Exploring Intersections of Race and Disability in the context of Canadian Employment Support Systems through the Experiences of Job Seekers/Workers, Employers, and Service Providers

Exploring Intersections of Race and Disability in the context of Canadian Employment Support Systems through the Experiences of Job Seekers/Workers, Employers, and Service Providers | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Exploring Intersections of Race and Disability in the context of Canadian Employment Support Systems through the Experiences of Job Seekers/Workers, Employers, and Service Providers Eakam Grewal, Evelyne Durocher, Stephanie Premji, Rebecca Gewurtz This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-4921270/v1 This work is licensed under a CC BY 4.0 License Status: Published Journal Publication published 25 Apr, 2025 Read the published version in Journal of Occupational Rehabilitation → Version 1 posted 13 You are reading this latest preprint version Abstract Purpose : Racism and ableism have impacts at individual and organizational levels and can produce and reproduce inequities and injustices in diverse contexts. However, their intersection remains largely unexamined in the provision of employment supports. The objective of this qualitative study is to identify barriers and facilitators within employment supports to seek strategies to improve the employment outcomes of racialized disabled job seekers and workers and address gaps faced by service providers and employers. Methods : This study used interpretive description (1). Four racialized disabled job seekers and workers, two employers and four service providers participated in semi-structured interviews. Thematic analysis (2) was used to analyze the data. Results : Five core themes were identified: 1) managing intersectional confusion; 2) employer education; 3) contextual barriers; 4) client-service provider relationships; and 5) urgency for solutions. Conclusion : This study provides grounding evidence about common concerns and barriers within existing employment support systems and can assist policymakers and service providers to better understand the complex and nuanced lived experiences of racialized disabled job seekers and workers. Introduction Historically, disabled persons have experienced poor employment outcomes compared with persons without disabilities ( 3 ). These outcomes can include lower rates of employment, lower earnings, and higher work precarity ( 4 ). These labour market inequalities become more pronounced among racialized disabled job seekers and workers due to intersecting layers of race and disability and their impact on health and social challenges ( 5 ). Supported employment programs have existed for years and continue to serve 8 million Canadians aged 15 years and older with disabilities ( 6 ). However, missing from the literature is an examination of the intersection of race and disability within employment support services, and of the impact of this intersection on the experiences of racialized disabled job seekers. Wilkerson and Penn in 1938 ( 7 ) started documenting racial differences in access and use of vocational rehabilitation (VR) services in the United States (US). In their study, they reported significantly lower rates of successful VR outcomes amongst disabled Black individuals. Nearly a century later, patterns of inequality persist despite the introduction of anti-discrimination legislation, including the Americans with Disabilities Act (ADA) of 1990, and the emergence of racial justice movements, such as Black Lives Matter (BLM), which originated in 2013 ( 8 ). Authors of other studies conducted largely in the US have reported racial variations across the type and amount of VR services provided to clients ( 9 , 10 , 11 , 12 ). Other authors have also identified that disabled clients from racialized groups received employment support services for shorter periods of time, had higher rates of unsuccessful case closures and received less financial support ( 13 , 14 , 15 ). Recent labour market shifts have also been linked to the COVID-19 pandemic in that disabled workers are facing a rise in job precarity ( 16 ). In Canada, between July 2020 to June 2021, an average of 28% and 31% of Indigenous persons and racialized individuals respectively lived with economic insecurity compared to only 16% of White individuals ( 16 ). The cumulative effects of these economic barriers in our current ableist and racist labor market have led to significantly higher rates of poverty among racialized disabled job seekers and workers ( 16 ). Literature to date is heavily reliant on administrative or survey data focused on particular subpopulations within organizations ( 5 ). In the past, demographic data such as race, age, gender, and sexual identity were superficially analyzed, without sufficiently exploring potential correlations with employment outcomes ( 17 ). Consequently, these factors were often deemed irrelevant to the broader context of VR and supported employment. This existent and affirming evidence ( 5 , 17 ) has presented a large gap in employment research and our current labour market. The purpose of this research is to explore the intersecting nature of disability and race in the context of employment support services, and to explore experiences of racialized This study will offer novel information about experiences of those involved in the processes of accessing, help identify strategies, recommendations, and practices to improve employment and career experiences for racialized disabled job seekers and workers. Theoretical Framework To explain the experiences of racialized disabled job seekers and workers, we drew on the intersectionality framework ( 18 ) because of its foundational tenets about how intersectional identities contributes to discrimination, oppression, and disadvantage. The term ‘intersectional identities’ was coined by Kimberlé Crenshaw in her 1989 work examining anti-discrimination laws in the US in relation to lesbian Black women ( 19 ). Intersectionality offers researchers a robust analytical framework to help them examine interconnections between various socially constructed identities such as race, gender, class, sexual identities, as these collectively shape the lived experiences of individuals and groups ( 20 ). The intersectionality framework is interdisciplinary and consists of three key principles: (a) individuals hold multiple identities that can intersect; (b) each identity carries dynamics of power or oppression; and (c) identities, while personal, are also constructed within socio-cultural contexts and are therefore subjected to change ( 18 ). Methods To capture the lived experiences of racialized disabled job seekers and workers, the perspectives of employers and service providers, and the perception of how existing employment supports are meeting their needs, we conducted a qualitative interpretive description (ID) ( 1 ) study informed by the framework of intersectionality ( 18 ). ID is used to generate knowledge of a subjective experience for the purpose of informing research ( 1 ). This approach is instrumental in analyzing phenomena through the lens of subjective experiences, uncovering the underlying characteristics, patterns, and structures while acknowledging the constructed and contextual nature of human experience ( 1 ). This study was approved by the ethics board overseeing research in the affiliated university. We recruited participants from various organizations who provide formal employment supports to disabled job seekers and workers, and employers across Canada. A purposive sampling strategy was employed to attain maximum variation in our sample ( 21 ). No exclusion criteria related to the types of disabilities and racial backgrounds were set during the recruitment process. We sought to incorporate multiple perspectives in the sample, including (a) racialized disabled participants who were actively seeking work or who were already employed, (b) employers who had experiences hiring and accommodating racialized disabled workers and (c) service providers who managed and provided employment supports to employers and racialized disabled job seekers and workers. We conducted in-depth, semi-structured qualitative interviews with 10 participants. Interviews ranged from 30–60 minutes in length, with an average duration of 40 minutes, and were performed through the Zoom video conference platform. All audio was recorded and transcribed through Artificial Intelligence built into the Zoom platform. Transcription clean-up was completed by re-listening to the recorded audio files. We uploaded all transcripts onto Dedoose Version 9.2.012 ( 22 ), a cloud-based qualitative data management software. Our data was analyzed abductively through thematic analysis, a process that involves iteratively cycling between data and theory to generate insights ( 2 ). Abductive analysis allowed us to identify emergent themes while continuously refining our understanding based on both the participants' narratives and existing theoretical frameworks ( 23 ). As one method to establish rigour and further engage with participants, member-checking was done by sharing a summary of the emerging results with the participants and they were invited to provide feedback in writing by email, or verbally by phone or Zoom. Member-checking informed the later stages of analysis, guiding the inclusion of new, complex, or contradictory results ( 24 ). Reflexivity was also a key consideration, acknowledging that the investigators’ background and experiences related to the research issue could influence the research process ( 24 ). Results Sample characteristics A total of 10 individuals participated in this study: two were employers, four were service providers, and four were racialized disabled job seekers and workers (see Table 1 for participant characteristics). Participants described their experiences of using or implementing employment supports and what needs were or were not met. From the data we generated five themes. See supplementary material for a summary of the themes. Table 1 Participant characteristics Pseudonym Disability (Yes/No) Racial Identity Gender Age Employment Status Service Provider (n = 4) Alex No White Man 46 Employee client coordinator Claudia No White Woman 34 Manager of supported employment Maya No Black Woman 26 Facilitator for employment programs Ayesha No South Asian Woman 25 Mental health occupational therapist Racialized Disabled Job Seeker/Worker (n = 4) Jasmine Yes South Asian Woman 45 Seeking employment Rajesh Yes South Asian Man 24 Seeking Employment Megan Yes Black Woman 32 Food and hospitality worker Michael Yes Black Man 46 Seeking employment Employer (n = 2) Daniel No White Man 59 Café owner Don No White Man 59 Café manager Theme 1: Managing intersectional confusion In reflecting on their experience of using employment supports to find and retain jobs, racialized disabled job seekers and workers reported that they were confused and struggled to navigate their intersecting health issues as they attempted to use employment supports that often failed to account for the full spectrum of their needs. For example, Michael described his experience of confusion while managing multiple identities associated with race and disability in the context of employment: "Does it have to with my disabilities? I don’t know. Does it have to do with my race? I don’t know.... I am trying to figure it out, the problem with having so many intersectionalities... In having all of these intersections, is confusing. I do not know what it is” [Michael]. Michael went on to emphasize that this confusion and complexity makes it hard to identify the root cause of the barriers to finding sustainable work. Participants living with multiple intersecting identities also frequently reported a lack of comprehensive understanding and support from service providers. As suggested by Rajesh, participants with multiple disabilities were often conflicted when obtaining supports from disability specific employment support organizations. “The other thing is I guess for my case specifically, epilepsy's not the only disability that I live with. I have a few other health condition disabilities as well. I have cystic fibrosis which affects my lungs, liver, and kidneys as well. And then I have diabetes as well. So, with all those conditions in mind, like obviously, [the service provider mentioned] specializes in helping people with epilepsy, and I think they've been great in helping me on the epilepsy section. They know about my other disabilities, but it's you know… just finding, helping me kind of navigate through the workplace and finding employment, keeping my other conditions in mind has been a bit more of a challenge. I think if I had like one condition it would have been okay, but you know adding my diseases on top of each other makes it significantly more difficult” [Rajesh]. Rajesh noted that service providers and organizations can often lack the resources or expertise to fully address co-occurring conditions. As a result, participants often find themselves at a crossroads, struggling to obtain adequate and holistic support that considers the entirety of their intersecting identities. Other respondents also reported about compounding effects of multiple social identities. Many service providers noted that their clients were living with many other social challenges such as precarious immigration statuses and