Download & Print Tools
Download and print PDF versions of the Hire for Talent tools.
1.2 The Untapped Labour Pool
1.3 Company Image
2.2 Understanding Disability
2.3 Disability in the workplace
3.2 Duty to Accommodate
3.3 Undue Hardship
3.4 Employee's Duty to Cooperate in the Accommodation Process
4.2 How to Write an Inclusive Job Description
4.3 Steps for Writing an Inclusive Job Posting
4.4 Types of Services Available to Employers
5.2 Greeting a Candidate with a Disability
5.3 Inclusive Interviews
5.4 Legal Interview Questions
5.5 Taking Steps to Inclusion
5.6 Selection Process
5.7 Socially Acceptable Language
5.8 Proper Terminology
5.9 Disability Etiquette
6.2 Employee Onboarding Checklist
7.2 Understanding Job Requirements
7.3 Creating Effective Workplaces
7.4 Communication
7.5 Life-Work Balance
8.2 What Is an Inclusive Workplace Policy?
8.3 How Do I Create an Inclusive Workplace?
8.4 Universal Design
9.2 Job Customization Process
9.3 Customized Employment Success Stories
10.2 Disability Awareness Training
10.3 Innovation in Recruiting: The Working Interview
11.2 Workforce Trends and Business Resilience
11.3 Building Workplace Inclusion
11.4 Attracting Talent, Engagement and Retention
12.2 Unconscious Bias and Mental Health
12.3 Creating a Safe and Healthy Workplace
12.4 How to Support an Employee with Mental Illness
12.5 Accommodating Mental Illness in the Workplace
12.6 Selfcare and the Workplace
13.2 Recruitment Accommodations
13.3 Interview Accommodations
13.4 Onboarding and Working with Disability Service Providers
13.5 Success Stories: Accommodations
14.1 Defining the Hybrid Workplace
14.2 Why Hybrid Workplaces are Inclusive Workplaces
14.3 How to Lead, Manage, and Support Hybrid Teams and Workers
14.4 Building and Maintaining Connection in Hybrid Workplaces
14.5 Attraction, Recruitment, and Onboarding for Hybrid Workplaces
15.2 Essential Elements of an Equitable and Inclusive Workplace
15.3 Including People with Disabilities in Your Workplace
15.4 Inclusion Skills for Managers
15.5 Harnessing “Employee Voice”: Establishing Employee Resource Groups
16.2 Workplace Accessibility and Technology: Inclusion and COVID-19
16.3 Keeping Workers and Customers Safe During COVID-19
16.4 Workplace Accommodations and COVID-19
16.5 Workplace Inclusion Practices and COVID-19
16.6 Psychological Health and Safety During COVID-19
Disclaimer
Intended Use:
This website, including all its tools and resources, has been developed to provide non-commercial resources to help employers become more confident in hiring people with disabilities. These resources can be used and distributed by any type of non-profit organization that provides support to small businesses or other employers, or can be used directly by employers on their own.
You may display, print, copy, store or distribute the content supplied by this Website as long as you:
No other use is allowed without prior written permission from the Restigouche CBDC Inc. If you have any questions regarding the use of these resources, please Contact Us.
Business Case
1.1 Productivity and Business Advantages1.2 The Untapped Labour Pool
1.3 Company Image
Disability 101
2.1 Learning about Disabilities2.2 Understanding Disability
2.3 Disability in the workplace
Legal Issues
3.1 Employers’ Legal Responsibilities3.2 Duty to Accommodate
3.3 Undue Hardship
3.4 Employee's Duty to Cooperate in the Accommodation Process
Recruitment
4.1 The Untapped Labour Pool4.2 How to Write an Inclusive Job Description
4.3 Steps for Writing an Inclusive Job Posting
4.4 Types of Services Available to Employers
Interviews
5.1 Employers’ Responsibilities5.2 Greeting a Candidate with a Disability
5.3 Inclusive Interviews
5.4 Legal Interview Questions
5.5 Taking Steps to Inclusion
5.6 Selection Process
5.7 Socially Acceptable Language
5.8 Proper Terminology
5.9 Disability Etiquette
Hiring
6.1 Hiring Intentions and Best Practices6.2 Employee Onboarding Checklist
Retention
7.1 Training7.2 Understanding Job Requirements
7.3 Creating Effective Workplaces
7.4 Communication
7.5 Life-Work Balance
Inclusive Workplaces
8.1 The Benefits of Inclusive Workplaces8.2 What Is an Inclusive Workplace Policy?
8.3 How Do I Create an Inclusive Workplace?
8.4 Universal Design
Customized Employment
9.1 What Is Job Customization?9.2 Job Customization Process
9.3 Customized Employment Success Stories
Be Part of the Change
10.1 Meet Inclusive Employers10.2 Disability Awareness Training
10.3 Innovation in Recruiting: The Working Interview
Market Trends
11.1 Why Businesses Benefit from Diversity and Inclusion11.2 Workforce Trends and Business Resilience
11.3 Building Workplace Inclusion
11.4 Attracting Talent, Engagement and Retention
Mental Health and the Workplace
12.1 An Introduction to Mental Health12.2 Unconscious Bias and Mental Health
12.3 Creating a Safe and Healthy Workplace
12.4 How to Support an Employee with Mental Illness
12.5 Accommodating Mental Illness in the Workplace
12.6 Selfcare and the Workplace
Accomodations
13.1 Workplace Accommodation Essentials13.2 Recruitment Accommodations
13.3 Interview Accommodations
13.4 Onboarding and Working with Disability Service Providers
13.5 Success Stories: Accommodations
14.1 Defining the Hybrid Workplace
14.2 Why Hybrid Workplaces are Inclusive Workplaces
14.3 How to Lead, Manage, and Support Hybrid Teams and Workers
14.4 Building and Maintaining Connection in Hybrid Workplaces
14.5 Attraction, Recruitment, and Onboarding for Hybrid Workplaces
The Importance of Inclusion
15.1 The Case for Inclusion in the Workplace15.2 Essential Elements of an Equitable and Inclusive Workplace
15.3 Including People with Disabilities in Your Workplace
15.4 Inclusion Skills for Managers
15.5 Harnessing “Employee Voice”: Establishing Employee Resource Groups
COVID-19 Tools
16.1 Leveraging Diversity and Inclusion During COVID-1916.2 Workplace Accessibility and Technology: Inclusion and COVID-19
16.3 Keeping Workers and Customers Safe During COVID-19
16.4 Workplace Accommodations and COVID-19
16.5 Workplace Inclusion Practices and COVID-19
16.6 Psychological Health and Safety During COVID-19
Disclaimer
Intended Use:
This website, including all its tools and resources, has been developed to provide non-commercial resources to help employers become more confident in hiring people with disabilities. These resources can be used and distributed by any type of non-profit organization that provides support to small businesses or other employers, or can be used directly by employers on their own.
You may display, print, copy, store or distribute the content supplied by this Website as long as you:
- acknowledge the source of the materials
- ensure that the copyright details remain as they appear on all pages
- do not charge anyone else for the materials or any related services or sell anything related to these resources in any way
No other use is allowed without prior written permission from the Restigouche CBDC Inc. If you have any questions regarding the use of these resources, please Contact Us.
