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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For more details on employer’s legal responsibilities, consult tool #3 “Legal Issues”

Basic Rule!
 Employers should make all reasonable efforts to provide access to all applicants. For example:
  • Choose interview locations that are accessible to candidates with disabilities.
  • Identify accessible parking options.
  • Provide clear directions about where to meet.
  • When arranging for interviews, inform all applicants that accommodations are available upon request for applicants with disabilities.
  • Help your front office staff to learn how to interact appropriately with people with disabilities.
  • Give all applicants clear information about the
    selection process.

Do not assume. Appearance does not define ability.  Do not stereotype. Avoid generalizations based on your understanding of disabilities. Be open minded. Some disabilities may be invisible.

Tips for Successful Interviews:
  • An interview team will reduce individual bias.
  • The interview team should include staff members who understand disability and diversity issues.
  • A diverse interview team will provide insight into responses that other team members may not fully grasp.


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.

This document is provided for information purposes only. The content provided is not legal advice and should not be used or relied upon as such. Applicable law may differ from jurisdiction to jurisdiction; if you are seeking legal advice, you are advised to consult a lawyer in your province or territory.

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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.