Resource

Simple tips to increase the inclusiveness of your interviews for all candidates, including those with disabilities.

An alternative set of inclusive questions to consider when conducting an interview, and examples of what an employer cannot ask.

In addition to improving accessibility, captions boost engagement, flexibility, user satisfaction, and promote inclusion and engagement in the workplace.

There are many common myths regarding people with vision loss and the workplace! This resource by CNIB BC tackles common misconceptions and offers best practice recommendations.

The CCDI created a toolkit for large businesses creating a Diversity and Inclusion Strategy. We compiled a high-level summary of the recommendations.

Every employer can take steps to improve the built environment for employees with disabilities. RHF suggests reviewing these key areas of your workplace when planning for accessibility.

Partnerships between employers and disability employment service organizations (DESOs) are a great option for businesses to recruit candidates with disabilities.

To get the most out of using an ASL (American Sign Language) interpreter in your large business’ workplace (whether in-person or virtually), it’s a good idea to educate yourself about what exactly an interpreter does and how they facilitate communication.

Employers have been adapting their business models to fit a “new normal” of remote work, shifting consumer demands, and increased flexibility for staff. While the period has been hard, the increased accessibility is something we can celebrate and reap the benefits of.

Employers have been adapting their business models to fit a “new normal” of remote work, shifting consumer demands, and increased flexibility for staff. While the period has been hard, the increased accessibility is something we can celebrate and reap the benefits of.

This accessible infographic covers quick wins and next steps for addressing mental health in the workplace.

A helpful checklist of what an inclusive employer needs to include in written letters of offer to a new employee.

As you go through the hiring process, keep in mind that declining an applicant is also part of your employer brand. Whenever possible, give the applicant feedback and suggestions for future applications.

If an employer believes that an employee has a substance addiction, or if an employee has self disclosed that they have a disability due to addiction, the employer has a responsibility to approach the issue in a supportive, respectful and collaborative way.

This ‘Business to Business’ guide offers inclusive workforce best practices distilled from decades of experience and expertise. It is a resource for employers on how to adapt recruitment and retention practices to better engage people with disabilities and others with barriers to employment.

Managing employee performance is an essential part of a manager’s job, especially for inclusive employers. 

An accessible employer should be proactive about creating a workplace that supports overall wellbeing and inclusion for all. 

Innovative ways to adapt recruitment practices to access a wider talent pool include candidate sourcing and an inclusive selection process.

The language used in a job posting sets the tone for future employees and their understanding of inclusivity in your workplace. This piece includes steps to consider when writing an inclusive job posting.

For some employers, partnering with a disability employment service organization (DESO) is a great option for recruiting candidates with disabilities. The following are some items to consider when selecting a DESO to work with.