Blog

Earlier today, I took part in another “workplace neurodiversity webinar” during which a panelist shared – with a note of what sounded like happy surprise – their finding that neurodiversity awareness makes people better not just at “managing” neurodivergent employees, but at their job overall, and at “being a better human in general”.

Great. But good grief: Neurodivergent people (and the people who love them) could have told you that long ago! I still remember from 40+ years ago which individuals were patient, curious, kind, welcoming, and celebrating of my differences (and those of my neurodivergent loved ones). Yup, it *did* translate into their being more welcoming of all. And it absolutely *did* make them a better human being, at least in my eyes.

So yes, I’m a huge supporter of evidenced-based claims like these. But I also value of the “anecdata” of lived experience.

Alt text: “Be kind” written on colourful background including a sun and flowers.

0:00: The DEI webinar I’m attending starts on time. No materials are shared up front or in advance. I spend 9 minutes trying to figure out how to enable auto-/closed-captioning (CC), to no avail.

0:09: In Attendee Chat, I ask the Admin for help to enable CC. No response.

0:13: I follow up, adding this is an accessibility request, with my thanks. I get a reply they are looking into it. (Another attendee, trying to help, even offers a suggestion to the Admin.) #aLLyship

0:30: Admin says they’d finally learned that the platform settings in place for this webinar would only offer captions 2-3 hours after it ended.

*Deep breath, Tara.*

Now, before I continue, I do want to acknowledge that the webinar platform Admin was apologetic, thanked me for bringing this important issue to their attention, and expressed specific intent to address it for future webinars. Well done.

Also, in an effort to advocate for myself and for others who rely on CC as part of webinar accessibility, I shared that…

• as a result of this matter, I was unable to fully engage or participate in the webinar;
• I’d look forward to receiving the promised webinar recording;
• I’d appreciate an accompanying transcript; and
• I thought this experience was “a great learning opportunity to reflect on ensuring greater accessibility for all” (hint hint).

I also expressed my sincere thanks.

And now, I’d like to vent a bit.

The webinar ended over 20 minutes ago, and in my body, I can *still* feel the emotions that came up. Maybe you’d guess I felt…

• Surprised (“Really? Wow, I didn’t see this coming.”)
• Irritated (“Reeeally. Yup, I sure saw this one coming.”)
• Bemused (“During an *inclusion* webinar, of all things!”)
• Angry (“I am so sick and tired of being ignored.”)
• Confident (“I’ll let them know, and they’ll fix it.”)

Sure, there was some of those. But there were other emotions, too. I admit, I felt all of these:

• Disappointed at the lack of material made available before – or even at the start of – the event (although I’m very much used to this, therefore I didn’t feel Surprised).
• Flustered as I searched in vain for a way to turn on CC so that I’d have at least a chance of “keeping up” with the live webinar.
• Embarrassed and Not “normal” at having to ask publicly for help.
• Insignificant when there was no immediate reply to my request.
• Appreciative, but also Self-conscious when others felt compelled to step in.
• Lost as I tried in vain to keep up with the webinar while this was all going on.
• Hurt and somewhat Humiliated when I learned accessibility was not only forthcoming, it hadn’t been given advance consideration.
• Uncomfortable when I asserted my concerns.
• Tense and Left out – and maybe even a little Envious of the other attendees – during the Q&A when I didn’t know “where we were”.

[To boot, this webinar was geared toward “executives”. I couldn’t help but wonder at the assumptions at work here, i.e., that “executives” couldn’t possible need accessibility (add to my emotions: Inferior).]

Look, I don’t share all of this as some sort of confessional, or to shame anyone, or to invite pity. I share this because frankly, as a professional in this field, I can develop all the workshops and speak at all the events on earth on the topic of DEIB, neurodiversity, and accessibility. But until folks see that behind all those metrics and policies and “toolkits” are PEOPLE – people who are prevented from making their brilliant, tremendous, extraordinary (and yes, even mediocre) contributions – well… nothing changes.

P.S. And while we’re on the subject, can someone PLEASE tell me where WordPress lets me add alt-text to images?? *Sigh*…

I often get asked for guidance and suggestions related to (1) completing formal education in disability management (DM); and/or (2) pursuing a professional designation in the field. In this post, I will differentiate between a certificate and a certification, and then offer 2 short resource lists — with content presented in no particular order — re: DM certifications and DM certificates in Canada (none of these should necessarily be considered endorsements).

Certificate or Certification?

The following is adapted from Stanford, n.d.:

A certificate signifies that the holder has completed a specific program of study or sequence of courses. It’s a type of credential, usually awarded by an educational institution.

