Comments on the Review of Social Assistance in Ontario

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1 Comments on the Review of Social Assistance in Ontario Report submitted by: The consumers of the Ottawa Independent Living Resource Centre Who we are: A non-profit, cross-disability organization Services we offer/administer: information and referral, Independent Living Employment Assistance Program, Direct Funding, Registered Disabilities Savings Plan, Life Skills and Personal Empowerment, Peer Support. The Independent Living philosophy: people with disabilities best know their own needs, and should have control over the direction of their own lives. There needs to be a significant shift in thinking from a medical mindset to a citizenship mindset. The problems people with disabilities face are in the environment and services around them, not within themselves. Consumer control is another pillar of the IL philosophy. We choose to use the word consumer, for it places a greater emphasis on the power to have choice and control in the supports and services process rather than individual purchasing power on a free market (John Lord, Impact: Changing the Way we View Disability, 2010: 13-15,17, 21-22). Questions and matters that are relevant to our consumers I/ Questions from June 2001 Discussion Paper How should social assistance rates be determined? (Page 16, a) Rates should take into account that municipalities and regions within the province vary. Housing allowances should be based on the average cost of rent in the municipality that the individual lives in. For example, rent is more costly in a city compared to a small town, yet people in small towns and cities receive the same housing allowance. Many people end up digging into their food allowance to cover their rent. With waiting lists for subsidized housing being so long, people are left with few options. Social assistance rates should increase along with the cost of living. How should benefits for people with disabilities be designed and delivered? (page 16 e) Persons with disabilities should be granted a participatory role in designing the benefits they are to receive. Not only should they be granted a

2 participatory role, but they should be engaged in the process. In other words, they need to be introduced to the decisions-making process, and provided with the necessary information to understand the process itself and their role in it. Everyone has been given the opportunity to submit their recommendations. However, we have failed to engage many. Many are unaware of this opportunity or the active role they can play. Many may feel they do not fully understand how ODSP/OW works, or how/why the rules appear to change all the time. Some phrases we have heard are, hidden rules, and learning things the hard way. In other words, people are learning how their decisions have impacted them after money had been clawed back. Perhaps their worker did explain the rules ahead of time, but perhaps there was not enough time given to allow for the consumer to fully understand the rules (this is particularly relevant where a persons disability has an impact on how they learn). In terms of delivery, people are calling for greater clarity, more simplicity, less paperwork, more directness, and easier access to their busy ODSP/OW worker. Perhaps we need more caseworkers to share the work, so people have lighter case loads. It comes down to the old adage of quality over quantity. ODSP/OW workers could provide more support to each individual they worked with, provided they had more time and people have been calling for more support (e.g. not having to wait as long to speak with their worker about pressing matters, more time spent explaining the ins and outs of ODSP, time to repeat information if necessary, etc.). How should benefits be designed to deal with the trade-off between ensuring adequate income support and ensuring that people are better off working? (Page 16, b) The getting on and off ODSP should be a more simplified transition, and made easier for people with disabilities. Some fear getting too much work or earning too much money, for they do not want to loose their ODSP. The job market is rather precarious, especially in today s economy. One can lose their job within the course of a day, but one may not be able to get back on ODSP (or receive their full allotted amount) within the course of a day. There is a lot of paperwork and red tape when it comes to ODSP. This creates a lot of uncertainty and a fear of claw backs. Furthermore, often people with intellectual/cognitive/learning disabilities fall through the cracks, as

