Whether you are an individual with a disabling condition or seeking to support such individuals at work or in the community, there will need to be some change to the status quo. Making any change requires a process and this resource will help you navigate that process as you collectively work to support meaningful work and motivating opportunities for people who have disabling conditions. Individuals, workplaces, and communities will leave equipped to move into productive goal setting and action planning.
Even if you consider yourself relatively open to new experiences, people, ideas, and ways of working, change will likely feel uncomfortable. It is, however, a necessary step to creating more inclusive and welcoming workplaces and communities. For some, the change may involve a relatively small adjustment; for others, change may represent something rather challenging, even scary. Keep in mind that what feels “small” to one individual, workplace, or community might feel “big” to another or vice versa. This may be impacted by the available capacity to make the desired change – for example:
Change doesn’t happen in isolation. There is a complex web of factors influencing us – whether we like it or not. We may not always be aware of those factors; at times, they can be hidden and rather unexpected. Some changes might be planned by us; they are purposeful, intentional, and expected. Others might come without warning; they are unplanned and unexpected.
One way we can anticipate future changes is to observe trends. Creative Futures Studio Inc. identified 10 “mega trends” that will shape work and careers in 2040. Each of these have implications for individuals with disabling conditions and the workplaces/communities that support them.
Work Anywhere is fueling a rise in remote and hybrid work options. For those with disabling conditions, being able to work from anywhere may help to expand employment options through allowing individuals to work from spaces they are most comfortable/familiar and removing/minimizing the need to rely on transportation to a specific job site (which can be unreliable at best in rural communities). However, workplaces and communities need to ensure equitable access to on-site / in-office employment opportunities. A diverse workforce can be fully present and visible; “work anywhere” options don’t absolve the employer from providing necessary workplace-based accommodations. In addition, the virtual workplace infrastructure and systems are generally reliant on Internet service which, too, can be unreliable in rural communities.
AI & Automation is challenging industry to reconsider how work is being done. Just as technological advances can be leveraged by workplaces and communities to improve workflow and streamline processes, AI and automation can support accommodations and accessibility for those with disabling conditions. This could mean being able to better identify and create innovative solutions to persistent issues/barriers for those with disabling conditions within their workplaces and communities. Although some may worry about robots replacing us, technology is best utilized in supporting or offloading tasks that humans aren’t good or efficient at. This will, in turn, free us up to focus on more complex or engaging tasks/challenges. Not everything can or should be automated; the human factor will remain an important element of much of the work we choose to do.
Living with Climate Change is creating a new reality, especially for rural communities where forest fires and extreme temperatures are challenging daily lives more and more frequently. Those with disabling conditions may be more at risk during extreme weather events or when evacuation is necessary. Workplaces and communities will need to consider how to respond effectively to ensure safety of all individuals in their community and to minimize work disruptions. With their unique lived experiences, individuals with disabling conditions are well positioned to lead the way in grappling with community-wide issues such as those related to living with climate change.
Geopolitical Conflicts are driving migration, whether individuals are intentionally choosing to emigrate or fleeing from war, famine, and persecution. With their declining populations, rural communities may seem ready and able to absorb an influx of residents, many of whom are skilled workers. However, such communities may lack resources and services to adequately support newcomers and refugees, especially those with disabling conditions which have not been managed effectively prior to arriving. For individuals already within the community, such an influx may create more competition for sparse resources and work opportunities. There will be shifts necessary to create a welcoming space; such changes can have a positive impact for current residents, especially those with disabling conditions.
Reconciling the Impacts of Colonialism is challenging individuals, workplaces, and communities to grapple with historical wrongdoings and how to decolonize their ways of working. For many Indigenous, First Nations, and Metis people, colonialism included traumatic events which resulted in a disabling condition. Further, restrictions to engaging in traditional medicine and/or distrust in health-care providers (and perhaps the entire system itself), may have prevented access to resources/supports that could improve quality of life. Acknowledging and addressing these realities can be challenging; however, adopting a decolonizing perspective can support dismantling systems of oppression that serve to restrict the opportunities of those most vulnerable, including individuals with disabling conditions.
Economic Precarity is impacting the affordability of daily lives, including such fundamentals such as food and shelter that are already more precarious in remote regions. For many individuals with disabling conditions, lower levels of participation in the labour market have resulted in economic precarity being a long-standing, life-long challenge. Given the growing needs of all individuals, communities and workplaces can no longer discount their role in contributing to such economic precarity, as well as the necessity for everyone to play an active role in finding solutions. Individuals with disabling conditions may be able to offer insights into innovative strategies given their lived experiences.
