Stories & Case Studies

The Vancouver Fraser Port Authority’s Accessibility Internship Program offers one individual with disabilities an opportunity to develop work experience while meeting a pertinent business need.

Vancity implemented a High School Student Internship Program for students with disabilities to obtain work experience while meeting Vancity’s business needs.

Working with the Disability Resource Centres at various post-secondary partner institutions, YVR explicitly encouraged co-op applicants with disabilities to apply and voluntarily self-declare.

Vancity partnered with the Vancouver School Board on a project focused on creating inclusive opportunities for high school students with diverse-abilities.

The Co-op student outreach program allowed YVR to shift internal and external perceptions of ability, meet a business need, and tap into a traditionally under-utilized segment of job seekers.

The Diversity Internship Program was designed to address a gap HSBC had in their workforce, based on the available labour market associated with persons with disabilities and Indigenous people.

Work-Able is a 12-month paid internship program with the BC Public Service for recent post-secondary graduates who self-identify as having a disability.

Elyse Henderson was diagnosed with Autism Spectrum Disorder (ASD) when she was eight years old. She is currently working at Service BC in the role of Project Support.

Pacific Blue Cross created a new Diversity Team, who will set the standard for their colleagues, constantly thinking of new and innovative ways their staff can be more inclusive.

Gabi & Jules bakery strives to offer employment opportunities to individuals on the autism spectrum.

Destination BC developed an HR strategy that highlights how diversity and inclusion are fundamental to building employee engagement, developing and recruiting talent, and supporting all employees.

ICBC’s vision is to be the leader in Diversity & Inclusion in the public sector by 2020. ICBC is tracking their progress to understand their strengths and areas of opportunity.

EY’s employees have created a network focused on mental health awareness. This group aims to provide employees with information on and support for coping with mental health challenges and stress.

BC Hydro supports employees who are experiencing physical or mental challenges. An example of this is through their Alcohol and Drug Addiction Recovery Program and Back to Work Supports.

ICBC’s Employee Resource Group raises awareness about the various forms of disability: visible and invisible, physical and mental, and provides those living with a disability a way to connect with each other.

BC Hydro’s Alcohol and Drug Addiction Recovery Program supports employees through cost-sharing, and implementing supports to ensure a successful transition back to work.

Nicolas Haddad is a Business Analyst with HSBC in the Transformation Department. He is bi-lateral above the knee, and is a left arm amputee. The accommodations Nicolas needs are minimal, but contribute to his success in the role.

BCAA launched its first employee mental health awareness campaign to demonstrate its commitment to supporting employees who might experience challenges with mental illnesses.

The Vancouver International Airport (YVR) has seen many benefits to a successful return to work program including: retaining experienced workers, engaged employees, better productivity, and reduced costs.

Vancity has piloted working interviews as an alternative to behavioural-based interviews to better assess a candidate’s suitability for the job.

SAP has met their goal with 13 Autism at Work program participants working in the Vancouver office after their fourth wave of hiring in May 2017.

Sylvain Formo has progressed from participant to volunteer to staff at the Canucks Autism Network. Recognizing the need for his unique background and expertise, CAN hired Sylvain as their goalie coach.

Vancity implemented a project at 22 Vancity branches that involved job carving, a process that “carves out” existing responsibilities from other positions to create a new one.

Renu Sangha is as a Business Analyst in the Transformation group at HSBC. Renu is deaf and uses sign language to communicate, she also utilizes an interpreter when needed.

Having struggled in obtaining employment, Luke connected with the YMCA’s employment supports program. They connected him to London Drugs – which became his first job at the age of 30.

The Autism at Work program began as a weekend project in Bangalore, India five years ago. The success of this project led to a company-wide goal of hiring 650 employees on the autism spectrum by 2020.

Vancity’s large scale system conversion required significant resources across the organization. Vancity worked with Focus Professional Services to contract individuals specialized in IT to support this work.

Arnold Cheng went to UBC and received a BA in English Literature. He later acquired a disability that required him to use a wheelchair. Arnold’s experience in looking for employment after acquiring a disability, changed dramatically.

Save On Meats with the support of Open Door Group have been able to provide meaningful job opportunities to Brad and Randy who used to live in poverty and previously faced barriers to employment.

Tyler, through the support of the Chilliwack Society for Community Living (CSCL), was matched with a Vocational Counsellor who worked with him to secure a job at Buy-Low Foods.

Rachael, Corrine and Jori are all team members at London Drugs. Their stories are examples of how having a diverse workforce is beneficial for the organization, the team, and the individual employee.

Patricia Elgersma started with the organization as an intern in the Human Resources department and has transitioned to a Project Manager role in Compliance.

YVR developed a procurement strategy that aligns with their organizational values of diversity and inclusion by giving preference to vendors who practice corporate social responsibility in a variety of areas including accessibility.

BC Hydro is ensuring that their leaders understand the role they play in creating a psychologically healthy working environment. They have made the decision to provide training to their managers around mental health and supports in the workplace.

Vancity rolled out unconscious bias training for all staff. The training was specifically aimed at creating awareness of the presence of unconscious bias when making people and business decisions, and how to mitigate these biases.

The Vancouver Airport Authority (YVR) delivered Unconscious Bias training for their managers and senior leaders and learned a great deal throughout the process.