poverty, which caused further barriers in accessing supports for finding and retaining employment. Ayesha, a service provider, highlights how these compounded barriers disproportionately affect racialized disabled persons: “Other barriers that are compounding… it is sort of known as fact in [social and health] research that racialized and disabled people are more exponentially faced by challenges like low income and homelessness and addiction and all those different things” [Ayesha]. Service providers often reported that they are limited in their capabilities and can only address a specific disability. Many noted that, despite the impact of other social challenges on employment opportunities, they are often unable to tackle broader socioeconomic issues that restrict employment opportunities. According to participants, this limitation can create a complex web of obstacles for job seekers or workers in securing and retaining employment. In situations where clients require help in multiple facets of their lives, service providers described feeling restricted in what they can provide and do in terms of support. They mentioned being able to assist with the client’s specific disability but not the other factors that restrict employment opportunities. Ayesha, a service provider, highlighted this issue: “If a client can’t get somewhere because they have no money and those sorts of things, it compounds on top of each other, and the employment counsellors are stuck and cannot provide the supports for the client, so they are not able to do what they need to do” [Ayesha]. Ayesha's statements emphasize the interconnectedness of financial stability and employment success, revealing the profound impact of socioeconomic factors on the support services available to job seekers. When contacting potential employers, service providers reported that they have sometimes tried to conceal client traits that are known barriers to employment such as gender, age, disability, and race to create traction and approachability when introducing them to potential employers: “I'm a master word spinner. But to just give an example, the person's resume that I was just working on, she has a business management degree, proficient in Microsoft office, she has their basic bookkeeping, iCloud and business administrative supports technician and customer service technician. Oh, I literally was telling her, you are my dream resume right now. Like you should be so easy to be placed based on your resume. But she will basically hit that hurdle when she goes through an interview, and they see that [she has] a disability. So now my job is to basically [say] ‘hey, look at her qualifications. That's exactly what you want. She may take longer to do what you want, but she can do the job’” [Alex]. As described by Alex, many racialized disabled job seekers become successful in reaching later stages of the job recruitment process but are ultimately not hired because of employer misconceptions and judgements based on their race and disability rather than skill and capability during in-person encounters such as job interviews. Both racialized disabled job seekers and service providers highlight the critical need for employers and workplaces to transcend biases associated with intersecting identities of race and disability. Instead of focusing on these identities, service providers suggest adopting a merit-based approach that emphasizes measurable skills, abilities, and alignment with the company culture in hiring decisions: “It literally comes down to can the person do the job? Can you teach the person to do the job? Do they meet the culture of your company? I just don't know if [we will] ever get [to] that point. There are too many barriers in place for salvage” [Alex]. Alex emphasized the importance of using objective criterion to assess a candidate's capability, and of focusing on both technical competencies and soft skills such as the candidate's willingness and ability to learn, adapt, and acquire new skills on the job. Theme 2: Employer education Several service providers acknowledged a lack of employer education about the business case for hiring racialized disabled job seekers and workers. Participants noted that a lack of knowledge and awareness leads employers to be wary and reluctant to hire racialized disabled workers. For example, Alex observed that employers are often overly influenced by negative assumptions and stereotypes about racialized disabled workers' ability to perform, contribute, and integrate into the workplace: “Like I'll hear quite often, ‘I guess somebody that's going to be employed for me will not be able to do the job so am I going to have to do hand holding’. So, there's a lot of education involved with my job, a lot of networking, a lot of telling and working with people through that having somebody that has a barrier for employment is a great addition to a team” [Alex]. This service provider highlighted the need for extensive education efforts to dispel misconceptions and biases held by employers regarding the capabilities of individuals with disabilities and other barriers to employment. Service provider participants highlighted the need for greater awareness and education among employers regarding disability confidence and inclusion. For example, Maya observed that many employers are primarily motivated by meeting mandated targets, such as hiring a specific percentage of disabled workers, rather than genuinely understanding and embracing inclusivity: “I think the first thing is just awareness for employers, especially they just need to be educated more on disability confidence and inclusion. Most of these employers just want to hit a certain target, like maybe the government said you have to hire like 20% [of workers who are disabled]. That system doesn't really sit well with me” [Maya]. Maya expressed that this target-driven approach lacks the depth required for true inclusivity. Her comments suggest that there is a need to shift towards educating employers to foster a more authentic and effective integration of diverse individuals into the workforce, including racialized disabled workers. Service provider participants also noted that their job included supporting employers, to create more inclusive workplaces so that disabled and racialized workers can fully integrate the workplace and reach their fullest potential without discrimination: “’Why would an employer want to hire somebody like that when they can hire normal people?’ Is a direct quote that came up just like a couple weeks ago. And like I would say, daily, weekly, monthly part of my job is challenging bias. And trying to have conversations with people about their intrinsic kind of biases and then trying to uncover different ways of viewing things and trying to encourage different viewpoints” [Claudia]. Claudia acknowledged that challenging bias, engaging in regular discussions with employers to uncover and address their intrinsic biases, and encouraging them to consider alternative viewpoints and perspectives can promote diversity and inclusivity. Sub theme: Accommodations The most significant support reported by employer participants was receiving education on how to effectively provide accommodations for disabled workers. Participants indicated that effective accommodations, when combined with clear communication and flexibility, can help mediate conflicts among workplace stakeholders and allow workers to maximize their skills and abilities: “I think there has been frustration that someone cannot necessarily do the job and it is slowing the entire team down, but that soon passes [as they learn the job with appropriate accommodations]. If we do ever see anything like that, we typically take someone aside, maybe both parties and we say, listen, we have seen this and we want you to be aware, and we want you to accommodate here and recognize that someone is learning the job... I want you to give this person this particular responsibility and take them through it carefully and we will clearly define the steps they need to follow in order to improve somebody’s experience of working and giving them the skills and the confidence so that when they go out the next time” [Daniel]. Daniel described that employers who take a proactive approach by engaging in dialogue and clearly defining responsibilities can help facilitate the learning process and improve the overall work experience for disabled employees and the employers who hire them. However, according to participants, workplace accommodations can still be challenging for employers to conceptualize, implement and can be intertwined by the presence of ableism and unconscious racial homogeneity in workplace settings. For example, one service provider noted, the mindset of employers providing workplace accommodations is rooted intrinsically and subconsciously through ableism and racism: “I would say that the biggest thing we have noticed day to day is that baked in ableism against people with disabilities and then with some of the clients that I have talked to, just not being able to identify the whiteness in a space. Such as paying attention to DI [Divesity Inclusion] in very meaningful ways because it is very unconscious when a space is really white. They are not really going to notice, and no one is going to feel very comfortable speaking about it. Yes, definitely ableism will create ways that will also prevent them from engaging in these very easy accommodations that can be put in place to make things easier, but they are not willing to consider that because they could just hire a worker who does not need that” [Ayesha]. Ayesha points out the difficulty in recognizing biases, which can hinder the meaningful implementation of necessary accommodations for disabled individuals. Theme 3: Contextual barriers Service providers discussed how their racialized disabled clients were often pigeonholed by members of the community, especially in small rural areas. Common examples included labelling certain racial groups into categories and associating stereotypes. For example, one service provider noted: “Pigeonholing, so, for example, the group I'm with, there's a lot of, racial diversity amongst our group. So, it's really nice but you have a lot of people, where for example, the subway a couple of weeks ago, I hear ‘oh, man, those people are everywhere’. So, there's a lot of that racism that's still there, and pigeonholing can bring everybody in one box” [Alex]. As Alex described, generalized assumptions and comments can extend into other settings such as the workplace and impact the employment experiences of racialized individuals. The prevalence of pigeonholing presents challenges to inclusion, where the presence of diverse individuals does not automatically translate to an inclusive and respectful environment. Service providers participants frequently discussed the challenge of determining which workplace standards and practices to emphasize to help their clients succeed in Canadian workplaces. Participants noted that cultural differences among newcomer clients present unique challenges in employment services. As one service provider shared: “I've had clients who've come to me for employment services and arrive like 15–20 min late for their appointment because that's normal and acceptable wherever like they grew up. Then when they moved to Canada, they had to kind of learn about like the Canadian workplace expectations of arriving on time or early... And that's something that, you know, in employment services we try to educate people in like the Canadian work experience expectations, but I don't even know if that's really like, right?” [Claudia]. This service provider observed challenges faced by newcomers in adapting to new cultural norms and the role of employment services in facilitating this transition. As reported by services providers in this study, a lot of barriers can exist via the administrative side of employment supports. For example, as Ayesha noted, disabled job seekers and workers receive a fixed amount of money to purchase work supplies but oftentimes it is insufficient and does not cover the necessary equipment for the jobs they are seeking: “Job seekers, through these organizations, get $500 from the organization to support them in things that they need. For example, if they need things like orthotics that is technically covered under that amount of money, or clothes for interviews or bus passes, it comes from that money. It is not really enough... I think that it would be amazing if that amount was increased and then job seekers would have some level of support there for a longer period of time, but that amount is used up so fast and that is certainly the financial piece” [Ayesha]. Ayesha also expressed that increasing financial support would help job seekers and workers by providing them with sustained assistance over a longer period. Increasing financial support would allow job seekers to better meet their employment needs, reducing the immediate pressure and providing a more stable foundation for their job search and retention efforts. Theme 4: Client-service provider relationships According to several participants, client-service provider relationships are an integral part of the employment support process and can be shaped by similarities and differences in client-service provider race relations. For example, one service provider commented about the predominance of white providers and expressed an awareness of