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Attracting Applicants with Disabilities

Systems

Behaviours

Your Results

Frameworks already in place

  • Our job ads are inclusive and accessible.
  • The photos on our website reflect diverse representation.
  • Our website includes a commitment to equity, diversity, and inclusion statement.
  • We provide clear instructions on how applicants can request accommodations during the application process.
  • Recruiters know how to respond to individuals who request accommodation during the application process and how to implement the required accommodation.

Ideas for action

  • Consider reviewing your job ads to ensure they are inclusive and accessible.
  • Update your website photos to better reflect diverse representation.
  • Adding an equity, diversity and inclusion (EDI) statement to your website shows that inclusion matters to your organization and helps strengthen your identity as an inclusive employer.
  • Improve the application process by including clear instructions on how to request accommodations.
  • Provide recruiters with guidance on responding to accommodation requests during the application process and training on how to implement the required accommodations.
 

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Taking It to the Next Level

All federally regulated employers are required to collect diversity data from existing employees. Therefore, you are likely doing that already. But are you collecting diversity data from applicants (individuals who applied for a job on your Careers page) and from candidates (those who applied for a job and were shortlisted for an interview)?

Providing opportunities for applicants and candidates to voluntarily self-disclose if they have a disability, or if they self-identify with any of the other four designated groups under the Employment Equity Act or with other diversity categories, can help you to assess your attraction and recruitment efforts.

Discuss with anyone in your organization who is reluctant to consider pre-hire data collection and discuss the benefits.