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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Employers are allowed to ask questions about an applicant’s ability to perform specific job functions.

 What are employers allowed to do?

Ask all interview candidates the same job-related questions, and score their responses using an interview question scoring grid  (which you can easily find on the Internet).

Ask questions that focus on “how” the applicant will apply their skills to perform job tasks (as opposed to asking whether they “can” do the job).
Ask questions that focus on “how” applicants would handle a particular situation.

What should employers be mindful of?

Interviewers should not ask any questions that would require an employee to directly or indirectly disclose a disability unless the question is related to a bona fide
occupational requirement.

For more details on bona fide occupational requirement, consult tool #4 “Recruiting the Best Available Talent”.

Interviewers should check their own personal and cultural assumptions about body language and other non-verbal communication.

For example:

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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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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.