Free Employer Toolkit

The toolkit offers a variety of informative tools. Learn about the skills people with disabilities bring to the workplace and use our ‘how-to’ resources, that provide practical tips and strategies on successful recruitment, hiring, inclusion and retention of people with disabilities.

COVID-19 Tools

COVID-19 has significantly impacted Canadian businesses, forcing many employers to adapt. The value of diversity and inclusion has never been as important as it is today. Employers seeking to recover from the pandemic will be looking to their teams for resilience and adaptability. Once the world shifts back to normal, businesses that foster an inclusive workplace and hire with diversity in mind stand to benefit the most!

Visit our new COVID-19 tools for further information on how hiring people with disabilities will translate into overall business success after the pandemic.

COVID-19 Tools

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All the tools in the HIRE for TALENT toolkit aim:
  • To increase Canadian Employers’ confidence in hiring people with disabilities
  • To engage employers in:
    • Developing inclusive and accessible workplace environments
    • Fostering acceptance of diversity in the workplace and in society in general
The HIRE for TALENT project aims to increase employers’ capacity to hire people with disabilities to promote an inclusive Canadian workforce.
Micro-Learning Workshops: Disability Awareness
The HIRE for TALENT tools can be used as content for micro-learning workshops.

How to do it?


1. Choose a tool from the HIRE for TALENT toolkit and read it twice. (Yes, please read it twice.)
2. Decide on a place and time for the session. Try to imagine how the training will proceed.
3. Identify and list all stakeholders (e.g. employees, suppliers, customers, managers, etc.).


4. Estimate the number of participants available for training
5. Prepare workshop content (sequence of activities: see example below).


6. Invite employees and have them confirm their attendance.
7. Prepare materials for the participants and organize the training room.
8. Deliver interactive training based on your objectives.
9. Survey the participants.

Disability awareness training will bring participants to sustain inclusive and diversified workplaces.
Micro-Learning Workshop #1: What is Disability? [DURATION: 60 minutes]

NOTE: Awareness Disability Training in the workplace gains from the participation of all employees.

1. Welcome the employee-learners, give credit to collaborators, provide a brief workshop overview. [5 min]

2. Distribute Quiz #1 from “What is a Disability?”. Each participants gets a copy. In some instances, it may be adequate to read out loud each question. Share this task with volunteers. Allow employees time to answer the questions, individually or in pairs. [10 min]

3. Ask participants if they were surprised by any of the questions or had difficulty answering any of them. If you chose this strategy, encourage the discussions about each question, but don't give out the answers right away! [Optional 10 min]

4. Share good news. Read each question out loud and provide answers. Observe reactions, answer questions, encourage discussion around each issue (At any time, you can say: “OK, that’s good. Let’s move on to the next question, shall we?"). [5 – 10 min]

5. Distribute the info-sheet for Quiz #1: Ask volunteers to read out different sections of the info-sheet and participants share their thoughts. [15 min]

6. Survey participants and conduct a "reflective sharing process" (RSP): Ask the employee-learners to share their experiences. Say, "Would someone like to share a 1-2 minute testimonial about Inclusion and diversity?” or “What was the most illuminating thing about this information?”. [10 min]

TIP: If you have more questions than answers, consider this to be very positive. It shows that your participants are interested and that there is much knowledge to be gained. It also increases the probability that you will have other workshops!

NOTE: Use “Challenge questions” when planning micro-learning disability awareness training. Challenge questions can be found at each tool of the HireForTalent.ca website. Please consult the TERMS of USE before using this content or its methodology.

Continued workplace training
  • If you communicate with your employees via email, insert an excerpt or reference a sentence from the micro-learning workshop.
  • If you use billboards or newsletters, indicate when the next training session will be.
  • If you hold regular technical training sessions, share some information from the HIRE for TALENT website.


HIRE for TALENT has made every effort to use the most respectful words possible while writing these materials. We realize, however, that the most appropriate terminology may change over time. We developed these materials with the intent to respect the dignity and inherent rights of all individuals.

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Facts & Stats

Growing your business requires the ability to attract talent in a shrinking market. Workplaces with a diverse, healthy, inclusive culture are becoming employers of choice.
Hire for Talent is focused on workers with disabilities because this talent pool, and the support services attached, have profound impact on workplace inclusion.
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Canada’s projected worker to retiree ratio will be 2:1 within 15 years. Recruitment from diverse talent pools will be essential!
The inclusion of people with disabilities generates measurable improvements in performance, innovation and company image.