In June 1996, the Commission adopted a definition of disability that will now be used by all employers with equity programs.

The Commission found that employers with equity programs were using different definitions for people with disabilities, which created difficulty for Commission staff, for job-seekers, and members of that designated group.

The Commission solicited input on the definition from organizations representing people with disabilities and from equity employers.

The definition of disability that will now be used by equity employers is:

For Equity purposes, persons with disabilities are persons who:

(a) have a persistent physical, intellectual, mental, psychiatric, sensory or learning condition that:

(i) requires a technical device and/or personal support or service to do the essential functions of the job; or

(ii) requires a modification of job site, job responsibility, adjustment of work hours, extra rest breaks or time off/leave to obtain treatment as necessary;

and

(b) consider themselves to be, and have reason to believe an employer or a potential employer would consider them to be disadvantaged in finding, retaining or advancing in employment because of that condition.

The long-term goal for this designated group is now 9.7 percent. That reflects the number of people with disabilities in the labour force as a whole. Equity employers will work toward the goal of having 9.7 percent of their workforce made up of people with disabilities.

Prior to June 1996, the Commission accepted two numerical goals for this group, one 9.7 percent, the other 16.6 percent. The difference in the two goals reflected the different ways employers were defining people with disabilities. Now that the Commission has adopted a definition of disability for employment equity employers, there will be only the one goal of 9.7 percent.

When setting this goal, the Commission used statistics from the provincial Disabilities Directorate's 1991 Health and Activity Limitation Survey.

The Commission is currently assessing how the word race is used in The Saskatchewan Human Rights Code and, as well, how Commissioners and staff use that word in their day-to-day work.

Are we using the word race in a way that divides people into groups? The focus should be placed

The Commission has consulted a few organizations on this issue. We know it is a concern, and invite individuals and community groups to let us know their point of view.