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This guide is designed to support leaders and business professionals who are curious about neurodiversity in the workplace.

Articulating the difference between accessibility and inclusion can be tricky. It’s important to understand when creating a workplace culture that engages with and values disabled people.

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

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.

When your content isn’t accessible, it can’t reach people with disabilities and they are excluded. Prioritizing digital accessibility is a best practice for all inclusive businesses.

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.

The strategy report synthesizes findings from research and roundtables about organizational inclusion of employees with disabilities, reflecting lessons learned by employers.

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.

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.

Make it Count: Measuring for Disability Inclusion in Your Workplace is a practical guide for employers looking to measure the rate of disability inclusion in their workplaces.

Download your free copy of the Make it Count Guide or receive a copy in the mail to create a Read More