the differences in how support might be provided in programs with only white service providers: “The other thing that I have also noticed is that in a lot of spaces that I have been in, a lot of the employment support providers are white, and I cannot necessarily speak to how that has influenced my client’s interactions with employment services or anything like that, but they are noticeably that kind of environment. I certainly feel an awareness of the differences and differences not in ideology but in how I might support somebody in that kind of space. Like I said, I have had those conversations before with some clients” [Ayesha]. However, participants pointed out that it is not common for clients and service providers to share the same racial background. Many participants reported that service providers are often not racially representative of the communities they serve. One participant described: “A lot of the employment services staff isn't, what's the word I'm looking for? Like it's not representative of the city. So, the way that the programs are offered or the way that they're designed are not catering to like a non-Western culture” [Claudia]. A lack of diverse representation can result in a disconnect between service providers and their clients, making it challenging for clients to fully engage with the programs designed to assist them. Other tensions experienced within client-service provider relationships include issues of caseload balance, which came up only among the service provider participants. For example, Claudia noted that service providers are often assigned a caseload beyond their capacity to fully meet the needs of each client: “each [case worker] has a caseload of 100 to 200 clients” [Claudia]. Another service provider, Ayesha further suggested that large caseloads can lead to significant staff burnout and turnover: “ [Service providers] are overwhelmed. Apparently, and I will say this generally, there has been a lot of turnovers in a lot of different places from what I have heard. It has been challenging” [Ayesha]. Under these circumstances, service provider participants report they often struggle to fully address the significant needs of their clients and the employers who hire them. One service provider participant pointed out: “So I feel like some of them would benefit if there was like a therapist in house just to talk to maybe on high days or someone. I also think like I think I heard of this recently, like I don't know what they call them, if it's employment coach or something, but it's like maybe when someone follows like a client to maybe a job interview, or maybe follows them for the first couple of months. Especially for people with like anxiety or something and they just follow them through until they are somewhat comfortable. So, I would say that is one thing I thought of that it's not present right now” [Ayesha]. Ayesha explained that incorporating mental health and sustained support services could benefit job seekers and workers, particularly those facing anxiety and other barriers to employment. Theme 5: Urgency for solutions There was collective agreement amongst participants about the urgent need to create solutions that foster momentum: “We are in a crisis right now. I don’t need a solution years from now, I need a solution right now” [Michael]. Micheal noted that there is a necessity to provide tangible and practical solutions that can be implemented without delay as of now, rather than long-term strategies that may take years to materialize. Several participants reported an urgent need to increase dedicated funding to employment support programs to expand their services and capacity: “If there was more funding allocated to each client..., that would still be used up really fast, but at least it would be a little more money, which I think would be really helpful” [Ayesha]. This service provider suggests a need for careful consideration of resource distribution to ensure that funds are directed towards areas of greatest need and can have the most significant impact on client outcomes. Service provider participants outlined a lack of consistency and acknowledgement from the government’s perspective, and how little employers really understand about their requirement to accommodate disabled persons. Such a lack of understanding is especially troublesome among small to mid-sized businesses, who may not have the resources needed to consult an employment lawyer. For example, one service provider noted: “What's happening is small businesses, large businesses, employers in general are understanding the law as best they can without any clarity. Like nothing is clear unless they actually talk to an employment lawyer, and nobody can afford that. And so, they're just making judgments based on what they think they're supposed to be doing” [Claudia]. Service provider participants emphasized that, without clear guidance or accessible resources, many employers are left to interpret the law on their own, often resulting in inadequate or misinformed approaches to accommodation. Another barrier noted by participants is a current focus on school to work transitions and young disabled workers. As a result, those with more developed work histories or professional qualifications may really struggle to get the services they need. Participants suggested a shift towards prioritizing younger disabled workers that often leads support services to focus on entry-level positions, internships, or apprenticeships. Racialized disabled worker participants have noted that this focus can leave seasoned professionals without the necessary support to navigate the job market, upgrade their skills, or transition into roles that align with their experience and expertise. For example, one racialized disabled worker noted: “I hold my breath; I feel like they have changed focus to focus on young people with disabilities. That is where it is really hard for me. I wonder where the actual support for professionals with disabilities. They talk about all these challenges with turnover etc. but I do not have any of that. I do not understand the logic behind why it is so hard to hire me” [Michael]. This participant and others noted the need to ensure that all disabled persons can access employment supports that will support their employment journey regardless of their current stage in their employment journey. This sentiment raises the importance of inclusive policies and programs that address the diverse needs of racialized disabled individuals throughout their employment journeys, promoting equal opportunities and support for all. Discussion This study presents perspectives of service providers, employers, and racialized disabled job seekers and workers on facilitators and barriers encountered in their experiences navigating and utilizing employment support services, an area that has received limited attention in Canadian research to date ( 5 ). In this discussion, we suggest how the results of our analysis can advance knowledge through an intersectional lens focused on how socially structured concepts such as race and disability can cause disadvantage and negatively influence experiences with employment support services and subsequent employment outcomes. We also identify limitations and future avenues in which policy, practice, and research can fill the gaps as experienced by our study participants to reduce the racial and disability disparities in the employment support sector. Participants in this study reported that the identified employment services are inflexible and suggested that there is a need for personalized supports that align with social identities related to race, disability, gender, religion, immigration and citizenship, and socioeconomic status. Delman and Adams ( 25 ) examined how young Black adults with serious mental illness perceive the barriers and facilitators in achieving their vocational goals and identified that their participants rejected rigid programmatic approaches of employment support systems that failed to consider their individual life experiences and expressed needs. In the present study, several participants also reflected on a lack of development and innovations of employment supports in areas such as service provider capacities, employer education, monetary supports, and personalized aid. These results align with the research of Anderson and Hergenrather ( 26 ), which suggests that current employment support policies and practices may contribute to work conditions that threaten a service provider's ability to provide competent service, primarily due to an environment that fosters a high risk of burnout. Service provider participants in this study reported often struggling with large caseloads, which may preclude or impair their abilities to provide sufficient guidance and services to each client ( 27 ). As the service provider participants in this study outlined, the implementation of other personnel in the form of mental health therapists and occupational therapists can ease some caseload burdens. A need for employer education was also suggested by numerous participants in this study. This sentiment was also reported by Park and colleagues in a study exploring the VR experiences of Asian American job seekers ( 11 ). Consistent with the results of our analysis, Park and colleagues called upon service providers to do more outreach with businesses and employers in their respective areas and provide job development and Equity, Diversity, and Inclusivity (EDI) training to dispel ableist and racists myths ( 11 ). An EDI approach can position businesses to harness the full potential of a diverse workforce, contributing to broader societal goals of equity and opportunity for all individuals, regardless of their background or ability ( 28 , 29 ). Service provider participants in the present study suggested that racialized disabled job seekers and workers can be pigeonholed by members of the community and can be streamlined into limited types of jobs based on societal assumptions and attitudes about their capabilities. This streamlining can lead to what Casad and Byrant ( 30 ) refer to as a “stereotype threat” in the workplace, defined as the risk of confirming negative stereotypes about one's social group. Stereotype threat can exacerbate the challenges faced by individuals as they navigate employment opportunities ( 30 ). This threat may lead to internalized doubts and external perceptions that hinder their ability to fully demonstrate their skills and potential ( 30 ). The results of our analysis, together with existing literature, suggest that service providers must do more to combat intrinsic attitudes and biases. Service providers might need to be more explicit to employers about the business case of hiring diverse candidates, and employers might need additional information and guidance on the specific benefits for increasing workplace diversity ( 31 ), including racialized disabled job candidates. This study has several limitations. Participant recruitment was challenging and ultimately limited to only 10 participants from a few organizations, resulting in a relatively homogenous sample in terms of race, disability, geographic location and position. Therefore, we suggest caution before making inferences in relation to other populations and organizations. Despite these limitations we analyzed the data from the collected interviews until no new themes emerged. Trustworthiness was built through reflexive techniques such as constant debriefing, reflecting, and memoing ( 32 ). By analyzing race and disability through an intersectional approach, the complexity of participants lived experiences was captured, offering rich and detailed narratives that went beyond a one-dimensional analysis ( 33 ). The framework of intersectionality ( 18 ) encouraged the inclusion of diverse perspectives within the study, ensuring that the sample, while limited, reflected the varied experiences of service providers, employers, and racialized disabled job seekers and workers. Intersectionality enhanced the validity and reliability of the results by prompting us to analyze the data through a holistic lens to create more thorough and rigorous interpretations ( 34 ). This approach mitigates the risk of oversimplification and acknowledges the diversity within groups, leading to more accurate and representative results ( 34 ). Furthermore, intersectionality prompted reflexivity and critical thinking, helping to identify and address potential biases, and ultimately contributing to the credibility and depth of the results ( 35 ). Informed by this study, numerous future steps can be taken. Specifically, the results of our analysis highlight a need to create intersectional programing that target issues faced by racialized disabled persons (e.g. immigration, poverty, etc.), re-design resources to enhance service provider capacity and relatability, and implement EDI training to integrate racial and cultural adaptations. Intersectional programs might include comprehensive support services that address not only employment but also related challenges such as healthcare access, housing stability, legal assistance for immigration issues, and financial counseling ( 36 ). Interagency collaborations involving one-stop centers, would streamline access to these services, allowing individuals to receive comprehensive support from multiple agencies in a single location ( 37 ). By integrating resources and expertise from various sectors, these programs would enhance service provider capacity and reliability, ultimately leading to better outcomes for racialized disabled persons ( 38 ). Current literature highlights the significance of incorporating cultural competency training in the curriculum for service providers ( 39 , 40 , 41 ). Cultural training can promote effective communication strategies that are sensitive to cultural nuances, reducing misunderstandings and improving rapport with clients ( 40 , 41 ). Furthermore, future qualitative studies can also provide a more in-depth examination of the Canadian context and provide more information about the importance of reporting racialized status when navigating the employment support systems, shedding light on how racial identity influences access to resources, support, and opportunities. Future research can contribute to a more nuanced understanding of the barriers racialized individuals encounter and inform the development of more inclusive and effective employment support strategies. Declarations Author Contribution E.G. wrote the main manuscript text. All authors reviewed the manuscript. References Thorne S. Interpretive description: Qualitative research for applied practice. 