As you peruse my web site you will notice that no matter what I do I do it all in the name of Advocacy.
According to the dictionary advocacy is “the act of promoting or defending a cause by argument” or speaking up for another who cannot speak up for himself.  Another definition for advocacy is defined as “a non-violent process of empowerment and support, through which people who are adversely affected by an issue or policy can constructively express dissatisfaction and contribute creative solutions to problems.”

For me, advocacy includes teaching others to speak up for themselves. Most people stand up for a person and/or cause close to himself. Others, like me, want to advocate for every person who needs it. This is not realistic. It is necessary to focus energy, time and health on those people/causes closest to us.

I wish there was a different word to use instead of advocacy. People respond negatively to the word ‘advocacy’ thinking it means lobby. Although advocacy, activism and lobby are on a spectrum, there are differences.  Advocacy begins with an individual and moves to a group. The one or many generate interest in a cause through awareness and education.  Activists try to bring about change by building on the awareness and education to promote a change that benefits those needing change. Activism is “pursuing a policy of a cause with vigorous action.” The emphasis is on the words ‘vigorous action’. Lobbying is the attempt to influence legislation in favor of some interest. A lobbyist seeks to persuade a Member of Parliament through interviews and research papers to support a motion or bill favoring the lobbyist’s particular interest.

Advocacy and Occupational Health and Safety

What do you think of when you hear the word ‘disability’? Generally, people think of physical and/or mental disabilities. However, a person may have an educational, economic, social, and/or cultural challenge perceived by themselves and others as a disability.
People with one or more of these challenges are not accepting the assumption that they are disabled and therefore not capable of performing the tasks expected of other employees.
The lack of education and understanding of the gifts and talents, the capacity human beings have for adaptability makes me think that perhaps educators, policy makers, and employers are the ones with a disability.
There is a key to deciding if the employer refuses to have an employee perceived as disabled. It results from careful exploration of the situation and answering the question, ‘Is this employee capable of fulfilling his duties if the workstation/workplace is adapted to meet his needs?’
The answer results from open and direct communication between the employer and employee. It is also based on the two parties fulfilling their obligations. Every employee is expected to “…comply with the applicable occupational health standards and with all orders, rules and regulations applicable to his or her own actions and conduct. It shall be the responsibility of every employer to maintain a healthy occupational environment at the workplace in accordance with the applicable occupational health standards.”(Occupational Health Regulation, made under Section 74 of the Health Protection Act, S.N.S. 2004, c. 4)
O.I.C. 76-1510 (December 21, 1976), N.S. Reg. 112/76.

* For a more detailed explanation on self - advocacy go to the Frequently Asked Questions section of my web site.