Managing Flexibility Without Security in Toronto’s Direct Funding
Managing Flexibility Without Security in Toronto’s Direct Funding
This chapter examines the Direct Funding Program of Ontario's Self-Managed Attendant Services. The evident willingness of self-managers and personal attendants to engage in relational work and the still unmet labor market security of workers were both necessary for self-managers to realize the Direct Funding Program's promise of flexibility. However, within a context of insufficient funding and little to no collective backing, this program produced labor market insecurity for workers, in the form of insufficient hours, earnings, and protection. Moreover, the position of workers in the broader racialized and gendered labor market shaped their labor market choices, or lack thereof, and shaped their experience at the intimate level. Failing to address broader racialized and gendered labor market insecurity not only has implications for workers who are less able to negotiate what they do and how. It also limits the progressive potential to value all forms of intimate labor and to rethink skill.
Keywords: Direct Funding Program, Ontario, personal attendants, relational work, labor market insecurity, racialized labor market, gendered labor market, intimate labor, labor market flexibility
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