growing up with her father who lived with manic depression (Bipolar) all his life. Anita lives with C-PTSD and is a support to both her brother and mother who suffer with depression anxiety and C-PTSD as a result of the domestic violence and abuse witnessed in their home. Anita is a supportive and caring partner, mother, daughter and sister.
Voice of Albertans with Disabilities | Retail Accessibility Survey- Chance at $100 Prize
Greetings!
We hope that you are doing well as our holiday seasons approach us! We are a student group from the University of Alberta, emailing on behalf of Voice of Albertans with Disabilities organization, requesting YOU to fill out our survey on how individuals with disabilities interact in the goods and services sector! More specifically, we want to know how your daily shopping activities are affected by your disability and vice versa!
This survey is only 15 questions, and should take less than 10 minutes to complete! If you complete the survey and provide us with your email at the end (if you so choose), you will be entered to WIN 1 OF 3 $100 GIFT CARDS!
The survey is attached here and below! | If you have any questions, please feel free to email accessibility@vadsociety.ca or assaf1@ualberta.ca. Thank you and have a good day!
Here is the link: https://forms.gle/cDzydS6WqsFwvWBf7
Canadian Council of the Blind: Webinar Recording “The Impact of COVID-19 Pandemic on Eye Health in Canada Oct 26th. 2021
Click on the following link to access the recording: Impact of the COVID-19 Pandemic on Eye Health in Canada Summit – YouTube
This video is a recording of the Canadian Council of the Blind’s (CCB) Summit on The Impact of the COVID-19 Pandemic on Eye Health in Canada held October 26, 2021. This project was spearheaded by the CCB in partnership with Fighting Blindness Canada (FBC) and key partners the Canadian Association of Optometrists (CAO) and the Canadian Ophthalmological Society (COS).
In this session a panel of experts share their perspectives on the addendum to the Cost of Vision Loss & Blindness in Canada report that specifically looks at the impact COVID has had on the blindness and vision loss community.
The Summit was proudly supported by our Presenting Sponsor Bausch + Lomb.
About the Report
In 2020 the Canadian Council of the Blind, partnering with Fighting Blindness Canada, and key stakeholders, the Canadian Association of Optometrists and the Canadian Ophthalmological Society, conducted a supplementary study to reveal the astounding impact COVID-19 has had on eye health in Canada.
The Canadian Council of the Blind (CCB) engaged Deloitte Access Economics in December 2020 to provide a contemporary estimate of the annual social and economic cost of vision loss (VL) and blindness in Canada. In support of this report, the CCB partnered with Fighting Blindness Canada and key partners the Canadian Association of Optometrists and the Canadian Ophthalmological Society. The full report on the Cost of Vision Loss and Blindness in Canada using 2019 data was completed in May 2021. During the completion of that earlier document, it became apparent that the COVID-19 pandemic was having a major impact on the findings of the study. It was therefore decided to conduct a supplementary study on the impact of the pandemic in 2020 on the prevalence and cost of VL. The findings of that study are presented as an addendum to the original report. The estimated costs in the report reflect the impact of COVID-19 from March to December of 2020, highlighting aggregated, pan-Canadian effects.
About the Canadian Council of the Blind (CCB)
The Canadian Council of the BlindIs the Voice of the Blind™ in Canada, a membership-based charity that brings together Canadians who are living with vision loss, the blind, deaf-blind and the partially sighted. Advocating for its members, the CCB works to promote a sense of purpose and self-esteem along with an enhanced quality of life. Based on belief in ABILITY, not disability Canadian Council of the Blind (CCB) is a vibrant network of active members across Canada. Each chapter is unique to its geographic area and engages in a variety of social and recreational activities based on the interests of their local members. Visit www.ccbnational.net or call 1-877-304-0968 for more information.
signature
Jim Tokos
National President
Canadian Council of the Blind
Accessibility
Accessible Means of Egress Webinar Available in Archives
| If you missed the Board’s webinar on accessible means of egress last week, you can access the webinar recording and presentation materials in the archives. This webinar reviewed the minimum technical requirements for accessible means of egress in the IBC, including criteria for emergency evacuation for people with disabilities, evacuation planning, alarms, evacuation routes inside and outside of the building, and signage. This webinar included video remote interpreting (VRI) and real-time captioning. The webinar series is hosted by the ADA National Network in cooperation with the Board. Other archived copies of previous Board webinars are also available on the site. |
Climate
Angus Reid Institute | Climate conference cynicism: Vast majority have little faith leaders will make meaningful progress at COP26
Click on the following link to access the information online: Climate conference cynicism: Vast majority have little faith leaders will make meaningful progress at COP26 (mailchi.mp)
Disability, Resilience and Inclusion in our Cities | #COP26
Click on the following link to access the video of the side event: Disability, Resilience and Inclusion in our Cities | #COP26 – YouTube
COVID-19
OHRC Policy statement on human rights in COVID-19 recovery planning
Today, the OHRC released its Policy statement on human rights in COVID-19 recovery planning. This statement is designed to better understand and address the systemic challenges that have come to define this moment in history. It provides advice for implementing COVID-19 recovery planning in a way that respects and protects the full range of human rights, so that everyone benefits from placing substantive equality and human rights at the core of recovery planning.
The policy statement outlines how Ontario’s Human Rights Code gives everyone equal rights and opportunities without discrimination in areas such as jobs, housing and services, and goes on to clarify the obligations of governments, service providers, housing providers and employers to take positive action towards substantive equality in their recovery planning efforts.
The statement also introduces six key principles for COVID-19 recovery, and potential policy and program actions consistent with a human-rights based approach to COVID-19 recovery.
Using a human rights-based approach to pandemic recovery planning offers a unique opportunity to benefit everyone, including racialized, marginalized and disproportionately affected groups, for generations to come.
The OHRC has shared this statement with ministers across all relevant sectors, as we believe it will help guide their ministry’s pandemic recovery efforts.
Read the full policy statement.
Déclaration de principes concernant les droits de la personne dans le cadre de la planification de la relance suite à la COVID-19
Aujourd’hui, la CODP a publié sa Déclaration de principes concernant les droits de la personne dans le cadre de la planification de la relance suite à la COVID-19. La Déclaration de principes a vocation à faire mieux comprendre les défis systémiques qui ont défini cette période historique afin de pouvoir les relever plus efficacement. Il fournit des conseils pour mettre en œuvre le plan de redressement COVID-19 d’une manière qui respecte et protège l’ensemble des droits de l’homme, de sorte que chacun bénéficie du fait de placer l’égalité réelle et les droits de l’homme au cœur du plan de redressement.
La Déclaration de principes explique que le Code des droits de la personne de l’Ontario prône l’égalité des droits et des chances pour tous et interdit la discrimination dans certains domaines, comme l’emploi, le logement et les services. Elle précise en outre l’obligation des gouvernements, des fournisseurs de services, des fournisseurs de logements et des employeurs de prendre des mesures positives pour assurer l’égalité dans leurs efforts de planification de la reprise.
Par ailleurs, la Déclaration de principes présente six principes clés et propose des programmes et des politiques en ligne avec une approche de la reprise centrée sur les droits de la personne.
Une planification centrée sur les droits de la personne serait bénéfique pour toute la population, y compris les groupes racialisés, marginalisés et disproportionnellement touchés par la pandémie, ainsi que pour les générations futures.
La CODP a partagé cette déclaration avec les ministres de tous les secteurs concernés, car nous pensons qu’elle contribuera à orienter les efforts de rétablissement de leur ministère en cas de pandémie.
Lisez la déclaration complète
Canada Union of Postal Workers | Please Sign-On and Endorse our Delivering Community Power Campaign
The Canadian Union of Postal Workers (CUPW) and our allies are advocating to reimagine Canada Post with services to support all communities, while offering solution to take concrete actions facing the climate crisis.
The COVID-19 pandemic has put a serious strain on our public services and infrastructure. It has shone a spotlight on the inequities and injustices of our present systems.
We see this recovery as a crucial point in history, presenting progressive forces a once-in-several-generation’s opportunity to fix many societal ills. That is why CUPW became a supporting partner of Principles for a Just Recovery last year. The movement offers a common platform for progressive groups to come together to build a just future. You can read more about the principles here: justrecoveryforall.ca and join us in the action.
It is also a pivotal moment to set ourselves up to avoid climate catastrophe, while creating a just transition for workers. Through Delivering Community Power, we already offer concrete proposals that build off these principles. We need to push for things like a fully public postal bank including all services, an electric fleet for Canada Post, check-ins for seniors and better living wages for all.
We would like to invite you to endorse our Delivering Community Power campaign here (Click on the following link: Just Recovery for All)and would be happy to include you in our public list of endorsers. In addition, we welcome your feedback and ideas on what a reimaged public postal service could do for your community, group or organization. Please feel free to reach out to me with your questions or comments our team will be glad to meet and support you.
Together we can build a more equitable and just society that puts the health and well-being of all peoples and ecosystems first.
Sincerely “Delivering Community Power” team
Appuyez notre campagne Vers des collectivités durables
Le Syndicat des travailleurs et travailleuses des postes (STTP) et ses alliés préconisent de réinventer Postes Canada grâce à des services destinés à l’ensemble des collectivités, tout en proposant des mesures concrètes visant à contrer la crise climatique.
La pandémie de COVID-19 a mis à rude épreuve nos services publics et nos infrastructures. Elle a mis en lumière les inégalités et les injustices de nos systèmes actuels.
Nous croyons que la relance marque un tournant historique et qu’elle présente aux forces progressistes une occasion unique de régler de nombreux maux de la société. C’est pourquoi, l’année dernière, le STTP est devenu partenaire de l’initiative Principes d’une relance juste. Cette initiative offre une plateforme commune qui permet aux organisations progressistes de créer ensemble la vision d’un avenir meilleur. Pour obtenir de plus amples renseignements sur les principes mis de l’avant par cette initiative, visitez le site Web www.relancejuste.ca.
La relance constitue également un point tournant pour éviter une catastrophe climatique tout en créant une transition équitable à l’intention des travailleuses et travailleurs. L’initiative Vers des collectivités durables offre déjà de nombreuses propositions concrètes prenant appui sur ces principes. Nous devons exercer des pressions pour créer une banque postale, électrifier le parc de véhicules de Postes Canada, mettre en oeuvre un programme de suivi auprès des personnes âgées et adopter un salaire décent pour tous.
Nous aimerions vous demander d’appuyer notre initiative Vers des collectivités durables en cliquant ici (Votre organisme aimerait soutenir la campagne Vers des collectivités durables? Faites-le maintenant! – Vers des collectivités durables (collectivitesdurables.ca), et nous serions heureux d’ajouter votre nom à notre liste publique de signataires. Nous vous encourageons aussi à nous communiquer vos commentaires et suggestions sur ce qu’un service postal public réinventé pourrait faire pour votre collectivité, groupe ou organisation. N’hésitez pas à communiquer avec moi pour m’informer de votre appui ou me faire part de vos questions et commentaires. Notre équipe sera heureuse de vous rencontrer et de vous aider.
Nous pouvons travailler ensemble à bâtir une société plus juste et plus égalitaire, une société qui accorde la priorité à la santé et au mieux-être de l’ensemble des populations et des écosystèmes.
Sincères salutations,
L’Équipe de « Vers des collectivités durables »
CRPD
CRPD Committee calls for submission on its draft general comment on article 27 of the CRPD (Work and employment) – Deadline 6 December 2021
The CRPD Committee has published its calls for submissions for its draft general comment no 8 on article 27 of the CRPD (work and employment). Please find the information at the specific page within the CRPD Committee website (in English only):
The deadline set by the CRPD Committee is December 6th, 2021.
In the appendix, you will find the draft general comment no 8 on article 27 of the CRPD (work and employment) in: English and French.
We hope you and your organizations are able to contribute.
See Appendix for Draft general comment on article 27.
Le Comité relatif aux Droit des Personnes Handicapées vient de publier son appel aux commentaires à son draft commentaire général no. 8 sur l´article 27 de la CDPH (travail et emploi)
Le Comité relatif aux Droit des Personnes Handicapées vient de publier son appel aux commentaires à son draft commentaire général no. 8 sur l´article 27 de la CDPH (travail et emploi). Veuillez trouver des informations plus détaillées sur le site du Comité (en anglais):
La date limite établie par le Comité de la CDPH est le 6 Décembre du 2021.
On espère que vous et vos organisations serez capables d’ y contribuer.
Federal Election | Post Election Developments
O’Toole Names Shadow Cabinet for Next Session
National Post, Nov. 10, 2021
Ottawa – Pierre Poilievre is back in finance, Michelle Rempel Garner moves to the energy file, and Leslyn Lewis has been snubbed.
Those are some of the major moves announced by Conservative Leader Erin O’Toole on Tuesday, as he revealed his new shadow cabinet ahead of Parliament’s return on Nov. 22.
The headline move is O’Toole’s reversal on Poilievre. Six months after O’Toole won the party’s leadership in August 2020, he raised eyebrows by removing Poilievre from the finance critic role – the highest profile job in the official opposition.
O’Toole insisted at the time that he was moving Poilievre into an equally important job as the critic for jobs and industry, but some of his senior aides acknowledged privately that it was part of O’Toole’s broader effort to change the tone of the party. Poilievre is well known as a partisan pit bull, and for that reason is very popular among the Conservative Party’s grassroots membership.
Now, following a disappointing election performance that saw the Conservatives drop from 121 seats to 119, Poilievre is back prominently on the Conservative front benches.
“There has been one voice in Ottawa raising the spectre of the risks of inflation over the last year and it’s been Pierre Poilievre,” O’Toole told reporters. “Inflation is a huge risk to our future, so I’m putting a strong, principled voice to hold this government to account on inflation and our economic performance.”
Pushed on why Poilievre was removed from the post in the first place, O’Toole argued that the party was trying to draw a contrast on job creation ahead of the election.
“As you know, Pierre is one of our strongest communicators,” O’Toole said. “He’s tough in the House. I see the Liberals quiver when he rises to his feet, whether it’s on the WE charity scandal or other issues. Ahead of the election, we were drawing a choice between Mr. Trudeau’s CERB and reliance on government forever – or jobs, the economy, and getting our country back on its feet. Now the big risk facing our country is inflation, the highest rate in 20 years.”
Despite having been removed from the finance critic role, Poilievre has spent much of the past year hammering government policies he believes are causing inflation, and has been using his Twitter account to take particular aim at Bank of Canada Governor Tiff Macklem.
O’Toole was asked by reporters whether bringing Poilievre back into the finance role means the party is now endorsing Poilievre’s targeting of Macklem, and potentially politicizing an office that has traditionally been seen as above day-today partisan attacks.
“We’re really worried about our economic future and I want someone that will be tenacious,” O’Toole responded.
In a statement, Poilievre thanked O’Toole for the new job and took a victory lap over his warnings about inflation.
“A year-and-a-half ago, when Liberal academics, politicians and media said Canada would have ‘deflation,’I predicted that mass deficits and money printing would cause inflation,” Poilievre said.
“Here we are: inflation is at a two-decade high. Housing prices rose a third, even while the economy collapsed.”
In another notable move, Rempel Garner has been shuffled from the health critic role to the natural resources portfolio, meaning the Alberta MP will be taking on Natural Resources Minister Jonathan Wilkinson and Environment and Climate Change Minister Steven Guilbeault.
Lewis, meanwhile, is the most notable omission from shadow cabinet.
Lewis was a major force in the leadership race and O’Toole won primarily because he picked up support from Lewis when she dropped off the ballot. As a Black woman, Lewis is also seen as a major boost for the party’s cultural outreach efforts.
However, Lewis has caused controversy in recent weeks for using her Twitter account to raise skepticism about vaccinating children and implementing vaccine mandates.
Marilyn Gladu, another former leadership contender who is in hot water over comments on COVID-19, has also been left out of shadow cabinet.
Gladu issued an apology on Tuesday for a CTV interview that aired over the weekend where she appeared to downplay the severity of COVID-19.
“Upon reflection, I recognize how dangerous it is to share misinformation about the severity of COVID-19 and the safety and efficacy of vaccines,” Gladu’s statement said.
“I retract these comments in full. I apologize unreservedly to Canadians. I also apologize to my caucus colleagues and leader for the distraction my comments have caused.”
Other notable moves in the shadow cabinet include:
Manitoba MP Candice Bergen remains the party’s deputy leader
Alberta MP Tim Uppal is named chair of outreach, following an election where the caucus lost seats in culturally diverse ridings
Quebec MP Gérard Deltell remains house leader, but Ontario MP Michael Barrett is named deputy house leader
Three MPs who were vocally critical of O’Toole after the election – Shannon Stubbs, Mark Strahl and Chris Warkentin – have all been left out of shadow cabinet
Quebec MP Luc Berthold is named health critic.
Human Rights
Crown Broke 1850 Land Treaties with First Nations, Ontario Court of Appeals Rules
Compensation could be in the billions of dollars, from Ontario, the federal government or both, after the province’s Court of Appeals rules that the Crown broke land treaties with First Nations
Read in The Globe and Mail: https://apple.news/AM7qZjXeTSuuXJXZhYXmjSg
Income
e-3656 (Social affairs and equality) | Petition to the Government of Canada | Canada Disability Benefit
Whereas:
Poverty is exhausting and intrudes on all aspects of your daily life;
For people with disabilities, the added costs of being disabled increase the daily struggles;
41 percent of the people living in poverty in Canada have a disability, a disproportionate amount, given that people with disabilities make up 22 percent of the population;
In a recent survey, 89 percent of Canadians agreed that a Canada Disability Benefit is the right thing to do and that the country should come together to dramatically reduce disability poverty;
The Canada Disability Benefit is a high priority legacy initiative;
This benefit will centre the needs of people with disabilities in the country’s pandemic recovery plans, addressing a longstanding gap in Canada’s social safety net while honouring its commitment to the United Nations Convention on the Rights of Persons with Disabilities; and
All-party support is anticipated for fast action to make Canada the first country to provide a livable income supplement for people with disabilities, as was done for seniors and children.
We, the undersigned, citizens and residents of Canada, call upon the Government of Canada to place the implementation of the Canada Disability Benefit at the forefront of the political agenda by:
1. Fast-tracking the design and implementation of the Canada Disability Benefit; and
2. Actively and genuinely involving disabled people every step of the way to work alongside the government to make it happen.
Click on the following link to access the petition online: https://petitions.ourcommons.ca/en/Petition/Details?Petition=e-3656
Canada Revenue Agency | Agence du revenu du Canada (ARC)
Medical practitioners: register for a webinar about the Disability Tax Credit!
Mark your calendars!
We’re hosting a live and interactive free webinar for medical practitioners. We’ll be talking about:
§ how to fill out Part B of the Form T2201 for the Disability Tax Credit
§ the new T2201 digital application
§ frequently asked questions from medical practitioners about completing Form T2201
Medical practitioners can register for the webinar and are encouraged to share the registration information with colleagues. Visit canada.ca/cra-medical-practitioners for more information.
You’ll be able to ask questions, and we’ll be answering them during the event. We look forward to hearing from you.
Duration: About 25 minutes
The webinar is on November 17 at the following times:
| Newfoundland and Labrador | Maritimes | Quebec, Ontario, Nunavut | Manitoba, Saskatchewan | Alberta, Northwest Territories | British Columbia | Yukon | |
| English Register Now | 3:30pm | 3pm | 2pm | 1pm | 12pm | 12pm MST 11am PST | 11am |
| French Register now | 12:30pm | 12pm | 11am | 10am | 9am | 9am MST 8am PST | 8am |
Avis aux professionnels de la santé : inscrivez-vous à un webinaire sur le crédit d’impôt pour personnes handicapées!
Inscrivez cette date à votre calendrier!
Nous organisons un webinaire gratuit et interactif, qui sera diffusé en direct. Celui-ci est à l’intention des professionnels de la santé. Nous aborderons les points suivants :
§ la façon de remplir la partie B du formulaire T2201, Certificat pour le crédit d’impôt pour personnes handicapées;
§ la nouvelle application numérique pour remplir le formulaire T2201;
§ les questions fréquemment posées par les professionnels de la santé sur la façon de remplir le formulaire T2201
Vous pouvez vous y inscrire en tant que professionnels de la santé. Nous vous encourageons à transmettre cette invitation à vos collègues. Allez à canada.ca/arc-professionels-sante pour plus d’informations.
Vous pourrez poser vos questions tout au long du webinaire. Nous sommes impatients d’avoir de vos nouvelles.
Durée : Environ 25 minutes
Ce webinaire aura lieu le 17 novembre aux heures suivantes :
| Terre-Neuve-et-Labrador | Maritimes | Québec, Ontario, Nunavut | Manitoba, Saskatchewan | Alberta, Territoires du Nord-Ouest | Colombie-Britannique | Yukon | |
| Anglais S’inscrire maintenant | 15 h 30 | 15 h | 14 h | 13 h | 12 h | 12 h (HNR) 11 h (HNP) | 11 h |
| Français S’inscrire maintenant | 12 h 30 | 12 h | 11 h | 10 h | 9 h | 9 h (HNR) 8 h (HNP) | 8 h |
Medical Aid in Dying
Euthanasia Prevention Coalition Newsletter | Is assisted suicide quick and painless?
Click on the following link to access the newsletter online: Massachusetts court to hear assisted suicide case (mailchi.mp)
Euthanasia Prevention Coalition Newsletter | Euthanasia: Negative Impact on Palliative Care
Click on the following link to access the newsletter online: Euthanasia: Negative impact on palliative care. (mailchi.mp)
Newsletters | New Books| Reports | Websites| Podcasts
The Winnipeg Foundation | Taking direction from community
Click on the following link to access the information online: Taking direction from community (marketingusercontent.com)
Build awareness and your business at Abilities Expo Toronto
Well, I can’t believe we’re finally back at it with Abilities Expo Toronto on Friday, May 13 & Saturday, May 14. It makes my head hurt to think that by the time we get to next May, it will have been three years since our last Expo in 2019.