2016. Braun V, Clarke V. Using thematic analysis in psychology. Qual Res Psychol. 2006;3(2):77–101. Shaewitz D, Yin M. An uneven playing field: The lack of equal pay for people with disabilities. American Institutes for Research; 2014. Kaye H. Barriers to employment for people with disabilities: Bad advice, poor health, and ineffective public policy. Disabil Health J. 2010;3. Fuentes K, Hsu S, Patel S, Lindsay S. More than just double discrimination: a scoping review of the experiences and impact of ableism and racism in employment. Disabil Rehabil. 2023;46(4):650–71. Statistics Canada. Canadian survey on disability: From 2017 to 2022 [Internet]. 2023 [cited 2024 March 24]. https://www.statcan.gc.ca/en/sc/video/canadian-survey-disability-2017-2022 Wilkerson DA, Penn LA. The participation of Negroes in the federally-aided program of civilian vocational rehabilitation. J Negro Educ. 1938;7(3):319–30. Mwachofi AK. African Americans' access to vocational rehabilitation services after antidiscrimination legislation. J Negro Educ. 2008;77(1):39–59. Kim-Rupnow WS, Park HC, Starbuck DE. Status overview of vocational rehabilitation services for Asian Americans and Pacific Islanders with disabilities. J Vocat Rehabil. 2005;23(1):21–32. Ni C. Transition success: What factors relate to VR acceptance and employment outcomes? University of Connecticut; 2008. Park HC, Kim-Rupnow WS, Stodden R, Starbuck DE. Disparity of closure types in vocational rehabilitation services. J Vocat Rehabil. 2005;23(1):33–8. Rosenthal DA, Ferrin JM, Wilson K, Frain M. Acceptance rates of African-American versus White consumers of vocational rehabilitation services: A meta-analysis. J Rehabil. 2005;71(3):36–44. Catalano D, Pereira AP, Wu MY, Ho H, Chan F. Service patterns related to successful employment outcomes of persons with traumatic brain injury in vocational rehabilitation. NeuroRehabilitation. 2006;21(4):279–93. Carlos Arango-Lasprilla J, da Silva Cardoso E, Wilson LM, Romero MG, Fong C, Sung C. Vocational rehabilitation service patterns and employment outcomes for Hispanics with spinal cord injuries. Rehabil Res Policy Educ. 2011;25(3/4):149–62. Mwachofi AK, Broyles R, Khaliq A. Factors affecting vocational rehabilitation intervention outcomes: The case for minorities with disabilities. J Disabil Policy Stud. 2009;20(3):170–7. Canadian Centre for Policy Alternatives. Racialized and Indigenous workers in jobs at high risk of COVID-19 infection: Report. 2021. Nord D, Hewitt A, Nye-Lengerman K. Economic and programmatic indicators explain vocational rehabilitation employment rates of persons with cognitive disabilities. J Vocat Rehabil. 2013;38(2):149–56. Crenshaw K. Mapping the margins: Intersectionality, identity politics, and violence against women of color. Stanf Law Rev. 1991;43(6):1241–99. Crenshaw K. Demarginalizing the intersection of race and sex: A Black feminist critique of antidiscrimination doctrine, feminist theory and antiracist politics. Univ Chic Leg Forum. 1989;140:139–67. Abrams JA, Tabaac A, Jung S, Else-Quest NM. Considerations for employing intersectionality in qualitative health research. Soc Sci Med. 2020;258:113138. Palinkas LA, Horwitz SM, Green CA, Wisdom JP, Duan N, Hoagwood K. Purposeful sampling for qualitative data collection and analysis in mixed method implementation research. Adm Policy Ment Health. 2015;42(5):533–44. Dedoose Version. 9.2.012 , cloud application for managing, analyzing, and presenting qualitative and mixed method research data (2024) . Los Angeles, CA: SocioCultural Research Consultants, LLC www.dedoose.com. Thompson J. A guide to abductive thematic analysis. Qual Rep. 2022;27. Krefting L. Rigor in qualitative research: the assessment of trustworthiness. Am J Occup Ther. 1991;45(3):214–22. Delman J, Adams LB. Barriers to and facilitators of vocational development for Black young adults with serious mental illnesses. Psychiatr Rehabil J. 2022;45(1):1–10. Anderson CA, Hergenrather K, Jones WD. Empowering community voices: The influences of consumer race, disability, and poverty on public vocational rehabilitation service engagement. J Rehabil. 2021;87(1):40–7. Rogers JB, Bishop M, Crystal RM. Predicting rehabilitation outcome for supplemental security income and social security disability income recipients: Implications for consideration with the ticket to work program. J Rehabil. 2005;71(3):5–10. Gewurtz RE, Langan S, Shand D. Hiring people with disabilities: a scoping review. Work. 2016;54(1):135–48. Shaw J, Wickenden M, Thompson S, Mader P. Achieving disability inclusive employment – Are the current approaches deep enough? J Int Dev. 2022;34(5):942–63. Casad BJ, Bryant WJ. Addressing stereotype threat is critical to diversity and inclusion in organizational psychology. Front Psychol. 2016;7:8. Yin M, Pathak A, Lin DJ, Dizdari N. Identifying racial differences in vocational rehabilitation services. Rehabil Couns Bull. 2022;66(1):13–24. Olmos-Vega FM, Stalmeijer RE, Varpio L, Kahlke R. A practical guide to reflexivity in qualitative research: AMEE Guide 149. Med Teach. 2023;45(3):241–51. Rice C, Harrison E, Friedman M. Doing justice to intersectionality in research. Cult Stud Crit Methodol. 2019;19(6):409–20. Bauer GR. Incorporating intersectionality theory into population health research methodology: challenges and the potential to advance health equity. Soc Sci Med. 2014;110:10–7. Abrams JA, Tabaac A, Jung S, Else-Quest NM. Considerations for employing intersectionality in qualitative health research. Soc Sci Med. 2020;258:113138. Fleming AR, Del Valle R, Kim M, Leahy MJ. Best practice models of effective vocational rehabilitation service delivery in the public rehabilitation program: a review and synthesis of the empirical literature. Rehabil Couns Bull. 2013;56(3):146–59. Timmons JC, Boeltzig H, Hall AC, Hamner D, Fesko SL. One-stops and employers: building jobs for people with disabilities. J Rehabil Adm. 2006;30:17–32. Bond GR. Principles of the individual placement and support model: empirical support. Psychiatr Rehabil J. 1998;22(1):11–23. Matrone KF, Leahy MJ. The relationship between vocational rehabilitation client outcomes and rehabilitation counselor multicultural counseling competencies. Rehabil Couns Bull. 2005;48(4):233–44. Dunham MD. Vocational rehabilitation outcomes of African American adults with specific learning disabilities. J Rehabil. 1998;64(3):36–41. Kaya C. Demographic variables, vocational rehabilitation services, and employment outcomes for transition-age youth with intellectual disabilities. J Policy Pract Intellect Disabil. 2018;15(3):226–36. Additional Declarations No competing interests reported. Supplementary Files Supplementarymaterial.docx Cite Share Download PDF Status: Published Journal Publication published 25 Apr, 2025 Read the published version in Journal of Occupational Rehabilitation → Version 1 posted Editorial decision: Revision requested 11 Oct, 2024 Reviews received at journal 11 Oct, 2024 Reviews received at journal 04 Oct, 2024 Reviews received at journal 04 Oct, 2024 Reviews received at journal 30 Aug, 2024 Reviewers agreed at journal 23 Aug, 2024 Reviewers agreed at journal 22 Aug, 2024 Reviewers agreed at journal 21 Aug, 2024 Reviewers agreed at journal 21 Aug, 2024 Reviewers invited by journal 16 Aug, 2024 Editor assigned by journal 16 Aug, 2024 Submission checks completed at journal 16 Aug, 2024 First submitted to journal 15 Aug, 2024 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. 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These outcomes can include lower rates of employment, lower earnings, and higher work precarity (\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e). These labour market inequalities become more pronounced among racialized disabled job seekers and workers due to intersecting layers of race and disability and their impact on health and social challenges (\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e). Supported employment programs have existed for years and continue to serve 8\u0026nbsp;million Canadians aged 15 years and older with disabilities (\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e). However, missing from the literature is an examination of the intersection of race and disability within employment support services, and of the impact of this intersection on the experiences of racialized disabled job seekers.\u003c/p\u003e \u003cp\u003eWilkerson and Penn in 1938 (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e) started documenting racial differences in access and use of vocational rehabilitation (VR) services in the United States (US). In their study, they reported significantly lower rates of successful VR outcomes amongst disabled Black individuals. Nearly a century later, patterns of inequality persist despite the introduction of anti-discrimination legislation, including the Americans with Disabilities Act (ADA) of 1990, and the emergence of racial justice movements, such as Black Lives Matter (BLM), which originated in 2013 (\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e). Authors of other studies conducted largely in the US have reported racial variations across the type and amount of VR services provided to clients (\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e, \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e, \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e, \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e). Other authors have also identified that disabled clients from racialized groups received employment support services for shorter periods of time, had higher rates of unsuccessful case closures and received less financial support (\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e, \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e). Recent labour market shifts have also been linked to the COVID-19 pandemic in that disabled workers are facing a rise in job precarity (\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e). In Canada, between July 2020 to June 2021, an average of 28% and 31% of Indigenous persons and racialized individuals respectively lived with economic insecurity compared to only 16% of White individuals (\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e). The cumulative effects of these economic barriers in our current ableist and racist labor market have led to significantly higher rates of poverty among racialized disabled job seekers and workers (\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eLiterature to date is heavily reliant on administrative or survey data focused on particular subpopulations within organizations (\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e). In the past, demographic data such as race, age, gender, and sexual identity were superficially analyzed, without sufficiently exploring potential correlations with employment outcomes (\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e). Consequently, these factors were often deemed irrelevant to the broader context of VR and supported employment. This existent and affirming evidence (\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e, \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e) has presented a large gap in employment research and our current labour market. The purpose of this research is to explore the intersecting nature of disability and race in the context of employment support services, and to explore experiences of racialized This study will offer novel information about experiences of those involved in the processes of accessing, help identify strategies, recommendations, and practices to improve employment and career experiences for racialized disabled job seekers and workers.