Sure. Based on the last research that the CNIB conducted, people who are blind or partially sighted have a full-time employment rate of 31%, which is quite abysmal.
A national employment strategy must be one that takes into consideration a few things.
It needs to ensure that the skills development is there to enable people who have a disability to go into the workforce and be successful at the job they wish to do. It needs to take into consideration the cognitive load of job-seeking, what it means to have to compete again and again for a role, and the barrier that may create for someone who wants to become employed.
More importantly, it needs to take into consideration the cultural and attitudinal changes of employers. I don't think many Canadians who are employers actively seek not to hire people with a disability. However, I don't know that they know what they don't know, if that makes sense—the unknown barriers that they create. Employers need to understand that a bit better, and the benefits that an individual who has a disability—or is blind or partially sighted, in the case of the CNIB—will bring to employment.
Accessibility enhancements also need to be considered to ensure that people can get into their workplace, be it a ramp or those newfangled elevators, for example: You press a screen that has no tactile buttons that then visually shows you which elevator to go into. If you're blind or partially sighted and you can't do that to get to the floor you need to get to on your first day, how are you going to be successful?
There are a number of different things that need to be taken into consideration for a comprehensive employment strategy.