Inclusion Safety Bulletin: Social Distancing

Dear friend of Inclusion,

Inclusion Winnipeg produces “inclusion information bulletins” to draw your attention to important issues that impact children and adults with intellectual disabilities. Bulletins are fact-based and provide background for you to understand an issue in more detail.

1. ISSUE: For people with intellectual disabilities, COVID-19 is a serious risk due to pre-existing health conditions, a reliance on outside support, a lack of understanding of new requirements and congregate living arrangements. “Social distancing” is the best way to reduce the spread of viruses like COVID-19. Also called “physical distancing” it means changes to our day-to-day lives to minimize close contact with others, whether we know them or not (source: Province of Manitoba).


  • Call, email, text, face-time and send a message to a loved one today.
  • Make sure they know all about “social distancing” and how to keep themselves safe.
  • Reinforce these messages

(source Province of Manitoba):

Province of Manitoba:


Please send us your thoughts on this via email to

4. BACKGROUND: Please find below credible information about “social distancing”:

Public Health Agency of Canada
Plain language COVID-19 explanation
Plain language for caregivers and families from the Canadian Association of Community Living

Please stay healthy and be socially creative while keeping your physical distance from each other. We are all in this together.

PDF version of bulletin

Volunteer Opportunity - Winnipeg Blue Bombers & Inclusion Winnipeg

The Winnipeg Blue Bombers have chosen Inclusion Winnipeg to run one of their concession stands during the ten home games this season!
For our efforts, we will receive a percentage of the sales from our stand for each game. This is a great fundraising opportunity and we need your help.

Join a core team of dedicated volunteers to help at the games

Volunteers must:

  • Be 18 years or older
  • Be able to work 5 or more of the games
  • Pass the online serving it safe course
  • Attend a two-hour orientation prior to the first game

Volunteer roles

Cooks: grilling, simple food assembly, basic food safety and sanitation. Two of the cooks will also need their food handler’s certificate. all cooks will need to attend the two-hour Cook Orientation on Saturday May 25th at either 11:00AM or 2:00PM

Cashiers: serve orders, money handling, beer service, inventory and clean up. Our 2 lead cashiers will need to attend the Cashier Orientation on Thursday May 23rd at 6:00PM

The fees for the Serving it Safe and Food Handlers certificate will be covered by Inclusion Winnipeg.

Game Dates

Friday, May 31st @ 7:30pm
Thursday, June 27th @ 7:30pm
Friday, July 12th @ 7:30pm
Friday, July 19th @7:30pm
Thursday, August 8th @ 7:30pm
Thursday, August 15th @ 7:30pm
Saturday, September 7th @ 3:00pm
Friday, September 27th @ 7:30pm
Saturday, October 12th @ 3:00pm
Friday, October 25th @ 7:30pm

When registering, please let us know which role you are interested in and the dates of the games you would be able to attend.

Federal Budget continues Ready, Willing, and Able Across Canada

OTTAWA, ON – Federal Budget 2019 commits a $12 million investment to Phase 2 of the Ready, Willing, and Able program (RWA). RWA is a national employment program for persons with intellectual disabilities or Autism Spectrum Disorder (ASD). The Government of Canada has made a 3-year investment in RWA to continue its work with employers and community agencies across the country to generate employment opportunities for people with intellectual disabilities and ASD.

In response to the budget news, Cynthia Carroll, Chairperson of CASDA said, “This signals the government’s commitment to an inclusive and accessible Canada. This investment allows RWA to continue working toward the vision of an inclusive and effective labour market with an employment rate for people with intellectual disabilities and ASD on par with the national average.”

Based on outcomes and evaluation, the award-winning RWA is one of the most successful national employment initiatives of its kind in the history of the country. It has drastically changed the quality of life for persons with an intellectual disability or autism and has supported a more competitive labour market in Canada.

Krista Carr, Executive Vice-President of CACL, declared, “We are grateful for this investment from the federal government, which will allow us to continue to demonstrate that with targeted support, community involvement and employer leadership, job seekers with an intellectual disability or ASD can obtain and retain employment within the labour market. Real work for real pay.”

RWA has brought real outcomes and has empowered thousands of job seekers with an intellectual disability or ASD who previously were unable to enter or remain in the competitive labour force while providing employers with a source of talent that was previously overlooked. Recognizing the government’s strong commitment to supporting persons with disabilities, the funding announced in Budget 2019 for RWA will ensure this critical initiative continues to contribute to an inclusive and accessible Canada. We look forward to continued conversations with the government to expand and grow RWA.