A certification signifies that the holder has been determined to have the required knowledge and skills to perform in a specific work area. It’s usually granted not by an educational institution, but by a regulatory body or professional association. That organization’s certification process involves meeting specific requirements, such as completing a certain type and amount of education or training (such as a certificate; see above), passing an exam, and meeting ongoing continuing education requirements. By completing those requirements, one becomes “certified” in a specific area*. Certifications “may be required to enter or continue to work in a specific position” (Stanford, n.d.).

*“Earning a certificate issued by a higher education institution typically does not mean you are ‘certified’ in the topic or discipline you studied.” – Stanford, n.d.

SOURCE: Stanford University. (n.d.). Certificate vs certification. https://online.stanford.edu/certificate-vs-certification

DM certifications

CRTWC (see https://www.nidmar.ca/certification/crtwc/crtwc_background.asp)
CDMP (see https://www.nidmar.ca/certification/cdmp/cdmp_background.asp)
RTWDM (see https://cvrp.net/our-credentials/rtwdm/)
Questions about DM certifications should be directed to the CVRP and/or NIDMAR.

DM certificates

SFU
Dalhousie
U Guelph
PCU-WHS
Mohawk
UFred

Of course there may be others; these are merely the ones I am aware of.

• Do you hold any certifications in DM?
• Have you completed any formal accreditations related to DM?
• What are your thoughts on DM as a “credentialed” area of practice?

Tara

I’ve been watching this news item with interest. Last week, against the advice of its leadership, CUPE 759 members walked off the job upon learning that a coveted position was to be assigned to a non-member employee requiring accommodation, without following the collective agreement’s language around timelines for postings. These members were ordered back to work by the Labour board in short order.

I’ve been piecing together a picture of this matter using news articles and social media snippets here and there. As always, what interests me most is what worker, unions, and employers all seem to know (or not know?) about workplace accommodation. Here are a few items I’ve come up with. (Keep in mind, I am not a lawyer, nor do I play one on TV.)

1. A union’s ability to accommodate one of its members really depends on the essential duties (and functional demands) of the jobs available, along with the abilities of the employee.

2. In workplaces where more than one union is involved and the person requiring accommodation can’t (safely, physically, etc.) return to their usual job, the employer has to find an alternative, within the original union if possible. If it’s not possible, the employer still has to accommodate (and fast, as there is a procedural aspect to this under the law*), and so it has to look at all positions, under any/all unions.

*3. It’s possible that the employer’s procedural duty to accommodate has a shorter window than any posting timeframes captured in a collective agreement (e.g., 10 working days to allow members to apply).

4. Unions (not just employers) have a duty to accommodate in the workplace, to the point of undue hardship, and even if the accommodated employee is outside that union. Members being unable to apply for a position because it’s being assigned to meet the employer’s accommodation duty would not constitute undue hardship for the union.

5. Generally speaking, the accommodation duty (human rights) will trump a collective agreement.

From where I sit, it looks like the employer did the only legal thing it could. That being said, no doubt CUPE 759 members were unaware of the above information, and so they would have naturally seen the employer’s actions as running contrary to the collective agreement. This is doubly so if there is already a general atmosphere of mistrust between labour and management.

Looks like once again, some training and better communication is the answer.

#DisabilityManagement #CDMP # RTWDM #WorkplaceAccommodation #AccommodatingDisability

For the past few months, I’ve been engaged in work that’s quite different from my usual.

And it’s been fantastic.

Many folks know that before entering into VR, DM, adult education and DEI, I taught high school history and language. This year, I was thrilled to be invited to develop and deliver the very first course in a brand new, interdisciplinary post-secondary program called “Gaelic Foundations: Living Cultures”.

Delivered at the Beinn Mhàbu campus of Colaisde na Gàidhlig, this is a Cape Breton University-accredited program whereby “students gain a deep understanding of Gaelic culture by focusing on key subject areas, from the ancient past to the present day”.

In addition to reigniting my passion for history, this work has held great meaning for me personally as the granddaughter of native Gaelic speakers. And there are no words to describe what it’s been like to live and work where my parents grew up, in Mabou.

Come November, I will be returning to my usual work… but for now, I am enjoying every moment of this time. And feeling so very fortunate.

Is fheàrr Gàidhlig bhriste na Gàidhlig sa chiste.

Tara

When you develop and deliver training for a living, you get a lot of input on what is — or should be — considered a positive outcome… whether that’s meeting project and program objectives, confirming transfer of learning on-the-job, or even downstream gains in things like productivity and retention. These are mere examples.

As much as I understand and value those outcomes, when it comes down to it for me, the most important outcome of training is the what the learner gets out of it. Because like it or not, the fascinating, precious and often brilliant minds I get to connect with in my line of work can take whatever learning they gain, and bring it anywhere they want, applying it in any way they see fit… in their own lives.

So, when I get positive feedback from learners, it’s my signal that I’m doing something right.

While giving a presentation today on ADHD, I was asked if I could recommend some noise-cancelling headphones. This is, of course, a personal choice with many factors at play, and so I updated my research and put the following together.