But let’s go back in time so you can see the value in being a part of this great event for the disability community and the people and companies that support them with great products and services. First off, our attendance increased by 55% from 2018 to 2019 and with the pent up demand and interest with not being able to have an event in 2020 and 2021, I expect our attendance will significantly grow from the almost 4,000 people we had in 2019.
As you consider being a part of it, below are a few other things to consider:
the Expo grew by 18% from 2018 to 2019
83% of exhibitors rated the Expo as Very Good to Excellent
100% indicated it met or exceeded their expectations
87% rated the quality of attendees as Very Good to Excellent
We would love to have you join us! Assuming you feel the same way, please review the floor plan and Organizational Sponsor rates. To confirm a booth, please complete and submit the online contract along with full payment. If you decide to join Abilities Expo, we’ll provide the following for you:
1. A 10’x10′ booth space for only $375 per booth (vs. our standard rate of $2,895 per booth). If you select a corner location, you’ll be responsible for an additional $150 per corner. NOTE: This is “space only” so no furniture, carpeting, electrical, etc. is included with the booth. You may bring your own “stuff” or you can rent what you need from our onsite contractor.
2. Your logo will be posted from within the rotating sponsor section of our Toronto website including a link to your site.
3. Your logo will appear on all of our onsite sponsor signage.
In return, you need to agree to:
1. Ensuring that your booth space is staffed during all of the Expo’s open hours for both days of the event.
2. Placing our logo onto your website with a link back to our site as soon as possible.
3. Including the event information on any calendars (or similar) that you produce and distribute.
4. Promoting your involvement with the Expo on all your social media platforms with a minimum of three Facebook posts and three tweets on Twitter.
5. Reach out to your community with our show flyers, which we will provide, and a minimum of three email blasts with links for attendee registration.
Ian Forsyth
President/Show Director
Caneast Shows Inc.
E-mail me ian@caneastshows.com
President/Show Director
Caneast Shows Inc.
EASPD Newsletter
Click on the following link to access the newsletter online: On our calendars this month… (mailchi.mp)
ARI and RHF – APN/RHFAC Support
Click on the following link to access the information online: ARI and RHF – APN/RHFAC Support (rickhansen.com)
Fighting Blindness Canada | Only Hours Until the Competition
Click on the following link to access the information online: Fighting Blindness Canada (sure-mail.net)
Webinars
INVITATION | Persons with Disabilities in preparation for De-Institutionalization | A 4 Part Webinar Series
TCI in partnership with International Disability Alliance, Inclusion International, Validity Foundation, Disability Rights Fund, BAPU Trust, and Center for Inclusive Policy.
Schedule of the webinars
| S No. | Proposed title of Webinars | Proposed Time window |
| 1 | Creating enabling environments for DI | 08 October 2021 |
| 2 | Building community support and psychosocial ecosystems | 10 November 2021 |
| 3 | Access to Generic Services following DI | — November 2021 |
| 4 | Gender and DI | — December 2021 |
The first webinar was scheduled on the 8th October 2021 on – “Creating Enabling Environments on De-Institutionalization”. The recording of the first webinar can be accessed from our youtube channel, the webinar recording is accessible with Sign Langauge interpretation and a finished captioning of the event is also attached.
Link to access the recording: https://www.youtube.com/watch?v=EqML1fQaN74&t=634s
We are pleased to share with you that the # 2 webinar on “Building Community Support and Psychosocial Ecosystems” will be held on 10th November 2021 at 9:00 AM EST/ New York Time. The webinar is organized virtually on Zoom and the joining details are as follows:
Zoom Link: https://zoom.us/j/91645375019?pwd=L0I1K25xUlVvWSthaXRUcUdOTUxrQT09
Passcode: 351524
We look forward to having you with us, a flyer and agenda are also attached below in word format.
Regards
TCI Webinars Team
CRWDP Webinar Series – Webinar #25 is on November 17, 2021 at 12:00 PM EST!
We hope that you are safe and well.
You are invited to attend Webinar #25, as part of the CRWDP Webinar Series, taking place on Wednesday, November 17th, 2021, at 12:00 to 1:00 PM EST.
This webinar will be presented Robyn O’Loughlin. Robyn’s presentation is entitled “Colonialism and inclusion in the workplace: a look at northern educators”.
Presentation Description:In this presentation, Robyn explores how colonial behaviours are seen in the workplace with a focus on educators. Using data that is from her dissertation work, educators’ understanding and implementation of the Ontario anti-bullying framework policy in school allows a glimpse into the ways settler colonialism remains in the workplace and its impact on inclusion in the school setting. The sample in this study consists of 12 educators working in northern Ontario. The participants shared their personal background, their understanding of Indigenous cultures, history and politics, and their understanding of the anti-bullying framework.
Presenter Bio:
Dr. Robyn O’Loughlin holds a PhD from Carleton University in Law and Legal Studies (2021). Her dissertation research focuses on Ontario’s anti-bullying framework and its potential impact on Indigenous students who move off reserve to attend high school in northern Ontario. She is a MITACS-funded Post-Doctoral Fellow in Indigenous Workplace Studies with the Department of Health Sciences at Lakehead University, Thunder Bay, Ontario, in partnership with the Institute for Work & Health, Toronto, Ontario. Her post-doctoral research relates to workplace bullying, violence and harassment and its potential impact on First Nations workers.
Be prepared to learn and ask questions. We will have a Q and A session after Robyn’s presentation.
Accessibility: Captioning and ASL interpretation services will be available for this webinar.
CRWDP Webinar #25
When: Wednesday, November 17th, 2021 at 12:00 to 1:00 PM Eastern Time (US and Canada)
Topic: Colonialism and inclusion in the workplace: a look at northern educators
Presenter: Dr. Robyn O’Loughlin (https://www.iwh.on.ca/people/robyn-oloughlin)
Register in advance for this free webinar.
After registering, you will receive a confirmation email containing information about joining the webinar.
Thank you,
Sabrina Imam
Research Associate
Centre for Research on Work Disability Policy (CRWDP)
400 University Ave., Suite 1800
Toronto, ON M5G 1S5
Phone: 416.927.2027, ext. 2299
Fax: 416.927.4167
E-mail: simam@iwh.on.ca
Web: http://www.crwdp.ca
Part II of the COVID-19 & Accessibility Webinar is on Nov. 18th!
Our second webinar of this two-part series is a week away. Part II of COVID-19 and Accessibility: how has the pandemic affected the built environment? explores topics covered in Part I in greater detail.
Part II will discuss best practices and considerations to ensure accessibility in the built environment in relation to COVID-19 safety measures as well as the impacts on the needs of all building users.
Sign up now for the conclusion of this timely and important discussion.
Jonathan Marriott, Content Lead
Rick Hansen Foundation Accessibility Certification™ (RHFAC)
Part II: Covid-19 and Accessibility: how has the pandemic affected the built environment?
Date: Nov. 18, 2021
Time: 10 a.m. PDT, 1 p.m. EDT
Duration: 1 hour
Sign up for your FREE spot here! Click on the following link: Webinar Registration – Zoom
ASL and live stenographic captioning will be provided for this webinar.
We look forward to seeing you there!
Accessibility Professional Network
Opportunities
Global Disability Summit | What issues should be raised at the #GDS22? Participate in the Online Global Consultation for the Civil Society Forum. Fill the survey out on iData. The Accessible Survey Tool.
As you know, the Government of Norway, the Government of Ghana, and the International Disability Alliance will co-host the second Global Disability Summit on the 16 and 17 February 2022.
The Summit will be preceded by a Civil Society Forum, to be held on 15 February 2022.
The purpose of the Forum is to leverage the opportunity to amplify the perspectives, voices and participation of persons with disabilities, through their individual participation and that of their representative organizations (OPDs).
The Forum is an opportunity to highlight current issues relevant to the global disability movement and to the realization of the Convention on the Rights of Persons with Disabilities (CRPD), which might not specifically be addressed at the Summit. The intention is not to duplicate the points that will be made at the Summit, rather to provide additional space for Civil Society to make its own contribution to the Summit.
The Global Disability Summit Secretariat has been working in coordination with the Civil Society Reference Group, the body mandated to coordinate the Civil Society Forum, to define a program and agenda for the day.
Together, we have agreed on the benefits of holding online consultations with the broader civil society, and we are now emailing you as we would like to seek your views on themes to be discussed during the Forum. The survey we are asking you to fill represents your opportunity to provide us with ideas and ensure we are fully inclusive in our process. We want to hear your perspective and we want your help in broadening the voices we will see represented at the Forum.
We also want this survey to reach everyone. That is why we created this survey on iData, IDA’s new accessible survey platform. On iData, you will be able to fill out the survey in English, Spanish, French and International Sign Language. You can also activate an Easy Read option and enjoy many other accessibility functions.
We would ask you to fill the short survey by COB 3 December 2021.
You can access the survey here: https://idata.tools/survey/csf-gds22
Please share the survey with your colleagues and within civil society networks, as we would like to keep the process as widely participatory as possible.
We look forward to hearing your ideas and opinions.
Please complete the survey.
Best wishes
Richard Rieser,
General Secretary, Commonwealth Disabled People’s Forum
c/o World of Inclusion Ltd,
Basement,
78, Mildmay Grove South,
London,
N1 4PJ,
UK.
Website: www.worldofinclusion.com
Phone: +44(0)207 359 2855
Mobile: +44(0)7715420727
Skype: Richard Rieser
Government of Canada – Recruitment of Policy Leaders (RPL) 2021 Campaign
We would appreciate your support sharing the information below:
The Government of Canada’s annual flagship Recruitment of Policy Leaders (RPL) program is seeking accomplished Canadians and permanent residents with the potential to lead positive change and develop creative solutions to Canada’s most challenging policy issues.
Successful candidates will be eligible for permanent, full-time, mid- to senior-level positions across various federal departments and agencies working on priority issues facing Canada, such as the fight against climate change, criminal justice, the digital economy, food security, foreign policy, health, international trade, national security, reconciliation, and more.
This competitive program seeks individuals with: policy-relevant experience (e.g., from NGOs, Indigenous organizations, government, academia, think tanks, the private sector, etc.); demonstrated leadership, initiative, or community engagement; and a record of academic or research achievements. Candidates must hold (or complete by December 31, 2022) a Master’s degree or a PhD or a law degree combined with an undergraduate degree in any discipline.
The Government of Canada is committed to building a more equitable, diverse, and inclusive federal public service. When applying, please consider self-declaring if you are an Indigenous person, a person with a disability, a member of a visible minority, and/or if you identify as a woman. Assessment accommodations are available at any stage of the hiring process to help candidates demonstrate their abilities to their fullest capacity.
This year, the RPL campaign will accept applications from November 16 to November 30, 2021. For more information and to apply, please visit www.canada.ca/recruitment-policy-leaders.
To encourage and support First Nations, Inuit and Metis candidates, the 2021-2022 RPL Campaign will include an additional application period for Indigenous candidates only, after the general application period closes, from December 2021 to February 2022. Indigenous candidates are invited to apply during either the general campaign or the additional application period.
To hear more from alumni of the program, please follow us on Twitter, LinkedIn, and YouTube. You can also visit our GCwiki page, which contains links to recorded presentations and video profiles of alumni, as well as information for webinars taking place over the coming weeks. We encourage all prospective applicants to attend a webinar to learn more about the application process. Details and registration links will soon be available on our GCwiki page.
If you have any questions about the program, please contact the Public Service Commission of Canada at CFP.RLP-RPL.PSC@cfp-psc.gc.ca.
Best regards,
Recruitment of Policy Leaders (RPL) Secretariat / Secrétariat du recrutement de leaders en politiques (RLP)
Follow us on Twitter, LinkedIn, and YouTube or watch our GCwiki page. / Suivez nous sur Twitter, LinkedIn, et YouTube ou surveillez notre page GCwiki.
Gouvernement du Canada – Recrutement de leaders en politiques (RLP) 2021 campagne
Nous vous saurions gré de bien vouloir nous aider à diffuser l’information ci-dessous :
Le Recrutement de leaders en politiques (RLP), un programme phare annuel du gouvernement du Canada, est à la recherche de Canadien(ne)s et de résident(e)s permanent(e)s accompli(e)s ayant le potentiel d’apporter des changements positifs et d’élaborer des solutions créatives aux plus grands défis auxquels fait face le Canada.
Les recrues sélectionnées seront admissibles à des postes permanents à temps plein de niveau intermédiaire ou supérieur, dans divers ministères et organismes fédéraux qui s’attaquent à des enjeux prioritaires pour le Canada, tels que la lutte aux changements climatiques, la justice pénale, l’économie numérique, la sécurité alimentaire, la politique étrangère, la santé, le commerce international, la sécurité nationale, la réconciliation et plus encore.
Ce programme compétitif recherche des personnes ayant : une expérience pertinente en matière de politiques (par exemple, auprès d’ONG, d’organisations autochtones, de gouvernements, d’universités, de groupes de réflexion, du secteur privé, etc.) ; fait preuve de leadership, d’initiative ou d’engagement communautaire ; et un dossier d’accomplissements universitaires ou de recherche. Les candidats et candidates doivent détenir (ou compléter d’ici le 31 décembre 2022) une maîtrise, un doctorat ou un diplôme en droit combiné à un diplôme de premier cycle dans n’importe quelle discipline.
Le gouvernement du Canada s’est engagé à bâtir une fonction publique fédérale plus équitable, plus diversifiée et plus inclusive. Lorsque vous posez votre candidature, veuillez considérer déclarer si vous êtes une personne autochtone, une personne handicapée, membre d’une minorité visible et/ou si vous vous identifiez comme femme. Des mesures d’adaptation en matière d’évaluation sont également disponibles à chacune des étapes du processus d’embauche afin d’aider les candidats à démontrer leurs capacités au maximum.
Cette année, le RLP acceptera les candidatures du 16 au 30 novembre 2021. Pour plus d’informations et pour postuler, veuillez consulter le site www.canada.ca/recrutement-leaders-politiques. Les candidatures doivent être soumises avant le 30 novembre 2021.
Afin d’encourager et de soutenir les candidats et candidates des Premières Nations, Inuits et Métis, la campagne RLP 2021-2022 comprendra une période de candidature supplémentaire réservée aux personnes autochtones, après la clôture de la période de candidature générale, de décembre 2021 à février 2022. Les candidats et candidates autochtones sont invités à postuler soit pendant la période de candidature générale, soit pendant la période de candidature supplémentaire réservée aux candidats autochtones.
Pour en savoir plus sur les ancienne recrues du programme, veuillez nous suivre sur Twitter, LinkedIn et YouTube. Vous pouvez également consulter notre page GCwiki qui contient des liens vers des présentations enregistrées et des profils vidéo d’anciennes recrues, ainsi que de l’information sur les webinaires qui auront lieu au cours des prochaines semaines. Nous encourageons toutes les personnes intéressées à postuler candidats éventuels à assister à un webinaire pour en savoir plus sur le processus de mise en candidature. Les détails et liens d’inscription seront bientôt ajoutés à la page GCwiki.
Si vous avez des questions sur le programme, veuillez contacter la Commission de la fonction publique du Canada à CFP.RLP-RPL.PSC@cfp-psc.gc.ca.
Meilleures salutations,
Recruitment of Policy Leaders (RPL) Secretariat / Secrétariat du recrutement de leaders en politiques (RLP)
Follow us on Twitter, LinkedIn, and YouTube or watch our GCwiki page. / Suivez nous sur Twitter, LinkedIn, et YouTube ou surveillez notre page GCwiki.
ADD is currently recruiting for a new role – ADD Young Leaders Programme Advisor
Location: Flexible – UK (Frome or home-based), or one of our country offices in Uganda, Tanzania, Sudan, Bangladesh or Cambodia
Contract: Fixed term contract of six months (to be reviewed after this for possible extension)
Closing date: 9am (UK time) 23rd November
ADD International is looking for a Programme Advisor to lead ADD’s Young Leaders internship programme. Initially providing support and guidance to the Tanzania team implementing the pilot, but then working across ADD countries to expand it, ensuring learning from the pilot is built into this. The post holder will also work closely with the fundraising team to identify and propose sources of funding for this scale up.
Full details of the role and how to apply can be found on the ADD website – https://add.org.uk/add-young-leaders-programme-advisor
Disabled candidates are particularly encouraged to apply and as a ‘disability confident employer’ ADD guarantees to interview all disabled candidates who meet the minimum criteria and ensure reasonable accommodation in the interview process.
Accounting Technician Position Available
The National Film Board of Canada (NFB) has two new Accounting Technician positions available. Please see the posting by visiting https://jobs.nfb.ca/jobs.
Salary Range: $49,081 to $59,692
Position Status: Temporary, full-time (until May 2023)
Date de fin du concours : 23 novembre 2021
I would be very grateful if you could kindly share this posting with the members in your network.
Feel free to contact me should you require additional information.
Should you wish to no longer receive notifications regarding job postings at the NFB, kindly let me know.
Thanks in advance, and have a wonderful day,
Arlette Boghoskhan, CRIA | CIRC
(elle, she/her)
Conseillère, relations de travail, diversité et inclusion |Advisor, Labour Relations, Diversity and Inclusion
Ressources humaines | Human Resources
Office national du film du Canada | National Film Board of Canada
1501, De Bleury, Montréal (Québec) H3A 0H3
Territoire traditionnel non cédé des peuples Haudenosaunee et Mohawk | Traditional, unceded territory of the Haudenosaunee and Mohawk Peoples
C 514-299-7097 F 514-841-3500 | a.boghoskhan@onf.ca
Poste de Technicien(ne) comptable disponible
L’Office national du film du Canada (ONF) a deux nouveaux postes de Technicien(ne) comptable à combler à Montréal. Veuillez voir l’affichage visitez https://emplois.onf.ca/emplois.
Échelle salariale : 49 081 $ à 59 692 $
Statut poste : Temporaire, temps plein (jusqu’à mai 2023)
Closing date of the competition: Nov 23, 2021
Ce serait très apprécié si vous pouviez partager l’affichage avec les membres de votre réseau.
N’hésitez pas à communiquer avec moi si vous avez besoin d’informations supplémentaires.
Si vous ne désirez plus recevoir des avis de postes vacants de l’ONF, n’hésitez pas à m’en faire signe.
Merci d’avance, et bonne journée,
Arlette Boghoskhan, CRIA | CIRC
(elle, she/her)
Conseillère, relations de travail, diversité et inclusion |Advisor, Labour Relations, Diversity and Inclusion
Ressources humaines | Human Resources
Office national du film du Canada | National Film Board of Canada
1501, De Bleury, Montréal (Québec) H3A 0H3
Territoire traditionnel non cédé des peuples Haudenosaunee et Mohawk | Traditional, unceded territory of the Haudenosaunee and Mohawk Peoples
C 514-299-7097 F 514-841-3500 | a.boghoskhan@onf.ca
New inclusion positions at IFES for technical experts!
The International Foundation for Electoral Systems (IFES) is expanding our team working on disability rights and inclusion. These positions will work on a growing team of social and political inclusion experts and contribute to IFES’ technical leadership and assistance to government and civil society partners around the world. IFES is based in the Washington, DC metro area. Please find additional information below and apply today!
Inclusion Specialist – https://www.vs4.vscyberhosting.com/ifes/Careers.aspx?req=21%3a301&type=JOBDESCR
Inclusion Program Officer – https://www.vs4.vscyberhosting.com/ifes//Careers.aspx?req=21%3a300&type=JOBDESCR
Youth Engagement Program Officer – https://www.vs4.vscyberhosting.com/ifes/Careers.aspx?req=21%3a335&type=JOBDESCR
Wavefront Centre Career Opportunities!
Wavefront Centre is hiring, please find attached the full list of career opportunities:
· NEW Employment Placement Specialist
· Booking Coordinator
· Manager, People and Culture
· Audiologist
· Staff Interpreter (Vancouver, Full-Time)
· Staff Interpreter (Vancouver, Part-Time)
· Staff Interpreter (Vancouver Island, Part-Time)
We appreciate you sharing these career opportunities with your contacts and networks.
Please visit, https://www.wavefrontcentre.ca/about-us/careers/, to view the full list of openings.
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Appendix
Committee on the Rights of Persons with Disabilities (CRPD) | Draft General Comment on article 27 on the right of persons with disabilities to work and employment
Introduction
The aim of the present general comment is to clarify the obligations of States Parties regarding the content of the right to work and employment as enshrined in article 27 of the Convention on the Rights of Persons with Disabilities (CRPD). The Convention sets out the principles and standards of the right to work and employment for people with disabilities and provides the basis for States Parties to meet their obligations under the Sustainable Development Goals (SDGs), particularly target 8.5: by 2030 achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.[1]
The right to work is a fundamental right, essential for realizing other human rights and forms an inseparable and inherent part of human dignity. The right to work also contributes to the survival of the individual and to that of their family, and insofar as work is freely chosen or accepted, to their development and recognition within the community. The right to work is recognized in several international and regional legal instruments. The International Covenant on Economic, Social and Cultural Rights (ICESCR) proclaims the right to work in a general sense in article 6 and explicitly develops the individual dimension of the right to work through the recognition in article 7 of the right of everyone to the enjoyment of just and favourable conditions of work, in particular the right to safe working conditions. The collective dimension of the right to work is addressed in article 8, which enunciates the right of everyone to form trade unions and join the trade union of their choice as well as the right of trade unions to function freely. The Committee has drawn upon its own jurisprudence and that of the Committee on Economic, Social and Cultural Rights (CESCR) and other human rights treaty bodies to develop this general comment.
Meaningful work and employment are essential to a person’s economic security, their physical and mental health, personal wellbeing and sense of identity. However, the Committee is aware that a value system known as ableism adversely affects the opportunities for many persons with disabilities to have meaningful work and employment. The Special Rapporteur on the rights of persons with disabilities (Catalina Devandas Aguilar, 2014–2020) in her 2019 report,[2] comprehensively described ableism and its impacts. Ableism is “a value system that considers certain typical characteristics of body and mind as essential for living a life of value. Based on strict standards of appearance, functioning and behaviour, ableist ways of thinking consider the disability experience as a misfortune that leads to suffering and disadvantage and invariably devalues human life.” Ableism is the foundation of social prejudice and leads to inequality and discrimination against persons with disabilities, as it informs legislation, policies and practices such as segregated employment, for example ’sheltered workshops’, or can result in involuntary participation in the informal economy.
