Regina man with intellectual disability fulfills lifelong dream of working for fire department

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Regina man with intellectual disability fulfills lifelong dream of working for fire department

It hasn’t been easy for Peter Rhodes to finally arrive at his dream job, following in the footsteps of his father who used to be a firefighter.

Jennifer Ackerman, Regina Leader-Post
Updated: September 14, 2019

As a young child, a blast shook Peter Rhodes awake one night.

A furnace explosion caused the family’s house to catch fire while Rhodes and his sister were inside.

“I was scared,” he recalled in a recent interview. “I had no clothes on, nothing like that. I got seriously burned.”

Thanks to their neighbours who called for help, Rhodes and his sister were rescued by firefighters.

Now 47 year old, Rhodes — who lives with an intellectual disability — recalls that moment as one of the things that inspired his dream of working in fire services, a dream that has finally come true.

“I felt like giving up, but I didn’t,” said Rhodes from Regina Fire & Protective Services Fire Station No. 2 where he is the first employee hired with an intellectual disability.

It hasn’t been easy for Rhodes to finally arrive at his dream job, following in the footsteps of his father who was a firefighter.

Originally from B.C., his father died when Rhodes was three years old. His mother later died of lung cancer, and Rhodes bounced around in foster care before landing in Saskatoon and eventually Regina.

 

Regina Fire & Protective Services (RFRS) member Barry Szeles, from left, and Austin Bates work with 4to40 employee Peter Rhodes, who has an intellectual disability, at Fire Hall 2 in Regina.

For the past 10 years, he has been a client of Creative Options Regina (COR) — a non-profit organization that develops personalized support services for people with disabilities.

He has worked a few jobs around the city thanks to a program jointly operated between COR and the University of Regina’s Campus for All called 4to40, which connects people experiencing disabilities with forward-thinking employers.

But none compare to this one.

“He was so excited, even after … he went down to the fire hall for the first time,” said Donna Flaman Johnson, an inclusive employment broker for 4to40. “He left that day on top of the world.”

Rhodes works two, three-hour shifts a week helping his platoon with daily chores and inventory checks.

“Fire service is about helping people and when you hear Peter’s story, you can’t help but want to help him fulfill his dream,” said Kevin Digney, assistant chief of operations.

Starting off slow, they’ve introduced Rhodes to one platoon at station No. 2. Together, they do daily chores like sweeping, mopping, washing the trucks and hoses and more. He always has a job coach with him for guidance and so he’s not alone in the station if the platoon has to go out on a call.

His favourite part, he said, is washing tools.

Rhodes worked his third shift on Wednesday, but he has already blended into the team like he’d been there all along, sipping coffee in the kitchen and going about his tasks with quiet confidence. Everyone appeared at ease, despite how new the situation was for all of them.

4to40 employee Peter Rhodes, fourth from left, who has an intellectual disability, stands with his job coach Connor Brown, fifth from left, and the day crew at Fire Hall 2 in Regina. TROY FLEECE / Regina Leader-Post

 

4to40 employee Peter Rhodes, who has an intellectual disability, works with Regina Fire & Protective Services Austin Bates at Fire Hall 2 in Regina.

He was quiet and a little shy, but broke into a hearty laugh after Digney joked about photoshopping a fellow firefighter’s lush hair onto his balding head in any photos going to press.

“I was happy,” said Rhodes of when he found out he’d got the job. “I know I can do it.”

But not everyone felt the same way. Rhodes’ roommate told him he couldn’t do it, called him a coward.

“I told him I’m … no coward,” said Rhodes, whose very presence in the station proved his old roommate wrong.

He’s doing well, said Digney, and it’s clear that the station is happy to have him as they guide him through his duties with respect and compassion.

“What they told me when I was down at the fire hall was that working for the fire department is like being part of a family,” said Flaman Johnson in an interview.

“Here they are basically bringing Peter in like he’s one of them — to support him, to encourage him, to give him new experiences and (get him to) try new things, to grow,” she added. “That’s exactly what family is all about.”

