Resource

Prioritize these top practices to make your recruitment and hiring practices more disability inclusive.

Open Door Group and Presidents Group collaborated on this tool, created from recent international research on practices that truly increase inclusion and retention of people with disabilities in the workplace.

Tips for employers on how to balance employee privacy while encouraging the disclosure of information that supports employees to be successful.

Understanding any unintended barriers in the recruitment process can help ensure a more diverse talent pool of candidates for job postings.

Naming disability alongside other priority areas in your diversity and inclusion efforts is a key practice at leading inclusive organizations.

When you ask hiring managers to pay attention to diversity in the hiring process, it’s important to give them the tools to follow through.

Ensuring that performance on disability inclusion goals is part of regular performance management discussions will help managers to understand it is a priority.

Help new employees understand that a disability inclusive culture is just part of how you do business and ensure that employees with disabilities see steps taken to make the onboarding process accessible.

Short-Term Disability Insurance provides replacement income for an employee when they are unable to work for a set number of weeks due to hospitalization, an accident, or becoming ill. Providing this support can make an enormous difference in their well-being and capacity to return to work.

Whether employers aim to retain current employees or attract new talent, reviewing the company’s benefits plans and ensuring extended health benefits are compelling and inclusive is a wise approach.

Employees receiving disability assistance from the Ministry of Social Development and Poverty Reduction can use an annual earnings exemption (AEE) to keep more of the money they earn from work.

Listen to Greater Vancouver Board of Trade President and CEO, Bridgitte Anderson, and Lisa Beecroft, Presidents Group Co-Chair, Co-Owner of Gabi & Jules, discuss the benefits of embracing inclusive hiring practices.

KPMG in Canada is committed to creating an inclusive and accessible workplace that has a sense of belonging for everyone. They are currently working with Specialisterne to recruit neurodiverse talent at KPMG in the Greater Vancouver region.

Recommended steps for your organization to take, and the decisions you will need to make, in order to measure disability in your workplace.

As with any new organizational initiative, there are issues you might run into when measuring disability in your workforce. Presidents Group conducted primary research to figure out which barriers are most common amongst employers and identified solutions.

Why are we measuring for disability? Isn’t it enough to hire people with disabilities? There are both business and social benefits from your organization’s choice to measure for disability inclusion.

With its large, diverse, and dispersed workforce, TransLink must be deliberate with both its communications and surveying strategies.

Through ERGs, ICBC is building an inclusive culture that is responsive to important needs, including persons living with a disability.

BCAA is a workplace where visibility of mental health disabilities and leadership buy-in promoted an inclusive workplace culture.

Vancity’s iCount Campaign is an example of best practices in communicating a measurement initiative to staff.