Where Do I Start?
More and more organizations across Canada are joining the ranks of becoming inclusive employers. They are seeking out employees from a wide range of backgrounds and experiences, including people with disabilities, a largely untapped labour market and source of talent.
There are lots of resources out there for an employer that wants to begin attracting and recruiting from diverse groups of people. But where to start? It can all feel a bit overwhelming.
Hire for Talent has a comprehensive Employer Toolkit that provides a variety of informative tools at no cost. We have taken the top tips from that toolkit and created this Best Practice Framework to help you get started.
Once you have found your starting point with this Framework, we encourage you to visit the Employer Toolkit for more information and additional resources, tools, and tips as you continue the journey of diversity, equity, and inclusion (EDI) within your workplace.
There are lots of resources out there for an employer that wants to begin attracting and recruiting from diverse groups of people. But where to start? It can all feel a bit overwhelming.
Hire for Talent has a comprehensive Employer Toolkit that provides a variety of informative tools at no cost. We have taken the top tips from that toolkit and created this Best Practice Framework to help you get started.
Once you have found your starting point with this Framework, we encourage you to visit the Employer Toolkit for more information and additional resources, tools, and tips as you continue the journey of diversity, equity, and inclusion (EDI) within your workplace.
Workplaces that are equitable and inclusive of diversity are more creative and innovative, have a stronger ability to respond to customer or client needs, have higher employee engagement and lower turnover, and have a stronger financial bottom line than those that are not.
Hiring the best possible candidate is the goal of every employer. But it’s not as simple as posting a job on your organization’s website or on a job board and hoping that someone great will apply. Being intentional and thoughtful about your attraction and recruitment process from the start will set you up for success.
Interviewing candidates in a way that is inclusive, effective, and efficient takes some preparation. Following the process described in best practice #3 allows for an equitable experience for all candidates.
When it comes to leadership perception versus employee perception on inclusive workplace culture, there is a gap of about 20%. A report by Accenture shows that the proportion of employees who do not feel included in their organization is about nine times higher than their employers predicted.
While employees who experience a mental health challenge may require a disability leave at some point during their illness, many employees are able to effectively function and contribute within the workplace. In fact, it’s likely that you already have employees with mental health challenges on your team.