In addition to ableism, persons with disabilities face other barriers to access and exercise their right to work and employment in the open labour market, on equal basis with other people. Persons with disabilities face high unemployment rates, lower wages, instability, lower standards in hiring conditions, lack of accessibility to the work environment, and the fact that they are also less likely to access managerial positions when they are formally employed situations that are exacerbated for women with disabilities. The 2019 Disability and Development Report noted that persons with disabilities employed in the formal sector are more likely to earn lower wages and be more likely to be in part-time work, and that persons with disabilities are more likely to be self-employed, work in the informal economy or work in vulnerable employment.[3] Data and evidence indicate that these differences are particularly impact persons with disabilities on the grounds of age, gender, sex, ethnicity, place of residence and other grounds.
Evolving conditions in economies and the labour market create new challenges and opportunities to ensure the right to work. New technologies, including artificial intelligence and shifts to digital work, can create new barriers or forms of discrimination as well as offer new forms and pathways into work. Economic transformations, such as a shift to a green economy or response to crises, create opportunity for inclusion as well as threat of leaving people behind[4].
Article 27 incorporates several interdependent and interrelated rights within the right to work, including the right of persons with disabilities to the enjoyment of just and favourable conditions of work (27(1)(b)), the right to safe working conditions and protection from harassment and the collective dimension of the right to work in 27(1)(c), which enunciates the right of persons with disabilities to exercise their trade union and labour rights.[5] The present general comment provides a comprehensive overview of Article 27 obligations, considering on one side the interdependency of the measures listed in article 27 to achieve the right to work, and on the other side the interrelationship of the right to work and employment with other provisions in the Convention such as accessibility (art. 9), equal recognition before the law (art. 12), access to justice (art. 13), freedom from torture or cruel, inhuman or degrading treatment or punishment (art. 15), habilitation and rehabilitation (art. 26) and an adequate standard of living and social protection (art. 28).
Human rights model of disability
The Committee has consistently expressed concern that legislation and policies still approach disability through charity and/or medical models, despite the incompatibility of those models with the Convention.[6] These models have failed to acknowledge persons with disabilities as subjects of rights and as right-holders, preventing States parties to the Convention to overcome persisting barriers, particularly disability stereotypes and stigma that impede persons with disabilities to work on an equal basis with others.
To realize the rights in the Convention, States parties need to apply the human rights model and to reach out persons with disabilities, which through their representative organizations, play a central role in the development of legislative and policy reforms to address the discrimination and marginalization faced by persons with disabilities in relation to the right to work and employment.
The Committee’s General Comment No. 6 (equality and non-discrimination) sets out the human rights model of disability, which recognizes that disability is a social construct and impairments must not be taken as a legitimate ground for the denial or restriction of human rights. It acknowledges that disability is one of several layers of identity. Hence, disability laws and policies must take the diversity of persons with disabilities into account. It also recognizes that human rights are interdependent, interrelated and indivisible. Individual and medical models of disability prevent equality and reduce people with disabilities to their impairments.
Normative content
The right to work is a fundamental human right and an essential component of human dignity.[7] The Universal Declaration of Human Rights recognizes the right to work in article 23. At the international level, the right to work is contained in article 8, paragraph 3(a), of the International Covenant on Civil and Political Civil Rights (ICCPR); in article 5, paragraphs (e) (i) and (ii), of the International Convention on the Elimination of All Forms of Racial Discrimination (CERD); in article 11 of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW); in article 32 of the Convention on the Rights of the Child (CRC); and in articles 25, 26, 40, 52 and 54 of the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families (CMW).
Several regional instruments recognize the right to work, including the European Social Charter of 1961 (arts. 1–10) and the Revised European Social Charter of 1996 (Part II, arts. 1–10), the African Charter on Human and Peoples’ Rights (art. 15) and the Additional Protocol to the American Convention on Human Rights in the Area of Economic, Social and Cultural Rights (art. 6), and affirm the principle that respect for the right to work imposes on States parties an obligation to take measures aimed at the realization of full employment. Similarly, the right to work has been proclaimed by the United Nations General Assembly in the Declaration on Social Progress and Development, in its resolution 2542 (XXIV) of 11 December 1969 (art. 6).
The International Labour Organisation (ILO) has identified eight “fundamental” Conventions related to rights at work.[8] The subjects covered are fundamental to article 27 and are freedom of association and the effective recognition of the right to collective bargaining, the elimination of all forms of forced or compulsory labour, the effective abolition of child labour, and the elimination of discrimination in respect of employment and occupation. The ILO conventions are: the Forced Labour Convention, 1930 (No. 29) and its 2014 Protocol, the Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87), the Right to Organise and Collective Bargaining Convention, 1949 (No. 98), the Equal Remuneration Convention, 1951 (No. 100), the Abolition of Forced Labour Convention, 1957 (No. 105), the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), the Minimum Agpe Convention, 1973 (No. 138), the Worst Forms of Child Labour Convention, 1999 (No. 182), Also relevant are the Vocational Rehabilitation and Employment (Disabled Persons) Convention, 1983 (No. 159), the Violence and Harassment Convention, 2019 (No. 190) and the Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204).
Article 27(1) The right, on an equal basis with others, to freely chosen or accepted work in an open, inclusive and accessible workplace
The Convention recognises the right of persons with disabilities to work on an equal basis with others, including the opportunity to gain a living by freely chosen or accepted work in an open, inclusive and accessible labour market and work environment. The guarantees associated to work and employment should be ensures throughout the employment cycle, which includes recruitment, hiring and employment, continuance of employment, training programmes, career advancement, searching and applying for work and exiting work.
Despite some progress, access to the open labour market and segregation continue to be greatest challenges for persons with disabilities. Denial of reasonable accommodation, inaccessible workplaces and harassment pose further obstacles to employment in an open labour market and work environment leading to a false choice of employment in a closed workplace on the basis of disability. The notion of freely chosen employment is also contained in ILO Convention No. 122 concerning Employment Policy (1964) and speaks of “full, productive and freely chosen employment”, linking the obligation of States parties to create the conditions for full employment with the obligation to ensure the absence of forced labour.
In its jurisprudence the CESCR has made reference to the principle of equality in connection to work and employment by persons with disabilities and considers that the right of everyone to gain their living by work they freely choose or accept is not realized where the only real opportunity open to persons with disabilities is in segregated facilities.[9] The CESCR also considers that persons with disabilities should not be segregated in sheltered workshops.[10]
Sheltered workshops remain in existence in many places as supposedly a way of addressing unemployment challenges for persons with disabilities. The Committee is concerned that they reflect the medical approach to disability, and therefore are incompatible with the Convention.
The Committee observes that sheltered workshops include a variety of practices and experiences, which are characterized by at least some of the following elements:
They segregate persons with disabilities, that is, they separate them from the rest of the society and bring them together on their own;
They are organized around certain specific activities that persons with disabilities are deemed to be able to carry out;
They focus and emphasize medical and rehabilitation approaches;
They do not effectively promote transition to the open labour market;
Persons with disabilities do not receive equal remuneration for work of equal value,
Persons with disabilities are not remunerated for their work on an equal basis with others, and
Persons with disabilities usually do not have regular employment contracts in sheltered workshops, and therefore are excluded from working relations schemes and social security schemes.
Sheltered workshops for persons with disabilities are not to be considered as a measure of progressive realization of the right to work, which is only evidenced in employment in an open and inclusive labour market. It is important not to confuse sheltered workshops with cooperatives, or jobs organized or run by persons with disabilities in which labour laws are generally respected.
Article 27(1)(a): Prohibition of discrimination on the basis of disability
Non-discrimination and equality is a core obligation of article 27, extends to the actions of third parties, such as the business sector[11] and applies throughout the employment-cycle. In setting out the normative content of article 27(1)(a) the Committee draws on its jurisprudence in General Comment No. 6 noting that to achieve de facto equality in terms of the Convention, States parties must ensure that there is no discrimination on the grounds of disability in connection to work and employment.”[12] International human rights practice identifies four main forms of discrimination, which can occur individually or simultaneously: direct, indirect, denial of reasonable accommodation and harassment.
Direct discrimination occurs when, in a similar situation, persons with disabilities are treated less favourably than other persons because of a different personal status in a similar situation for a reason related to a prohibited ground. For example, a public sector employer does not consider a person with disabilities for a job because it is assumed that they will be unable to do the work when compared with a person without disabilities.[13]
Indirect discrimination means that laws, policies or practices appear neutral at face value but have a disproportionate negative impact on a person with a disability. It occurs when an opportunity that appears accessible, but in reality excludes certain persons owing to the fact that their status does not allow them to benefit from the opportunity itself. For example, if the only way to enter a public building for a job interview is by a set of stairs, the situation puts the candidate who uses a wheelchair in an unequal position because they are unable to enter the building.[14]
Denial of reasonable accommodation constitutes discrimination if the necessary and appropriate modification and adjustments—that do not impose a disproportionate or undue burden—are denied and are needed to ensure the equal enjoyment or exercise of a human right or fundamental freedom.[15] A public sector employee with a vision impairment who is not provided with the appropriate equipment to perform their allocated tasks, such as a computer program that magnifies text on a computer screen, is an example of denial of reasonable accommodation. Examples of reasonable accommodation include making existing facilities and information accessible to the individual with disabilities, modifying equipment, reorganizing activities, rescheduling work or enabling access to support personnel.[16] Reasonable accommodation needs to be negotiated with the individual. The duty to provide reasonable accommodation is applicable from the moment a request for accommodation is received.[17]
Harassment is a form of discrimination when unwanted conduct related to disability or other prohibited grounds takes place with the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment. The term “violence and harassment” in the world of work, as defined by “Violence and Harassment Convention (C190)” of ILO (2019) refers to a range of unacceptable behaviours and practices, or threats thereof, whether a single occurrence or repeated, that aim at, result in, or are likely to result in physical, psychological, sexual or economic harm, and includes gender-based violence and harassment. Harassment in the workplace can include excluding or isolating employees, psychological harassment, intimidation, assigning meaningless tasks unrelated to the job, giving employees impossible jobs, deliberately changed work rosters to inconvenience particular employees, undermining work performance by deliberately withholding information vital for effective work performance.[18]
Persons with disabilities are often disproportionately affected by intersectional and multiple discrimination. The diversity among persons with disabilities means they face diverse barriers to realizing the right to work and follow different pathways into work throughout their working lives. Multiple discrimination refers to the situation in which a person experiences discrimination on two or more grounds, leading to discrimination that is compounded or aggravated.[19] Intersectional discrimination occurs when several grounds interact with each other at the same time in such a way as to be inseparable.[20] Intersectional discrimination recognizes that individuals do not experience discrimination as members of a homogenous group but, rather, as individuals with multidimensional layers of identities, statuses and life circumstances. These additional grounds include age, race, indigenous, national or social origin, refugee, migrant or asylum seeker status, political or other opinion, religion, sex, sexual orientation and gender identity.
The concepts of multiple and intersectional discrimination acknowledge the lived realities and experiences of the heightened disadvantage of individuals caused by these forms of discrimination.[21] The Committee has addressed different situations of multiple and intersectional discrimination, including:
Women and gender non-conforming persons with disabilities face an intersection of gender and disability-related barriers in attitudes, circumstances and work itself. These include compounded effects of double-discrimination that limit opportunities to work, increased risk of violence and harassment in the workplace, as well as other barriers[22].
Disability and age also interact to mean that youth and older persons with disabilities can face substantially different challenges to realize the right to work.
The steps include transitioning away from segregated employment, universal occupational health and safety, vocational training and trade union rights constitute core measures to ensure there is no discrimination on the grounds of disability in connection to work and employment.”[23]
Article 27(1)(b) on just and favourable conditions of work on an equal basis with others
Article 27(1)(b) refers to:
just and favourable conditions of work
equal opportunities and equal remuneration for work of equal value
safe and healthy working conditions
protection from harassment
redress for grievances.
The Committee draws on the jurisprudence of the CESCR Committee in its General Comment No. 23 of just and favourable conditions of work to describe the normative content of article 27(1)(b).[24] The right of persons with disabilities to the enjoyment of just and favourable conditions of work is the corollary of the right to freely chosen or accepted work. It is an important component of other rights enshrined in the Convention such as trade union rights in Article 27(1)(c). The enjoyment of the right to just and favourable conditions of work is a prerequisite for, and result of, the enjoyment of other Convention rights, for example, the right to an adequate standard of living (Article 28) through decent remuneration.[25]
The right to just and favourable conditions of work is a right of all workers with disabilities in all settings, regardless of impairment or gender, as well as young or older workers with disabilities in the formal or formal sectors, or whether they are migrant workers with disabilities, workers with disabilities from culturally and linguistically diverse groups, self-employment workers with disabilities, agricultural workers with disabilities, rural and remote workers with disabilities.[26] Further, the right to just and favourable conditions of work requires that the payment of below minimum wages is not justified on the basis of disability.
Just and favourable conditions of work for persons with disabilities includes the benefits and protections that other workers have such as superannuation, sick leave, long service leave, parental leave, promotion, rest, leisure, and periodic holidays with pay.[27]
Workers with disabilities have the right to receive equal remuneration when they perform the same or similar jobs as workers without disabilities. Further, their remuneration should also be equal even when their work is completely different but nonetheless of equal value. The value of work is assessed by objective criteria. States Parties should ensure that segregated workplaces in the process of transitioning are not exempt from paying the minimum wage and ensure they are not paying below the minimum wage.
The right to a safe and healthy work environment for workers with disabilities includes the development of a coherent national policy on occupational health in the working environment for persons with disabilities. The aim of the policy is to prevent accidents and injury arising out of, linked with, or occurring in the course of work. The policy should include the protection of all workers with disabilities such as persons with disabilities who: work on short or long-term contracts or part-time, are an apprentice, are self-employed, are migrant workers or are workers in the informal sector. Representative organisations of workers with disabilities should participate in the formulation, implementation and periodic review of the national policy.
The Committee’s jurisprudence on harassment is set out in General Comment No. 6[28]. Harassment in connection to work and employment extends to the employment-cycle and requires effective remedies through the enactment and enforcement of specific and comprehensive anti-discrimination legislation.[29] The legislation should be accompanied by appropriate and effective legal remedies and sanctions in relation to intersectional discrimination in civil, administrative and criminal proceedings. Individual remedies should be accompanied by effective changes at the workplace preventing future violations.
Article 27(1)(c) on labour and trade union rights
Trade union rights, freedom of association and the right to strike are crucial means of introducing, maintaining and defending just and favourable conditions of work. Trade unions play an important role in defending the right to work for persons with disabilities and extend to persons with disabilities working in segregated employment. States Parties have obligations to respect and protect the work of human rights defenders, such as trade unions, who assist persons with disabilities and other marginalized groups in the realization of the right to work.[30]
The promotion of employment for persons with disabilities requires the effective involvement of representative associations for the protection and promotion of the rights of workers with disabilities and trade unions in the definition of priorities, decision‑making, planning, implementation and evaluation of strategies to promote employment for persons with disabilities.
General labour laws and codes should include the explicit prohibition of discrimination on the basis of disability and ensuring that trade union workers, employers, and labour market institutions become fully aware of equality and non-discrimination in work and employment of persons with disabilities.
Collective bargaining arrangements must not discriminate on the basis of disability. Where they specify working conditions, this must anticipate or be compatible with provision of reasonable accommodation covered by the agreement.
Article 27(1)(d) on access to technical and vocational guidance, training and placement services
Non-discriminatory access to mainstream technical and vocational guidance, training and placements services on an equal basis is required to realize the right to work and employment for persons with disabilities.[31] The participation of persons with disabilities in mainstream services will promote the non-segregation of services and the ‘access of persons with disabilities to open employment and vocational training services.’[32] These may be appropriate to enter work, through the course of employment, or to transition between roles. States should include measures that allow for certification of capacities and attainments on an equal basis with others, explicit inclusion of persons with disabilities in legislation dealing with vocational training, explicit reference to persons with disabilities in general policies regulating vocational training, accessible premises, information and materials, the provision of vocational staff training on the rights of persons with disabilities, and funding for reasonable accommodation measures, should also be included. Vocational and professional preparation, training, and other services should be provided in accessible and inclusive ways.
Article 27(1)(e) on promoting employment opportunities and career advancement
States parties should ensure that persons with disabilities have meaningful opportunities to develop their careers, whatever form of employment they are in[33]. Opportunities for development include opportunities for reskilling and upskilling, provision of training and lifelong learning, and mentorship programmes.
All workers with disabilities have the right to equal opportunity for promotion through fair, merit based and transparent processes. States parties should conduct analysis of direct and indirect barriers to career advancement of persons with disabilities, in particular, women with disabilities. Vocational training referred to under article 27(1)(d) should also extend to workers with disabilities who participate in training to advance their careers. The courses are to be accessible and provide reasonable accommodation.
Article 27(1)(f) on promoting opportunities for self-employment and cooperatives
Persons with disabilities have the right to freely chosen work. This includes persons with disabilities who wish to be self-employed, be entrepreneurs, start their own business or work in a cooperative or in other forms of freely chosen work. States parties should take targeted measures to protect and support persons with disabilities in the informal economy, to promote and accelerate their transition to the formal economy, and to prevent work in the formal economy from becoming informal[34].
The promotion of opportunities for freely chosen work requires accessible information on entrepreneurship, micro, small and medium-sized enterprises, and other forms of business models such as cooperatives.[35] Non-discriminatory access to business services, markets, infrastructure and technology, and occupational health and safety also need to be considered along with access non-discriminatory access to financial services, mentorship, and networking. States Parties should consider the formulation and implementation of an integrated policy framework, coordinated across different levels of government including tax authorities and social security institutions.[36]
Article 27(1)(g) on employment in the public sector
Provisions included in other subparagraphs of article 27 apply equally to the public sector. However, where the State party is an employer it should take a more rigorous approach to inclusion. States Parties should introduce objective standards for hiring and promoting on merit persons with disabilities and be committed to increasing the number of employees with disabilities. If necessary, temporary specific measures could be adopted to build awareness within the public sector, attract and recruit persons with disabilities and support public sector employees with disabilities with the aim to reflect the diversity of the community and benefit from the lived experience of persons with disabilities.
The Committee has recommended to States Parties that in an effort to increase employment of persons with disabilities in the public sector, they develop and implement affirmative action measures, targeted funding to promote the employment of persons with disabilities and vocational programmes.[37] Further measures include quotas or targets. All measures adopted should be accompanied by an annual reporting requirement to inform on how public authorities are complying with the measures taken.
Article 27(1)(h) on employment in the private sector and affirmative action programmes
More than six workers in ten and four businesses in five in the world operate in the informal economy.[38] Workers in the informal economy are frequently excluded from legal protection, social security, data collection, health and safety measures, all of which exacerbates their vulnerability.[39] For the purposes of implementing the right to just and favourable conditions of work and employment in the private sector for persons with disabilities, States Parties should include the informal economy in monitoring and accountability mechanisms.[40]
The Committee has recommended strategies to States Parties to increase the employment of persons with disabilities in the public sector that are equally applicable to the private sector. Specific affirmative action measures such as quotas to increase the employment of persons with disabilities in the private sector may be required. At the same time, quotas alone are insufficient to promote the employment of persons with disabilities and can be resisted by persons with disabilities if the system focuses on impairment rather than ability. Quotas also raise issues of confidentiality. Other affirmative action measures could include targeted funding to promote the employment of persons with disabilities such as modifications of the working environment, apprentice wage supports, payroll tax deductions, and wage subsidies.
Affirmative action measures, including quota mechanisms, are consistent with the Convention and do not lead to negative consequences such as reproducing disability stereotypes or other discrimination by, inter alia:
Ensuring that employers do not restrict persons with disabilities to certain occupations, reserved jobs or specific employment units;
Monitoring and taking steps to ensure that work promoted under these measures are not “fake employment”: where persons with disabilities are engaged by employers but are not performing work, or do not have meaningful employment on an equal basis with others;
Taking steps to ensure affirmative action measures incorporate a gender perspective and benefit all employees with disabilities.
48. States parties should design of affirmative action measures should be done in close consultation with representative organizations of persons with disabilities[41]. Affirmative action measures in the private sector will be most effective if they form part of a holistic approach by States parties to promote the employment of persons with disabilities.
Article 27(1)(i) on the provision of reasonable accommodation
The Convention on the Rights of Persons with Disabilities includes a non-exhaustive list of duties focused on removing structural and institutional obstacles that hinder equality of opportunity for persons with disabilities in the labour market. Among these duties is the provision of reasonable accommodation in the workplace[42]. Reasonable accommodation duties are different from the duty to provide accessibility. Reasonable accommodation involves the provision of individualised supports to enable individuals with disabilities to perform the inherent requirements of their work on an equal basis with others.
The duty to provide reasonable accommodation is a cooperative and interactive process applicable from the moment a request for accommodation is received and requires the employer to enter into dialogue with the employee.[43] Its provision is limited by the concept of ‘disproportionate or undue burden’. This requires an objective analysis of the ‘proportional relationship between the means employed and its aim’—enjoyment of the right to work and employment.[44]
Article 27(1)(j) on work experience
Work experience in the open labour market can be promoted through internships, workplace learning schemes, scholarships, bursaries and financial incentives for businesses such as apprenticeships and other workplace-based learning schemes. As well as being essential to develop the skills of persons with disabilities, it is an opportunity to transform employment conditions and build connections and understanding among the employers.
Persons with disabilities are at particular risk of the inappropriate use of unpaid internships and training programs that negatively affect job security and career prospects, young people with disabilities are particularly vulnerable States Parties should clearly regulate and monitor the situation of persons with disabilities in these type of programmes.