Flaman Johnson, who’s been with 4to40 since last fall, met Rhodes in early spring and has interviewed him extensively about the things he likes to do so that his work with the fire department would be meaningful, an important part of any job, for any person.

She said she loved him from the moment she met him and saw immediately the love others had for him too.

“Everybody just wanted this to work out for Peter because they know this has literally been his dream for years,” said Flaman Johnson. “I just find it so fulfilling and so inspiring when I see organizations open themselves up to this type of work arrangement.”

Seeing Rhodes in the fire station, you can tell he’s just proud to be there, she said.

And it’s a step in the right direction, said Digney, in the city’s commitment to having a diverse and inclusive workshop.

“It’s new,” said Digney. “The fire service is traditional, a lot of culture and it’s time that we have a new tradition.

“He’s been looked after very well from the guys at the station here and as we move him out to the different platoons and the different stations I have no doubt he’ll be embraced and treated as one of our own.”

Rhodes’ message to those who haven’t found their way to their own dream job yet?

“It’s not easy to come here at all,” he said. “It takes time.”

But he didn’t give up.

4to40 employee Peter Rhodes, left, who has an intellectual disability, with his job coach Connor Brown at Fire Hall 2 in Regina.

jackerman@postmedia.com

View Full Article Here.

 

4to40 Selected as Recipient of India Night 2019

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Campus For All

After graduation from high school, students with intellectual disabilities have very few opportunities to further their education.  As a result, these young adults often find themselves ill-equipped for the workplace and lacking the skills that might otherwise provide important opportunities in life – such as employment.    The reality is that 80% of people who have an intellectual disability are jobless and heavily reliant on government support services.

The good news is that together we can turn this number around!  University is a viable and beneficial means to improve employment outcomes, job quality and income for individuals with intellectual disabilities.  In fact, graduates of inclusive post-secondary initiatives have an employment rate of nearly 80% — but they need support to get there.  Without support to find and maintain employment, the lives of inclusive post-secondary alumni are – upon completion of their studies — in danger of stagnation personally, educationally and workwise.  They are very much at risk of ending up segregated in our community.

As it foundational mandate, Campus For All: Inclusive Post-Secondary Education encompasses three pillars:  academics, social networking and employment. To address the employment pillar, Campus For All partnered with Creative Options Regina to create an employment project entitled 4to40.

 

4to40 Project

4to40 delivers employment services to students and individuals who experience both an intellectual disability and related barriers to entering the workforce.  These individuals want to work and contribute to our community.  4to40 receives no government funding and relies heavily on donations and fundraising.

4to40 is a unique grassroots project connecting people experiencing disability with employers who embrace a flexible 4 to 40 hour work week.  The overall purpose of 4to40 is to achieve social and economic inclusion.  4to40 works with one person at a time by developing customized employment opportunities that enable individuals experiencing disability and other related barriers to make a contribution to the community.    Behind every job created there is a story like this one written by a mother about her daughter, an alum of the University of Regina who was supported by Campus For All:

 

On Nicole’s full resume from Grade 10, she has 5 years of employability training,
2-1/2 years of volunteering and 15 job experience placements.  Nicole has been doing something every year since grade 10 to somehow get a job – except November
2010 to September 2011 when after doing another employability training program
with big promises and no follow through, I hit a wall and gave up.  She enrolled in Campus For All and the partnership with COR in 4to40 led to a job offer from Farm Credit Canada (her first long-term paying job at the age of 29).  So, needless to say,
to everyone involved (it takes a village).  How could I ever express how thankful
I am other than  . .  . THANK YOU VERY MUCH (with tears of joy).

 

Not only does 4to40 make a difference in individual lives, it generates macro level impacts for the betterment of our community.   4to40 is changing the culture around employment.  For example, many organizations in Regina are developing and implementing diversity strategies, but they don’t know where to start, how to implement, or find a pool of available employees.

4to40 provides information and support to employers – essentially creating inclusion within diversity. When individuals experiencing intellectual disabilities are hired typical understandings of disability are disrupted and new possibilities for belonging and contributing are uncovered.

