Disability Inclusivity: Why it Matters
October is National Disability Employment Awareness Month and this month we share some of the ways your organization can support people with disabilities so they can excel.
According to The Government of Canada, National Disability Employment Awareness Month was established to increase awareness of the positive outcomes of hiring people with disabilities in Canada. National Disability Employment Awareness Month also offers the opportunity for equality and inclusivity and highlights the positive contributions that employees with disabilities make in the Canadian workplace.
National Disability Employment Awareness Month (NDEAM) also focuses on helping Human Resources and organizations implement diversity-inclusive hiring. Diversity inclusive hiring creates opportunities for employees by helping them to succeed in the workplace while also enabling businesses to fill required roles from the talent pool of individuals with a disability and creating a much needed cultural change.
Here are a few ways to make your organization more inclusive.
1. Eliminate Unconscious Bias when Hiring
One of the best ways to create an inclusive workplace is to eliminate bias when hiring new employees. According to Statistics Canada, among those with disabilities aged 25 to 65 years of age who were not currently employed or in school, 645,000 individuals had the potential to work. Additionally, Canadians with disabilities are underemployed compared to those without disabilities which is why inclusion should be top of mind even before that job posting. Hiring those with disabilities creates equal opportunities for individuals who are seeking a role, and eliminates the fear of being rejected and facing any discrimination in the workplace.
Organizations should aim to eliminate unconscious bias when hiring individuals with disabilities and one way to do this is by training staff on what they can do to create equal opportunities. You can avoid unconscious bias towards job candidates in the hiring process by:
Asking candidates questions specific to the jobs they are applying for like you would ask any other candidate.
Not letting the unfamiliarity of a disability cause you to lose great job candidates.
Understanding that having a visible disability does not mean the candidate is required to disclose the disability so you should treat the candidate how you would treat any other person.
Hiring a staffing agency or multiple recruitment resources that focus on hiring diverse candidates considering they understand the importance of inclusion.
Training and reminding managers not to ask questions that can elicit protected information.
Implementing these tips can lead your organization on the path to eliminate unconscious bias when hiring and ensure that you are creating a more diverse and inclusive workplace.
2. Create Accessible Work Environments
Creating an accessible work environment makes your organization a safe and comfortable space for all employees. Ontario’s Accessible Employment Standard requires organizations to make their employment practices accessible to meet the needs of employees and job applicants with disabilities. Proper accessibility policies and accommodation plans are necessary to demonstrate how your organization is supporting employees with disabilities and creating an inclusive workplace.
Reinforcing the use of an accommodation plan is one of the most effective ways to benefit employees with disabilities because it can include an outline of how the organization will help the individual throughout their time at the organization. For example, accommodation plans might include how an employee participates in the development of their individual accommodation plan, how an employee is assessed on an individual basis or even the steps your organization will take to protect the privacy of the employee’s personal information. Creating an accommodation plan that works for your employee can be a helpful component in creating an organization that is accessible and inclusive.
For more information on the Individual Accommodation Plan Process, click here!
3. Focus on Inclusivity From the Top Down
Implementing a culture that is inclusive should start from the top and work its way down. Having a culture centred around inclusivity and accessibility should start from employers, managers, and owners in order to influence and motivate their employees. By having employers implement the idea of inclusivity and diversity in their values, it shows that employers care about the well-being of their employees and want to see more diversity and inclusion in their organizations.
According to Deloitte, organizations that have inclusive cultures in place are eight times more likely to have better business outcomes even if these are closely tied to employee performance and productivity because businesses cannot succeed if their employees do not. Encouraging every employee to do their best along with incorporating inclusive hiring can lead to overall employee satisfaction and loyalty when it is done right. Jobs Ability Canada also mentions that recruiting and retaining employees who have a disability makes a business stronger and staff retention rates are 72% higher among people who have a disability. With employers being able to open themselves up to more inclusive hiring, they will be able to find job candidates who are just as qualified and foster inclusivity in their business as well.
This month, open up the conversation about diversity and inclusivity in your organization to understand the importance of giving everyone an opportunity for growth. National Disability Employment Awareness Month not only encourages inclusivity in the workplace in October but every day, every month and every year in the world at large.