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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.

Taking Steps to Inclusion


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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.


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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

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.