\u003c/p\u003e\n\u003ch3\u003eTheoretical Framework\u003c/h3\u003e\n\u003cp\u003eTo explain the experiences of racialized disabled job seekers and workers, we drew on the intersectionality framework (\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e) because of its foundational tenets about how intersectional identities contributes to discrimination, oppression, and disadvantage. The term \u0026lsquo;intersectional identities\u0026rsquo; was coined by Kimberl\u0026eacute; Crenshaw in her 1989 work examining anti-discrimination laws in the US in relation to lesbian Black women (\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e). Intersectionality offers researchers a robust analytical framework to help them examine interconnections between various socially constructed identities such as race, gender, class, sexual identities, as these collectively shape the lived experiences of individuals and groups (\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e). The intersectionality framework is interdisciplinary and consists of three key principles: (a) individuals hold multiple identities that can intersect; (b) each identity carries dynamics of power or oppression; and (c) identities, while personal, are also constructed within socio-cultural contexts and are therefore subjected to change (\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e).\u003c/p\u003e"},{"header":"Methods","content":"\u003cp\u003eTo capture the lived experiences of racialized disabled job seekers and workers, the perspectives of employers and service providers, and the perception of how existing employment supports are meeting their needs, we conducted a qualitative interpretive description (ID) (\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e) study informed by the framework of intersectionality (\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e). ID is used to generate knowledge of a subjective experience for the purpose of informing research (\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e). This approach is instrumental in analyzing phenomena through the lens of subjective experiences, uncovering the underlying characteristics, patterns, and structures while acknowledging the constructed and contextual nature of human experience (\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e). This study was approved by the ethics board overseeing research in the affiliated university.\u003c/p\u003e \u003cp\u003eWe recruited participants from various organizations who provide formal employment supports to disabled job seekers and workers, and employers across Canada. A purposive sampling strategy was employed to attain maximum variation in our sample (\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e). No exclusion criteria related to the types of disabilities and racial backgrounds were set during the recruitment process. We sought to incorporate multiple perspectives in the sample, including (a) racialized disabled participants who were actively seeking work or who were already employed, (b) employers who had experiences hiring and accommodating racialized disabled workers and (c) service providers who managed and provided employment supports to employers and racialized disabled job seekers and workers.\u003c/p\u003e \u003cp\u003eWe conducted in-depth, semi-structured qualitative interviews with 10 participants. Interviews ranged from 30\u0026ndash;60 minutes in length, with an average duration of 40 minutes, and were performed through the Zoom video conference platform. All audio was recorded and transcribed through Artificial Intelligence built into the Zoom platform. Transcription clean-up was completed by re-listening to the recorded audio files. We uploaded all transcripts onto Dedoose Version 9.2.012 (\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e), a cloud-based qualitative data management software.\u003c/p\u003e \u003cp\u003eOur data was analyzed abductively through thematic analysis, a process that involves iteratively cycling between data and theory to generate insights (\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e). Abductive analysis allowed us to identify emergent themes while continuously refining our understanding based on both the participants' narratives and existing theoretical frameworks (\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e). As one method to establish rigour and further engage with participants, member-checking was done by sharing a summary of the emerging results with the participants and they were invited to provide feedback in writing by email, or verbally by phone or Zoom. Member-checking informed the later stages of analysis, guiding the inclusion of new, complex, or contradictory results (\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e). Reflexivity was also a key consideration, acknowledging that the investigators\u0026rsquo; background and experiences related to the research issue could influence the research process (\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e).\u003c/p\u003e"},{"header":"Results","content":"\u003cdiv id=\"Sec5\" class=\"Section2\"\u003e \u003ch2\u003eSample characteristics\u003c/h2\u003e \u003cp\u003eA total of 10 individuals participated in this study: two were employers, four were service providers, and four were racialized disabled job seekers and workers (see Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e for participant characteristics). Participants described their experiences of using or implementing employment supports and what needs were or were not met. From the data we generated five themes. See supplementary material for a summary of the themes.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eParticipant characteristics\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePseudonym\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eDisability (Yes/No)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eRacial Identity\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003eEmployment Status\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eService Provider (n\u0026thinsp;=\u0026thinsp;4)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAlex\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eWhite\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eMan\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e46\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eEmployee client coordinator\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eClaudia\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eWhite\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eWoman\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e34\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eManager of supported employment\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMaya\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBlack\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eWoman\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eFacilitator for employment programs\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAyesha\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSouth Asian\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eWoman\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e25\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eMental health occupational therapist\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eRacialized Disabled\u003c/b\u003e\u003c/p\u003e \u003cp\u003e\u003cb\u003eJob Seeker/Worker\u003c/b\u003e\u003c/p\u003e \u003cp\u003e\u003cb\u003e(n\u0026thinsp;=\u0026thinsp;4)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eJasmine\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSouth Asian\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eWoman\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e45\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eSeeking employment\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRajesh\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSouth Asian\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eMan\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e24\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eSeeking Employment\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMegan\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBlack\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eWoman\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e32\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eFood and hospitality worker\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMichael\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBlack\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eMan\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e46\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eSeeking employment\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eEmployer\u003c/b\u003e\u003c/p\u003e \u003cp\u003e\u003cb\u003e(n\u0026thinsp;=\u0026thinsp;2)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDaniel\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eWhite\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eMan\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e59\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eCaf\u0026eacute; owner\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDon\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eWhite\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eMan\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e59\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003eCaf\u0026eacute; manager\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cdiv id=\"Sec6\" class=\"Section3\"\u003e \u003ch2\u003eTheme 1: Managing intersectional confusion\u003c/h2\u003e \u003cp\u003eIn reflecting on their experience of using employment supports to find and retain jobs, racialized disabled job seekers and workers reported that they were confused and struggled to navigate their intersecting health issues as they attempted to use employment supports that often failed to account for the full spectrum of their needs. For example, Michael described his experience of confusion while managing multiple identities associated with race and disability in the context of employment:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\"Does it have to with my disabilities? I don\u0026rsquo;t know. Does it have to do with my race? I don\u0026rsquo;t know.... I am trying to figure it out, the problem with having so many intersectionalities... In having all of these intersections, is confusing. I do not know what it is\u0026rdquo; [Michael].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eMichael went on to emphasize that this confusion and complexity makes it hard to identify the root cause of the barriers to finding sustainable work.\u003c/p\u003e \u003cp\u003eParticipants living with multiple intersecting identities also frequently reported a lack of comprehensive understanding and support from service providers. As suggested by Rajesh, participants with multiple disabilities were often conflicted when obtaining supports from disability specific employment support organizations.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;The other thing is I guess for my case specifically, epilepsy's not the only disability that I live with. I have a few other health condition disabilities as well. I have cystic fibrosis which affects my lungs, liver, and kidneys as well. And then I have diabetes as well. So, with all those conditions in mind, like obviously, [the service provider mentioned] specializes in helping people with epilepsy, and I think they've been great in helping me on the epilepsy section. They know about my other disabilities, but it's you know\u0026hellip; just finding, helping me kind of navigate through the workplace and finding employment, keeping my other conditions in mind has been a bit more of a challenge. I think if I had like one condition it would have been okay, but you know adding my diseases on top of each other makes it significantly more difficult\u0026rdquo; [Rajesh].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eRajesh noted that service providers and organizations can often lack the resources or expertise to fully address co-occurring conditions. As a result, participants often find themselves at a crossroads, struggling to obtain adequate and holistic support that considers the entirety of their intersecting identities.\u003c/p\u003e \u003cp\u003eOther respondents also reported about compounding effects of multiple social identities. Many service providers noted that their clients were living with many other social challenges such as precarious immigration statuses and poverty, which caused further barriers in accessing supports for finding and retaining employment. Ayesha, a service provider, highlights how these compounded barriers disproportionately affect racialized disabled persons: \u003cem\u003e\u0026ldquo;Other barriers that are compounding\u0026hellip; it is sort of known as fact in [social and health] research that racialized and disabled people are more exponentially faced by challenges like low income and homelessness and addiction and all those different things\u0026rdquo; [Ayesha].\u003c/em\u003e\u003c/p\u003e \u003cp\u003eService providers often reported that they are limited in their capabilities and can only address a specific disability. Many noted that, despite the impact of other social challenges on employment opportunities, they are often unable to tackle broader socioeconomic issues that restrict employment opportunities. According to participants, this limitation can create a complex web of obstacles for job seekers or workers in securing and retaining employment. In situations where clients require help in multiple facets of their lives, service providers described feeling restricted in what they can provide and do in terms of support. They mentioned being able to assist with the client\u0026rsquo;s specific disability but not the other factors that restrict employment opportunities. Ayesha, a service provider, highlighted this issue:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;If a client can\u0026rsquo;t get somewhere because they have no money and those sorts of things, it compounds on top of each other, and the employment counsellors are stuck and cannot provide the supports for the client, so they are not able to do what they need to do\u0026rdquo; [Ayesha].