Intersectional Considerations of the Origins and History of the Developmental Services Sector in Canada
In order to understand the present and shape a more equitable future, it is essential to explore the historical context of the developmental services sector in Canada. This article delves into the inception of the sector, its early history, and how it is intertwined with the prevailing social norms and policies of its time. By examining the past, we can better comprehend the current landscape and develop strategies for a more inclusive and diverse future.
Historical Context
The developmental services sector in Canada began to take shape in the 1940s and 1950s. During this era, Canadian society was marked by deeply entrenched segregation policies. Segregation was not just a practice in the United States; it was a legislated reality in Canada as well. In Ontario and many other provinces, laws explicitly dictated that Black and Asian children could not attend the same schools as white children. The government and parents of the time opposed racial mixing, leading to separate schools and/or staggered school schedules to prevent interaction.
Moreover, this period saw the continuation of residential schools for Indigenous children. The government enforced policies that forcibly removed Indigenous children from their families, contributing to the systemic oppression they faced.
Language and perceptions of disability were also different back then. Some of the terminology used at the time, which would be considered offensive and ableist today, was reflective of the societal norms and beliefs of that era. Additionally, many of the early leaders in the developmental services sector were Christian, mirroring the dominant religious and cultural influences of the time.
In the 1960s and 1970s, despite changes in immigration policy that encouraged more people to move to Canada, segregation persisted. In 1965, the last segregated school in Ontario finally closed its doors, marking the end of “official” segregation. The practice of segregation however, continued through other means, such as designated seating, separate facilities, and unequal treatment of racialized folks.
The 1960s also witnessed the emergence of self-advocates in the disability rights movement. Meanwhile, in the United States, movements like the Black Panther Party were growing, leading to cross-organizing between disability rights activists and advocates for other social causes. These movements signaled a shift towards greater inclusion and advocacy.
The 1980s and 1990s continued to witness segregation and systemic racism, with the last residential school closing in 1996. In 1986, Canada implemented the Federal Employment Equity Act to address barriers faced by various marginalized groups in the workforce. However, the pervasive disparities continued to persist.
Current Trends
Understanding the historical context is crucial for recognizing why the developmental services sector needs to adapt and evolve. Several current trends highlight the necessity for change:
Diverse Population: Today, 16% of Canada's population identifies as racialized, a significant increase from the less than 2% during the sector's inception. The composition of society has evolved, necessitating a more inclusive approach.
Declining Religiosity: The number of people identifying as Christian is decreasing, while those with no religious affiliation or belonging to other religions are on the rise. The sector must be sensitive to the diverse religious beliefs and affiliations of both staff and those receiving services.
Immigration: Over 27% of the labor force in Canada comprises immigrants. Many of whom work in healthcare and social assistance, including the developmental services sector. Cultural awareness and inclusive practices are imperative to support a diverse workforce and client base.
Increasing Disability Awareness: About 22% of Canadians aged 15 and older self-identify as having a disability. This figure includes a growing number of individuals from diverse backgrounds, highlighting the need for culturally aware and inclusive services.
Strategies for Change
To ensure the developmental services sector is inclusive and responsive to the changing demographics of Canada, several strategies should be considered.
Cultural Awareness: Prioritize cultural awareness training for all staff. This should encompass understanding diverse cultural backgrounds, religions, languages, and customs to provide better support to clients from various backgrounds – an intersectional approach.
Diverse Hiring at All Levels: Actively recruit and hire staff from diverse backgrounds, ensuring representation across all levels of the organization. This creates a more inclusive workplace and reflects the communities served.
Inclusive Services: Develop and implement inclusive service delivery models that consider the unique needs of individuals from different backgrounds. This includes culturally sensitive communication, support, and accommodations.
Advocacy and Partnership: Collaborate with organizations and advocates representing marginalized communities to address systemic disparities and promote social justice within the sector.
Historical Reckoning & Truth and Reconciliation: Acknowledge and rectify historical wrongs, such as discriminatory practices and policies, by fostering an open dialogue within the sector and engaging with affected communities.
The developmental services sector in Canada has a rich history, deeply intertwined with the social norms and policies of its time. Recognizing this history and the changing demographics of Canada is crucial for creating an inclusive, equitable, and culturally inclusive sector. By implementing strategies that embrace diversity, cultural awareness, and social justice, the sector can evolve to better serve all individuals in need of support, regardless of their background or identity. In doing so, it can embrace the lessons of the past to shape a more inclusive and equitable future.