Please visit to learn more about the Ready, Willing, and Able initiative and keep up-to-date as Phase 2 is rolled out across the country.

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Media Contact: Kurt Goddard, Director of Public Affairs, CACL,

About the Canadian Association for Community Living

CACL is composed of ten provincial and three territorial associations, with over 400 local associations across the country and more than 40,000 members. CACL leads the way in helping Canadians build an inclusive Canada by strengthening families, defending rights, and transforming communities into places where everyone can belong.

About the Canadian Autism Spectrum Disorders Alliance

The Canadian Autism Spectrum Disorders Alliance (CASDA) is a coalition of organizations and individuals developing a comprehensive National ASD Framework. CASDA is committed to ensuring the implementation of a comprehensive National ASD Strategy that addresses critical gaps in funding and policies, which are preventing individuals with ASDs and their families from exercising their equal rights as Canadians. CASDA includes over 55 national, provincial, and local autism organizations as well as individual members.

Winnipeg Next Chapter Book Club Looking for People Interested in Joining as Members or Facilitators

Once a week, a group of friends meets to read together at the Pembina Trails Public Library.

The Next Chapter Book Club provides an opportunity for people of all abilities, readers and non-readers, to read, learn and make friends in a relaxed community setting. In each meeting, we spend some time chatting about our week and enjoying snacks and drinks. We take turns reading and pause often to talk about ideas that interest us, feelings and connections that arise from the book, and to encourage one another. It’s not about learning to read; it’s about learning about life and each other. We are becoming a group of friends.

Next Chapter Book Clubs meet in public spaces and are facilitated by trained volunteers to allow everyone to participate. As in any club, choices about what to read, and how to organize the meetings are decided by the members.

What do the members like best about the book club? Everyone had a different answer.

“I really like talking about new words – we found some really interesting words in this book.”

“I just love to read.”

“I like the snacks. I like to eat!”

“I liked reading a fantasy book. It’s good that we have choices about what we want to read.”

“I like to see my new friends.”


It’s time to see if we can start another club! Both facilitators and participants are needed. Anyone can be a participant – we welcome people with or without disabilities, and you don’t need to be able to read – the only requirement is that you want to enjoy a good book with other people.

Volunteer facilitators receive online training, which includes a club demonstration, so they will be comfortable and effective guiding a book club for individuals with a variety of reading levels and abilities.

To join a club, volunteer to facilitate, or find out more, please email Deborah at

Manitoba Ombudsman releases 2016 annual report

Manitoba Ombudsman Charlene Paquin has released her office’s annual report for 2016. The report highlights the work and accomplishments of the office under the Freedom of Information and Protection of Privacy Act, the Personal Health Information Act, the Ombudsman Act and the Public Interest Disclosure (Whistleblower Protection) Act.

“This report touches on some of the formal investigations we concluded in 2016, as well as some of our other activities, such as outreach and the development of new resources,” said Paquin. “Our annual report remains a valuable way for us to share information about the work we do with the legislature, government organizations and the public.”

The report is available in English and French on the ombudsman’s website at Print copies are available by contacting the office at 204-982-9130, 1-800-665-0531 or

Manitoba Ombudsman is an independent office of the Legislative Assembly of Manitoba that promotes and fosters openness, transparency, fairness, accountability and respect for privacy in the design and delivery of public services. The office investigates complaints about access to information and privacy matters, the fairness of government actions and decisions, and serious wrongdoings that may have occurred.

Manitoba Ombudsman 2016 Annual Report

CIBC introduces new initiative to support employment for Canadians living with a disability

Bank partners with social enterprise Magnet to tackle employment barriers and focus on diversity hiring

TORONTO, Jan. 17, 2017 /CNW/ – Committed to increasing employment opportunities for individuals living with a disability, CIBC (TSX: CM) (NYSE: CM) announced today it is partnering with Magnet, an online network that connects job seekers to employers based on skills and talent needs.

A recently commissioned CIBC and Magnet survey* reveals that nearly two-in-five working-age Canadians living with a disability are unemployed, and this newly formed partnership aims to expand access to job opportunities for persons with disabilities. The same poll reveals that lack of opportunities (13%), past non-inclusive employment experience (9%) and fear of discrimination (6%) are just some of the reasons that individuals with disabilities cite they are not employed.