Globalization Under Pressure is resulting in supply chain issues that impact rural areas as much, if not more, as urban areas. For those with disabling conditions who rely on access to equipment and supplies to manage their quality of life, this pressure can result in additional stress, poor health management, and even worsening conditions. Navigating an ever-evolving web of interconnected systems is a daily reality for many. Workplaces and communities can serve as driving forces in the system for evolution (or stagnation); however, in considering underrepresented groups, ensuring equitable access needs to be top of mind.
Education, Disrupted is fueling a rise in micro-credentials and skill-based training programs over traditional 4-year university degrees. The result is a growing accessibility of education within communities that may not previously have had full access; this can open up education previously unavailable to many individuals with disabling conditions, especially within rural areas. For those needing to re-train after an injury, for example, this means that time off work can be greatly reduced. Workplaces and communities are more readily seeing the value of workplace-integrated learning opportunities where students get real-life, job-based learning opportunities with additional supports, such as job coaches, available for those who need it. A challenge is ensuring equitable access to such training opportunities and relevant accommodations for diverse learning styles and abilities.
Declining Mental Health & Well-Being is resulting in an increased awareness of the importance of wellness, self-care, and psychological safety. There is growing support for workplace- and community-based resources/services, especially for those with disabling conditions that are triggered or worsened due to declining mental health and well-being. A challenge is ensuring there is equitable access to such supports, accounting for diverse family contexts and cultural complexity.
Generational Shifts are spurring increased challenges to traditional corporate values and organizational structures (e.g., moving to “flatter” organizations with more flexible hours), something that those with disabling conditions can benefit from. As older generations begin to exit the workforce and younger generations begin to fill those gaps in managerial/supervisory positions, a careful management of generational conflicts will be necessary as well as an increased awareness of how underrepresented groups can support success with a workplace and community.
As you reflect on your context, consider how these trends intersect with the challenges (and possibilities) for people with disabling conditions within rural and remote communities.
For each of these trends, you can see potential challenges; however, there is also space for opportunities. As you reflect on change related to the employment of persons with disabling conditions in rural/remoted communities, we invite you to move beyond envisioning the worst to imagine the possibilities – i.e., what is the best thing that could happen?
As you consider the employment landscape for those with disabling conditions within rural communities, what are some changes that you’d like to see?
Pick one change to examine in more depth. Begin by listing the challenges (i.e., what you fear could happen). Next, use your imagination to consider the possibilities and potential. At this stage we invite you to dream big.
There are several frameworks that can help you to better understand the change and the transition process. One model from William Bridges is particularly helpful. In it, Bridges described three stages of transition:
The Ending Zone is when a change has occurred. An event has happened, and the old state is now over. Even if the change is anticipated and planned for, it’s not uncommon to experience feelings of grief and loss. This stage can be characterized by sadness, anger, frustration, and even a disorientation.
For individuals, this might be getting a prosthetic leg or dealing with a new mental health diagnosis.
For workplaces, this might be supporting a return-to-work plan for a staff member that has experienced a life-altering injury, or welcoming your first neurodivergent worker onto the team.
For communities, this might be after receiving a complaint regarding the accessibility of your public spaces, or receiving funding for a training program for youth with disabilities.
The Neutral Zone is the space in between the old state and what will eventually replace it (i.e., the new state which may still unknown). This stage can be characterized by uncertainty, skepticism, worry, and even resentment. It can, however, also be a space for creativity, opening the door to possibilities that weren’t available (or imagined) before.
For individuals, this might be trying to re-learn tasks that were once simple, engaging in a bit of a trial-and-error process or struggling to navigate through bureaucratic/administrative “red tape” – it will take adaptability, perseverance, and a growth mindset.
For workplaces, this might require critically re-evaluating policies/procedures, implementing new systems, or accessing new resources (e.g., equipment, technology). Further, this may also include dealing with resistance or resentment from existing staff – it will require curiosity, openness, and critical thinking.
For communities, this might require finding limited, specialized resources or coordinating with several agencies to get necessary resources/supports – it will require collaboration, kindness, and empathy.
