CUSTOMIZE YOUR TOOLKIT

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.

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.

DISABILITY CONFIDENT PARTNERS CAN HELP YOU!

There is help to become an inclusive employer! HIRE for TALENT has a network of organizations offering services and programs designed to help your business recruit, hire, train and retain people with disabilities. After consulting the employer toolkit, call a HIRE for TALENT, Disability Confident PARTNER to find-out what services are available near you!

Contact a Disability Confident Partner

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My business understands how to write a job posting to effectively recruit a person with a disability?

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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

Employers often find that workers who identify as having disabilities have unique abilities; they also tend to work harder to prove themselves.

According to employers, people with disabilities perform as well or better than other workers. These employers concluded that hiring people with disabilities did not negatively impact their businesses.

In a national survey of consumer attitudes towards various companies, 92% of the respondents gave favourable ratings to businesses that hire people with disabilities.

98% were satisfied or very satisfied with the service they received when dealing with an employee with a disability.

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

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