Article 27(1)(k) on rehabilitation, job retention, and return-to-work
All workers may experience the need to retrain, develop new skills, or change their occupations. Job retention and return-to-work programmes for persons with disabilities are part of wider efforts to ensure continual workforce development States parties need to ensure that persons with disabilities are supported to stay in work or transition to new roles after the acquiring a new impairment or exacerbation of an existing impairment.[45]
In the provision of rehabilitation, States Parties should ensure that workers with disabilities following an accident or disease and, where relevant, the dependants of those workers, receive adequate compensation, including for costs of treatment, loss of earnings and other costs, in addition to access to rehabilitation services.[46]
Return-to-work programmes may lead to continuation of the same role, a different role with the same employer, or a role with a different employer. They should not be used to promote employment in segregated work settings.
Article 27(2) on slavery, servitude and forced or compulsory labour
The prohibition against slavery, servitude and forced or compulsory labour is at the core of international human rights law. Persons with disabilities have an increased risk of being in situations of slavery or servitude, such as abduction and forced labour of persons with intellectual disabilities, including children, segregated workplaces, or the exploitation of persons with disabilities through begging[47]. It extends to debt bondage, trafficking and sweatshop or farm workers who are paid little or nothing.
States Parties should develop comprehensive measures to prevent slavery and servitude and to investigate all instances of slavery and servitude and forced or compulsory labour. These measures should include awareness programmes, information campaigns, legislative provisions, a complain procedure, sanction regime, investigation mechanisms and measures to ensure redress and reparation.
To fulfil their obligations under article 27 (2), States parties should pay attention to the right of persons with disabilities to choice, the consent and freedom from coercion:
Choice must be understood in the context of the harm that conditions of work can cause. In some cases persons with disabilities experience available working conditions to be harmful to their health and well-being for reasons related to their disability. These persons would need modifications to work conditions as a reasonable accommodation and/or meaningful social protection and other supports that ensure that they are not forced to perform work against their will.
Coercion can take place in the context of persons with disabilities often facing a wider social vulnerability, lack of meaningful alternatives and relations of dependency or care that become exploitative. This needs to be taken into account in understanding of consent has been given. Even when consent has been given, attention should be paid to a wider context of exploitation or coercion. Consent is not sufficient to indicate that someone is not in a situation of slavery, servitude, or trafficking.
States Parties Obligations
General obligations
Article 4(2) of the Convention requires that States parties take measures to the maximum of their available resources regarding economic, social and cultural rights and, where needed, within a framework of international cooperation, with a view to achieving progressively the full realization of those rights. The principal general obligation of States parties therefore is to ensure the progressive realization of the right to work. States parties are to take, within a reasonably short time after the Convention’s entry into force for the State Party concerned, deliberate, concrete and targeted measures towards the full realization of the right to work and employment.[48]
Article 4(1) sets out obligations to respect, protect and fulfil the right of all persons with disabilities to work. In turn, the obligation to fulfil contains obligations to facilitate, provide and promote.[49] The obligation to respect is contained in paragraph (d) wherein the State Party is to refrain from engaging in acts or practices that are inconsistent with the Convention. The obligation to protect is contained in paragraphs (c) and (e) wherein the State Party is to protect the human rights of persons with disabilities in all policies and programmes and to protect persons with disabilities from discrimination by third parties, including private enterprises. The obligation to fulfil is contained in several paragraphs including undertaking and promoting research and development on universal designed goods and services (paragraph f) and new assistive technologies (paragraph g).
Article 4(4) provides that retrogressive measures taken in relation to the right to work are not permissible. If any deliberately retrogressive measures are taken, the State party has the burden of proving that they have been introduced after the most careful consideration of all alternatives and that they are duly justified by reference to the totality of the rights provided for in the Convention in the context of the full use of the State party’s maximum available resources.[50]
The obligation to respectrequires States Parties to refrain from interfering directly or indirectly with the enjoyment of the right to work by, inter alia, refraining from denying or limiting equal access to decent work for all persons with disabilities, refraining from exempting organizations from paying national minimum wages based on disability, and prohibiting forced or compulsory labour. States Parties are bound by the obligation to respect the right of women with disabilities and young persons with disabilities to have access to just and favourable conditions of work and thus to take measures to combat intersectional discrimination and to promote equal opportunities to promotion and equal remuneration for work of equal value. Any assessments by the States parties of the value of work needs to avoid stereotypes of persons with disabilities, including their sex and gender that could undervalue work predominantly performed by women with disabilities.[51] Additionally, States Parties should take immediate measures to remove barriers in laws, policies and programmes that associate disability as “inability to work”. In particular, measures to assess, or classify disability status should not be based on, or lead to, limitations of the right to work for persons with disabilities.
The obligation to protect requires States Parties to take all appropriate measures to eliminate discrimination on the basis of disability perpetrated by private non-State actors, for example, private business enterprises, trade unions and all members of society from interfering with article 27 guarantees.[52] The Committee has included, in its jurisprudence, reference to measures to address multiple and intersectional discrimination. The measures include adopting legislation,[53] policies and programmes that explicitly recognize multiple discrimination to ensure complaints made on this basis of discrimination are considered in determining both liability and remedies,[54] establishing a framework for data collection relevant to combating the intersectional discrimination faced by women and girls with disabilities,[55] permitting complaints on more than one ground, establishing higher levels of compensation for victims, and imposing higher penalties for perpetrators,[56] strengthening anti-discrimination laws to address intersectional discrimination,[57] examining the appropriateness of current structures used to deal with intersectional discrimination and adopting effective and specific measures to prevent intersectional forms of discrimination against women and girls[58] and developing comprehensive and transparent participation of organizations representing persons with disabilities, including those experiencing intersectional discrimination.[59]
Women with disabilities are at great risk of exploitation in the informal economy and in unpaid work. Women generally are often overrepresented in the informal economy, unpaid home workers and family businesses, which in turn exacerbates inequalities in areas such as remuneration, health and safety, rest, leisure and paid leave. Women with disabilities are even more at risk. Young people with disabilities may be a greater risk of exploitation in the formal economy through inappropriate use of unpaid internships and training programmes.
Finally, the obligation to fulfil requires States to adopt appropriate legislative, administrative, budgetary, judicial, promotional and other measures towards ensuring work environments are open, inclusive and accessible.
In order to fulfil (facilitate) the right to work and employment for persons with disabilities, States Parties are required to take positive measures to enable and assist persons with disabilities to undertake technical and vocational education and training and to implement technical and vocational education plans to facilitate access to employment. States Parties are also obligated to undertake and promote research on and availability of new technologies—information and communication technologies, mobility aids, devices and assistive technologies—and giving priority to technologies at an affordable cost.[60]
In order to fulfil (provide) the right to work and employment persons with disabilities, States Parties are obliged to recognize the right to work for persons with disabilities in national legal systems and to adopt a national policy and detailed action plan for its realization. The policy and plan should have sufficient resources allocated to increase participation in work of persons with disabilities, particularly among women with disabilities. States Parties are also obliged to provide to persons with disabilities accessible information on the new technologies developed pursuant to the obligation to fulfil (facilitate).
In order to fulfil (promote) the right to work and employment for persons with disabilities, States Parties should take steps to ensure appropriate education, information and public awareness campaigns including gender mainstreaming, in both the private and public sectors. The awareness campaigns should target private and public sector employers and employees as well as recruiters and employment agencies and the general public and be in relevant languages and accessible formats for persons with disabilities.
Core Obligations
Article 4(2) ensures that progressive realization does not prejudice those obligations that are immediately applicable “…without prejudice to those obligations contained in the present Convention that are immediately applicable according to international law”.
In determining whether a State Party has discharged its minimum core obligations the Committee takes account of the resource constraints applying within the State Party. Implementation of the minimum core obligations are to be to the maximum of available resources in the State Party concerned. In order for a State Party to attribute its failure to meet its minimum core obligations to a lack of available resources it needs to demonstrate that every effort has been made to use all available resources in an effort to implement the minimum core obligations.[61]
In line with article 4(2) of the Convention, States Parties have an immediate obligation to:
ensure non-discrimination and equality, including the preventing of denial of reasonable accommodation;
take concrete, targeted steps to develop a national right to work and employment strategy and plan of action.[62]
The Committee’s jurisprudence on article 5 of the Convention sets out the immediate steps States Parties are required to undertake to achieve de facto equality and ensure non-discrimination on the grounds of disability in relation to the right to work and employment. In particular, to ensure the provision of reasonable accommodation as set out in article 5(3) and article 27(1)(i) and to achieve or accelerate de facto equality in work and employment through specific measures pursuant to article 5(4) States Parties should:
Facilitate—
the transition away from segregated work environments and support persons with disabilities engagement in the open labour market, and in the meantime ensure the immediate applicability of labour rights to segregated employment settings
universally applicable occupational health and safety measures, including occupational safety and health regulations that are non-discriminatory and inclusive
Recognize—
the denial of reasonable accommodation as discrimination and prohibit multiple and intersectional discrimination, and harassment
right of persons with disabilities to have access to trade and labour unions
Promote—
the right to supported employment, including to work assistance, job coaching and vocational qualification programmes; protect the rights of workers with disabilities; and ensure the right to freely chosen employment
work in inclusive and accessible, safe and healthy working environments in the public and private sectors
Ensure—
that persons with disabilities are paid no less than the minimum wage and do not lose the benefit of disability allowances when they start work
proper transition into and out of employment in a non-discriminatory manner, equal and effective access to benefits and entitlements, such as retirement or unemployment benefits
enjoyment of equal opportunities regarding career advancement through regular assessment meetings with their managers and by defining the objectives to be achieved, as a part of a comprehensive advancement strategy
access to training, retraining and education, including vocational training and capacity-building for employees with disabilities, and provide training on the employment of persons with disabilities and reasonable accommodation for employers, representative organizations of employees and employers, unions and competent authorities.
States Parties should also take concrete, targeted steps to develop a national right to work and employment strategy and plan of action that includes persons with disabilities. The strategy and plan of action should be devised and periodically reviewed with close consultation and active involvement of persons with disabilities and their representative organizations. The strategy and plan of action should also include indicators and benchmarks,[63] linked back to the obligations to respect, protect and fulfil, by which the expeditious implementation of the strategy and plan can be closely monitored. Accountability mechanisms and remedies should be available for violations of the right to work and employment.
V. Relationship with other specific articles of the Convention
79. Article 5 on equality and non-discrimination requires States parties to ensure that equality and non-discrimination are ensured in regard to all matters of work, employment, and the employment cycle. The denial of reasonable accommodation is a form of disability-based discrimination, and State parties have a responsibility to support the provision of reasonable accommodation at work and all stages of employment.
80. Addressing the multiple discrimination that women with disabilities (article 6) face in work includes substantial efforts to address structures and attitudes that affect women with disabilities in work and through the employment cycle. Women with disabilities face unique barriers to equal participation in the workplace that States parties must address. These includes sexual harassment, unequal pay for work of equal value and the lack of access to seek redress because of discriminatory attitudes dismissing their claims, as well as physical, information and communication barriers[64].
Article 8 on awareness-raising—requires States parties to adopt measures to raise awareness throughout society of the rights of persons with disabilities, and to combat stereotypes, prejudices and harmful practices relating to persons with disabilities in all areas of life.[65]
Article 9 on accessibility—obligates States parties to take appropriate measures to ensure to persons with disabilities equal access to the physical environment, to transportation, to information and communications, including information and communication technologies and systems, and to other facilities and services open or provided to the public, and to identify and eliminate obstacles and barriers to accessibility.[66] Measures for provision or promotion of accessibility should cover and include work and workplaces, including information pertaining to work and recruitment processes, professional preparation and training and trade union activities[67].
Article 12 on equal recognition before the law—provides for reaffirmation on the part of States parties that persons with disabilities have the right to recognition everywhere as persons before the law, and recognition that persons with disabilities enjoy legal capacity on an equal basis with others in all aspects of life.[68]This includes, among others, exercising legal capacity throughout the employment cycle, especially in entering into an employment relationship, for example through a formal contract; and accessing finance, credit, and insurance. Exercising legal capacity includes the availability of supported decision making[69].
Article 13 on access to justice – requires States parties to take measures to ensure access to justice in all areas of law and redress relating to work and protecting the rights of workers.
Article 16 on freedom from exploitation, violence and abuse – requires State parties to adopt due diligence frameworks to combat exploitation of persons with disabilities through begging and protect persons with disabilities from exploitation, violence and abuse[70]. Incorporating a disability perspective into its legislation, strategies and programmes in this area includes incorporating references in legislation, accessible services and in-service training of police, prosecutors, judges, and inspectors[71] and ensuring sufficient resources for their implementation and monitoring.
Article 17 on protecting the integrity of the person— stipulates that every person with a disability has a right to respect for his or her physical and mental integrity on an equal basis with others.[72]
Article 18 on liberty of movement includes ensuring that the right to work for persons with disabilities is not restricted to their place of residence, for instance by ensuring that supports to promote people’s employment are not tied to government bodies with specific geographic reach.
Article 19 on living independently and being included in the community – requires States parties to provide individualized support, including personal assistance allowing persons with disabilities to perform work activities[73]. Furthermore, personal assistance provided as support for independent living should be recognized at work, including in situations where it is provided by family members or other associates of persons with disabilities. State parties should allocate resources and progressively realize public provision of individualized support services, including personal assistance.
Article 20 on personal mobility—requires States parties to take measures to ensure personal mobility with the greatest possible independence for persons with disabilities.[74] They should be provided for use in work, or for mobility related to work, including travel to and from work.
Article 22 on respect for privacy – requires States parties to ensure that respect for privacy is included in the disclosure of disability- or impairment-related information to employers or to access programmes promoting employment. This should also include protection from the use of genetic information which could indicate a potential predisposition to certain impairments.
Article 24 on education—obligates States parties to recognize the right of persons with disabilities to education, without discrimination and on the basis of equal opportunity in inclusive educational settings at all levels.[75] Inclusive education has a vital role in ensuring persons with disabilities are in a position to be able to exercise their right to work. Quality inclusive education must prepare persons with disabilities for work life through the acquisition of the knowledge, skills and confidence necessary for participation in the open labour market[76]. The transition from school, secondary or tertiary education to work needs particular attention to realize the right to work. It is important point to ensure that persons with disabilities do not pass into segregated settings of work. Lifelong education is a key component to ensure and foster the continued career development of persons with disabilities.
Article 26 on habilitation and rehabilitation— requires States parties to organize, strengthen and extend comprehensive habilitation and rehabilitation services and programmes, including in the area of employment.[77] It requires States parties to align and integrate rehabilitation and return-to-work measures for persons who acquire a disability through their working lives; to ensure that activities for “vocational ability” follow the same requirements as those on vocational training; to protect freedom of choice – for a person requiring rehabilitation due to the acquisition of disability, offering work or re-training should fully respect the choice and preferences of the person. Work or re-retraining might be beneficial for the rehabilitation process, but never be made a requirement to undergo the rehabilitation, or vice versa; to protect persons with disabilities from potential exploitation that can take place when so-called habilitation and rehabilitation is in fact forced labour. States parties should evaluate the circumstances in terms of the possibility of coercion and not discriminating on the grounds of disability as to whether an activity is classed as work.
Article 28 on adequate standard of living and social protection — requires the States parties to ensure that social protection and support for inclusion in the labour market are seen, and structured, in complementary ways, in particular, they should ensure that:
Equal and effective access to benefits and entitlements relating to, or interacting with work, including retirement and unemployment benefits. Entitlement must not be infringed upon self-employment or exclusion from employment[78]. Essential components of equal and effective access are benefits responsive to the specific barriers faced by persons with disabilities, and effective measures to cover the additional expenses linked to disability, including those related to work and finding work. Furthermore, current exclusion from the labour market makes social protection for persons with disabilities particularly important.
“Inability to work”, “fitness to work” and related concepts are not used in the design of social protection schemes or other benefits. As the Committee has noted, it is important to assess personal circumstances and needs as well as barriers persons with disabilities may face[79], in seeking and keeping paid work and to design flexible income support schemes responsive to their situation.
Disability-related social protection has a key role to play in enabling persons with disabilities to realize their right to work. Structuring this in a complementary way will allow persons with disabilities to enter work and develop their careers.
Disability-related social protection must not be limited to benefits solely based on means-tests, such as disability benefits only available for persons with disabilities in poverty. These create a disincentive to work, and in cases where they are tied to health benefits or other essential supports, can make pursuing work inviable.
Transitional arrangements to ensure income protection for those entering work. These should provide for continuation of benefits without delay in the case that the period in work was not continued.
Persons with disabilities have equal access to public works programmes. This includes provision of reasonable accommodation and ensuring that public works programmes offer diverse roles.
Social protection should compensate for the lack of work-related income and complements labour rights.
Article 30 on participation in cultural life, recreation, leisure and sport—leisure related to work. The right to rest, leisure, and recreation in the aforementioned are applicable in the context of article 27(1)(b) CRPD. Many employers (and states) conflate the right of an employee to rest, leisure, and recreation with the right to sick leave or paid annual leave. All of these are distinct, serve different purposes and are protected under distinct legal regimes”.
Article 31 on statistics and data collection—data, statistics, research and reporting in the world of work (formal and informal economy) should be disaggregated on the basis of disability, multi and intersectional discrimination and include information on barriers related to self-employment and entrepreneurship. State parties need to understand and assess the situation of persons with disabilities in and out of work, with particular attention to the relevance and efficacy of State measures to promote employment in the formal and informal economy. The data collection framework should take into account the conceptual and methodological framework set out in Human Rights Indicators: A Guide to Measurement and Implementation.[80]
Article 32 on international cooperation – International cooperation can play an important role in promoting the right to work. International agreements, or international programmes, including development and humanitarian programmes, should all include measures to safeguard and promote the right of persons with disabilities to work, including through developing the capacity of international and national actors on this issue.
VI Implementation at the national level
In the light of the normative content and obligations outlined above, States parties should take the following measures to ensure the full implementation of article 27 of the Convention:
Develop an understanding of the place of ableism in the world of work and the social meanings of work, in the context of intersectional attitudes, stigma and discrimination;
Carry out studies on barriers for accessing the right to work by persons with disabilities, and identify the specific challenges that groups of persons with disabilities face to realize that right, as well as study and highlight innovative practices and solutions that emerge from safeguarding and promoting the right to work of persons with disabilities;
Review and harmonize mainstream national employment legislation, policies and programmes, as well practices, with the Convention, repeal discriminatory laws and regulations that are inconsistent with the Convention and change or abolish customs and practices that are discriminatory against persons with disabilities; ensure accessibility and provision of reasonable accommodation; use targeted measures to promote inclusion of persons with disabilities;
Ensure that this review extends to the public and private spheres, covers areas including national employment policies; employment in sectors of the economy; gender equality in work; promotion of youth employment; and measures for other groups; occupational safety and health measures; transition from formal to informal economy; and protections against violence, including gender based violence, harassment and forced labour;
Ensure that safeguarding and promoting the right of persons with disabilities to work is a substantial presence in emerging areas of the changing world of work and labour markets, including: digital work and the digital economy, regulation of the gig and platform economies, economic reactivation or recovery from crisis, a fair transition to a green economy, and use of artificial intelligence in recruitment and work; and telework;
Ensure that measures taken to safeguarding and promoting the right to work recognize the diversity of persons with disabilities, their professional experience and skills, and interests in work;
Expeditiously phase out sheltered workshops, by adopting concrete action plans, with resources, timeframes and monitoring mechanisms that ensure the expeditious transition from sheltered workshops to inclusion in the labour market. For persons with disabilities who remain in sheltered workshops, the States parties should:
Review the laws, policies, approaches and assumptions on which the promotion of sheltered employment have been based;
Closely consult with and actively involve persons with disabilities, and their representative organizations as a matter of priority, in the design, implementation and monitoring of transition processes;
Provide alternatives and support to them to transit from these sheltered workshops;
Develop and carry out knowledge and capacity-building programmes, including trainings within public authorities and the informal economy, to ensure compliance with the Convention. Awareness and capacity-building should be developed and implemented with the meaningful participation of persons with disabilities and organizations representing the diverse range of persons with disabilities, and are crucial components for establishing a culture of tolerance and diversity, which is the bedrock for anti-discrimination law and policy;
Establish accessible and effective redress mechanisms and ensure access to justice, on an equal basis with others, for victims of discrimination based on disability. This encompasses access by all persons with disabilities to effective judicial and/or administrative procedures, including effective and accessible complaint mechanisms, and to appropriate and affordable quality legal aid;
Identify and strengthen pathways into work for persons with disabilities, including through job-matching mechanisms that make a bridge between persons with disabilities and employers, and developing specific entry mechanisms into public sector of employment;
Foster and strengthen multi-stakeholder partnerships and networks to promote employment for persons with disabilities. This includes use of networks to bring together employers on the promotion of work for persons with disabilities. Mainstream agencies promoting employment can strengthen their ability to support persons with disabilities through partnerships with organizations working on disability rights. Measures for return-to-work should be coordinated by a public body;
Use approaches that relate the employment of persons with disabilities to employer interests and motivations, including through consultation and involvement of employers in the public and private sectors;
Promote reporting by non-State employers on the levels and conditions of employment of persons with disabilities;
Promote employment of persons with disabilities, including through affirmative action such as quota mechanisms, and take measures to mitigate the possibility of unintended negative consequences, such as reinforcing stereotypes, limited compliance, and creating employment opportunities for limited groups among persons with disabilities, in particular:
Ensure clear monitoring, transparency and reporting;
Identifying and preventing work practices that are not consistent with the Convention or reproduce segregation, stereotyping or discrimination;
Assess performance and results, including: the quality of work achieved, whether employees with disabilities become limited to certain roles or types of work, and whether only certain groups of persons with disabilities are benefitting from employment;
Ensure appropriate accountability and enforcement mechanisms;
Ensure that affirmative actions are accompanied with measures to support employers in fulfilling them.