3 they may not receive the support they need in order to fully understand the many rules and stipulations of ODSP (e.g. caseworks with large workload, who may not have the time to spend making sure that the consumer leaves the meeting feeling that they have a firm understanding of what was discussed, and how their decision will impact them). People prefer to remain in their comfort zone, and continue receiving ODSP, instead of taking the risk to work. Furthermore, people may not know how long they will be able to stay in the workforce (due to their health, stress etc.). This is especially true when the nature of the disability is episodic (e.g. you you re your good days and your not so good days when you may not be able to work). Just to reiterate, if they found it difficult to get on ODSP in the first place (or there was a lot of waiting involved) you can understand why they would be reluctant to step away from ODSP and try something that is uncertain (e.g. working). What mechanisms should be established to ensure that the needs of employers are addressed and to connect people receiving social assistance with employers? (page 11, a) There appears to be a disconnect between those who call themselves equal opportunity employers and job seekers with disabilities. Although one may wish to be an equal opportunity employer, many do not know how to go about this. Educating employers would be paramount to bridging this gap. For example, an employer may not be aware of the necessary workplace accommodations that would need to be in place in order to make their workplace fully accessible. Furthermore, they may be aware of the accommodations that need to be made, but unaware of how to go about making these accommodations. For example, they may not be aware that they could apply to the Ontario Trillium Foundation for a grant to install a wheelchair accessible door. Thus, educating the employer is one way to bridge the gap (e.g. offering workshops, one-onone meetings, assessment of the workplace etc.). Another way to bridge the gap is to serve as an intermediary between equal opportunity employers and job seekers with disabilities. For example, job seekers could submit their resumes to the ODSP Employment Supports Program. Then equal opportunity employers could approach the ODSP Employment Supports Program, and obtain resumes from a pool of compatible job seekers.

4 How can Ontario s social assistance system better connect people with disabilities to employment services, or the treatment or rehabilitation they need? (page 11, e) Many identified that having a phone and/or computer is necessary in order to secure employment, find information, and access services. Although it is possible to find ways to access computers at libraries or local service centers, sometimes people will not have had the opportunity or need to learn computer skills (until now). However, in rural areas there is still a transportation barrier to consider. Moreover, if someone is unable to receive a phone call or message about a job interview for several days, they may miss out on the opportunity altogether. In such a fast-paced and interconnected world, having a phone and/or computer has become a necessity for success in tapping the employment world, as well as connecting with service providers. II/ Questions from Ottawa s Social Assistance Review Consultation What employment supports, education and training programs do you need to get the kind of career you want? This is a country that is officially bilingual, and in Ottawa (where our consumer-base is) numerous jobs require French. However, there are virtually no subsided or affordable French (as a second language) training programs (with the exception of Language Instruction for Newcomers to Canada (LINC) Program). A disproportionate number of persons with disabilities have lower incomes, and thus cannot afford to upgrade their skills and make themselves more employable. If we could perhaps offer provincially funded French (and English) literacy programs through adult high schools, many could become more employable and more empowered. Assistive technology needs to be easier to access. Having access to assistive technology would open a lot of doors for people trying to enter the workforce. Employers need to be informed and educated as to what persons with disabilities can offer. In other words, employers need to learn how to shift their focus to one s abilities (as opposed to focusing on one s disabilities). Let s talk about what we can do, as opposed to getting stuck on what we cannot do. If the government wants to make sure that people are better off working, what can they do?

5 If the government wants to make sure that people are better off working, they can make it easier to transition from ODSP to the workplace, and then getting BACK onto ODSP if need be. It is important to be CLEAR about the rules up front. ODSP/OW workers need to be able to take the time to make sure people fully understand the rules (so they do not feel like they are constantly changing). Those who have applied for ODSP/OW need to be regularly advised on where they are in the process, instead of being left on some magical non specific waiting list. Reducing wait times to get on and off ODSP (and back on) is crucial. If people fear that they will be stuck between receiving their last paycheck and waiting for an undetermined amount to time to get BACK on ODSP, many will be too anxious to TRY to go out and experience the workplace. The only way to truly know if the workplace is an option for them is to experience it, and the way ODSP works currently paralyzes many. The sentiment can be summed up as such: You can lose you job in a day, but it may take months to get on ODSP, and perhaps you will be refused all together why take the risk? Trying to see if working is for you should not feel like a gamble. If the bureaucracy surrounding ODSP was easier to navigate, people would not feel this way. Trust has to be built; hopefully this overhaul of Ontario s social assistance will be the first step in rebuilding people s trust in the system...but only time will tell, for actions speak louder than words. If people were required to get treatment or rehabilitation in order to be eligible for OW/ODSP and not get cut off, how would this affect you? From a human rights perspective, treatment and rehabilitation should be consumer directed. People should have the choice of how they want to live their lives. Even is one labeled by the Province as having a medically defined illness, and they would rather spend their lives doing the things they enjoy, as opposed to spending the majority of their time in a medicalized institution, they have to the right to choose even if a medical authority states that treatment or rehabilitation would extend their life. It s about choice, and having the right to choose how you live your life; THAT is the defining factor when determining one s quality of life. AND it should be up to the individual to determine their quality of life, not the Province, and not the medical model. One should not be denied social assistance because they choose to live their life in a way that is different from what the medical system or Province prescribes. In terms of efficiency and effectiveness, only people who TRULY want to change will benefit from treatment and rehabilitation. Why not direct your