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAyesha's statements emphasize the interconnectedness of financial stability and employment success, revealing the profound impact of socioeconomic factors on the support services available to job seekers.\u003c/p\u003e \u003cp\u003eWhen contacting potential employers, service providers reported that they have sometimes tried to conceal client traits that are known barriers to employment such as gender, age, disability, and race to create traction and approachability when introducing them to potential employers:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;I'm a master word spinner. But to just give an example, the person's resume that I was just working on, she has a business management degree, proficient in Microsoft office, she has their basic bookkeeping, iCloud and business administrative supports technician and customer service technician. Oh, I literally was telling her, you are my dream resume right now. Like you should be so easy to be placed based on your resume. But she will basically hit that hurdle when she goes through an interview, and they see that [she has] a disability. So now my job is to basically [say] \u0026lsquo;hey, look at her qualifications. That's exactly what you want. She may take longer to do what you want, but she can do the job\u0026rsquo;\u0026rdquo; [Alex].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAs described by Alex, many racialized disabled job seekers become successful in reaching later stages of the job recruitment process but are ultimately not hired because of employer misconceptions and judgements based on their race and disability rather than skill and capability during in-person encounters such as job interviews.\u003c/p\u003e \u003cp\u003eBoth racialized disabled job seekers and service providers highlight the critical need for employers and workplaces to transcend biases associated with intersecting identities of race and disability. Instead of focusing on these identities, service providers suggest adopting a merit-based approach that emphasizes measurable skills, abilities, and alignment with the company culture in hiring decisions:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;It literally comes down to can the person do the job? Can you teach the person to do the job? Do they meet the culture of your company? I just don't know if [we will] ever get [to] that point. There are too many barriers in place for salvage\u0026rdquo; [Alex].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAlex emphasized the importance of using objective criterion to assess a candidate's capability, and of focusing on both technical competencies and soft skills such as the candidate's willingness and ability to learn, adapt, and acquire new skills on the job.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec7\" class=\"Section3\"\u003e \u003ch2\u003eTheme 2: Employer education\u003c/h2\u003e \u003cp\u003eSeveral service providers acknowledged a lack of employer education about the business case for hiring racialized disabled job seekers and workers. Participants noted that a lack of knowledge and awareness leads employers to be wary and reluctant to hire racialized disabled workers. For example, Alex observed that employers are often overly influenced by negative assumptions and stereotypes about racialized disabled workers' ability to perform, contribute, and integrate into the workplace:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;Like I'll hear quite often, \u0026lsquo;I guess somebody that's going to be employed for me will not be able to do the job so am I going to have to do hand holding\u0026rsquo;. So, there's a lot of education involved with my job, a lot of networking, a lot of telling and working with people through that having somebody that has a barrier for employment is a great addition to a team\u0026rdquo; [Alex].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThis service provider highlighted the need for extensive education efforts to dispel misconceptions and biases held by employers regarding the capabilities of individuals with disabilities and other barriers to employment.\u003c/p\u003e \u003cp\u003eService provider participants highlighted the need for greater awareness and education among employers regarding disability confidence and inclusion. For example, Maya observed that many employers are primarily motivated by meeting mandated targets, such as hiring a specific percentage of disabled workers, rather than genuinely understanding and embracing inclusivity:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;I think the first thing is just awareness for employers, especially they just need to be educated more on disability confidence and inclusion. Most of these employers just want to hit a certain target, like maybe the government said you have to hire like 20% [of workers who are disabled]. That system doesn't really sit well with me\u0026rdquo; [Maya].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eMaya expressed that this target-driven approach lacks the depth required for true inclusivity. Her comments suggest that there is a need to shift towards educating employers to foster a more authentic and effective integration of diverse individuals into the workforce, including racialized disabled workers.\u003c/p\u003e \u003cp\u003eService provider participants also noted that their job included supporting employers, to create more inclusive workplaces so that disabled and racialized workers can fully integrate the workplace and reach their fullest potential without discrimination:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;\u0026rsquo;Why would an employer want to hire somebody like that when they can hire normal people?\u0026rsquo; Is a direct quote that came up just like a couple weeks ago. And like I would say, daily, weekly, monthly part of my job is challenging bias. And trying to have conversations with people about their intrinsic kind of biases and then trying to uncover different ways of viewing things and trying to encourage different viewpoints\u0026rdquo; [Claudia].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eClaudia acknowledged that challenging bias, engaging in regular discussions with employers to uncover and address their intrinsic biases, and encouraging them to consider alternative viewpoints and perspectives can promote diversity and inclusivity.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec8\" class=\"Section3\"\u003e \u003ch2\u003eSub theme: Accommodations\u003c/h2\u003e \u003cp\u003eThe most significant support reported by employer participants was receiving education on how to effectively provide accommodations for disabled workers. Participants indicated that effective accommodations, when combined with clear communication and flexibility, can help mediate conflicts among workplace stakeholders and allow workers to maximize their skills and abilities:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;I think there has been frustration that someone cannot necessarily do the job and it is slowing the entire team down, but that soon passes [as they learn the job with appropriate accommodations]. If we do ever see anything like that, we typically take someone aside, maybe both parties and we say, listen, we have seen this and we want you to be aware, and we want you to accommodate here and recognize that someone is learning the job... I want you to give this person this particular responsibility and take them through it carefully and we will clearly define the steps they need to follow in order to improve somebody\u0026rsquo;s experience of working and giving them the skills and the confidence so that when they go out the next time\u0026rdquo; [Daniel].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eDaniel described that employers who take a proactive approach by engaging in dialogue and clearly defining responsibilities can help facilitate the learning process and improve the overall work experience for disabled employees and the employers who hire them.\u003c/p\u003e \u003cp\u003eHowever, according to participants, workplace accommodations can still be challenging for employers to conceptualize, implement and can be intertwined by the presence of ableism and unconscious racial homogeneity in workplace settings. For example, one service provider noted, the mindset of employers providing workplace accommodations is rooted intrinsically and subconsciously through ableism and racism:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;I would say that the biggest thing we have noticed day to day is that baked in ableism against people with disabilities and then with some of the clients that I have talked to, just not being able to identify the whiteness in a space. Such as paying attention to DI [Divesity Inclusion] in very meaningful ways because it is very unconscious when a space is really white. They are not really going to notice, and no one is going to feel very comfortable speaking about it. Yes, definitely ableism will create ways that will also prevent them from engaging in these very easy accommodations that can be put in place to make things easier, but they are not willing to consider that because they could just hire a worker who does not need that\u0026rdquo; [Ayesha].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAyesha points out the difficulty in recognizing biases, which can hinder the meaningful implementation of necessary accommodations for disabled individuals.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec9\" class=\"Section3\"\u003e \u003ch2\u003eTheme 3: Contextual barriers\u003c/h2\u003e \u003cp\u003eService providers discussed how their racialized disabled clients were often pigeonholed by members of the community, especially in small rural areas. Common examples included labelling certain racial groups into categories and associating stereotypes. For example, one service provider noted:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;Pigeonholing, so, for example, the group I'm with, there's a lot of, racial diversity amongst our group. So, it's really nice but you have a lot of people, where for example, the subway a couple of weeks ago, I hear \u0026lsquo;oh, man, those people are everywhere\u0026rsquo;. So, there's a lot of that racism that's still there, and pigeonholing can bring everybody in one box\u0026rdquo; [Alex].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAs Alex described, generalized assumptions and comments can extend into other settings such as the workplace and impact the employment experiences of racialized individuals. The prevalence of pigeonholing presents challenges to inclusion, where the presence of diverse individuals does not automatically translate to an inclusive and respectful environment.\u003c/p\u003e \u003cp\u003eService providers participants frequently discussed the challenge of determining which workplace standards and practices to emphasize to help their clients succeed in Canadian workplaces. Participants noted that cultural differences among newcomer clients present unique challenges in employment services. As one service provider shared:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e\u003cem\u003e\u0026ldquo;I've had clients who've come to me for employment services and arrive like 15\u0026ndash;20 min late for their appointment because that's normal and acceptable wherever like they grew up. Then when they moved to Canada, they had to kind of learn about like the Canadian workplace expectations of arriving on time or early... And that's something that, you know, in employment services we try to educate people in like the Canadian work experience expectations, but I don't even know if that's really like, right?\u0026rdquo; [Claudia].\u003c/em\u003e\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThis service provider observed challenges faced by newcomers in adapting to new cultural norms and the role of employment services in facilitating this transition.\u003c/p\u003e \u003cp\u003eAs reported by services providers in this study, a lot of barriers can exist via the administrative side of employment supports. For example, as Ayesha noted, disabled job seekers and workers receive a fixed amount of money to purchase work supplies but oftentimes it is insufficient and does not cover the necessary equipment for the jobs they are seeking:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;Job seekers, through these organizations, get $500 from the organization to support them in things that they need. For example, if they need things like orthotics that is technically covered under that amount of money, or clothes for interviews or bus passes, it comes from that money. It is not really enough... I think that it would be amazing if that amount was increased and then job seekers would have some level of support there for a longer period of time, but that amount is used up so fast and that is certainly the financial piece\u0026rdquo; [Ayesha].