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Traduction non-officielle
Comité des Droits des Personnes Handicapées (CDPH) | Projet d’observation générale sur l’article 27 relatif au droit des personnes handicapées au travail et à l’emploi
I Introduction
1. L’objectif de la présente observation générale est de clarifier les obligations des États parties concernant le contenu du droit au travail et à l’emploi tel qu’il est consacré par l’article 27 de la Convention relative aux droits des personnes handicapées (CDPH). La Convention énonce les principes et les normes du droit au travail et à l’emploi des personnes handicapées et constitue la base sur laquelle les États Parties peuvent s’appuyer pour remplir leurs obligations au titre des Objectifs de développement durable (ODD), en particulier la cible 8.5 : d’ici 2030, parvenir au plein emploi productif et à un travail décent pour toutes les femmes et tous les hommes, y compris pour les jeunes et les personnes handicapées, et à un salaire égal pour un travail de valeur égale[81].
2. Le droit au travail est un droit fondamental, essentiel à la réalisation des autres droits de l’homme et fait partie intégrante et indissociable de la dignité humaine. Le droit au travail contribue également à la survie de l’individu et à celle de sa famille, et dans la mesure où le travail est librement choisi ou accepté, à son épanouissement et à sa reconnaissance au sein de la communauté. Le droit au travail est reconnu dans plusieurs instruments juridiques internationaux et régionaux. Le Pacte international relatif aux droits économiques, sociaux et culturels (PIDESC) proclame le droit au travail dans un sens général à l’article 6 et développe explicitement la dimension individuelle du droit au travail par la reconnaissance à l’article 7 du droit de toute personne de jouir de conditions de travail justes et favorables, en particulier le droit à des conditions de travail sûres. La dimension collective du droit au travail est abordée à l’article 8, qui énonce le droit de toute personne de former des syndicats et de s’affilier au syndicat de son choix, ainsi que le droit des syndicats de fonctionner librement. Le Comité s’est appuyé sur sa propre jurisprudence et sur celle du Comité des droits économiques, sociaux et culturels (CESCR) et d’autres organes de traité des droits de l’homme pour élaborer la présente observation générale.
3. Un travail et un emploi utiles sont essentiels à la sécurité économique d’une personne, à sa santé physique et mentale, à son bien-être personnel et à son sentiment d’identité. Toutefois, le Comité est conscient du fait qu’un système de valeurs connu sous le nom de “capacitisme”(ableism en anglais) compromet les chances de nombreuses personnes handicapées d’avoir un travail et un emploi utiles. La Rapporteuse spéciale sur les droits des personnes handicapées (Catalina Devandas Aguilar, 2014-2020), dans son rapport de 2019[82], a décrit de manière exhaustive le capacitisme et ses impacts. Le capacitisme est « un système de valeurs selon lequel certaines caractéristiques physiques et mentales sont jugées essentielles pour que la vie ait de la valeur. Parce qu’ils se fondent sur des normes strictes d’apparence, de fonctionnement et de comportement, les modes de pensée capacitistes assimilent le handicap à une fatalité qui est source de souffrances et d’inconvénients et dévalorise inéluctablement la vie humaine ». Le capacitisme est le fondement des préjugés sociaux et conduit à l’inégalité et à la discrimination à l’égard des personnes handicapées, car il informe la législation, les politiques et les pratiques telles que l’emploi ségrégué, par exemple les ” ateliers protégés “, ou peut entraîner une participation involontaire à l’économie informelle.
4. Outre le capacitisme, les personnes handicapées sont confrontées à d’autres obstacles pour accéder et exercer leur droit au travail et à l’emploi sur le marché du travail ouvert, sur la base de l’égalité avec les autres personnes. Les personnes handicapées sont confrontées à des taux de chômage élevés, à des salaires inférieurs, à l’instabilité, à des normes inférieures en matière de conditions d’embauche, au manque d’accessibilité à l’environnement de travail, et au fait qu’elles ont également moins de chances d’accéder à des postes de direction lorsqu’elles sont employées officiellement des situations qui sont exacerbées pour les femmes handicapées. Le rapport 2019 sur le handicap et le développement a noté que les personnes handicapées employées dans le secteur formel sont plus susceptibles de percevoir des salaires inférieurs et d’occuper un emploi à temps partiel, et que les personnes handicapées sont plus susceptibles d’être indépendantes, de travailler dans l’économie informelle ou d’occuper un emploi vulnérable[83]. Les données et les preuves indiquent que ces différences ont un impact particulier sur les personnes handicapées en raison de l’âge, du genre, du sexe, de l’origine ethnique, du lieu de résidence et d’autres motifs.
5. L’évolution des conditions dans les économies et sur le marché du travail crée de nouveaux défis et de nouvelles opportunités pour garantir le droit au travail. Les nouvelles technologies, notamment l’intelligence artificielle et le passage au travail numérique, peuvent créer de nouveaux obstacles ou de nouvelles formes de discrimination, mais aussi offrir de nouvelles formes et voies d’accès au travail. Les transformations économiques, telles que le passage à une économie verte ou la réponse aux crises, créent des opportunités d’inclusion, mais aussi des risques de laisser des personnes pour compte (en anglais leave no one behind)[84].
6. L’article 27 incorpore plusieurs droits interdépendants et liés entre eux dans le cadre du droit au travail, notamment le droit des personnes handicapées de bénéficier de conditions de travail justes et favorables (27(1)(b)), le droit à des conditions de travail sûres et à la protection contre le harcèlement et la dimension collective du droit au travail en 27(1)(c), qui énonce le droit des personnes handicapées d’exercer leurs droits syndicaux et leurs droits du travail[85]. La présente observation générale donne un aperçu complet des obligations découlant de l’article 27, en considérant d’une part l’interdépendance des mesures énumérées à l’article 27 pour réaliser le droit au travail, et d’autre part l’interrelation du droit au travail et à l’emploi avec d’autres dispositions de la convention telles que l’accessibilité (art. 9), la reconnaissance égale devant la loi (art. 12), l’accès à la justice (art. 13), le droit de ne pas être soumis à la torture ni à des peines ou traitements cruels, inhumains ou dégradants (art. 15), l’adaptation et la réadaptation (art. 26) et un niveau de vie adéquat et protection sociale (art. 28).
II Modèle du handicap fondé sur les droits de l’homme
7. Le Comité n’a cessé de s’inquiéter de ce que la législation et les politiques continuent d’aborder le handicap à travers des modèles caritatifs et/ou médicaux, malgré l’incompatibilité de ces modèles avec la Convention[86]. Ces modèles ne reconnaissent pas les personnes handicapées comme des sujets de droits et des titulaires de droits, ce qui empêche les États parties à la Convention de surmonter les obstacles persistants, en particulier les stéréotypes et la stigmatisation liés au handicap qui empêchent les personnes handicapées de travailler sur un pied d’égalité avec les autres.
8. Pour réaliser les droits énoncés dans la Convention, les États parties doivent appliquer le modèle fondé sur les droits de l’homme et faire appel aux personnes handicapées qui, par l’intermédiaire des organisations qui les représentent, jouent un rôle central dans l’élaboration de réformes législatives et politiques visant à remédier à la discrimination et à la marginalisation dont sont victimes les personnes handicapées en ce qui concerne le droit au travail et à l’emploi.
9. L’Observation générale n° 6 du Comité (égalité et non-discrimination) expose le modèle du handicap fondé sur les droits de l’homme, qui reconnaît que le handicap est une construction sociale et que les déficiences ne doivent pas être considérées comme un motif légitime de déni ou de restriction des droits de l’homme. Elle reconnaît que le handicap est l’une des nombreuses couches de l’identité. Par conséquent, les lois et politiques relatives au handicap doivent tenir compte de la diversité des personnes handicapées. Elle reconnaît également que les droits de l’homme sont interdépendants, intimement liés et indivisibles. Les modèles individuels et médicaux du handicap empêchent l’égalité et réduisent les personnes handicapées à leurs déficiences.
III Contenu normatif
10. Le droit au travail est un droit humain fondamental et une composante essentielle de la dignité humaine[87]. La Déclaration universelle des droits de l’homme reconnaît le droit au travail dans son article 23. Au niveau international, le droit au travail est contenu dans l’article 8, paragraphe 3(a), du Pacte international relatif aux droits civils et politiques (PIDCP) ; dans l’article 5, paragraphes (e) (i) et (ii), de la Convention internationale sur l’élimination de toutes les formes de discrimination raciale (CERD) ; à l’article 11 de la Convention sur l’élimination de toutes les formes de discrimination à l’égard des femmes (CEDEF) ; à l’article 32 de la Convention relative aux droits de l’enfant (CDE) ; et aux articles 25, 26, 40, 52 et 54 de la Convention internationale sur la protection des droits de tous les travailleurs migrants et des membres de leur famille (CMW).
11. Plusieurs instruments régionaux reconnaissent le droit au travail, notamment la Charte sociale européenne de 1961 (art. 1-10) et la Charte sociale européenne révisée de 1996 (partie II, art. 1-10), la Charte africaine des droits de l’homme et des peuples (art. 15) et le Protocole additionnel à la Convention américaine relative aux droits de l’homme traitant des droits économiques, sociaux et culturels (art. 6), et affirment le principe selon lequel le respect du droit au travail impose aux Etats parties l’obligation de prendre des mesures visant à réaliser le plein emploi. De même, le droit au travail a été proclamé par l’Assemblée générale des Nations Unies dans la Déclaration sur le progrès et le développement social, dans sa résolution 2542 (XXIV) du 11 décembre 1969 (art. 6).
12. L’Organisation internationale du travail (OIT) a identifié huit conventions “fondamentales” relatives aux droits au travail[88]. Les sujets couverts sont fondamentaux pour l’article 27 et sont la liberté d’association et la reconnaissance effective du droit de négociation collective, l’élimination de toute forme de travail forcé ou obligatoire, l’abolition effective du travail des enfants et l’élimination de la discrimination en matière d’emploi et de profession. Les conventions de l’OIT sont les suivantes : la convention (n° 29) sur le travail forcé, 1930, et son protocole de 2014, la convention (n° 87) sur la liberté syndicale et la protection du droit syndical, 1948, la convention (n° 98) sur le droit d’organisation et de négociation collective, 1949, la convention (n° 100) sur l’égalité de rémunération, 1951, la convention (n° 105) sur l’abolition du travail forcé, 1957, la convention (n° 111) concernant la discrimination en matière d’emploi et de profession, 1958. 111), la convention sur l’âge minimum, 1973 (n° 138), la convention sur les pires formes de travail des enfants, 1999 (n° 182), la convention sur la réadaptation professionnelle et l’emploi des personnes handicapées, 1983 (n° 159), la convention sur la violence et le harcèlement, 2019 (n° 190) et la recommandation sur la transition de l’économie informelle à l’économie formelle, 2015 (n° 204).
Article 27(1) Le droit, sur la base de l’égalité avec les autres, à un travail librement choisi ou accepté dans un milieu de travail ouvert, favorisant l’inclusion et accessible.
13. La Convention reconnaît le droit des personnes handicapées à travailler sur la base de l’égalité avec les autres, y compris la possibilité de gagner leur vie par un travail librement choisi ou accepté sur un marché du travail et dans un milieu de travail ouverts, favorisant l’inclusion et accessibles. Les garanties associées au travail et à l’emploi devraient être assurées tout au long du cycle de l’emploi, qui comprend le recrutement, l’embauche et l’emploi, le maintien de l’emploi, les programmes de formation, la progression de carrière, la recherche et la demande d’emploi et la sortie du travail.
14. Malgré certains progrès, l’accès au marché du travail ouvert et la ségrégation restent les plus grands défis pour les personnes handicapées. Le refus d’aménagements raisonnables, l’inaccessibilité des lieux de travail et le harcèlement constituent des obstacles supplémentaires à l’emploi dans un marché du travail et un environnement de travail ouverts, ce qui conduit à un faux choix d’emploi dans un lieu de travail fermé sur la base du handicap. La notion d’emploi librement choisi est également contenue dans la Convention n° 122 de l’OIT concernant la politique de l’emploi (1964) et parle de “plein emploi, productif et librement choisi”, liant l’obligation des Etats parties de créer les conditions du plein emploi à l’obligation de garantir l’absence de travail forcé.
15. Dans sa jurisprudence, le Comité des droits économiques, sociaux et culturels a fait référence au principe d’égalité en ce qui concerne le travail et l’emploi des personnes handicapées et considère que le droit de chacun de gagner sa vie par un travail librement choisi ou accepté n’est pas réalisé lorsque la seule véritable possibilité offerte aux personnes handicapées se trouve dans des installations séparées[89]. Le CESCR considère également que les personnes handicapées ne devraient pas faire l’objet d’une ségrégation dans les ateliers protégés[90].
16. Les ateliers protégés continuent d’exister dans de nombreux endroits en tant que moyen supposé de relever les défis du chômage pour les personnes handicapées. Le Comité est préoccupé par le fait qu’ils reflètent l’approche médicale du handicap, et sont donc incompatibles avec la Convention.
17. Le Comité observe que les ateliers protégés comprennent une variété de pratiques et d’expériences, qui se caractérisent par au moins certains des éléments suivants :
a. Ils opèrent une ségrégation des personnes handicapées, c’est-à-dire qu’ils les séparent du reste de la société et les rassemblent seules ;
b. Elles s’organisent autour de certaines activités spécifiques que les personnes handicapées sont censées être capables d’effectuer ;
c. Ils se concentrent et mettent l’accent sur les approches médicales et de réadaptation ;
d. Ils ne favorisent pas efficacement la transition vers le marché du travail ouvert ;
e. Les personnes handicapées ne reçoivent pas une rémunération égale pour un travail de valeur égale,
f. Les personnes handicapées ne sont pas rémunérées pour leur travail sur la base de l’égalité avec les autres, et
g. Les personnes handicapées n’ont généralement pas de contrat de travail régulier dans les ateliers protégés, et sont donc exclues des régimes de relations de travail et des régimes de sécurité sociale.
18. Les ateliers protégés pour les personnes handicapées ne doivent pas être considérés comme une mesure de réalisation progressive du droit au travail, qui ne se manifeste que par un emploi sur un marché du travail ouvert et inclusif. Il est important de ne pas confondre les ateliers protégés avec les coopératives, ou les emplois organisés ou gérés par des personnes handicapées dans lesquels le droit du travail est généralement respecté.
Article 27(1)(a) : Interdiction de la discrimination fondée sur le handicap
19. La non-discrimination et l’égalité sont une obligation fondamentale de l’article 27, s’étendent aux actions de tiers, tels que le secteur des entreprises[91], et s’appliquent tout au long du cycle de l’emploi. En définissant le contenu normatif de l’article 27(1)(a), le Comité s’appuie sur sa jurisprudence dans l’Observation générale n° 6, notant que pour réaliser l’égalité de fait aux termes de la Convention, les Etats parties doivent veiller à ce qu’il n’y ait pas de discrimination fondée sur le handicap en rapport avec le travail et l’emploi”[92]. La pratique internationale en matière de droits de l’homme identifie quatre formes principales de discrimination, qui peuvent se produire individuellement ou simultanément : directe, indirecte, refus d’aménagement raisonnable et harcèlement.
20. Il y a discrimination directe lorsque, dans une situation similaire, des personnes handicapées sont traitées moins favorablement que d’autres personnes en raison d’un statut personnel différent dans une situation similaire pour une raison liée à un motif interdit. Par exemple, un employeur du secteur public ne prend pas en considération une personne handicapée pour un emploi parce qu’il suppose qu’elle sera incapable d’effectuer le travail par rapport à une personne non handicapée[93].
21. La discrimination indirecte signifie que les lois, politiques ou pratiques semblent neutres à première vue mais ont un impact négatif disproportionné sur une personne handicapée. Elle se produit lorsqu’une opportunité qui semble accessible, mais qui en réalité exclut certaines personnes du fait que leur statut ne leur permet pas de bénéficier de l’opportunité elle-même. Par exemple, si la seule façon d’entrer dans un bâtiment public pour un entretien d’embauche est de monter des escaliers, la situation place le candidat qui utilise un fauteuil roulant dans une position d’inégalité car il ne peut pas entrer dans le bâtiment[94].
22. Le refus d’un aménagement raisonnable constitue une discrimination si les modifications et les ajustements nécessaires et appropriés – qui n’imposent pas une charge disproportionnée ou indue – sont refusés et sont nécessaires pour assurer la jouissance ou l’exercice en toute égalité d’un droit de l’homme ou d’une liberté fondamentale[95]. Un employé du secteur public souffrant d’une déficience visuelle qui ne dispose pas de l’équipement approprié pour accomplir les tâches qui lui sont attribuées, comme un programme informatique qui agrandit le texte sur un écran d’ordinateur, est un exemple de refus d’aménagement raisonnable. Parmi les exemples d’aménagements raisonnables, citons le fait de rendre les installations et les informations existantes accessibles à la personne handicapée, de modifier l’équipement, de réorganiser les activités, de réorganiser le travail ou de permettre l’accès au personnel de soutien[96]. Les aménagements raisonnables doivent être négociés avec la personne concernée. L’obligation de fournir un aménagement raisonnable est applicable à partir du moment où une demande d’aménagement est reçue[97].
23. Le harcèlement est une forme de discrimination lorsqu’un comportement indésirable lié à un handicap ou à d’autres motifs interdits a pour objet ou pour effet de porter atteinte à la dignité d’une personne et de créer un environnement intimidant, hostile, dégradant, humiliant ou offensant. Le terme “violence et harcèlement” dans le monde du travail, tel que défini par la “Convention sur la violence et le harcèlement (C190)” de l’OIT (2019) se réfère à une série de comportements et de pratiques inacceptables, ou de menaces de tels comportements et pratiques, qu’ils soient uniques ou répétés, qui visent à, entraînent ou sont susceptibles d’entraîner un préjudice physique, psychologique, sexuel ou économique, et inclut la violence et le harcèlement fondés sur le sexe. Le harcèlement sur le lieu de travail peut inclure l’exclusion ou l’isolement des employés, le harcèlement psychologique, l’intimidation, l’attribution de tâches insignifiantes sans rapport avec le travail, l’attribution d’emplois impossibles aux employés, la modification délibérée des horaires de travail pour gêner certains employés, l’affaiblissement des performances professionnelles par la rétention délibérée d’informations essentielles à l’efficacité du travail[98].
24. Les personnes handicapées sont souvent touchées de manière disproportionnée par la discrimination intersectionnelle et multiple. La diversité des personnes handicapées signifie qu’elles sont confrontées à divers obstacles à la réalisation du droit au travail et qu’elles suivent différents parcours d’insertion professionnelle tout au long de leur vie professionnelle. La discrimination multiple désigne la situation dans laquelle une personne est victime d’une discrimination fondée sur deux motifs ou plus, ce qui entraîne une discrimination qui s’ajoute ou s’aggrave[99]. La discrimination intersectionnelle se produit lorsque plusieurs motifs interagissent les uns avec les autres au même moment, de manière à être indissociables[100]. La discrimination intersectionnelle reconnaît que les individus ne subissent pas la discrimination en tant que membres d’un groupe homogène, mais plutôt en tant qu’individus avec des couches multidimensionnelles d’identités, de statuts et de circonstances de vie. Ces motifs supplémentaires comprennent l’âge, la race, l’origine indigène, nationale ou sociale, le statut de réfugié, de migrant ou de demandeur d’asile, les opinions politiques ou autres, la religion, le sexe, l’orientation sexuelle et l’identité de genre.
25. Les concepts de discrimination multiple et intersectionnelle reconnaissent les réalités et expériences vécues du désavantage accru des individus causé par ces formes de discrimination[101]. Le Comité a abordé différentes situations de discrimination multiple et intersectionnelle, notamment :
a. Les femmes et les personnes handicapées non conformes au genre sont confrontées à une intersection d’obstacles liés au genre et au handicap dans les attitudes, les circonstances et le travail lui-même. Il s’agit notamment des effets cumulés de la double discrimination qui limitent les possibilités de travailler, du risque accru de violence et de harcèlement sur le lieu de travail, ainsi que d’autres obstacles[102].
b. Le handicap et l’âge interagissent également pour signifier que les jeunes et les personnes âgées handicapés peuvent être confrontés à des défis sensiblement différents pour réaliser le droit au travail.
26. Les mesures comprennent l’abandon de la ségrégation dans l’emploi, l’universalité de la santé et de la sécurité au travail, la formation professionnelle et les droits syndicaux constituent des mesures essentielles pour garantir qu’il n’y a pas de discrimination fondée sur le handicap en rapport avec le travail et l’emploi.”[103]
Article 27(1)(b) sur les conditions de travail justes et favorables sur la base de l’égalité avec les autres.
27. L’article 27, paragraphe 1, point b), fait référence à :
(a) des conditions de travail justes et favorables
(b) l’égalité des chances et l’égalité de rémunération pour un travail de valeur égale
(c) des conditions de travail sûres et saines
(d) la protection contre le harcèlement
(e) le redressement des griefs.
28. Le Comité s’appuie sur la jurisprudence du Comité des droits économiques, sociaux et culturels dans son Observation générale n° 23 sur les conditions de travail justes et favorables pour décrire le contenu normatif de l’article 27(1)(b)[104]. Le droit des personnes handicapées de bénéficier de conditions de travail justes et favorables est le corollaire du droit à un travail librement choisi ou accepté. Il constitue une composante importante d’autres droits consacrés par la Convention, tels que les droits syndicaux visés à l’article 27(1)(c). La jouissance du droit à des conditions de travail justes et favorables est une condition préalable et une conséquence de la jouissance d’autres droits de la convention, par exemple le droit à un niveau de vie suffisant (article 28) grâce à une rémunération décente[105].
29. Le droit à des conditions de travail justes et favorables est un droit de tous les travailleurs handicapés dans tous les contextes, indépendamment de leur handicap ou de leur sexe, ainsi que des travailleurs handicapés jeunes ou plus âgés dans le secteur formel ou non, ou qu’il s’agisse de travailleurs migrants handicapés, de travailleurs handicapés issus de groupes culturellement et linguistiquement divers, de travailleurs indépendants handicapés, de travailleurs agricoles handicapés, de travailleurs ruraux et isolés handicapés[106]. En outre, le droit à des conditions de travail justes et favorables exige que le paiement de salaires inférieurs au minimum ne soit pas justifié par le handicap.
