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BC Hydro outsources their data collection to improve analysis and provide a better understanding of results in their diversity efforts.

BCAA believes that distance offered by a third party managed survey helps employees feel more comfortable disclosing their disability status.

BC Hydro holds their managers accountable through diversity and inclusion related performance metrics.

Consider who really holds social influence in your organization in order to communicate important initiatives effectively.

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.

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

The following template has been created to include important accessibility information for job postings. Copy and paste the following a new document and insert your own business’ details.

Applicants with disabilities, like all other applicants, must be able to meet the employer requirements for the job. However, there are certain disability-related questions you cannot ask.

HSBC is leading the way in hiring and retaining a diverse and inclusive workforce—which includes Patricia, the first totally blind HSBC employee in Canada.

Tacofino shares their five tips on how to create an accessible small business focused on recruiting and retaining inclusively.

A guide to make the new employee orientation and on-boarding process inclusive for all.

A checklist for employers to plan effective, inclusive recruitment and hiring practices within their business.

Accommodations for employees with disabilities aren’t complicated or expensive. Learn about some of the accommodations that are available.

Save On Meats, with the support of Open Door Group, provided meaningful job opportunities to longtime friends Brad and Randy, who both lived in poverty and previously faced barriers to employment.

These interview guidelines will help you adapt your interview process to be inclusive for a variety of candidates.

Safety within your workplace, both physical and psychological, should be a priority. It’s important to be able to de-escalate a situation quickly.

There are different types of interviews and assessments with varying forms of accessibility. Learn about the various forms of these, along with your legal obligations, and suggestions for reference checks before employment.

You’ve interviewed applicants, conducted pre-employment checks and are ready to make an offer. Learn what inclusive businesses do next.

As an employer, you have a legal obligation to adjust policies and practices so employees can participate fully in the workplace.

This toolkit is meant to help HR professionals increase accessibility and inclusiveness and address the needs of workers living with mental illness.