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAyesha also expressed that increasing financial support would help job seekers and workers by providing them with sustained assistance over a longer period. Increasing financial support would allow job seekers to better meet their employment needs, reducing the immediate pressure and providing a more stable foundation for their job search and retention efforts.\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec10\" class=\"Section2\"\u003e \u003ch2\u003eTheme 4: Client-service provider relationships\u003c/h2\u003e \u003cp\u003eAccording to several participants, client-service provider relationships are an integral part of the employment support process and can be shaped by similarities and differences in client-service provider race relations. For example, one service provider commented about the predominance of white providers and expressed an awareness of the differences in how support might be provided in programs with only white service providers:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e\u003cem\u003e\u0026ldquo;The other thing that I have also noticed is that in a lot of spaces that I have been in, a lot of the employment support providers are white, and I cannot necessarily speak to how that has influenced my client\u0026rsquo;s interactions with employment services or anything like that, but they are noticeably that kind of environment. I certainly feel an awareness of the differences and differences not in ideology but in how I might support somebody in that kind of space. Like I said, I have had those conversations before with some clients\u0026rdquo; [Ayesha].\u003c/em\u003e\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003e However, participants pointed out that it is not common for clients and service providers to share the same racial background. Many participants reported that service providers are often not racially representative of the communities they serve. One participant described: \u003cem\u003e\u0026ldquo;A lot of the employment services staff isn't, what's the word I'm looking for? Like it's not representative of the city. So, the way that the programs are offered or the way that they're designed are not catering to like a non-Western culture\u0026rdquo; [Claudia].\u003c/em\u003e A lack of diverse representation can result in a disconnect between service providers and their clients, making it challenging for clients to fully engage with the programs designed to assist them.\u003c/p\u003e \u003cp\u003eOther tensions experienced within client-service provider relationships include issues of caseload balance, which came up only among the service provider participants. For example, Claudia noted that service providers are often assigned a caseload beyond their capacity to fully meet the needs of each client: \u003cem\u003e\u0026ldquo;each [case worker] has a caseload of 100 to 200 clients\u0026rdquo; [Claudia].\u003c/em\u003e Another service provider, Ayesha further suggested that large caseloads can lead to significant staff burnout and turnover: \u0026ldquo;\u003cem\u003e[Service providers] are overwhelmed. Apparently, and I will say this generally, there has been a lot of turnovers in a lot of different places from what I have heard. It has been challenging\u0026rdquo; [Ayesha].\u003c/em\u003e\u003c/p\u003e \u003cp\u003eUnder these circumstances, service provider participants report they often struggle to fully address the significant needs of their clients and the employers who hire them. One service provider participant pointed out:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e\u003cem\u003e\u0026ldquo;So I feel like some of them would benefit if there was like a therapist in house just to talk to maybe on high days or someone. I also think like I think I heard of this recently, like I don't know what they call them, if it's employment coach or something, but it's like maybe when someone follows like a client to maybe a job interview, or maybe follows them for the first couple of months. Especially for people with like anxiety or something and they just follow them through until they are somewhat comfortable. So, I would say that is one thing I thought of that it's not present right now\u0026rdquo; [Ayesha].\u003c/em\u003e\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAyesha explained that incorporating mental health and sustained support services could benefit job seekers and workers, particularly those facing anxiety and other barriers to employment.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003eTheme 5: Urgency for solutions\u003c/h2\u003e \u003cp\u003eThere was collective agreement amongst participants about the urgent need to create solutions that foster momentum: \u003cem\u003e\u0026ldquo;We are in a crisis right now. I don\u0026rsquo;t need a solution years from now, I need a solution right now\u0026rdquo; [Michael].\u003c/em\u003e Micheal noted that there is a necessity to provide tangible and practical solutions that can be implemented without delay as of now, rather than long-term strategies that may take years to materialize.\u003c/p\u003e \u003cp\u003eSeveral participants reported an urgent need to increase dedicated funding to employment support programs to expand their services and capacity: \u003cem\u003e\u0026ldquo;If there was more funding allocated to each client..., that would still be used up really fast, but at least it would be a little more money, which I think would be really helpful\u0026rdquo; [Ayesha].\u003c/em\u003e This service provider suggests a need for careful consideration of resource distribution to ensure that funds are directed towards areas of greatest need and can have the most significant impact on client outcomes.\u003c/p\u003e \u003cp\u003eService provider participants outlined a lack of consistency and acknowledgement from the government\u0026rsquo;s perspective, and how little employers really understand about their requirement to accommodate disabled persons. Such a lack of understanding is especially troublesome among small to mid-sized businesses, who may not have the resources needed to consult an employment lawyer. For example, one service provider noted:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;What's happening is small businesses, large businesses, employers in general are understanding the law as best they can without any clarity. Like nothing is clear unless they actually talk to an employment lawyer, and nobody can afford that. And so, they're just making judgments based on what they think they're supposed to be doing\u0026rdquo; [Claudia].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eService provider participants emphasized that, without clear guidance or accessible resources, many employers are left to interpret the law on their own, often resulting in inadequate or misinformed approaches to accommodation.\u003c/p\u003e \u003cp\u003eAnother barrier noted by participants is a current focus on school to work transitions and young disabled workers. As a result, those with more developed work histories or professional qualifications may really struggle to get the services they need. Participants suggested a shift towards prioritizing younger disabled workers that often leads support services to focus on entry-level positions, internships, or apprenticeships. Racialized disabled worker participants have noted that this focus can leave seasoned professionals without the necessary support to navigate the job market, upgrade their skills, or transition into roles that align with their experience and expertise. For example, one racialized disabled worker noted:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;I hold my breath; I feel like they have changed focus to focus on young people with disabilities. That is where it is really hard for me. I wonder where the actual support for professionals with disabilities. They talk about all these challenges with turnover etc. but I do not have any of that. I do not understand the logic behind why it is so hard to hire me\u0026rdquo; [Michael].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThis participant and others noted the need to ensure that all disabled persons can access employment supports that will support their employment journey regardless of their current stage in their employment journey. This sentiment raises the importance of inclusive policies and programs that address the diverse needs of racialized disabled individuals throughout their employment journeys, promoting equal opportunities and support for all.\u003c/p\u003e \u003c/div\u003e"},{"header":"Discussion","content":"\u003cp\u003eThis study presents perspectives of service providers, employers, and racialized disabled job seekers and workers on facilitators and barriers encountered in their experiences navigating and utilizing employment support services, an area that has received limited attention in Canadian research to date (\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e). In this discussion, we suggest how the results of our analysis can advance knowledge through an intersectional lens focused on how socially structured concepts such as race and disability can cause disadvantage and negatively influence experiences with employment support services and subsequent employment outcomes. We also identify limitations and future avenues in which policy, practice, and research can fill the gaps as experienced by our study participants to reduce the racial and disability disparities in the employment support sector.\u003c/p\u003e \u003cp\u003eParticipants in this study reported that the identified employment services are inflexible and suggested that there is a need for personalized supports that align with social identities related to race, disability, gender, religion, immigration and citizenship, and socioeconomic status. Delman and Adams (\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e) examined how young Black adults with serious mental illness perceive the barriers and facilitators in achieving their vocational goals and identified that their participants rejected rigid programmatic approaches of employment support systems that failed to consider their individual life experiences and expressed needs. In the present study, several participants also reflected on a lack of development and innovations of employment supports in areas such as service provider capacities, employer education, monetary supports, and personalized aid. These results align with the research of Anderson and Hergenrather (\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e), which suggests that current employment support policies and practices may contribute to work conditions that threaten a service provider's ability to provide competent service, primarily due to an environment that fosters a high risk of burnout.\u003c/p\u003e \u003cp\u003eService provider participants in this study reported often struggling with large caseloads, which may preclude or impair their abilities to provide sufficient guidance and services to each client (\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e). As the service provider participants in this study outlined, the implementation of other personnel in the form of mental health therapists and occupational therapists can ease some caseload burdens.\u003c/p\u003e \u003cp\u003eA need for employer education was also suggested by numerous participants in this study. This sentiment was also reported by Park and colleagues in a study exploring the VR experiences of Asian American job seekers (\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e). Consistent with the results of our analysis, Park and colleagues called upon service providers to do more outreach with businesses and employers in their respective areas and provide job development and Equity, Diversity, and Inclusivity (EDI) training to dispel ableist and racists myths (\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e). An EDI approach can position businesses to harness the full potential of a diverse workforce, contributing to broader societal goals of equity and opportunity for all individuals, regardless of their background or ability (\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e, \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eService provider participants in the present study suggested that racialized disabled job seekers and workers can be pigeonholed by members of the community and can be streamlined into limited types of jobs based on societal assumptions and attitudes about their capabilities. This streamlining can lead to what Casad and Byrant (\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e) refer to as a \u0026ldquo;stereotype threat\u0026rdquo; in the workplace, defined as the risk of confirming negative stereotypes about one's social group. Stereotype threat can exacerbate the challenges faced by individuals as they navigate employment opportunities (\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e). This threat may lead to internalized doubts and external perceptions that hinder their ability to fully demonstrate their skills and potential (\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e). The results of our analysis, together with existing literature, suggest that service providers must do more to combat intrinsic attitudes and biases. Service providers might need to be more explicit to employers about the business case of hiring diverse candidates, and employers might need additional information and guidance on the specific benefits for increasing workplace diversity (\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e), including racialized disabled job candidates.