Have you thought about hiring people with disabilities? If you have, you may have felt a bit overwhelmed at the prospect. In the decade that I have been helping employers to attract, recruit, and retain people with disabilities these are the most common things that I have heard at the onset:

• Where do I start? 

• How do I start?

• It seems like a lot of work (subtext: is it really worth it?).

The Benefits of Hiring People with Disabilities

Qualified, talented people with disabilities remain significantly underrepresented in Canadian workplaces1. This is a largely untapped labour pool that can give you a competitive edge. And whether the economy is robust or not so much, who couldn’t use that?

Despite any hesitation you may feel, there are some excellent reasons to do it. A 2024 report from the Canadian Council on Rehabilitation and Work (CCRW) 2shows that increased productivity and a stronger financial bottom-line result from organizations that are disability inclusive. 

An Accenture report called The Disability Inclusion Imperative 3found the same and discovered that these employers also received more positive Glassdoor reviews compared to their industry peers.

So, yes, it’s worth it!

How to Start Inclusive Hiring

The employers who are most successful in increasing the representation of people with disabilities in their organization – and retaining them - are the ones who been thoughtful about their approach and spent time planning. 

Using a tool like the Banking on Inclusion Readiness Tool can help you to consider where your organization or team is at in terms of readiness. Consider the following questions that can be found in the tool:

• Do we have C-suite and senior leadership commitment to hiring people with disabilities?

• Do we explicitly state (to possible job applicants, existing employees, and our clients/members) that we value diversity and are committed to equity, accessibility, and inclusion?

• Are we willing to examine all employee practices to ensure that we not only attract and hire people with disabilities but also retain them?

• Are we ready to commit to hiring and retaining people with disabilities even when it might not always be easy?

Take Your Inclusive Hiring to the Next Level

If you are a federally regulated employer, you are required to meet certain diversity representation requirements, so you are likely already doing some things to hire equitably and inclusively. But think about other inclusive actions, processes, and tools that you could adopt:

• Are your online job ads are written in simple language that is easy to read and understand? Take it to the next level by ensuring that the job ads are available in accessible formats for those who are blind or have reduced vision.

• Do you offer accommodations during the interview process? Level up by providing training for your recruiters and hiring managers on how to effectively interview a candidate who is neurodiverse.

Something that I know to be true is that there isn’t one employer that is doing it all and doing it all perfectly every time; everyone is on a journey. But with some planning, intentionality, and commitment you can attract, recruit, and retain some amazing people who will add so much to your organization.