One in five working-age Canadians in the labour force experiences some form of disability (Statistics Canada). The most common disability types among Canadian workers are related to pain, mental health, and flexibility – all of which can be invisible (Statistics Canada). For International Day of Persons with Disabilities on December 3, the Canadian Association for Supported Employment (CASE) encourages employers to support workers by integrating disability inclusion into all aspects of their organization.
According to the KPMG 2024 Canadian CEO Outlook, many Canadian business leaders today are focused on organizational growth and improved productivity. They are looking for ways to reduce risks and to compete for, attract, and retain top talent. When disability inclusion is implemented throughout operations, hiring and retention often improve, and growth, productivity, and resilience can be enhanced.
“Disability inclusion isn’t just about hiring more persons who experience disability. It’s about making sure that every worker has what they need to apply for a job and to thrive in their position,” said Joanna Goode, Executive Director of the Canadian Association for Supported Employment. She explains that important elements of disability inclusion are employee engagement and a focus on careers. When managers are willing to listen to team members’ experiences, to provide any needed accommodations, and to ask about their vision for career progression, employees’ well-being and engagement in the workplace increase.
Some employers are creating innovative solutions for the recruitment and retention of workers experiencing disability. To attract, support, and retain workers, CASE’s Innovation Lab partner, ONxpress, developed a program to reduce mental health stereotypes in the construction industry. “The ON-Board Construction Inclusion Project was designed specifically to support job seekers and workers experiencing mental illness, post-traumatic stress, or neurodivergence,” said Sope Ogunrinde, Project Director for CASE’s Innovation Lab. “Part of the program includes a quick daily check in with workers using a simple colour-coded system to identify how they’re feeling that day.”
Many companies struggle to find qualified candidates, especially as key staff are retiring. Organizations may also lack skill-building programs to train new workers or prepare up-and-coming leaders (Robert Half’s 2025 Canada Salary Guide). Simultaneously, workers who experience disability may not know whether a certain career or position is a good fit. CASE’s national MentorAbility initiative facilitates short (one-hour to one-day) mentorships for workers experiencing disability to explore career options. For the mentors’ workplaces, MentorAbility is a good first step to foster inclusion and to develop a mentorship culture that can help transfer knowledge.
Workers who experience disability are used to finding creative solutions to navigating barriers. Those who also have intersecting identities – who identify as Black, Indigenous, people of colour, or 2SLGBTQ+ – bring even more diverse perspectives to the table. This creativity and varied experience can enhance teams’ ability to identify and mitigate business risks and to design innovative solutions and products, creating more sustainable organizations in the process (Deloitte Review).
Employers interested in learning more about strengthening their disability inclusion efforts can reach out to their local employment service provider. They can also visit the CASE website at www.supportedemployment.ca or contact a CASE Employer Engagement Coordinator at [email protected]. All CASE resources, training offerings, and initiatives are complimentary.
The Canadian Association for Supported Employment (CASE) is a national association that facilitates opportunities for community-based employment service providers, employers, and persons who experience disability to increase disability employment inclusion in Canada. CASE’s vision is that all persons living in Canada who experience disability have equal opportunity to secure and sustain relevant, purposeful employment
For more information, please contact Joanna Goode, Executive Director, by emailing [email protected].