\u003c/p\u003e \u003cp\u003eThis study has several limitations. Participant recruitment was challenging and ultimately limited to only 10 participants from a few organizations, resulting in a relatively homogenous sample in terms of race, disability, geographic location and position. Therefore, we suggest caution before making inferences in relation to other populations and organizations. Despite these limitations we analyzed the data from the collected interviews until no new themes emerged. Trustworthiness was built through reflexive techniques such as constant debriefing, reflecting, and memoing (\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eBy analyzing race and disability through an intersectional approach, the complexity of participants lived experiences was captured, offering rich and detailed narratives that went beyond a one-dimensional analysis (\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e). The framework of intersectionality (\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e) encouraged the inclusion of diverse perspectives within the study, ensuring that the sample, while limited, reflected the varied experiences of service providers, employers, and racialized disabled job seekers and workers. Intersectionality enhanced the validity and reliability of the results by prompting us to analyze the data through a holistic lens to create more thorough and rigorous interpretations (\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e). This approach mitigates the risk of oversimplification and acknowledges the diversity within groups, leading to more accurate and representative results (\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e). Furthermore, intersectionality prompted reflexivity and critical thinking, helping to identify and address potential biases, and ultimately contributing to the credibility and depth of the results (\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eInformed by this study, numerous future steps can be taken. Specifically, the results of our analysis highlight a need to create intersectional programing that target issues faced by racialized disabled persons (e.g. immigration, poverty, etc.), re-design resources to enhance service provider capacity and relatability, and implement EDI training to integrate racial and cultural adaptations. Intersectional programs might include comprehensive support services that address not only employment but also related challenges such as healthcare access, housing stability, legal assistance for immigration issues, and financial counseling (\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e). Interagency collaborations involving one-stop centers, would streamline access to these services, allowing individuals to receive comprehensive support from multiple agencies in a single location (\u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e37\u003c/span\u003e). By integrating resources and expertise from various sectors, these programs would enhance service provider capacity and reliability, ultimately leading to better outcomes for racialized disabled persons (\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e). Current literature highlights the significance of incorporating cultural competency training in the curriculum for service providers (\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e, \u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e, \u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e41\u003c/span\u003e). Cultural training can promote effective communication strategies that are sensitive to cultural nuances, reducing misunderstandings and improving rapport with clients (\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e, \u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e41\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eFurthermore, future qualitative studies can also provide a more in-depth examination of the Canadian context and provide more information about the importance of reporting racialized status when navigating the employment support systems, shedding light on how racial identity influences access to resources, support, and opportunities. Future research can contribute to a more nuanced understanding of the barriers racialized individuals encounter and inform the development of more inclusive and effective employment support strategies.\u003c/p\u003e"},{"header":"Declarations","content":"\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003eE.G. wrote the main manuscript text. All authors reviewed the manuscript.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eThorne S. Interpretive description: Qualitative research for applied practice. 2016.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eBraun V, Clarke V. Using thematic analysis in psychology. Qual Res Psychol. 2006;3(2):77\u0026ndash;101.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eShaewitz D, Yin M. An uneven playing field: The lack of equal pay for people with disabilities. 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Hiring people with disabilities: a scoping review. Work. 2016;54(1):135\u0026ndash;48.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eShaw J, Wickenden M, Thompson S, Mader P. Achieving disability inclusive employment \u0026ndash; Are the current approaches deep enough? J Int Dev. 2022;34(5):942\u0026ndash;63.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eCasad BJ, Bryant WJ. Addressing stereotype threat is critical to diversity and inclusion in organizational psychology. Front Psychol. 2016;7:8.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eYin M, Pathak A, Lin DJ, Dizdari N. Identifying racial differences in vocational rehabilitation services. Rehabil Couns Bull. 2022;66(1):13\u0026ndash;24.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eOlmos-Vega FM, Stalmeijer RE, Varpio L, Kahlke R. A practical guide to reflexivity in qualitative research: AMEE Guide 149. Med Teach. 2023;45(3):241\u0026ndash;51.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eRice C, Harrison E, Friedman M. Doing justice to intersectionality in research. Cult Stud Crit Methodol. 2019;19(6):409\u0026ndash;20.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eBauer GR. Incorporating intersectionality theory into population health research methodology: challenges and the potential to advance health equity. Soc Sci Med. 2014;110:10\u0026ndash;7.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eAbrams JA, Tabaac A, Jung S, Else-Quest NM. Considerations for employing intersectionality in qualitative health research. Soc Sci Med. 2020;258:113138.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eFleming AR, Del Valle R, Kim M, Leahy MJ. Best practice models of effective vocational rehabilitation service delivery in the public rehabilitation program: a review and synthesis of the empirical literature. Rehabil Couns Bull. 2013;56(3):146\u0026ndash;59.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eTimmons JC, Boeltzig H, Hall AC, Hamner D, Fesko SL. One-stops and employers: building jobs for people with disabilities. J Rehabil Adm. 2006;30:17\u0026ndash;32.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eBond GR. Principles of the individual placement and support model: empirical support. Psychiatr Rehabil J. 1998;22(1):11\u0026ndash;23.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eMatrone KF, Leahy MJ. The relationship between vocational rehabilitation client outcomes and rehabilitation counselor multicultural counseling competencies. Rehabil Couns Bull. 2005;48(4):233\u0026ndash;44.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eDunham MD. Vocational rehabilitation outcomes of African American adults with specific learning disabilities. J Rehabil. 1998;64(3):36\u0026ndash;41.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eKaya C. Demographic variables, vocational rehabilitation services, and employment outcomes for transition-age youth with intellectual disabilities. J Policy Pract Intellect Disabil. 2018;15(3):226\u0026ndash;36.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"journal-of-occupational-rehabilitation","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"joor","sideBox":"Learn more about [Journal of Occupational Rehabilitation](https://www.springer.com/journal/10926)","snPcode":"10926","submissionUrl":"https://submission.nature.com/new-submission/10926/3","title":"Journal of Occupational Rehabilitation","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"em","reportingPortfolio":"Springer Hybrid","inReviewEnabled":true,"inReviewRevisionsEnabled":false},"keywords":"","lastPublishedDoi":"10.21203/rs.3.rs-4921270/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-4921270/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003ePurpose\u003c/strong\u003e: Racism and ableism have impacts at individual and organizational levels and can produce and reproduce inequities and injustices in diverse contexts. However, their intersection remains largely unexamined in the provision of employment supports. The objective of this qualitative study is to identify barriers and facilitators within employment supports to seek strategies to improve the employment outcomes of racialized disabled job seekers and workers and address gaps faced by service providers and employers.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethods\u003c/strong\u003e: This study used interpretive description (1). Four racialized disabled job seekers and workers, two employers and four service providers participated in semi-structured interviews. Thematic analysis (2) was used to analyze the data.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults\u003c/strong\u003e: Five core themes were identified: 1) managing intersectional confusion; 2) employer education; 3) contextual barriers; 4) client-service provider relationships; and 5) urgency for solutions.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion\u003c/strong\u003e: This study provides grounding evidence about common concerns and barriers within existing employment support systems and can assist policymakers and service providers to better understand the complex and nuanced lived experiences of racialized disabled job seekers and workers.\u003c/p\u003e","manuscriptTitle":"Exploring Intersections of Race and Disability in the context of Canadian Employment Support Systems through the Experiences of Job Seekers/Workers, Employers, and Service Providers","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2024-09-13 17:11:49","doi":"10.21203/rs.3.rs-4921270/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2024-10-11T17:08:39+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2024-10-11T05:49:19+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2024-10-04T18:23:01+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2024-10-04T15:24:44+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2024-08-30T19:09:55+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"107441126898259700208355914056498434306","date":"2024-08-23T20:08:40+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"301347486548792929467516317073526043257","date":"2024-08-22T14:00:47+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"110213028403613253236631575862419371077","date":"2024-08-21T23:45:26+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"76659023616731200812310401878279641069","date":"2024-08-21T19:55:16+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2024-08-16T16:54:17+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2024-08-16T15:01:53+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2024-08-16T15:00:25+00:00","index":"","fulltext":""},{"type":"submitted","content":"Journal of Occupational Rehabilitation","date":"2024-08-15T20:41:20+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"journal-of-occupational-rehabilitation","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"joor","sideBox":"Learn more about [Journal of Occupational Rehabilitation](https://www.springer.com/journal/10926)","snPcode":"10926","submissionUrl":"https://submission.nature.com/new-submission/10926/3","title":"Journal of Occupational Rehabilitation","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"em","reportingPortfolio":"Springer Hybrid","inReviewEnabled":true,"inReviewRevisionsEnabled":false}}],"origin":"","ownerIdentity":"7130182c-0613-4c0a-ab45-71ceb82caed4","owner":[],"postedDate":"September 13th, 2024","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"published-in-journal","subjectAreas":[],"tags":[],"updatedAt":"2025-04-28T16:03:21+00:00","versionOfRecord":{"articleIdentity":"rs-4921270","link":"https://doi.org/10.1007/s10926-025-10291-6","journal":{"identity":"journal-of-occupational-rehabilitation","isVorOnly":false,"title":"Journal of Occupational Rehabilitation"},"publishedOn":"2025-04-25 15:58:04","publishedOnDateReadable":"April 25th, 2025"},"versionCreatedAt":"2024-09-13 17:11:49","video":"","vorDoi":"10.1007/s10926-025-10291-6","vorDoiUrl":"https://doi.org/10.1007/s10926-025-10291-6","workflowStages":[]},"version":"v1","identity":"rs-4921270","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-4921270","identity":"rs-4921270","version":["v1"]},"buildId":"qtupq5eGEP_6zYnWcrvyt","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}