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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.



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.

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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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!

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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.
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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.