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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

The COVID-19 public health crisis has led to a ‘reimagining’ of the workplace. Workplace accommodations have been implemented to great effect: remote work, flexible schedules, worker redeployment, changes to work routines, etc. Employers have found that reasonable accommodations are not only a federal and provincial legal requirement, but also a net benefit to productivity. However, COVID-19 has obliged most employers to learn more about workplace accommodation.

Remote Work and COVID-Based Accommodations

With regard to remote work, it is important to note that not all employees have the same access to technology and private workspaces. A confidential ‘check-in’ with each employee to assess their available resources as well as their need for training around usage of these resources is an inclusive practice and will serve all parties well.

Accommodations may include but are not limited to the following:

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What are Reasonable Accommodations? Why do They Matter During COVID-19?

This resource is intended to build employer capacity around the effective design and implementation of reasonable workplace accommodations. This is a clear equity, diversity and inclusion (EDI) competency that will strengthen your business and expand your recruitment base.

Workplace accommodation is designed to enable equitable participation. Although an employer’s duty to accommodate is set out in Canadian human rights law and covers 13 prohibited grounds of discrimination, this resource will focus on accommodation around disability and COVID-19.

Workplace accommodation around disability enables workers to contribute their full range of skills, talents and abilities. This is a win-win scenario that supports productivity, performance, job satisfaction and employment retention. Increasing your understanding and skills around workplace accommodation also improves your ability as a leader to see employees’ individual strengths and needs, which in turn builds trust and loyalty.

Workplace accommodation categories include the individual, the environment, tasks and/or tools. Requests for and provision of reasonable workplace accommodations may apply to:

  • Job interviews
  • Testing
  • Training
  • Orientation
  • Job duties or work routines

Building capacity to accommodate workers is an important factor in the inclusion of people with disabilities and gaining full access to the benefits this group can bring to mitigate the impacts of COVID on your business.


Mindset Matters

  1. Bear in mind that employees requesting accommodation are typically the best source of information about their individual needs. Regardless of the type of disability, there is always some variation from person to person and the individual with the disability is best able to say which accommodation works best.
  2. Workplace accommodation serves you as an employer by enhancing employee productivity, demonstrating workplace inclusion and improving employee engagement and loyalty.


Sources
  1. “Disability-Based Accommodations.” Job Accommodation Network, JAN - Job Accommodation Network (askjan.org). Accessed 16 December 2020.
  2. “Duty to Accommodate.” Government of Canada, Duty to Accommodate - Hire for Talent. Accessed 16 December 2020.
  3. Workplace Accommodations.” Workopolis, 4 things you need to do to accommodate disabilities in the workplace - Workopolis Hiring. Accessed 16 December 2020.
  4. Duty to Accommodate.” Hire for Talent, Duty to Accommodate - Hire for Talent. Accessed 16 December 2020.
  5. “What are Workplace Accommodations?” Sterling, What are Workplace Accommodations? | Sterling Talent Solutions (sterlingbackcheck.ca). Accessed 16 December 2020.
  6. “Workplace Inclusion Consulting.” RealEyes Capacity Consultants, About Us | www.realeyes-capacity.com (realeyes-capacity.com). Accessed 16 December 2020.
  7. “A template for developing a workplace Accommodation Policy.” Canadian Human Rights Commission, A template for developing a workplace Accommodation Policy | Canadian Human Rights Commission (chrc-ccdp.gc.ca). Accessed 16 December 2020.
  8. “Strengths-Based Cultures Are Vital to the Future of Work.” Gallup, Strengths-Based Cultures Are Vital to the Future of Work (gallup.com). Accessed 16 December 2020.
  9. “Use Mentoring to Develop Employees.” The Balance Careers, How Can You Use a Mentor for Employee Development? (thebalancecareers.com). Accessed 16 December 2020.


Disclaimer:

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.




Don’t forget to fill in our survey about the COVID-19 Tools!



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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.