Joanna Goode
Executive Director of CASE
Deborah Hotchkiss
Partners in Employment Executive Director
Michelle Buckland
Founder of EMBRACE 2 Learn Inc.
Inclusive workplaces benefit everyone socially, culturally, and economically. There are many ways companies can attract and retain workers from underrepresented hiring pools.
In 2017, the Canada Survey on Disability found that 6.2 million Canadians ages 15 and older had a disability, with 20 per cent being working age , from 25 to 64.1 This staggering statistic illustrates what many industry professionals are echoing — that there’s a huge, untapped workforce right in our own backyard.
That’s why the Canadian Association for Supported Employment (CASE) has been working to increase the inclusion of people experiencing disabilities in the labour force. CASE and it’s network of local employment service providers work with employers, community allies and other stakeholders, offering them necessary resources and support.
A diverse group of people brings broader-ranging skills to the workplace, fostering creativity and innovation in ways that homogenous teams don’t.
CASE wants businesses to know that there are countless benefits to inclusive hiring. “A diverse group of people brings broader-ranging skills to the workplace, fostering creativity and innovation in ways that homogenous teams don’t,” explains Joanna Goode, Executive Director of CASE.
Countless advantages
A diverse team is better at problem-solving and strategic thinking, leading to higher performance levels, a more positive work environment, and lower employee turnover. Plus, being exposed to differing perspectives helps everyone expand their world view, resulting in greater social inclusiveness, acceptance, and understanding.
Moreover, people who experience disability are Canada’s hidden workforce. “But they’ve been told there was no room for them before,” says Deborah Hotchkiss, Partners in Employment Executive Director. “They’re the solution to labour force shortages, especially to keep productivity going in rural areas.”
CASE is here to assist employers in attracting and retaining people experiencing disability. “We offer free resources, and links to services available in your community says Goode. “Supported Employment Service Providers across the country help businesses make all stages of their recruitment and retention processes accessible to people with disabilities.”
It goes beyond having proper policies and infrastructure — there also needs be a shift in thinking and organizational culture that transfers into every aspect of work life and communication.
Multi-level development
Accessibility must be taken into consideration every step of the way, starting with ensuring that the application process is itself accessible. “Build awareness about people with disabilities in your workplace and make accessibility a priority, not an afterthought,” says Michelle Buckland, Founder of EMBRACE 2 Learn Inc., an Accessibility Advisor, and a Learning and Development Consultant, and Speaker. Buckland, who experienced disability challenges herself, encourages companies to include people with disabilities in their conversations around increasing inclusiveness and creating policies.
In Canada, about 3 in 500 women executives and 4 in 500 male executives experience disability.2 Most companies have employees who experience a variety of disabilities, whether they’re episodic, invisible, or visible.
These businesses have developed supportive workplace cultures where everyone is encouraged to bring their whole, best selves to work. “They’ve reduced barriers in the hiring process and reevaluated company structures,” says Goode. “Employers are inclusive, use respectful, person-centered language, and are specific about accessibility options. And they thrive as a result.”
Leading by example
Companies that prioritize inclusion are paving the way — they’re demonstrating that everybody benefits when accessibility is prioritized. Highlighting each person’s unique talents and abilities, they know that successful work teams are made up of people who complement each other’s skills.
In fact, employers who already have these best practices in place tend to improve capacity, staff retention and overall happiness. “Work environments that encourage accessibility, physical and mental wellness are proven to have reduced sick days and increased productivity,” says Goode. “Interestingly, when workplaces shift toward accessibility for people who experience disability, they also make it a better place to work for everyone.”
As the COVID-19 pandemic made evident, companies can be flexible and accommodating when they choose to be. “There’s a fear of hiring people who experience disabilities because historically, there’s been an emphasis on what they can’t do instead of what they can,” Hotchkiss says. “They’re an underrepresented labour pool with wide-ranging skill sets.”
For businesses that understand the value and importance of inclusivity but are unsure of how to start shifting toward it, CASE and local employment providers have free, easily accessible resources and training opportunities.
To learn more about how to hire for a diverse workforce, visit supportedemployment.ca.
CASE is funded in part by the Government of Canada. This project is funded in part by the Government of Canada’s Sectoral Initiatives Program.
The opinions and interpretations in this publication are those of the author and do not necessarily reflect those of the Government of Canada.
1.Beall, Avery. “This Infographic Provides an Overview of Accessibility in Canada. The Infographic Includes Persons with and without Disabilities.” Government of Canada, Statistics Canada. Government of Canada, Statistics Canada, December 2, 2022. April 29, 2023. https://www150.statcan.gc.ca/n1/pub/11-627-m/11-627-m2022062-eng.htm.
2.Munyeshuli, Alvin, and Léa-Maude Longpré-Verret. “This Infographic Provides an Overview on the Type of Enterprise in Which Executives with Disability Are More Likely to Work and Some of Their Personal Characteristic. Specifically, the Share of Executives with Disabilities by Gender Is Shown, Followed by the Shares of Executives with Disabilities by Industry and Type of Enterprise. Some Personal Information on the Age, Type of Disability and the Number of Disability Is Also Included.” Government of Canada, Statistics Canada. Government of Canada, Statistics Canada, April 4, 2023. April 28, 2023. https://www150.statcan.gc.ca/n1/pub/11-627-m/11-627-m2023019-eng.htm.
