ROI ~ Return On Inclusion

Looking to recruit and retain qualified skilled workers? Consider hiring Persons with Disabilities (PwD).

Why Hire Persons With Disabilities

We often hear hiring PWD is "doing the right thing" but employers in small to medium businesses need to hire based on a candidate that brings the knowledge, skills, abilities, creativity and experience that will have a positive impact on the company's bottom line.  In the last few decades, Canada has been experiencing a rapidly aging population, shrinking birthrate, improved employment rates and as a result shrinking labour pool. With PWD accounting for in excess of 443,000 job-ready, willing and eager potential employees - of which over 180,000 have a post-secondary education it makes good business sense to access this largely untapped labour pool. 

Some employers believe PWD cannot perform as well on the job but the truth is in the Deloitte study 'The road to inclusion: integrating people with disabilities into the workforce' 90% of PWD did as well or better than non-disabled co-workers.  PWD can perform most job duties with the right accommodations, which may have little or no cost.  It may be as simple as moving 'active/current files' from the top drawer of a 4-drawer cabinet to the second drawer to accommodate a person in a wheelchair.  Accommodating an employee that has a mobility concern by placing a ramp at a store entrance may also increase sales as customers with strollers can now access the premises.

A diverse workforce that includes Persons with Disabilities reflects the changing world and marketplace. By recognizing and respecting individual differences, employers create a workplace that provides a competitive edge with increased work productivity.

Canadian Statistics

  • 70% of persons with disabilities have non-apparent disabilities
  • Almost 60% require no accommodations at all. Of those that do, the typical one-time expenditure by employers was $500
  • 86% - 90% rated average or better on attendance and job performance than their non-disabled colleagues.
  • 98% of people with disabilities rated average or better in workplace safety than their non-disabled colleagues.
  • 40% lower accident rate. Workers with disabilities have a 63% lower time away from work due to accidents.
  • Staff retention among these workers is 72%, saving millions of dollars.
  • When accommodations are made for employees with disabilities 61% of all employees noticed an increase in overall morale in the workplace
  • It is estimated that the buying power of PWD is $55 billion
  • Research shows 78% of Canadians said they were more likely to buy products and services from a business that has a policy of hiring PWD

Interviewing: A legal perspective- Spinal Cord Injury BC

This PDF guide outlines what an employer can and cannot ask a PWD during an interview.  It xplains aspects of the Human Rights Code to make the interview more comfortable of all involved..

Taking Action: An HR Guideto Hiring & Retaining Employees with Disabilities - Canadian Manufacturers & Exporters

This comprehensive guide states a soild businesscase for hiring persons with disabilities and provides HR practices including guidance for job analysis, recruitment, selection, interviewing, job offers, performance management, understanding accommodation, legislation, funding subsidies and success stories.

Business Benefits of Accessible Workplaces - Conference Board of Canada 

This brief examines the business benefits of accessible employment practices and outlines strategies and resources to help businesses develop accessible and inclusive workplaces for people with disabilities.

Employers' Toolkit: Making Ontario Workplaces Accessible to People With Disabilities, nd Edition - Conference Board of Canada 

This toolkit was created to help Ontario employers tap into a vibrant and underutilized labour pool, people with disabilities, and to assist employers in meeting the Employment Standard of the Accessibility for Ontarians with Disabilities Act. It contains tools and downloadable templates that cover HR practices including interviewing checklist and script guidlines,functional capacity assessment, examples of job accommodations, sample accommodation plans to name a few.

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116 Industry Street
Toronto, ON M6M 4L8
Tel: 416-767-1679
Email: events@onestep.on.ca

GET IN TOUCH

ONESTEP

116 Industry Street
Toronto, ON M6M 4L8
Tel: 416-767-1679
Email: events@onestep.on.ca

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