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The authors of this paper take a critical approach to the way most supported employment initiatives and programs are structured. They argue that most are concerned with the number of people placed in jobs rather than the quality of these jobs - this drives such programs to easy 'solutions' and as such most people with disability find themselves in cleaning-related jobs. Four key strategies which can contribute to the individual having access to career opportunites are outlined. These involve the job coach becoming a 'career facilitator'. There is a focus on ongoing training and educational opportunities as well as natural pathways to employment. This paper was published in the Developmental Disabilities Bulletin, Vol.22 (2), 1994, pp. 53-62.