30. Les conditions de travail justes et favorables pour les personnes handicapées comprennent les avantages et les protections dont bénéficient les autres travailleurs, tels que la pension de retraite, les congés de maladie, les congés de longue durée, les congés parentaux, les promotions, le repos, les loisirs et les congés payés périodiques[107].
31. Les travailleurs handicapés ont le droit de recevoir une rémunération égale lorsqu’ils effectuent un travail identique ou similaire à celui des travailleurs non handicapés. En outre, leur rémunération doit également être égale même lorsque leur travail est complètement différent mais néanmoins de valeur égale. La valeur du travail est évaluée par des critères objectifs. Les États parties devraient veiller à ce que les lieux de travail ségrégués en cours de transition ne soient pas exemptés du paiement du salaire minimum et s’assurer qu’ils ne versent pas un salaire inférieur au salaire minimum.
32. Le droit à un environnement de travail sûr et sain pour les travailleurs handicapés comprend l’élaboration d’une politique nationale cohérente sur la santé au travail dans l’environnement de travail des personnes handicapées. L’objectif de cette politique est de prévenir les accidents et les blessures résultant du travail, liés au travail ou survenant au cours du travail. La politique doit inclure la protection de tous les travailleurs handicapés, notamment les personnes handicapées qui travaillent sous contrat à court ou à long terme ou à temps partiel, les apprentis, les indépendants, les travailleurs migrants ou les travailleurs du secteur informel. Les organisations représentatives des travailleurs handicapés devraient participer à la formulation, à la mise en œuvre et à l’examen périodique de la politique nationale.
33. La jurisprudence du Comité sur le harcèlement est exposée dans l’Observation générale n° 6[108]. Le harcèlement lié au travail et à l’emploi s’étend au cycle de l’emploi et nécessite des remèdes efficaces par la promulgation et l’application d’une législation anti-discrimination spécifique et complète[109]. Cette législation devrait être accompagnée de recours et de sanctions juridiques appropriés et efficaces en matière de discrimination intersectionnelle dans le cadre de procédures civiles, administratives et pénales. Les recours individuels doivent s’accompagner de changements effectifs sur le lieu de travail afin d’éviter de nouvelles violations.
Article 27, paragraphe 1, point c), sur les droits professionnels et syndicaux
34. Les droits syndicaux, la liberté d’association et le droit de grève sont des moyens essentiels pour introduire, maintenir et défendre des conditions de travail justes et favorables. Les syndicats jouent un rôle important dans la défense du droit au travail des personnes handicapées et s’étendent aux personnes handicapées travaillant dans des emplois ségrégués. Les États parties ont l’obligation de respecter et de protéger le travail des défenseurs des droits de l’homme, tels que les syndicats, qui aident les personnes handicapées et d’autres groupes marginalisés à réaliser le droit au travail[110].
35. La promotion de l’emploi des personnes handicapées exige la participation effective des associations représentatives pour la protection et la promotion des droits des travailleurs handicapés et des syndicats à la définition des priorités, à la prise de décisions, à la planification, à la mise en œuvre et à l’évaluation des stratégies visant à promouvoir l’emploi des personnes handicapées.
36. Les lois et codes généraux du travail devraient inclure l’interdiction explicite de la discrimination fondée sur le handicap et veiller à ce que les travailleurs syndicaux, les employeurs et les institutions du marché du travail prennent pleinement conscience de l’égalité et de la non-discrimination dans le travail et l’emploi des personnes handicapées.
37. Les accords de négociation collective ne doivent pas être discriminatoires sur la base du handicap. Lorsqu’ils précisent les conditions de travail, cela doit anticiper ou être compatible avec la fourniture d’aménagements raisonnables couverts par l’accord.
Article 27, paragraphe 1, point d), sur l’accès aux services d’orientation, de formation et de placement techniques et professionnels.
38. L’accès non discriminatoire aux services généraux d’orientation, de formation et de placement techniques et professionnels, sur la base de l’égalité, est nécessaire pour réaliser le droit au travail et à l’emploi des personnes handicapées[111]. La participation des personnes handicapées aux services généraux favorisera la non-ségrégation des services et “l’accès des personnes handicapées à des services ouverts d’emploi et de formation professionnelle”[112]. Ces services peuvent être appropriés pour entrer dans le monde du travail, en cours d’emploi ou pour assurer la transition entre deux rôles. Les États devraient inclure des mesures permettant la certification des capacités et des acquis sur la base de l’égalité avec les autres, l’inclusion explicite des personnes handicapées dans la législation traitant de la formation professionnelle, la référence explicite aux personnes handicapées dans les politiques générales réglementant la formation professionnelle, l’accessibilité des locaux, des informations et des matériels, la formation du personnel professionnel aux droits des personnes handicapées et le financement de mesures d’aménagement raisonnable. La préparation et la formation professionnelles, ainsi que les autres services, doivent être fournis de manière accessible et inclusive.
Article 27, paragraphe 1, point e), sur la promotion des possibilités d’emploi et d’avancement professionnel
39. Les États parties devraient veiller à ce que les personnes handicapées aient des possibilités significatives d’évoluer dans leur carrière, quelle que soit la forme d’emploi qu’elles occupent[113] . Les possibilités d’évolution comprennent les possibilités de requalification et d’amélioration des compétences, l’offre de formation et d’apprentissage tout au long de la vie, et les programmes de mentorat.
40. Tous les travailleurs handicapés ont droit à l’égalité des chances en matière de promotion par le biais de processus équitables, fondés sur le mérite et transparents. Les États parties devraient procéder à une analyse des obstacles directs et indirects à la promotion professionnelle des personnes handicapées, en particulier des femmes handicapées. La formation professionnelle visée à l’article 27(1)(d) devrait également s’étendre aux travailleurs handicapés qui participent à une formation pour faire progresser leur carrière. Les cours doivent être accessibles et prévoir des aménagements raisonnables.
Article 27, paragraphe 1, point f), sur la promotion des possibilités d’exercice d’une activité indépendante et de l’organisation de coopératives
41. Les personnes handicapées ont droit à un travail librement choisi. Cela inclut les personnes handicapées qui souhaitent travailler à leur compte, être entrepreneurs, créer leur propre entreprise ou travailler dans une coopérative ou dans d’autres formes de travail librement choisi. Les États parties devraient prendre des mesures ciblées pour protéger et soutenir les personnes handicapées dans l’économie informelle, pour promouvoir et accélérer leur transition vers l’économie formelle, et pour empêcher que le travail dans l’économie formelle ne devienne informel[114].
42. La promotion des possibilités de travail librement choisi nécessite des informations accessibles sur l’esprit d’entreprise, les micro, petites et moyennes entreprises, et d’autres formes de modèles commerciaux tels que les coopératives[115]. L’accès non discriminatoire aux services aux entreprises, aux marchés, aux infrastructures et aux technologies, ainsi qu’à la santé et à la sécurité au travail, doit également être pris en compte, tout comme l’accès non discriminatoire aux services financiers, au mentorat et à la mise en réseau. Les États parties devraient envisager la formulation et la mise en œuvre d’un cadre politique intégré, coordonné entre les différents niveaux de gouvernement, y compris les autorités fiscales et les institutions de sécurité sociale[116].
Article 27(1)(g) sur l’emploi dans le secteur public
43. Les dispositions incluses dans les autres alinéas de l’article 27 s’appliquent également au secteur public. Toutefois, lorsque l’État partie est un employeur, il devrait adopter une approche plus rigoureuse de l’inclusion. Les États parties devraient introduire des normes objectives pour l’embauche et la promotion au mérite des personnes handicapées et s’engager à augmenter le nombre d’employés handicapés. Si nécessaire, des mesures spécifiques temporaires pourraient être adoptées pour sensibiliser le secteur public, attirer et recruter des personnes handicapées et soutenir les employés handicapés du secteur public dans le but de refléter la diversité de la communauté et de bénéficier de l’expérience vécue des personnes handicapées.
44. Le Comité a recommandé aux États parties, dans le but d’accroître l’emploi des personnes handicapées dans le secteur public, d’élaborer et d’appliquer des mesures d’action positive, des financements ciblés pour promouvoir l’emploi des personnes handicapées et des programmes professionnels[117]. D’autres mesures comprennent des quotas ou des objectifs. Toutes les mesures adoptées doivent être accompagnées d’une obligation de rapport annuel pour informer sur la manière dont les autorités publiques se conforment aux mesures prises.
Article 27, paragraphe 1, point h), sur l’emploi dans le secteur privé et les programmes d’action positive
45. Dans le monde, plus de six travailleurs sur dix et quatre entreprises sur cinq opèrent dans l’économie informelle[118]. Les travailleurs de l’économie informelle sont fréquemment exclus de la protection juridique, de la sécurité sociale, de la collecte de données, des mesures de santé et de sécurité, ce qui ne fait qu’exacerber leur vulnérabilité[119]. Aux fins de la mise en œuvre du droit à des conditions de travail et d’emploi justes et favorables dans le secteur privé pour les personnes handicapées, les États parties devraient inclure l’économie informelle dans les mécanismes de suivi et de responsabilisation[120].
46. Le Comité a recommandé aux États Parties des stratégies visant à accroître l’emploi des personnes handicapées dans le secteur public qui sont également applicables au secteur privé. Des mesures spécifiques d’action positive telles que des quotas pour augmenter l’emploi des personnes handicapées dans le secteur privé peuvent être nécessaires. Dans le même temps, les quotas seuls ne suffisent pas à promouvoir l’emploi des personnes handicapées et peuvent susciter la résistance de ces dernières si le système est axé sur la déficience plutôt que sur la capacité. Les quotas soulèvent également des problèmes de confidentialité. D’autres mesures d’action positive pourraient inclure des financements ciblés pour promouvoir l’emploi des personnes handicapées, tels que des modifications de l’environnement de travail, des aides salariales aux apprentis, des déductions fiscales et des subventions salariales.
47. Les mesures d’action positive, y compris les mécanismes de quotas, sont conformes à la Convention et n’entraînent pas de conséquences négatives telles que la reproduction de stéréotypes liés au handicap ou d’autres discriminations, notamment par les moyens suivants :
a. Veillant à ce que les employeurs ne limitent pas les personnes handicapées à certaines professions, à des emplois réservés ou à des unités d’emploi spécifiques ;
b. Contrôler et prendre des mesures pour s’assurer que le travail promu dans le cadre de ces mesures n’est pas un ” faux emploi ” : lorsque des personnes handicapées sont engagées par des employeurs mais n’effectuent pas de travail, ou n’ont pas d’emploi significatif sur la base de l’égalité avec les autres ;
c. Prendre des mesures pour s’assurer que les mesures d’action positive intègrent une perspective de genre et bénéficient à tous les employés handicapés.
48. Les États parties devraient concevoir des mesures d’action positive en étroite consultation avec les organisations représentatives des personnes handicapées. Les mesures d’action positive dans le secteur privé seront plus efficaces si elles font partie d’une approche holistique des États parties pour promouvoir l’emploi des personnes handicapées[121].
Article 27(1)(i) sur l’aménagement raisonnable
49. La Convention relative aux droits des personnes handicapées comprend une liste non exhaustive de devoirs axés sur l’élimination des obstacles structurels et institutionnels qui entravent l’égalité des chances des personnes handicapées sur le marché du travail. Parmi ces obligations figure la fourniture d’aménagements raisonnables sur le lieu de travail[122]. L’obligation d’aménagement raisonnable est différente de l’obligation d’accessibilité. L’aménagement raisonnable implique la fourniture d’aides individualisées pour permettre aux personnes handicapées d’exécuter les exigences inhérentes à leur travail sur la base de l’égalité avec les autres.
50. L’obligation d’apporter un aménagement raisonnable est un processus coopératif et interactif applicable dès la réception d’une demande d’aménagement et exige de l’employeur qu’il engage un dialogue avec le salarié[123]. Sa mise en œuvre est limitée par le concept de “charge disproportionnée ou indue”. Cela nécessite une analyse objective de la “relation proportionnelle entre les moyens employés et leur but” – la jouissance du droit au travail et à l’emploi[124].
Article 27, paragraphe 1, point j), sur l’expérience professionnelle
51. L’expérience professionnelle sur le marché du travail ouvert peut être encouragée par le biais de stages, de programmes d’apprentissage sur le lieu de travail, de bourses d’études et d’incitations financières pour les entreprises, telles que l’apprentissage et d’autres programmes d’apprentissage sur le lieu de travail. En plus d’être essentiel pour développer les compétences des personnes handicapées, c’est une occasion de transformer les conditions d’emploi et de créer des liens et une compréhension entre les employeurs.
52. Les personnes handicapées sont particulièrement exposées à l’utilisation inappropriée de stages et de programmes de formation non rémunérés qui ont des effets négatifs sur la sécurité de l’emploi et les perspectives de carrière, les jeunes handicapés étant particulièrement vulnérables Les États parties devraient clairement réglementer et surveiller la situation des personnes handicapées dans ce type de programmes.
Article 27, paragraphe 1, point k), sur la réadaptation, le maintien dans l’emploi et le retour à l’emploi
53. Tous les travailleurs peuvent être amenés à se recycler, à acquérir de nouvelles compétences ou à changer de profession. Les programmes de maintien dans l’emploi et de retour au travail des personnes handicapées s’inscrivent dans le cadre d’efforts plus larges visant à assurer le développement continu de la main-d’œuvre. Les États parties doivent veiller à ce que les personnes handicapées bénéficient d’un soutien pour rester dans l’emploi ou passer à de nouveaux rôles après l’acquisition d’un nouveau handicap ou l’exacerbation d’un handicap existant[125].
54. En ce qui concerne la réadaptation, les États parties doivent veiller à ce que les travailleurs handicapés à la suite d’un accident ou d’une maladie et, le cas échéant, les personnes à charge de ces travailleurs, reçoivent une indemnisation adéquate, notamment pour les coûts de traitement, la perte de revenus et d’autres coûts, en plus de l’accès aux services de réadaptation[126].
55. Les programmes de retour au travail peuvent conduire à la poursuite du même rôle, à un rôle différent auprès du même employeur ou à un rôle auprès d’un employeur différent. Ils ne doivent pas être utilisés pour promouvoir l’emploi dans des environnements de travail ségrégués.
Article 27(2) sur l’esclavage, la servitude et le travail forcé ou obligatoire
56. L’interdiction de l’esclavage, de la servitude et du travail forcé ou obligatoire est au cœur du droit international des droits de l’homme. Les personnes handicapées courent un risque accru de se trouver dans des situations d’esclavage ou de servitude, telles que l’enlèvement et le travail forcé des personnes handicapées mentales, y compris les enfants, les lieux de travail ségrégués ou l’exploitation des personnes handicapées par la mendicité[127]. Cela s’étend à la servitude pour dettes, à la traite et aux ateliers clandestins ou aux travailleurs agricoles qui ne sont pas ou peu payés.
57. Les États parties doivent élaborer des mesures globales pour prévenir l’esclavage et la servitude et enquêter sur tous les cas d’esclavage et de servitude et de travail forcé ou obligatoire. Ces mesures devraient inclure des programmes de sensibilisation, des campagnes d’information, des dispositions législatives, une procédure de plainte, un régime de sanctions, des mécanismes d’enquête et des mesures visant à assurer un recours et une réparation.
58. Pour s’acquitter des obligations qui leur incombent en vertu du paragraphe 2 de l’article 27, les États parties devraient prêter attention au droit des personnes handicapées au choix, au consentement et à l’absence de coercition :
a. Le choix doit être compris dans le contexte du préjudice que les conditions de travail peuvent causer. Dans certains cas, les personnes handicapées considèrent que les conditions de travail disponibles sont préjudiciables à leur santé et à leur bien-être pour des raisons liées à leur handicap. Ces personnes auraient besoin de modifications des conditions de travail en tant qu’aménagement raisonnable et/ou d’une protection sociale significative et d’autres soutiens qui garantissent qu’elles ne sont pas forcées d’effectuer un travail contre leur gré.
b. La coercition peut intervenir dans un contexte où les personnes handicapées sont souvent confrontées à une plus grande vulnérabilité sociale, à un manque d’alternatives significatives et à des relations de dépendance ou de soins qui deviennent de l’exploitation. Il faut en tenir compte pour comprendre si le consentement a été donné. Même lorsque le consentement a été donné, il convient de prêter attention à un contexte plus large d’exploitation ou de coercition. Le consentement ne suffit pas à indiquer qu’une personne ne se trouve pas dans une situation d’esclavage, de servitude ou de traite.
IV . Obligations des États parties
Obligations générales
59. L’article 4(2) de la Convention exige que les États parties prennent des mesures au maximum de leurs ressources disponibles concernant les droits économiques, sociaux et culturels et, au besoin, dans le cadre de la coopération internationale, en vue d’assurer progressivement le plein exercice de ces droits. La principale obligation générale des Etats parties est donc d’assurer la réalisation progressive du droit au travail. Les États parties doivent prendre, dans un délai raisonnablement court après l’entrée en vigueur de la convention pour l’État partie concerné, des mesures délibérées, concrètes et ciblées en vue de la pleine réalisation du droit au travail et à l’emploi[128].
60. L’article 4(1) énonce l’obligation de respecter, protéger et mettre en œuvre le droit au travail de toutes les personnes handicapées. À son tour, l’obligation de mettre en œuvre contient des obligations de faciliter, de fournir et de promouvoir[129]. L’obligation de respecter est contenue dans le paragraphe (d) où l’État partie doit s’abstenir de s’engager dans des actes ou des pratiques qui sont incompatibles avec la Convention. L’obligation de protéger est contenue dans les paragraphes (c) et (e) où l’État partie doit protéger les droits de l’homme des personnes handicapées dans toutes les politiques et tous les programmes et protéger les personnes handicapées contre la discrimination par des tiers, y compris les entreprises privées. L’obligation de mettre en œuvre est contenue dans plusieurs paragraphes, y compris entreprendre et promouvoir la recherche et le développement de biens et services de conception universelle (paragraphe f) et de nouvelles technologies d’assistance (paragraphe g).
61. L’article 4, paragraphe 4, dispose que les mesures régressives prises en rapport avec le droit au travail ne sont pas autorisées. Si des mesures délibérément régressives sont prises, il incombe à l’État partie de prouver qu’elles ont été introduites après l’examen le plus attentif de toutes les autres solutions possibles et qu’elles sont dûment justifiées par rapport à l’ensemble des droits prévus par la convention, dans le contexte du plein emploi du maximum des ressources disponibles de l’État partie[130].
62. L’obligation de respecter requiert des États parties qu’ils s’abstiennent d’entraver directement ou indirectement l’exercice du droit au travail, notamment en s’abstenant de refuser ou de limiter l’égalité d’accès de toutes les personnes handicapées à un travail décent, en s’abstenant d’exempter les organisations du paiement du salaire minimum national en fonction du handicap, et en interdisant le travail forcé ou obligatoire. Les États parties sont tenus de respecter le droit des femmes handicapées et des jeunes handicapés d’accéder à des conditions de travail justes et favorables et donc de prendre des mesures pour lutter contre la discrimination intersectionnelle et promouvoir l’égalité des chances de promotion et l’égalité de rémunération pour un travail de valeur égale. Toute évaluation par les États parties de la valeur du travail doit éviter les stéréotypes concernant les personnes handicapées, notamment leur sexe et leur genre, qui pourraient sous-évaluer le travail effectué principalement par les femmes handicapées[131]. En outre, les États parties devraient prendre des mesures immédiates pour éliminer les obstacles dans les lois, les politiques et les programmes qui associent le handicap à une ” incapacité à travailler “. En particulier, les mesures visant à évaluer ou à classer l’état de handicap ne devraient pas être fondées sur, ou conduire à, des limitations du droit au travail des personnes handicapées.
63. L’obligation de protéger requiert des États parties qu’ils prennent toutes les mesures appropriées pour éliminer la discrimination fondée sur le handicap perpétrée par des acteurs privés non étatiques, par exemple des entreprises commerciales privées, des syndicats et tous les membres de la société, afin qu’ils n’interfèrent pas avec les garanties de l’article 27[132]. Le Comité a inclus, dans sa jurisprudence, une référence aux mesures visant à lutter contre la discrimination multiple et intersectionnelle. Ces mesures comprennent l’adoption d’une législation[133], de politiques et de programmes qui reconnaissent explicitement la discrimination multiple afin de garantir que les plaintes déposées sur cette base de discrimination soient prises en compte pour déterminer à la fois la responsabilité et les réparations[134], l’établissement d’un cadre pour la collecte de données pertinentes pour lutter contre la discrimination intersectionnelle à laquelle sont confrontées les femmes et les filles handicapées[135], l’autorisation de déposer des plaintes sur plus d’un motif[136], l’établissement de niveaux d’indemnisation plus élevés pour les victimes, et en imposant des peines plus élevées aux auteurs, en renforçant les lois anti-discrimination pour lutter contre la discrimination intersectionnelle[137], en examinant l’adéquation des structures actuelles utilisées pour traiter la discrimination intersectionnelle et en adoptant des mesures efficaces et spécifiques pour prévenir les formes de discrimination intersectionnelle à l’encontre des femmes et des filles[138] et en développant une participation complète et transparente des organisations représentant les personnes handicapées, y compris celles qui subissent une discrimination intersectionnelle[139].
64. Les femmes handicapées courent un grand risque d’exploitation dans l’économie informelle et dans le travail non rémunéré. En général, les femmes sont souvent surreprésentées dans l’économie informelle, les travailleurs à domicile non rémunérés et les entreprises familiales, ce qui exacerbe les inégalités dans des domaines tels que la rémunération, la santé et la sécurité, le repos, les loisirs et les congés payés. Les femmes handicapées sont encore plus exposées. Les jeunes handicapés risquent davantage d’être exploités dans l’économie formelle en raison d’une utilisation inappropriée des stages et des programmes de formation non rémunérés.
