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.
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.