“CIBC is committed to having a team that reflects our diverse clients and the communities in which we live and work,” says Laura Dottori-Attanasio, Senior Executive Vice-President and Chief Risk Officer, and Diversity & Inclusion Executive Champion, CIBC. “We recognize that persons with disabilities are a largely untapped resource pool and Magnet’s platform will help us connect with these talented and experienced individuals, with the goal of matching them with the right job opportunities at CIBC.”

CIBC is committing to hiring 500 new team members with disabilities in 2017, and will grow that number year over year. As Magnet’s Diversity partner for Indigenous peoples and Persons With Disabilities, CIBC’s funding will help Magnet to further refine its search engine technology, and expand the platform to offer more opportunities to match employers and strong talent.

“We are thrilled to partner with CIBC and are grateful for its support,” said Mark Patterson, Executive Director, Magnet. “When forming this partnership, we were impressed with the authenticity and leadership of CIBC in being an inclusive employer and supporting community initiatives aimed at addressing the issue of employment barriers. We also met and are looking forward to working with many CIBC team members who also bring their personal passion to the initiative.”

Canadians Living with a Disability Employment Poll: Key Insights

Amongst working-age Canadians living with a disability, almost two-in-five (37%) are not currently employed

  • Of those, two-thirds indicate they are not working as a result of their disability
  • One-in-three indicate there are still very real barriers that prevent them from obtaining meaningful employment including: lack of opportunities for individuals with disabilities (13%), their last employment experience was not inclusive (9%), lack of confidence in their own abilities (7%), and fear of being discriminated against (6%)
  • One-in-four (24%) feel their most recent role did not leverage their qualifications well. Of those, some reasons cited include:
    • ‘I settled for the position due to a lack of other offers’ (45%)
    • ‘I was not given further opportunities because of my employers’ perception of my limitations’ (23%)
    • ‘I was lacking the appropriate workplace accommodations / support’ (22%)
    • Of those Canadians who do not disclose their disability with a potential employer, half (51%) don’t reveal this information due to fear of discrimination
    • While many respondents reveal they are comfortable discussing workplace accommodations with their employer (70%), among those requiring them almost three-in-five receive less than adequate workplace accommodations (58%)
      • Three-in-ten (30%) don’t require any workplace accommodations
    • When applying for a new employment opportunity, one-third (35%) of Canadians seek out employers who have a positive reputation for diversity in the workplace

CIBC currently works with a number of organizations that help identify talented persons with disabilities for employment opportunities. In 2015, CIBC became the first Canadian bank to form a partnership with Specialisterne – an organization that connects persons on the autism spectrum with employers. And in 2016 CIBC also forged a relationship with Lime Connect to offer recent grads with disabilities more opportunities to find meaningful employment.

“We want to let job seekers with disabilities know that at CIBC we focus on the abilities and personal strengths of people,” adds Ms. Dottori-Attanasio. “We need a diverse team to deliver on our goal of being a strong, innovative and relationship-oriented bank.”

To learn more about careers at CIBC, please visit:

*Canadians Living with a Disability Employment Poll Disclaimer:
From December 20 to 22, 2016 an online survey was conducted among 1,002 Canadian adults with a disability who are Angus Reid Forum panelists. For comparison purposes, a probability sample of this size has a margin of error of +/- 3%, 19 times out of 20.

About Magnet
Magnet is a new network powered by data-rich, job-matching technology that connects job seekers with employers based upon skills, preferences and talent needs. The network is also a unique source of real-time labour market information for decision makers and community planners. Magnet’s goal is to address unemployment and under-employment specifically as it relates to youth, new immigrants, Indigenous peoples, persons with disabilities and other individuals facing barriers to employment.

About CIBC
CIBC is a leading Canadian-based global financial institution with 11 million personal banking and business clients. Through our three major business units – Retail and Business Banking, Wealth Management and Capital Markets – CIBC offers a full range of products and services through its comprehensive electronic banking network, branches and offices across Canada with offices in the United States and around the world. Ongoing news releases and more information about CIBC can be found at or by following on LinkedIn, Twitter @CIBC, Facebook and Instagram @CIBCNow.


For further information: Olga Petrycki, Director, Public Relations, CIBC, or 416-306-9760.