We invite you to join us on September 14, 2019 at India Night:

AMI tv feature: Accessible Transit Training in Regina

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Meet Mitchell Anderson.

Have you ever worked on a project that you’re so proud of you want to share it with everyone? Mitchell has! In fact, ever since the travel training program began he has been thinking about and working on ways to help lift it to new heights. In his own words Mitchell stated, “This program is for everyone. We could all use it. It’s great for the environment and it helps people believe in themselves and their abilities.”

Mitchell’s involvement in this collaborative initiative (Campus for All, COR and City of Regina) as a travel trainer has been inspiring people of all ages and abilities to strive for greater independence. When asked what he has enjoyed most about the program he stated that, “after doing it for the past few months, it’s been great to learn from people and hear about other people’s lives and experiences with using the bus. It’s also been pretty neat learning about how to adapt my language to help others understand and learn about how the bus helps people in wheelchairs. It would be great to learn about how the graduates are doing; what they liked and what they struggle with.”

AMI tv feature: Accessible Transit Training in Regina

Being well spoken and accommodating is only one of the many talents this trainer possesses. He manages to hold down a second job with the Conexus Arts Centre in the evenings and is an active idea-man. He enjoys science music and one day would like to write his own book. Eventually his goal is to become a teacher’s assistant. He is always on the lookout for new ways to promote the travel training program to new audiences and is never happy with ‘just because.’

Some of the feedback Mitchell has been getting from the project after the first nine months into its pilot year has been very positive. He said that, “some of the people have been telling me that they like the fact that they can go out and do it on their own. This was inspiring to hear.” He went on to explain, “If people only knew how easy it was to get around, public transit would be used by everyone.”

Looking back on the last nine months it’s hard to imagine this program being as successful without the hard work of Mitchell. He is extremely humble when it comes to his strengths but when asked to elaborate on what his future holds he said, “Well something that people don’t know about me is that I like to travel. I like to talk about my trip to Vienna, Austria and Paris, France. Someday I’d like to go back; maybe even with my girlfriend!

Thank you Mitchell for teaching Regina’s finest about the program. It takes strong advocates like you to truly bring these things to life!

 

Watch Mitchell on AMI tv: Accessible Transit Training in Regina

For more information, visit: www.4to40.ca

 

Ben Morris,

Director of Storytelling

 

Celebrating Campus For All Success

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Lesley Beaulieu is grateful to the people who have given her the opportunity to succeed.

Beaulieu is a graduate of the University of Regina’s Campus For All program, a four-year inclusive post-secondary education experience for adults with an intellectual disability.

More than 18 months ago, Beaulieu was hired by Farm Credit Corporation (FCC) to work with the accounts payable team at head office.

“My work consists of processing invoices, helping the file clerk fold cheques, and stuffing and sealing envelopes. These cheques are sent to all the vendors FCC deals with,” says Beaulieu. “What I enjoy the most about working at FCC is the people. Everyone is super nice and my co-workers see me as a valuable part of the team.”

Beaulieu shared her experiences at an on-campus event acknowledging October as National Disability Employment Awareness Month. Other speakers at the event included President Dr. Vianne Timmons, Laura Ross, the MLA for Regina Rochdale and Michael Hoffart, President of Farm Credit Canada.

Three years ago, Campus For All, in partnership with Creative Options Regina, created an initiative called 4to40. The initiative connects people experiencing disability with employers who embrace a flexible 4 to 40 hour work week.

Since 4to40 was created, 12 students and graduates have earned permanent jobs. This includes three who work at FCC and two at the U of R Fitness and Lifestyle Centre.

“Research shows that post-secondary education enhances employment outcomes for individuals who have an intellectual disability, including a wider range of job opportunities and greater pay – just like it does for their peers,” says Faith Savarese, Coordinator for Campus For All. “However, we still have a long way to go to find equality. Nearly 70 per cent of Canadians living with a disability are unemployed.”