One’s choice of noise-cancelling earphones depends on a number of personal considerations, like

• Wired vs. Wireless connection
• Over-ear vs. In-ear style
• Comfort/Fit
• Compatibility with existing systems (e.g., Apple vs. PC or Android)
• Passive vs. Active vs. Adaptive noise-cancellation (explained here)
• Budget
• On-ear controls
• Battery life; charging case
• Need/Preference for Bluetooth, integrated microphone, voice-assist, etc.

For example, for me, passive cancellation is perfectly fine; I wanted something I could “hide” under my hair when on-screen; I wanted Bluetooth and a decent battery life; I don’t use Apple products; and I didn’t want to spend too much. In the end, I went with Anker Soundcore Liberty, and it works well for me.

Here are some brands and models that are well rated (2023) for noise-cancellation in general:

• Bose (QuietComfort 2)
• Apple Airpods (Pro and Max models)
• Sony (WF and WH series)
• Samsung Galaxy (Buds2 Pro)
• Anker Soundcore (Life, Space, and Liberty models)
• Sennheiser (Momentum True and Momentum 4 models)
• Earfun (Air Pro and Air S models)

If you prefer to skip the research and just see some buying options, head over to the Shop.

It’s been a minute since I posted a blog here. Sure, I’ve kept myself busy with plenty of great conversations on LinkedIn and elsewhere, but its good to come back here, check in, and reflect.

For me, 2022 was a year like no other. Some important things happened in my life that I’m still working through, and with time, I may be ready to share my experiences outside of my immediate circle of trusted friends, family, and colleagues. In fact, that is my hope. But for now, I’m keeping an eye out (or in) for when that time is right.

In the meantime, Spring has sprung, the sun is shining outside my window, and I look forward to the emergence of crocuses and hyacinths in my front garden. I am so fortunate and privileged to enjoy these moments, to have the support of my communities, and to be able to reflect on it all with you.

“Whoa – whoa – whoa….”

Sorry, just channeling a little Tom Jones there.

I’m well past due for a blog entry, so I’m taking this opportunity to reflect on some of the work I’ve been doing over the past 5 months.

I’ve been LEARNING… from great people and organizations like Wellness Works Canada, Gowan Health, Mary Ann Baynton, Debbie Pearmain, and Ruthann Weeks. (When you want to keep up on workplace mental health, psychological health and safety, you go to the best.)

I’ve been CONNECTING… with more great people and organizations, like the Ontario Workplace Health Coalition, The Adult Learning Hub, iCanWork, Sari Sairanen, Jordan Friesen, David Dame, Todd Humber, and Heather Deveaux. (Am I doing a little name-dropping in this post? Sure. But when I find good people, I want everyone to know about them too!)

I’ve been RESEARCHING… some recent studies from McGill University, the Institute for Work & Health, and the Conference Board of Canada.

I’ve been CREATING… both university and continuing professional education courses, in topics like disability inclusion, workplace accessibility, mental health, inclusive practice, neurodiversity, disability management, Return To Work and accommodation.

I’ve been TRAINING… speaking at conferences, and delivering workshops and courses, on topics like diverse recruitment strategies, job search and disclosure strategies, client interviewing, and disability management programs and policies.

I’ve been PROVIDING SERVICES… supervising work practicums, supporting accommodation and return to work, and conducting assessments to inform disability insurance decisions.

And I’ve been VOLUNTEERING… on my association’s Board of Directors and its governance committee.

And the year’s not over yet! Coming up, in addition to taking part in my professional association’s multi-day strategic planning retreat, I’ll be working with multiple organizations in the human resources, career development, workplace wellness, and post-secondary education spaces to develop and deliver more learning experiences.

So, in answer to “What’s new, pussycat?”, turns out there’s quite a bit! (Gee, maybe that’s why I’m feeling a bit tired… But it’s a good tired.)

I recently expanded my working relationship with this university, and today came across this bio of me on its faculty web page. Sure, it could probably use some updating, but what struck me was the feeling of gratitude I got when I saw it. As someone who has spent so many years researching and supporting people’s career transitions, I know how rare it can be to make a living doing work that you find truly meaningful. It’s truly a privilege, of which I have so many.

ALT-TEXT: Screen shot of web page. Pacific Coast University for Workplace Health Sciences. Tara Beaton: With over 20 years of combined experience in disability management, vocational rehabilitation, and education and training, Tara has provided support and leadership to workers, employers, insurers, health care practitioners, and DM professionals in both the public and private sectors. In her roles as a consultant, trainer, manager and leader, she has developed and delivered disability management services and related solutions both for employers and post-secondary learners. Tara’s graduate studies focused on workplace learning for adult learners facing disability, and she is an advocate for accessibility and lifelong learning.