65. Enfin, l’obligation de mettre en œuvre requiert des États qu’ils adoptent des mesures législatives, administratives, budgétaires, judiciaires, promotionnelles et autres appropriées pour faire en sorte que les environnements de travail soient ouverts, inclusifs et accessibles.
66. Afin de mettre en œuvre le droit au travail et à l’emploi des personnes handicapées, les États parties sont tenus de prendre des mesures positives pour permettre aux personnes handicapées d’entreprendre un enseignement et une formation techniques et professionnels et de les aider à le faire, et de mettre en œuvre des plans d’enseignement technique et professionnel pour faciliter l’accès à l’emploi. Les États parties sont également tenus d’entreprendre et de promouvoir la recherche et la mise à disposition de nouvelles technologies – technologies de l’information et de la communication, aides à la mobilité, appareils et technologies d’assistance – en donnant la priorité aux technologies d’un coût abordable[140].
67. Afin de réaliser le droit au travail et à l’emploi des personnes handicapées, les États Parties sont tenus de reconnaître le droit au travail des personnes handicapées dans le système juridique national et d’adopter une politique nationale et un plan d’action détaillé pour sa réalisation. Cette politique et ce plan doivent prévoir l’allocation de ressources suffisantes pour accroître la participation au travail des personnes handicapées, en particulier des femmes handicapées. Les États parties sont également tenus de fournir aux personnes handicapées des informations accessibles sur les nouvelles technologies mises au point conformément à l’obligation de mettre en œuvre.
68. Afin de mettre en œuvre le droit au travail et à l’emploi des personnes handicapées, les États Parties devraient prendre des mesures pour assurer des campagnes appropriées d’éducation, d’information et de sensibilisation du public, y compris l’intégration de la dimension de genre, dans les secteurs privé et public. Les campagnes de sensibilisation devraient cibler les employeurs et les employés des secteurs privé et public, ainsi que les recruteurs, les agences de placement et le grand public, et être menées dans les langues pertinentes et dans des formats accessibles aux personnes handicapées.
Obligations fondamentales
69. L’article 4(2) garantit que la réalisation progressive ne porte pas atteinte aux obligations qui sont immédiatement applicables “…sans préjudice des obligations contenues dans la présente Convention qui sont immédiatement applicables selon le droit international”.
70. Pour déterminer si un État partie s’est acquitté de ses obligations fondamentales minimales, le Comité tient compte des contraintes de ressources qui s’appliquent dans l’État partie. La mise en œuvre des obligations fondamentales minimales doit se faire au maximum des ressources disponibles dans l’État partie concerné. Pour qu’un État partie puisse attribuer son manquement à ses obligations fondamentales minimales à un manque de ressources disponibles, il doit démontrer que tous les efforts ont été faits pour utiliser toutes les ressources disponibles dans le but de mettre en œuvre les obligations fondamentales minimales[141].
71. Conformément à l’article 4(2) de la Convention, les Etats parties ont l’obligation immédiate de :
a. assurer la non-discrimination et l’égalité, y compris la prévention du refus d’aménagement raisonnable ;
b. prendre des mesures concrètes et ciblées pour élaborer une stratégie et un plan d’action nationaux relatifs au droit au travail et à l’emploi[142].
72. La jurisprudence du Comité sur l’article 5 de la Convention énonce les mesures immédiates que les États parties sont tenus de prendre pour réaliser l’égalité de fait et assurer la non-discrimination fondée sur le handicap en ce qui concerne le droit au travail et à l’emploi. En particulier, pour assurer la fourniture d’aménagements raisonnables, comme le prévoient le paragraphe 3 de l’article 5 et le sous-alinéa i) du paragraphe 1 de l’article 27, et pour réaliser ou accélérer l’égalité de fait dans le domaine du travail et de l’emploi par des mesures spécifiques conformément au paragraphe 4 de l’article 5, les États parties devraient :
a. Faciliter –
i. la transition vers l’abandon des environnements de travail ségrégués et soutenir l’engagement des personnes handicapées sur le marché du travail ouvert, et, dans l’intervalle, assurer l’applicabilité immédiate des droits du travail aux environnements de travail ségrégués
ii. des mesures de santé et de sécurité au travail universellement applicables, y compris des réglementations en matière de sécurité et de santé au travail qui soient non discriminatoires et inclusives
b. Reconnaître-
i. le refus d’un aménagement raisonnable comme une discrimination et interdire la discrimination multiple et intersectionnelle, ainsi que le harcèlement
ii. le droit des personnes handicapées d’avoir accès aux syndicats et aux organisations professionnelles
c. Promouvoir-
i. le droit à l’emploi assisté, notamment à l’aide au travail, à l’accompagnement professionnel et aux programmes de qualification professionnelle ; protéger les droits des travailleurs handicapés ; et garantir le droit à un emploi librement choisi
ii. le travail dans des environnements de travail inclusifs et accessibles, sûrs et sains dans les secteurs public et privé.
d. Garantir-
i. que les personnes handicapées ne soient pas payées moins que le salaire minimum et ne perdent pas le bénéfice des allocations d’invalidité lorsqu’elles commencent à travailler
ii. une transition adéquate vers et hors de l’emploi de manière non discriminatoire, un accès égal et effectif aux avantages et aux droits, tels que les prestations de retraite ou de chômage
iii. la jouissance de l’égalité des chances en matière d’avancement professionnel grâce à des réunions d’évaluation régulières avec leurs responsables et à la définition des objectifs à atteindre, dans le cadre d’une stratégie d’avancement globale
iv. l’accès à la formation, au recyclage et à l’éducation, y compris la formation professionnelle et le renforcement des capacités des employés handicapés, et la mise en place d’une formation sur l’emploi des personnes handicapées et les aménagements raisonnables pour les employeurs, les organisations représentatives des employés et des employeurs, les syndicats et les autorités compétentes.
73. Les États Parties devraient également prendre des mesures concrètes et ciblées pour élaborer une stratégie et un plan d’action nationaux relatifs au droit au travail et à l’emploi qui incluent les personnes handicapées. La stratégie et le plan d’action devraient être élaborés et revus périodiquement en étroite consultation et avec la participation active des personnes handicapées et des organisations qui les représentent. La stratégie et le plan d’action devraient également comporter des indicateurs et des critères[143], liés aux obligations de respect, de protection et de réalisation, permettant de suivre de près la mise en œuvre rapide de la stratégie et du plan. Des mécanismes de responsabilisation et des voies de recours devraient être disponibles en cas de violation du droit au travail et à l’emploi.
V. Relation avec d’autres articles spécifiques de la Convention
79. L’article 5 sur l’égalité et la non-discrimination exige des États parties qu’ils veillent à ce que l’égalité et la non-discrimination soient assurées pour tout ce qui concerne le travail, l’emploi et le cycle de l’emploi. Le refus d’aménagement raisonnable est une forme de discrimination fondée sur le handicap, et les États parties ont la responsabilité de soutenir la fourniture d’aménagements raisonnables au travail et à toutes les étapes de l’emploi.
80. La lutte contre la discrimination multiple à laquelle les femmes handicapées (article 6) sont confrontées dans le travail suppose des efforts substantiels pour s’attaquer aux structures et aux attitudes qui affectent les femmes handicapées au travail et tout au long du cycle d’emploi. Les femmes handicapées sont confrontées à des obstacles uniques à l’égalité de participation sur le lieu de travail que les États parties doivent éliminer. Il s’agit notamment du harcèlement sexuel, de l’inégalité de rémunération pour un travail de valeur égale et de l’impossibilité de demander réparation en raison d’attitudes discriminatoires rejetant leurs demandes, ainsi que des obstacles physiques, d’information et de communication[144].
81. L’article 8 sur la sensibilisation exige des États parties qu’ils adoptent des mesures pour sensibiliser l’ensemble de la société aux droits des personnes handicapées et pour combattre les stéréotypes, les préjugés et les pratiques nuisibles concernant les personnes handicapées dans tous les domaines de la vie[145].
82. L’article 9 sur l’accessibilité oblige les États parties à prendre des mesures appropriées pour assurer aux personnes handicapées l’égalité d’accès à l’environnement physique, aux transports, à l’information et aux communications, y compris aux technologies et systèmes d’information et de communication, et aux autres installations et services ouverts ou fournis au public, et pour identifier et éliminer les obstacles et les barrières à l’accessibilité[146]. Les mesures visant à fournir ou à promouvoir l’accessibilité devraient couvrir et inclure le travail et les lieux de travail, y compris les informations relatives au travail et aux processus de recrutement, la préparation et la formation professionnelles et les activités syndicales[147].
83. L’article 12, relatif à l’égalité de reconnaissance devant la loi, prévoit la réaffirmation par les États parties du droit des personnes handicapées à être reconnues partout comme des personnes devant la loi, et la reconnaissance du fait que les personnes handicapées jouissent de la capacité juridique sur la base de l’égalité avec les autres dans tous les aspects de la vie[148]. Cela inclut, entre autres, l’exercice de la capacité juridique tout au long du cycle d’emploi, en particulier lors de l’établissement d’une relation d’emploi, par exemple par le biais d’un contrat officiel, et l’accès au financement, au crédit et à l’assurance. L’exercice de la capacité juridique comprend la disponibilité d’un soutien à la prise de décision[149].
84. L’article 13 sur l’accès à la justice – exige des États parties qu’ils prennent des mesures pour assurer l’accès à la justice dans tous les domaines du droit et des réparations concernant le travail et la protection des droits des travailleurs.
85. L’article 16 sur la protection contre l’exploitation, la violence et les abus – exige des États parties qu’ils adoptent des cadres de diligence raisonnable pour combattre l’exploitation des personnes handicapées par la mendicité et protéger les personnes handicapées contre l’exploitation, la violence et les abus[150]. L’intégration d’une perspective de handicap dans sa législation, ses stratégies et ses programmes dans ce domaine comprend l’incorporation de références dans la législation, l’accessibilité des services et la formation continue de la police, des procureurs, des juges et des inspecteurs[151], et la garantie de ressources suffisantes pour leur mise en œuvre et leur suivi.
86. L’article 17 sur la protection de l’intégrité de la personne stipule que toute personne handicapée a droit au respect de son intégrité physique et mentale sur la base de l’égalité avec les autres[152].
87. L’article 18 sur la liberté de circulation prévoit de veiller à ce que le droit au travail des personnes handicapées ne soit pas limité à leur lieu de résidence, par exemple en veillant à ce que les aides destinées à promouvoir l’emploi des personnes ne soient pas liées à des organismes publics ayant une portée géographique spécifique.
88. L’article 19 sur l’autonomie de vie et l’inclusion dans la société – exige des États parties qu’ils fournissent un soutien individualisé, y compris une assistance personnelle permettant aux personnes handicapées d’effectuer des activités professionnelles[153]. En outre, l’assistance personnelle fournie en tant que soutien à la vie indépendante devrait être reconnue au travail, y compris dans les situations où elle est fournie par des membres de la famille ou d’autres associés des personnes handicapées. Les Etats parties devraient allouer des ressources et réaliser progressivement la prestation publique de services de soutien individualisés, y compris l’assistance personnelle.
89. L’article 20 sur la mobilité personnelle exige que les États parties prennent des mesures pour assurer la mobilité personnelle des personnes handicapées avec la plus grande indépendance possible[154]. Ils doivent être fournis pour être utilisés dans le cadre du travail, ou pour la mobilité liée au travail, y compris les déplacements entre le domicile et le lieu de travail.
90. L’article 22 sur le respect de la vie privée – exige des États parties qu’ils veillent à ce que le respect de la vie privée soit inclus dans la divulgation d’informations relatives à un handicap ou à une déficience aux employeurs ou aux programmes d’accès à l’emploi. Cela devrait également inclure la protection contre l’utilisation d’informations génétiques qui pourraient indiquer une prédisposition potentielle à certains handicaps.
91. L’article 24 sur l’éducation – oblige les États parties à reconnaître le droit des personnes handicapées à l’éducation, sans discrimination et sur la base de l’égalité des chances, dans un cadre éducatif inclusif à tous les niveaux[155]. L’éducation inclusive a un rôle vital à jouer pour que les personnes handicapées soient en mesure d’exercer leur droit au travail. Une éducation inclusive de qualité doit préparer les personnes handicapées à la vie professionnelle par l’acquisition des connaissances, des compétences et de la confiance nécessaires pour participer au marché du travail ouvert[156]. La transition entre l’école, l’enseignement secondaire ou supérieur et le monde du travail doit faire l’objet d’une attention particulière afin de concrétiser le droit au travail. Il est important de veiller à ce que les personnes handicapées ne passent pas dans des environnements de travail ségrégués. L’éducation tout au long de la vie est un élément clé pour garantir et favoriser le développement professionnel continu des personnes handicapées.
92. L’article 26 sur l’adaptation et la réadaptation – exige des États parties qu’ils organisent, renforcent et étendent des services et programmes complets d’adaptation et de réadaptation, y compris dans le domaine de l’emploi[157]. Il exige des États parties qu’ils alignent et intègrent les mesures de réadaptation et de retour à l’emploi pour les personnes qui acquièrent un handicap au cours de leur vie professionnelle ; qu’ils veillent à ce que les activités d'”aptitude professionnelle” suivent les mêmes exigences que celles de la formation professionnelle ; qu’ils protègent la liberté de choix – pour une personne nécessitant une réadaptation en raison de l’acquisition d’un handicap, l’offre d’un travail ou d’une reconversion doit respecter pleinement le choix et les préférences de la personne. Le travail ou la reconversion peuvent être bénéfiques pour le processus de réadaptation, mais ne doivent jamais être une condition préalable à la réadaptation, ou vice versa ; protéger les personnes handicapées contre l’exploitation potentielle qui peut avoir lieu lorsque la soi-disant habilitation et réadaptation est en fait du travail forcé. Les États parties doivent évaluer les circonstances en fonction de la possibilité de coercition et ne pas faire de discrimination fondée sur le handicap pour déterminer si une activité est considérée comme un travail.
93. L’article 28 sur le niveau de vie adéquat et protection sociale – exige des États parties qu’ils veillent à ce que la protection sociale et l’aide à l’insertion sur le marché du travail soient envisagées, et structurées, de manière complémentaire, en particulier, ils doivent veiller à ce que :
i. Un accès égal et effectif aux prestations et aux droits liés au travail ou interagissant avec celui-ci, y compris les prestations de retraite et de chômage. Le droit ne doit pas être enfreint en cas de travail indépendant ou d’exclusion de l’emploi[158]. Les composantes essentielles d’un accès égal et effectif sont des prestations adaptées aux obstacles spécifiques rencontrés par les personnes handicapées, et des mesures efficaces pour couvrir les dépenses supplémentaires liées au handicap, y compris celles liées au travail et à la recherche d’un emploi. En outre, l’exclusion actuelle du marché du travail rend la protection sociale des personnes handicapées particulièrement importante.
ii. ” L’incapacité de travailler “, ” l’aptitude au travail ” et les concepts connexes ne sont pas utilisés dans la conception des régimes de protection sociale ou d’autres prestations. Comme l’a noté le Comité, il est important d’évaluer les circonstances et les besoins personnels ainsi que les obstacles auxquels les personnes handicapées peuvent être confrontées[159] lorsqu’elles cherchent et conservent un emploi rémunéré, et de concevoir des régimes de soutien du revenu flexibles et adaptés à leur situation.
iii. La protection sociale liée au handicap a un rôle clé à jouer pour permettre aux personnes handicapées de réaliser leur droit au travail. En la structurant de manière complémentaire, on permettra aux personnes handicapées d’entrer dans la vie active et de développer leur carrière.
iv. La protection sociale liée au handicap ne doit pas se limiter à des prestations uniquement basées sur des conditions de ressources, telles que des prestations d’invalidité uniquement disponibles pour les personnes handicapées en situation de pauvreté. Ces prestations ont un effet dissuasif sur le travail et, lorsqu’elles sont liées à des prestations de santé ou à d’autres aides essentielles, elles peuvent rendre la recherche d’un emploi impossible.
v. Des dispositions transitoires pour assurer la protection du revenu des personnes qui commencent à travailler. Ces dispositions devraient prévoir le maintien des prestations sans délai dans le cas où la période de travail n’a pas été poursuivie.
vi. Les personnes handicapées ont un accès égal aux programmes de travaux publics. Il s’agit notamment de prévoir des aménagements raisonnables et de veiller à ce que les programmes de travaux publics offrent des rôles diversifiés.
vii. La protection sociale devrait compenser l’absence de revenus liés au travail et compléter les droits du travail.
94. Article 30 sur la participation à la vie culturelle, aux activités récréatives, de loisir et sportives liées au travail. Le droit au repos, aux loisirs et aux activités récréatives dans ce qui précède est applicable dans le contexte de l’article 27(1)(b) de la CDPH. De nombreux employeurs (et États) confondent le droit au repos, aux loisirs et à aux activités récréatives d’un employé avec le droit au congé de maladie ou au congé annuel payé. Tous ces droits sont distincts, servent des objectifs différents et sont protégés par des régimes juridiques distincts”.
95. Article 31 sur les statistiques et la collecte de données – les données, les statistiques, la recherche et les rapports dans le monde du travail (économie formelle et informelle) doivent être ventilés sur la base du handicap, de la discrimination multiple et intersectionnelle et inclure des informations sur les obstacles liés au travail indépendant et à l’esprit d’entreprise. Les États parties doivent comprendre et évaluer la situation des personnes handicapées dans et hors du monde du travail, en accordant une attention particulière à la pertinence et à l’efficacité des mesures prises par l’État pour promouvoir l’emploi dans l’économie formelle et informelle. Le cadre de collecte des données doit tenir compte du cadre conceptuel et méthodologique défini dans Indicateur des droits de l’homme : guide pour mesurer et mettre en œuvre[160].
96. Article 32 sur la coopération internationale – La coopération internationale peut jouer un rôle important dans la promotion du droit au travail. Les accords internationaux, ou les programmes internationaux, y compris les programmes de développement et les programmes humanitaires, devraient tous inclure des mesures visant à sauvegarder et à promouvoir le droit au travail des personnes handicapées, notamment en développant les capacités des acteurs internationaux et nationaux sur cette question.
VI Mise en œuvre au niveau national
97. Compte tenu du contenu normatif et des obligations exposés ci-dessus, les États parties devraient prendre les mesures suivantes pour assurer la pleine application de l’article 27 de la Convention :
a. Développer une compréhension de la place du capacitisme dans le monde du travail et des significations sociales du travail, dans le contexte des attitudes intersectionnelles, de la stigmatisation et de la discrimination ;
b. Réaliser des études sur les obstacles à l’accès au droit au travail des personnes handicapées, et identifier les défis spécifiques auxquels les groupes de personnes handicapées sont confrontés pour réaliser ce droit, ainsi qu’étudier et mettre en évidence les pratiques et solutions innovantes qui émergent de la sauvegarde et de la promotion du droit au travail des personnes handicapées ;
c. Examiner et harmoniser les principales législations, politiques et programmes nationaux en matière d’emploi, ainsi que les pratiques, avec la Convention, abroger les lois et règlements discriminatoires qui sont incompatibles avec la convention et modifier ou abolir les coutumes et pratiques discriminatoires à l’égard des personnes handicapées ; garantir l’accessibilité et la fourniture d’aménagements raisonnables ; utiliser des mesures ciblées pour promouvoir l’inclusion des personnes handicapées ;
d. Veiller à ce que cet examen s’étende aux sphères publique et privée, couvre des domaines tels que les politiques nationales de l’emploi, l’emploi dans les secteurs de l’économie, l’égalité des sexes dans le travail, la promotion de l’emploi des jeunes et les mesures destinées à d’autres groupes, les mesures de sécurité et de santé au travail, la transition de l’économie formelle à l’économie informelle et les protections contre la violence, y compris la violence fondée sur le sexe, le harcèlement et le travail forcé ;
e. Veiller à ce que la sauvegarde et la promotion du droit au travail des personnes handicapées soient une présence substantielle dans les domaines émergents de l’évolution du monde du travail et des marchés du travail, notamment : le travail numérique et l’économie numérique, la réglementation de l’économie des ” gigs ” et des plateformes, la réactivation économique ou la reprise après une crise, une transition équitable vers une économie verte, et l’utilisation de l’intelligence artificielle dans le recrutement et le travail ; et le télétravail ;
f. Veiller à ce que les mesures prises pour sauvegarder et promouvoir le droit au travail reconnaissent la diversité des personnes handicapées, leur expérience et leurs compétences professionnelles, ainsi que leurs intérêts pour le travail ;
g. Supprimer rapidement les ateliers protégés, en adoptant des plans d’action concrets, assortis de ressources, de calendriers et de mécanismes de suivi qui garantissent une transition rapide des ateliers protégés vers l’insertion sur le marché du travail. Pour les personnes handicapées qui restent dans des ateliers protégés, les États parties devraient :
I. Revoir les lois, politiques, approches et hypothèses sur lesquelles la promotion de l’emploi protégé a été basée ;
II. Consulter étroitement et faire participer activement les personnes handicapées, et les organisations qui les représentent en priorité, à la conception, à la mise en œuvre et au suivi des processus de transition ;
III. Leur fournir des alternatives et un soutien pour la transition à partir de ces ateliers protégés;
h. Développer et mettre en œuvre des programmes de sensibilisation et de renforcement des capacités, y compris des formations au sein des autorités publiques et de l’économie informelle, afin de garantir le respect de la Convention. La sensibilisation et le renforcement des capacités devraient être élaborés et mis en œuvre avec la participation significative des personnes handicapées et des organisations représentant la diversité des personnes handicapées, et sont des éléments cruciaux pour l’établissement d’une culture de la tolérance et de la diversité, qui est le fondement de la loi et de la politique anti-discrimination ;
i. Mettre en place des mécanismes de recours accessibles et efficaces et garantir l’accès à la justice, sur la base de l’égalité avec les autres, pour les victimes de discrimination fondée sur le handicap. Cela englobe l’accès de toutes les personnes handicapées à des procédures judiciaires et/ou administratives efficaces, y compris des mécanismes de plainte efficaces et accessibles, ainsi qu’à une aide juridique de qualité appropriée et abordable ;
j. Identifier et renforcer les voies d’accès à l’emploi pour les personnes handicapées, notamment par des mécanismes de rapprochement entre les personnes handicapées et les employeurs, et par le développement de mécanismes spécifiques d’accès au secteur public de l’emploi ;
k. Favoriser et renforcer les partenariats et les réseaux multipartites pour promouvoir l’emploi des personnes handicapées. Il s’agit notamment d’utiliser les réseaux pour réunir les employeurs autour de la promotion du travail des personnes handicapées. Les principales agences de promotion de l’emploi peuvent renforcer leur capacité à soutenir les personnes handicapées par le biais de partenariats avec des organisations travaillant sur les droits des personnes handicapées. Les mesures de retour au travail devraient être coordonnées par un organisme public ;
l. Utiliser des approches qui mettent en relation l’emploi des personnes handicapées avec les intérêts et les motivations des employeurs, notamment par la consultation et la participation des employeurs des secteurs public et privé ;
m. Promouvoir l’établissement de rapports par les employeurs non étatiques sur les niveaux et les conditions d’emploi des personnes handicapées ;
n. Promouvoir l’emploi des personnes handicapées, y compris par des actions positives telles que les mécanismes de quotas, et prendre des mesures pour atténuer la possibilité de conséquences négatives involontaires, telles que le renforcement des stéréotypes, la conformité limitée et la création de possibilités d’emploi pour des groupes limités de personnes handicapées, en particulier :
i. Assurer un suivi, une transparence et des rapports clairs ;
ii. Identifier et prévenir les pratiques professionnelles qui ne sont pas conformes à la convention ou qui reproduisent la ségrégation, les stéréotypes ou la discrimination ;
iii. Évaluer les performances et les résultats, notamment : la qualité du travail accompli, si les employés handicapés deviennent limités à certains rôles ou types de travail, et si seuls certains groupes de personnes handicapées bénéficient de l’emploi ;
iv. Assurer des mécanismes appropriés de responsabilité et d’application ;
v. Veiller à ce que les actions positives soient accompagnées de mesures visant à aider les employeurs à les mettre en œuvre.