Dr. Vianne Timmons has taken a personal and professional interest in the rights of the disabled.

“Campus For All is a meaningful undertaking and something that is close to my heart,” says Timmons. “Inclusive education is important – but it is equally important to promote employment opportunities for young persons with disabilities. Employers who have hired persons with disabilities have found they rate average or better on job performance, attendance and workplace safety – and this is something of which we should all take note.”

Timmons praised FCC for its inclusive hiring policy and issued a challenge to other employers.

Says Timmons: “I’d like to issue a challenge to other organizations and show leadership like FCC has. Look at 4to40 options and see for yourself the great potential of persons with intellectual disabilities.”

Dutch Industries manager recognized for hiring people with intellectual disabilities

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When Greg Cruson’s grandfather founded Dutch Industries in 1952, he believed in lending a hand to those facing employment barriers.

Now, 64 years later, Cruson, is carrying on that approach as general manager at the family’s Pilot Butte farm implement company.

Tonight, he’s getting an employer of excellence award at a Saskatchewan Association of Rehabilitation Centres banquet in Regina for his role in hiring those with intellectual disabilities.

“It’s a bit of a shock,” Cruson said. “I didn’t even know I was nominated.”

Cruson said he believes very much in continuing the approach to hiring that his Dutch immigrant grandfather brought to Canada.

“Everybody we have working in the plant has some type of obstacle to their work, so there’s no reason why we can’t bring on people who have intellectual disabilities and find ways of accommodating them.”

One of those employees is Dylan Morin, who works as a bolt finisher, packer, and cleaner at the plant.

“The people are nice, caring, at times funny,” said Morin, who works three days a week at Dutch Industries.
He said it’s “awesome” Cruson is getting the award and is grateful for the opportunity to show what he is capable of.

“People with intellectual disabilities can do the job,” Morin said. “There’s no way they can’t do the job. It just takes patience.”

 

CBC Saskatchewan’s The Morning Edition

Posted: Oct 26, 2016

Click here to view full article.

The Bakers Dozen, my 13 key expectations of a service agency recruiting people with disabilities into my business. – Mark Wafer

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Jan 12, 2016

As private sector companies begin to realize that there are sound economic reasons to be fully inclusive of employees with disabilities in their workplace we see an increase in demand. In Canada there are approx. 447,000 recent grads from the past five years who have a disability and have never worked. Of those, 270,000 hold a post-secondary degree or diploma. One would assume then that with this massive supply the demand would easily be met but one would be wrong. The unemployment rate and the participation rate for people with disabilities in meaningful and competitively paid jobs remains at the same level as a decade ago and indeed two decades ago. There are numerous reasons for this such as the attitude of private sector employers towards people with disabilities, the funding formula’s around disability benefits and of course the approach taken by Canada’s many service agencies who’s recruiter’s and job developers are tasked with finding jobs for the agencies clients. I have publish many articles about the former and will continue to do so as corporations slowly wake up to the potential contributions of this vast untapped talent pool. There is no doubt that real inclusion is a competitive advantage, those companies who get it, win, those who don’t will pay dearly. For this article however I want to focus on the supply side of the equation or rather, the supply chain. We don’t have a supply problem, we have a supply chain problem.

I have significant expectations of community agencies who represent candidates who have disabilities. These expectations are written into my accessibility policy and unless an agency can demonstrate their ability and effectiveness to follow these 13 expectations we simply don’t do business with them. This is no different to how we would treat any other vendor. In the past however, social service agencies have often operated to a rather low common denominator, this affects outcomes and does little in terms of representing societies more vulnerable people. The focus from agencies has been one of two approaches, altruism or compliance, both are guaranteed to lead to failure.

Here therefore is Wafer’s baker’s Dozen, my expectations of a social service agency.