As the transition process is completed and the change becomes more concrete, a New Beginning This is when you may start to feel more comfortable and capable. This stage is characterized by enthusiasm, relief, high energy, and strengthened commitment.
For individuals, this might mean feeling independent again with a renewed ability to handle daily tasks.
For workplaces, this might mean recognizing the intrinsic value of employing someone with a disabling condition.
For communities, this might mean seeing the diversity of your community more adequately reflected in all spaces.
Each stage may last a different amount of time depending on the specific individual, the workplace, or the community. It is possible for individuals, workplaces, and communities to respond differently to each of these stages. In part, it depends on how attached we are to how things “should be” or how much we have practiced adapting to unforeseen circumstances.
Take a moment to reflect on a transition you’ve experienced in the past – whether that be related to work, life, or learning. Use Bridges’ model to describe the change process and the associated feelings you experienced.
What happened?
How could you tell you were in an Ending?
What did you feel in this zone?
How could you tell you were in the Neutral Zone?
What did you feel in this zone?
How could you tell you reached a New Beginning?
What did you feel in this zone?
How any individual, workplace, or community handles changes can depend on a number of factors. In the section we’ll introduce two additional ways to look at change. We begin with the 4S Model of Transition (Schlossberg). It invites a direct look at four factors – the situation, self, strategies, and supports.
Earlier you were invited to examine one change that you’d like to see in the employment landscape those with disabling conditions within rural communities. To deepen your understanding, apply the 4S model here.
Situation
What is happening?
Self
To whom is it happening?
Strategies
How can you cope?
Supports
What help is available?
Next, the Transtheoretical Model of Change (Prochaska & DiClemente) may also be helpful. It describes how we move through a change process. As you engage with these resources, you are moving through a change process. As you review the stages of change here, consider where you are.
Termination can be viewed as the 6th and final stage representing the end, when success is achieved.
As you consider your own contexts, identify what stage you believe you fall within. Provide a rationale (i.e., why you think you’re here) and brainstorm some strategies for how you can move to the next stage.
Why I Think I’m Here
How will I move to the next stage?
Additional Resources
Case Examples
Challenge Your Assumptions
Crafting Your Vision of the Future
Bridging the Disconnect
Success Factors
Setting Goals & Taking Action
Evaluating Progress
As you consider your own contexts, identify what stage you believe you fall within. Provide a rationale (i.e., why you think you’re here) and brainstorm some strategies for how you can move to the next stage.
To complete this Stop & Reflect exercise, please download the worksheet or view this page on a desktop computer.
A “comfort zone” is where you feel most comfortable and capable. You may see this as similar to the pre-contemplation stage described in the earlier section. We are highly motivated to stay in such a place – so much so, we might ignore the clear signals around us that something needs to change.
Things we “know” often seem easier and more manageable to deal with than those we don’t. The comfort zone, however, is dynamic. It grows every time you experience something new, learn a new skill, or get to know new people. If you view the comfort zone as a “place” you have to “leave,” that can be scary. Instead, consider the comfort zone as something you bring with you into the learning zone – see the figure here. Your comfort zone will expand as new learning happens and after a while, you’ll realize that the discomfort you felt before is gone.
Change inevitably pushes us towards the learning zone; however, it can also activate the “panic zone.” When that happens, not surprisingly, it activates fear, shock, and uncertainty.
Think back to the transition you shared earlier and apply the comfort zone framework.
What did you experience in the comfort zone?
What did you experience in the learning zone?
What got you into the panic zone?
How much has your comfort zone grown so far?
What would you need to expand your ability to expand through changes? (e.g., support from others/allies, a clear plan, changing your mindset, acquiring certain cognitive, emotional or physical skills, exposure?)
Individuals, workplaces, and communities all play a role in the change process. Throughout any transition, this resource will be helpful as you reflect on and plan for the change process. Effectively navigating transitions requires factors like resilience, awareness, adaptability, and intentionality. Workplaces and communities play an important role in providing strong leadership, direction, and support to see these changes through. The more we connect our actions to purposeful, meaningful change rooted in our vision of the future, the more likely we’ll be able to keep the “end in mind” as we move forward, together.
Before you can set a goal or craft a plan of action to achieve it, it’s important to start with a clear vision of the future you want to create. This vision will be a helpful compass, guiding principle, or “north star” to show the way forward. Your goal will be the specific destination/location (i.e., outcome) you want to achieve. The action plan will be your pathway or route forward (i.e., how to get there).