End of Document
[1] United Nations Department of Economic and Social Affairs, Sustainable Development Goals. https://sdgs.un.org/topics/employment-decent-work-all-and-social-protection
[2] Human Rights Council, Report of the Special Rapporteur on the rights of persons with disabilities (17 December 2019). A.HRC/43/41. https://undocs.org/en/A/HRC/43/41
[3] United Nations, Disability and Development Report (New York, 2019), pp 155-158. https://social.un.org/publications/UN-Flagship-Report-Disability-Final.pdf
[4] International Labour Organization, “Making the future of Work Inclusive of Persons with Disabilities” (2019)
[5] Articles 27(1), 27(1)(b) and (c) form three interdependent articles of the ICESCR: articles 6, 7 and 8. The CESCR has developed separate general comments on articles 6 and 7. A general comment on article 8 has not been developed as yet.
[6] CRPD Committee, General Comment No. 6, para. 2.
[7] CESCR, General Comment No. 18 The right to work (art. 6), para 1.
[8] International Labour Organization, Conventions and Recommendations. https://www.ilo.org/global/standards/introduction-to-international-labour-standards/conventions-and-recommendations/lang–en/index.htm
[9] CESCR, General Comment No. 5 (1994), para 21.
[10] CESCR, General Comment No. 23 (2016), para 47(c).
[11] CESCR General Comment No. 24 (2017) State obligations under the International Covenant on Economic, Social and Cultural Rights in the context of business activities para 7.
[12] CRPD General Comment No. 6 (2018), para 67.
[13] CRPD General Comment No. 6 (2018), para 18(a)
[14] CRPD General Comment No. 6 (2018), para 18(b)
[15] CRPD General Comment No. 6 (2018), para 18(c)
[16] CRPD General Comment No. 6 (2018), para 23.
[17] CRPD General Comment No. 6 (2018), para 24(b).
[18] Australian Human Rights Commission, Workplace discrimination harassment and bullying. https://humanrights.gov.au/our-work/employers/workplace-discrimination-harassment-and-bullying
[19] CRPD general comment No. 3 (2016), para. 4(c) drawing on Committee on the Elimination of Discrimination against Women, general recommendation No. 25 (2004) on temporary special measures, para. 12.
[20] CRPD General Comment No. 3 (2016) para 4(c) drawing on drawing on Committee on the Elimination of Discrimination against Women, General Recommendation No. 25 (2004) on temporary special measures, para 12 and General Recommendation No. 28 (2010) on the core obligations of States parties under article 2 of the Convention on the Elimination of All Forms of Discrimination against Women, para 18.
[21] CRPD General Comment No. 3 (2016) para 16.
[22] CRPD General Comment No.3 (2016) on women and girls with disabilities.
[23] CRPD General Comment No. 6 (2018), para 67.
[24] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art.7) is a substantial general comment—80 paragraphs and 20 pages long. It addresses each of the components in Artcile 27(1) four-line sub-paragraph (b).
[25] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art.7), para 47(c).
[26] See CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art.7), para 5 describing an inexhaustive list of the workers and settings to which the right applies.
[27] Citing ICESCR GC No. 23 on art 7 for more detail.
[28] CRPD General Comment No. 6.
[29] CRPD General Comment No. 6, para 22.
[30] CESCR General Comment No. 18 (2005) The right to work, para 51.
[31] CESCR, art. 6 The right to work and ILO Vocational Rehabilitation and Employment (Disabled Persons) Convention 1983 (No. 159).
[32] CRPD Committee, ‘Guidelines on Treaty-Specific Document to be Submitted by States Parties under Article 35, paragraph 1, of the Convention on the Rights of Persons with Disabilities’ CRPD/C/2/3 (18 November 2009) para 10.
[33] For an example of where these supports were not meaningfully provided, see Views adopted by the Committee (2014) CRPD/C/11/D/2/2010.
[34] ILO, Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204).
[35] ILO, Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204).
[36] ILO, Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204).
[37] CRPD Committee, Concluding observations on the initial report of Canada (2017) UN Doc CRPD/C/CAN/CO/1, para 48(c), Concluding observations on the initial report of Jordan (2017) UN Doc CRPD/C/JOR/CO/1, para 50(c), Concluding Observations on Uruguay (2016) UN Doc CRPD/1/URY/CO/1 paras 57–58, Concluding Observations on Guatemala (2016) UN Doc CRPD/C/GTM/CO/1, para 63.
[38] ILO, Informal economy. https://www.ilo.org/global/topics/employment-promotion/informal-economy/lang–en/index.htm
[39] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art. 7), para 47(d).
[40] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art. 7), para 47(d).
[41] CRPD General Comment No.6 (2018) on equality and non-discrimination.
[42] A/HRC/46/47, January 2021, para.44.
[43] CRPD General Comment No. 6 (2018) Equality and non-discrimination (art. 5), para 24(b).
[44] CRPD General Comment No. 6 (2018) Equality and non-discrimination (art. 5), para 26(d).
[45] See Views adopted by the Committee under article 5 of the Optional Protocol, concerning communication No. 37/2016, UN Doc. CRPD/C/23/D/37/2016 wherein the State Party failed to fulfil its obligations under article 27 (a), (b), (e), (g), (i) and (k), read alone and in conjunction with articles 3 (a), (b), (c), (d) and (e); 4 (1) (a), (b) and (d) and (5); and 5 (1), (2) and (3) of the Convention, when it failed to ensure to the complainant continuance of employment through assignment to modified duties, and Views adopted by the Committee under article 5 of the Optional Protocol, concerning communication No. 34/2015 for failure by the State Party to ensure continuance of employment through assignment to modified duties.
[46] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art.7), para 29.
[47] CRPD/C/BOL/CO/1
[48] CESCR General Comment No. 3, para. 2.
[49] According to CESCR General Comments Nos. 12 (Right to Adequate Food) and 13 (Right to Education), the obligation to fulfil incorporates an obligation to facilitate and an obligation to provide. CESCR General Comment No. 14 (Right to Health) also incorporated an obligation to promote in the obligation to fulfil based on the importance of health promotion in the work of WHO and elsewhere. Given the purpose of the CRPD “is to promote…the full and equal enjoyment of all human rights and fundamental freedoms by all persons with disabilities, and to promote respect for their inherent dignity.” (art 1), in the present General Comment, the obligation to promote has been incorporated into the fulfil.
[50] CRPD General Comment No. 3, para. 9.
[51] CESCR General Comment No. 23 (2018), para 47(a).
[52] CRPD General Comment No. 3 (2016) para 18; Human Rights Committee, General Comments No. 18 (1989) on non-discrimination, para. 9, and No. 28 (2000) on the equality of rights between men and women, para. 31; CESCR, General Comment No. 20, para. 11; Committee on the Elimination of Discrimination against Women, General Recommendation No. 28, para. 9; and Committee on the Elimination of Racial Discrimination, General Comment No. 25 (2000) on gender-related dimensions of racial discrimination, paras. 1 and 2.
[53] CRPD Concluding Observations Mauritius (2015), paras 10 & 12.
[54] CRPD Concluding Observations Brazil (2015), para 13.
[55] CRPD Concluding Observations Czech Republic (2015), para 14; CRPD Concluding Observations Germany (2015), para 16(b).
[56] CRPD Concluding Observations Denmark (2014), para 17.
[57] CRPD Concluding Observations Australia (2013), para 15.
[58] CRPD Concluding Observations Sweden (2014), paras 12 & 14.
[59] CRPD Concluding Observations Germany (2015), para 10.
[60] CRPD, Article 4(1)(g).
[61] CESCR Committee, General Comment No. 3 The nature of States parties’ obligations
(art. 2, para. 1, of the Covenant) (1990), para 10.
[62] The notion of a minimum core obligation to develop a national strategy and plan of action appears in several of the CESCR General Comments including General Comment No. 13 The right to education (art. 3) (1999), General Comment No. 14 The right to health (art. 12) (2000), para 43(f); General Comment No. 18 The right to work (art. 6) (2006), para 31(c); General Comment No. 19 The right to social security (art. 9) (2008), para 59(d); General Comment No. 23 The right to just and favourable conditions of work (art. 7) (2016),para 65(d). See also ILO, Discrimination (Employment and Occupation) Convention, 1958 (No. 111), Article 2.
[63] OHCHR (2012), Human Rights Indicators: A Guide to Measurement and Implementation provides the guide for the development of disaggregated indicators. https://www.ohchr.org/documents/publications/human_rights_indicators_en.pdf
[64] CRPD General Comment No.3 (2016) on women and girls with disabilities, para.58.
[65] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[66] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[67] CRPD General Comment No.2 (2014) on accessibility, para.41.
[68] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[69] CRPD General Comment No.1 (2014) on article 12: equal recognition before the law.
[70] See Concluding observations on the initial report of the Plurinational State of Bolivia (2016) CRPD/C/BOL/CO/1, and concluding observations on the initial report of Guatemala (2016) CRPD/C/GTM/CO/1.
[71] See Concluding observations on the initial report of Portugal (2016) CRPD/C/PRT/CO/1 and Concluding observations on the initial report of Slovakia (2016) CRPD/C/SVK/1.
[72] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[73] CRPD General Comment No.5 (2017) on living independently and being included in the community, para.91.
[74] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[75] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[76] CRPD General Comment No.4 (2016) on the right to inclusive education (CRPD/C/GC/4).
[77] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[78] CRPD General Comment No.6 (2018) on equality and non-discrimination, para.67; see also CRPD/C/SVN/CO/1.
[79] CRPD inquiry concerning the United Kingdom of Great Britain and Northern Ireland (2017), CRPD/C/15/4.
[80] CRPD, Concluding Observations Czech Republic (2015) para 14. UN Doc. CRPD/C/CZE/CO1 https://undocs.org/en/CRPD/C/CZE/CO/1 referring to OHCHR (2012), Human Rights Indicators: A Guide to Measurement and Implementation. https://www.ohchr.org/documents/publications/human_rights_indicators_en.pdf
[81] United Nations Department of Economic and Social Affairs, Sustainable Development Goals. https://sdgs.un.org/topics/employment-decent-work-all-and-social-protection
[82] Human Rights Council, Report of the Special Rapporteur on the rights of persons with disabilities (17 December 2019). A.HRC/43/41. https://undocs.org/en/A/HRC/43/41
[83] United Nations, Disability and Development Report (New York, 2019), pp 155-158. https://social.un.org/publications/UN-Flagship-Report-Disability-Final.pdf
[84] International Labour Organization, “Making the future of Work Inclusive of Persons with Disabilities” (2019)
[85] Articles 27(1), 27(1)(b) and (c) form three interdependent articles of the ICESCR: articles 6, 7 and 8. The CESCR has developed separate general comments on articles 6 and 7. A general comment on article 8 has not been developed as yet.
[86] CRPD Committee, General Comment No. 6, para. 2.
[87] CESCR, General Comment No. 18 The right to work (art. 6), para 1.
[88] International Labour Organization, Conventions and Recommendations. https://www.ilo.org/global/standards/introduction-to-international-labour-standards/conventions-and-recommendations/lang–en/index.htm
[89] CESCR, General Comment No. 5 (1994), para 21.
[90] CESCR, General Comment No. 23 (2016), para 47(c).
[91] CESCR General Comment No. 24 (2017) State obligations under the International Covenant on Economic, Social and Cultural Rights in the context of business activities para 7.
[92] CRPD General Comment No. 6 (2018), para 67.
[93] CRPD General Comment No. 6 (2018), para 18(a)
[94] CRPD General Comment No. 6 (2018), para 18(b)
[95] CRPD General Comment No. 6 (2018), para 18(c)
[96] CRPD General Comment No. 6 (2018), para 23.
[97] CRPD General Comment No. 6 (2018), para 24(b).
[98] Australian Human Rights Commission, Workplace discrimination harassment and bullying. https://humanrights.gov.au/our-work/employers/workplace-discrimination-harassment-and-bullying
[99] CRPD general comment No. 3 (2016), para. 4(c) drawing on Committee on the Elimination of Discrimination against Women, general recommendation No. 25 (2004) on temporary special measures, para. 12.
[100] CRPD General Comment No. 3 (2016) para 4(c) drawing on drawing on Committee on the Elimination of Discrimination against Women, General Recommendation No. 25 (2004) on temporary special measures, para 12 and General Recommendation No. 28 (2010) on the core obligations of States parties under article 2 of the Convention on the Elimination of All Forms of Discrimination against Women, para 18.
[101] CRPD General Comment No. 3 (2016) para 16.
[102] CRPD General Comment No.3 (2016) on women and girls with disabilities.
[103] CRPD General Comment No. 6 (2018), para 67.
[104] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art.7) is a substantial general comment—80 paragraphs and 20 pages long. It addresses each of the components in Artcile 27(1) four-line sub-paragraph (b).
[105] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art.7), para 47(c).
[106] See CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art.7), para 5 describing an inexhaustive list of the workers and settings to which the right applies.
[107] Citing ICESCR GC No. 23 on art 7 for more detail.
[108] CRPD General Comment No. 6.
[109] CRPD General Comment No. 6, para 22.
[110] CESCR General Comment No. 18 (2005) The right to work, para 51.
[111] CESCR, art. 6 The right to work and ILO Vocational Rehabilitation and Employment (Disabled Persons) Convention 1983 (No. 159).
[112] CRPD Committee, ‘Guidelines on Treaty-Specific Document to be Submitted by States Parties under Article 35, paragraph 1, of the Convention on the Rights of Persons with Disabilities’ CRPD/C/2/3 (18 November 2009) para 10.
[113] For an example of where these supports were not meaningfully provided, see Views adopted by the Committee (2014) CRPD/C/11/D/2/2010.
[114] ILO, Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204).
[115] ILO, Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204).
[116] ILO, Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204).
[117] CRPD Committee, Concluding observations on the initial report of Canada (2017) UN Doc CRPD/C/CAN/CO/1, para 48(c), Concluding observations on the initial report of Jordan (2017) UN Doc CRPD/C/JOR/CO/1, para 50(c), Concluding Observations on Uruguay (2016) UN Doc CRPD/1/URY/CO/1 paras 57–58, Concluding Observations on Guatemala (2016) UN Doc CRPD/C/GTM/CO/1, para 63.
[118] ILO, Informal economy. https://www.ilo.org/global/topics/employment-promotion/informal-economy/lang–en/index.htm
[119] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art. 7), para 47(d).
[120] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art. 7), para 47(d).
[121] CRPD General Comment No.6 (2018) on equality and non-discrimination.
[122] A/HRC/46/47, January 2021, para.44.
[123] CRPD General Comment No. 6 (2018) Equality and non-discrimination (art. 5), para 24(b).
[124] CRPD General Comment No. 6 (2018) Equality and non-discrimination (art. 5), para 26(d).
[125] See Views adopted by the Committee under article 5 of the Optional Protocol, concerning communication No. 37/2016, UN Doc. CRPD/C/23/D/37/2016 wherein the State Party failed to fulfil its obligations under article 27 (a), (b), (e), (g), (i) and (k), read alone and in conjunction with articles 3 (a), (b), (c), (d) and (e); 4 (1) (a), (b) and (d) and (5); and 5 (1), (2) and (3) of the Convention, when it failed to ensure to the complainant continuance of employment through assignment to modified duties, and Views adopted by the Committee under article 5 of the Optional Protocol, concerning communication No. 34/2015 for failure by the State Party to ensure continuance of employment through assignment to modified duties.
[126] CESCR General Comment No. 23 (2016) The right to just and favourable conditions of work (art.7), para 29.
[127] CRPD/C/BOL/CO/1
[128] CESCR General Comment No. 3, para. 2.
[129] According to CESCR General Comments Nos. 12 (Right to Adequate Food) and 13 (Right to Education), the obligation to fulfil incorporates an obligation to facilitate and an obligation to provide. CESCR General Comment No. 14 (Right to Health) also incorporated an obligation to promote in the obligation to fulfil based on the importance of health promotion in the work of WHO and elsewhere. Given the purpose of the CRPD “is to promote…the full and equal enjoyment of all human rights and fundamental freedoms by all persons with disabilities, and to promote respect for their inherent dignity.” (art 1), in the present General Comment, the obligation to promote has been incorporated into the fulfil.
[130] CRPD General Comment No. 3, para. 9.
[131] CESCR General Comment No. 23 (2018), para 47(a).
[132] CRPD General Comment No. 3 (2016) para 18; Human Rights Committee, General Comments No. 18 (1989) on non-discrimination, para. 9, and No. 28 (2000) on the equality of rights between men and women, para. 31; CESCR, General Comment No. 20, para. 11; Committee on the Elimination of Discrimination against Women, General Recommendation No. 28, para. 9; and Committee on the Elimination of Racial Discrimination, General Comment No. 25 (2000) on gender-related dimensions of racial discrimination, paras. 1 and 2.
[133] CRPD Concluding Observations Mauritius (2015), paras 10 & 12.
[134] CRPD Concluding Observations Brazil (2015), para 13.
[135] CRPD Concluding Observations Czech Republic (2015), para 14; CRPD Concluding Observations Germany (2015), para 16(b).
[136] CRPD Concluding Observations Denmark (2014), para 17.
[137] CRPD Concluding Observations Australia (2013), para 15.
[138] CRPD Concluding Observations Sweden (2014), paras 12 & 14.
[139] CRPD Concluding Observations Germany (2015), para 10.
[140] CRPD, Article 4(1)(g).
[141] CESCR Committee, General Comment No. 3 The nature of States parties’ obligations
(art. 2, para. 1, of the Covenant) (1990), para 10.
[142] The notion of a minimum core obligation to develop a national strategy and plan of action appears in several of the CESCR General Comments including General Comment No. 13 The right to education (art. 3) (1999), General Comment No. 14 The right to health (art. 12) (2000), para 43(f); General Comment No. 18 The right to work (art. 6) (2006), para 31(c); General Comment No. 19 The right to social security (art. 9) (2008), para 59(d); General Comment No. 23 The right to just and favourable conditions of work (art. 7) (2016),para 65(d). See also ILO, Discrimination (Employment and Occupation) Convention, 1958 (No. 111), Article 2.
[143] OHCHR (2012), Human Rights Indicators: A Guide to Measurement and Implementation provides the guide for the development of disaggregated indicators. https://www.ohchr.org/documents/publications/human_rights_indicators_en.pdf
[144] CRPD General Comment No.3 (2016) on women and girls with disabilities, para.58.
[145] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[146] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[147] CRPD General Comment No.2 (2014) on accessibility, para.41.
[148] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[149] CRPD General Comment No.1 (2014) on article 12: equal recognition before the law.
[150] See Concluding observations on the initial report of the Plurinational State of Bolivia (2016) CRPD/C/BOL/CO/1, and concluding observations on the initial report of Guatemala (2016) CRPD/C/GTM/CO/1.
[151] See Concluding observations on the initial report of Portugal (2016) CRPD/C/PRT/CO/1 and Concluding observations on the initial report of Slovakia (2016) CRPD/C/SVK/1.
[152] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[153] CRPD General Comment No.5 (2017) on living independently and being included in the community, para.91.
[154] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[155] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[156] CRPD General Comment No.4 (2016) on the right to inclusive education (CRPD/C/GC/4).
[157] OHCHR (2012), Thematic study on the work and employment of persons with disabilities, para 54. https://undocs.org/A/HRC/22/25
[158] CRPD General Comment No.6 (2018) on equality and non-discrimination, para.67; see also CRPD/C/SVN/CO/1.
[159] CRPD inquiry concerning the United Kingdom of Great Britain and Northern Ireland (2017), CRPD/C/15/4.
[160] CRPD, Concluding Observations Czech Republic (2015) para 14. UN Doc. CRPD/C/CZE/CO1 https://undocs.org/en/CRPD/C/CZE/CO/1 referring to OHCHR (2012), Human Rights Indicators: A Guide to Measurement and Implementation. https://www.ohchr.org/documents/publications/human_rights_indicators_en.pdf