1) Create business champions in your community and let them do the heavy lifting for you. You may fully understand the business case yourself but when speaking with a potential employer they are perhaps suspicious of your motives, they believe you will tell them what they need to hear in order to hire your client. Business champions are easy to find, they are employers who have hired successfully from you in the past. Acknowledge them, support them and reward them. Once you have developed this relationship ask the champion to go with you to a potential employer’s office and watch the two business owners speak to each other in their own language and peer to peer. This is scalable. I as a small business owner have sat across the table speaking to the CEO of an auto manufacturer, we still speak the same language, and we have the same concerns and stresses, pressures and desires only on a different scale.

2) Have increased expectations of your client. I have hired 125 people with disabilities in meaningful and competitively paid jobs over the past twenty years. As a typical employer I thought i knew the capacity and capability of each employee as they came on board. I was wrong 125 times. Recruiter’s therefore must be aware that workers with disabilities are likely to outperform expectations. Don’t make excuses for what they might not be able to do.

3) View the business as your most important client. The individual who you represent will be well served if you can position yourself as a problem solver for local business owners. Act as a conduit for talent, the company will appreciate and respect you and your agency.

4) Encourage families and stakeholder groups to speak with children early in life about work. Regardless of the severity of the disability. Work must be an expectation rather than a wish or “hope for”. We will concern ourselves later on solutions should work not be possible but too often the subject of work begins at about 17 years of age, this is far too late and places addition pressure on an employer as they deal with a lack of soft skills normally developed by holding part time jobs, summer jobs or even volunteering in the volunteer community.

5) The approach to business must be at all times the “business case”. Know your facts and use them often. I have published articles on the business case but briefly it means once a company has built some capacity they will see increased overall employee morale, decreased absenteeism, greater safety records, greater innovation, lower sick time, less supervision, greatly reduced employee turnover and more. Not only should you memorize these facts but back these up with data and numbers, this is language business owners understand.

6) Develop relationships with business before approaching them to hire your clients. Make an appointment to meet with them, understand their needs, understand what the business does, and show them what your agency does. Visit often and engage them, take coffee and especially Timbit’s.
7) Apply for jobs where jobs exist. This is an important step because agencies have a habit of creating jobs. Job creation is pointless as it serves only to increase the payroll of a company even if the employee is good at their job. Almost all people with disabilities can and should fill jobs that are advertised. The sole exception to this is those with significant intellectual disabilities who may need a created job but even then it should be carved from other employee’s responsibilities rather than a pure creation. Employers do not see value in a worker who is an extra burden on the company’s payroll.

8) Avoid wage subsidies at all costs. These are very dangerous as employees are on boarded with a time limited subsidy. The employer does not value subsidized employees nor do operations managers who see an “us” and “them”. More important though is what can happen when the subsidy runs out especially if the worker has an intellectual disability. They often are kept on without pay in job training exercises with no parameters and no end date. Good employers in serious business do not want subsidies, they want good employees and they are willing to pay fairly.

9) Never take a client on a cold call. This is uncomfortable for the employer and for the client and can show a lack of professionalism.

10) Understand the wants and wishes of your client. Don’t assume everyone with an intellectual disability wants to work at Tim Hortons. Ensure that your intake procedures cover this area. A wrong fit is a guaranteed failure and all of us want to do jobs that we enjoy.
11) It is critical that your initial approach to a business be with the companies owner or if it is a corporation, the CEO. It is perfectly acceptable to have a day to day and ongoing relationship with company managers but the tone and intent of a company is set by the CEO. He or she must be aware that new employees might have a disability and must be supportive of this otherwise failure is guaranteed. One might ask me that approaching a CEO is an impossible task but one needs only to refer to item #1, your business champion.

12) Consider yourself and your agency as a major force in town. Do not as often happens downplay your significance in the community. Agencies often place business and business owners on a pedestal making an approach to them more daunting. There is no business in town more important than your agency.

13) Dress for success. Too often I am approached by a recruiter in the service sector who may be the 8th or 9th vendor to meet with me that day. All other suppliers who met with me wore business attire but when the recruiter arrives it’s often jeans, flip flops and a Grateful dead T shirt. To be taken seriously, dress seriously.

As demand increases let’s ensure the supply is ready. Following these 13 steps will provide the outcomes we need and expect.