header-sec-2.jpg

Taking Steps to Inclusion


tool 5.5 illegal questions img2x

The ‘DUTY TO ACCOMMODATE’ prevents employers from rejecting candidates on the basis of their protected characteristics, which include disability, age, gender, religion/faith, sexual orientation, race/colour, marital status or ethnic origin. 
An employer, a service provider or a union has the obligation to take steps to eliminate disadvantage to employees, clients or PROSPECTIVE EMPLOYEES resulting from a rule or a physical barrier that may have an adverse impact on individuals or protected groups.


The Duty to Accommodate obligates an employer to be meaningful (proactive) in creating an inclusive workplace for all stakeholders.

Inclusive workplaces come from implementing quality accommodations. “[from 3.2] The most successful accommodation outcomes happen when workplace parties are able to work collaboratively and respectfully with a view to finding meaningful and effective solutions.

 To find out more about your legal obligations, go to Tool #3 Legal Issues.



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.

Take the Challenge!

True or false

An employer, a service provider or a union has the obligation to take steps to eliminate disadvantage to employees, clients or prospective employees.

True.  Employers, service providers or a union have the obligation to take steps to eliminate disadvantage to employees, clients or prospective employees resulting from a rule or a physical barrier that may have an adverse impact on individuals or protected groups.


btn download2x

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

Poll

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

GET THE TOOL YOU NEED QUICKLY!

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.

Get Started

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.
img home stats
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.