6 money where people are asking you to direct it (e.g. hiring more ODSP/OW workers) as opposed to spending money, forcing people into programs they do not want and will not benefit from (e.g. will not produce the end result treatment and rehabilitation programs set as an end goal or marker of success). Concluding remarks: The issue is more complex than simply a shortage or ODSP workers, or ODSP workers having caseloads that are too large. We have noticed a communication breakdown between ODSP recipients and their workers. If a written notice is not written in plain language, or the recipient does not have strong literacy skills, that information will be inaccessible. People should be able to phone up their worker and have their questions answered. Not only that, the worker should be able to have enough time to make sure that the ODSP recipient fully understands the information being given. This means more than simply asking the person, Do you understand? You need more than a yes or no answer to truly gage whether or not someone understands what you are communicating. People can say, yes I understand, just to be agreeable, or if they fear that their questions would be burdensome. Workers need to be able to take the time to repeat explanations, have recipients repeat the information in their own words, and foster a relationship where recipients feel comfortable asking all of their questions (even if there are many) and obviously the answers must be delivered in a clear manner, in plain language, and repeated as many times as necessary (based on the individual s needs). For example, one of our consumers has two jobs. She claimed the money earned from one job as a gift. She was told (not by us) that this would help get her ahead. However, according to her, when she received her check, she learned that she would receive $30 less that month. There are several issues here. Firstly, the fact that recipients are looking for loopholes in the system indicates that they do not feel their needs are being adequately met. Secondly, this person did not feel comfortable seeking out clarification with their ODSP worker. Thirdly, she felt she learned the answer the hard way after the decision was made, once she received the check; in other words, when it was too late and the decision could not be changed. Many of our consumers have shared their feelings of distrust towards ODSP/OW workers. Recipients are hesitant to phone their workers, due a deep seated fear that their funding will be taken away or clawed back. Agencies, such as ourselves, have built up the trust and rapport with these

7 individuals. There is a place for us to bridge the gap between ODSP/OW recipients and their workers. We already assist consumers in filling out OW/ODSP applications, are there for them when they wish to discuss their concerns and/or stresses, and provide support every step of the way. Why not provide the agencies with funding and training so we can provide even more comprehensive support to our consumers? People should not feel like they have to step out of their comfort zone when interacting with ODSP/OW workers, and/or seeking to transition to the workforce. Once again, this all boils down to a communication breakdown. Many of our consumers are under the belief that the system is the same as it was 10 years ago. There have been many changes to OW/ODSP, and even if the recipients have been informed of these changes, they have not come away with an accurate understanding. For example, some of our consumers feel the need to seek employment under the table in order to supplement their ODSP. Many feel that ODSP/OW does not allow them to get ahead. Once again, there is a fear of claw backs or being cut off completely. One consumer who is part of our employment program asked if we knew of any employers that could pay her in kind so that her ODSP would not be affected. The fact that there is a desire to work under the table reveals that there is a serious problem with the current ODSP/OW system which is trying to support people in making the transition to the workforce. When many already live paycheck to paycheck, it is difficult to get the supports in place required to enter the workforce (e.g. work appropriate clothing, regular use of a computer, transportation, etc.). All in all, we can come up with many ideas to improve ODSP/OW but these changes will not be effective if these changes cannot be communicated in an effective manner. People need to be informed, and they need to be able to fully understand how these changes will affect them. Effective communication begins with trust, and trust takes time to build. Let us all work together (agencies and OW/ODSP workers) in helping bridge the gap between recipients and social assistance workers. Thank you

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