I don’t like the words “barriers to employment.” Maybe it’s just me succumbing to the legendary Canadian political correctness, but the term “barrier” just sounds so negative for a concept that touches a majority of people. You live in a disadvantaged neighbourhood? It’s a barrier to employment. Immigrant? That’s a barrier too. Mental health issues? Criminal record? Too young? Too old? In the end, if you don’t have a barrier to employment, you are a member of a minority.

Beyond the negative connotation of the term though, it’s the implied meaning that annoys me. If having an autism spectrum disorder (ASD) is considered to be a barrier to employment, does it mean it’s a bad thing to have ASD? Is it something you must try to hide? Be ashamed of? André Parent, in his article on intervention with ASD clients, clearly establishes that this is not the case. Rather, it’s a question of adjusting your approach to the needs of your clients.

Lacking a better term, we chose barriers to employment as a theme for this edition of Careering, and in its pages, you will find insightful articles, full of new perspectives and practical tips, on working with ex-offenders, persons with disabilities and homeless clients (online only). If you have a better term to suggest, write away at catherine@ceric.ca!