CUSTOMIZE YOUR TOOLKIT

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 importance of diversity and inclusion has never been more important! Employers looking to recover from the pandemic will need to look to their team for resilience and adaptability. Businesses that foster an inclusive workplace and hire with diversity in mind stand to benefit the most once the world shifts back to normal.

Visit our new COVID-19 tools, to learn how hiring people with disabilities will translate into overall business success after the pandemic.

COVID-19 Tools

1. Select the three appropriate definitions of disabilities according to the United Nations:

Disabilities result from environmental barriers.

Disabilities may include people who have physical impairments.

Disabilities result in persons with impairments being unable to work.

Disabilities are more or less the same.

Disabilities may limit a person’s participation in society on an equal basis with others.

I don’t know enough about disabilities to answer this question.

2. Identify two of your legal obligations as a Canadian employer:

To create a new job for someone who can’t do their previous job.

To provide accommodations regardless of the financial costs.

To accommodate up to the point of Undue Hardship.

To accommodate both physical and mental disabilities.

To only accommodate disabilities that occurred due to a workplace injury.

To develop accommodations without collaboration with workers and other stakeholders.

I don’t know enough about legal obligations to answer this question.

3. Select three criteria associated with inclusive job postings:

They are available in various formats.

They state how the accommodation process will work.

The selection criteria are specific, measurable and job-related.

Both genders are equally represented.

Job requirements are based only on essential job tasks and responsibilities.

I don’t know enough about inclusive job postings to answer this question.

4. Select two questions you are NOT PERMITTED TO ASK during a job interview:

Are you able to perform the essential functions of this job?

Do you need an accommodation to perform the job?

Can you demonstrate how you would perform the following job-related functions?

Do you have any disabilities?

I don’t know enough about inclusive job interviews to answer this question.

5. Select two best practices in hiring people with disabilities:

Employer seeks to reduce discrimination in the workplace.

Employer focuses on workers’ performance, not disabilities.

Employer creates specific work teams to reduce discrimination.

Employer offers internships leading to permanent employment.

6. Select three best practices for maintaining successful employment:

Create training plans for each position to boost workers’ motivation to increase their skills.

Offer incentives to workers who have less sick days.

Use Employee Resource Groups (ERGs) to help workers become part of the team.

Provide awareness training to selected employees.

Ask your local service providers for assistance in developing a work plan for employees with disabilities.

Reduce the number of employees with disabilities increases management capacity.

I don’t know enough about retaining workers with disabilities to answer this question.

7. Have you hired workers with disabilities in the past?

Yes and our company feels confident in hiring people with disabilities.

Yes, but our company met challenges in hiring people with disabilities.

No, our company never hired people with disabilities.

8. Inclusive workplaces are mostly about elevators, access ramps, accessible washrooms and ergonomic workstations.

True

False

9. Select two statements that best sum up disability awareness training:

Training reflects the fact that all people with disabilities should be treated the same way.

Training includes a statement of commitment recognizing workforce diversity.

Training provides strategies on how to appropriately interact with a new employee with a disability.

Training can be provided by anyone in HR.

I don’t know enough about disability awareness training to answer this question.

10. Select three statements that best sum up a disability and diversity policy:

Why the organization believes an inclusive workforce is beneficial.

The organization’s commitment to make accommodations.

Which target groups the organization will consider hiring.

How it will measure its workplace diversity.

The maximum amount of money that will be spent to accommodate an employee.

I don’t know enough about disability and diversity policy to answer this question.

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CUSTOMIZE YOUR TOOLKIT

By completing this short questionnaire, you can identify the best tools to hire and retain employees with disabilities, as well as increase your company’s performance.

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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.

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.

Funded by the Government of Canada’s Opportunities Fund for Persons with Disabilities

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