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Onboarding (From Day One to End of Probationary Period)

Systems

Behaviours

Your Results

Frameworks already in place

  • Our training materials, schedules, and facilities are accessible to all employees.
  • We have a clear onboarding policy and procedures, with supporting tools and resources available to hiring managers, supervisors, new hires, and colleagues involved in the onboarding process.
  • We have a clear probationary period policy that defines new hire and manager accountability.
  • All employees understand behaviours that support or detract from creating an equitable and inclusive workplace culture.
  • Managers understand the value of regularly scheduled one-on-one meetings with new employees to discuss progress, challenges, and the effectiveness of accommodations throughout the probationary period.

Ideas for action

  • Reviewing training materials, schedules, and facilities to ensure they are accessible to all employees.
  • Develop or refine a clear onboarding policy and procedures, with accessible tools and resources for hiring managers, supervisors, new hires, and colleagues involved in onboarding.
  • Clarifying the probationary period policy to outline responsibilities for both new hires and managers could support accountability and expectations.
  • Providing guidance to all employees on behaviours that support or hinder an equitable and inclusive workplace culture to foster a stronger sense of belonging.
  • Support managers in understanding the value of regularly scheduled one-on-one meetings with new employees to review progress, address challenges, and evaluate the effectiveness of accommodations during the probationary period.
 

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Taking It to the Next Level

Most organizations provide respect in the workplace (RITW) training as part of their orientation programs and as an annual mandatory online course, coupled with the requirement that all employees sign the Code of Conduct a second time. If content is compliance-driven (typically the case), it may fail to engage employees or may not inspire them to move beyond compliance to adopt equitable, inclusive behaviours aimed at fostering a workplace culture or a sense of belonging for everyone.


Develop a Two-Part Respect in the Workplace (RITW) Program


Consider designing a comprehensive RITW program that goes beyond mere compliance, addressing these critical questions:


  • Employee Awareness of Inclusive Onboarding: Are all employees aware of behaviours that foster a welcoming, inclusive, and accessible environment for new hires?

  • Understanding Inclusive Language: Do both employees and leaders have a clear understanding of inclusive language, and do they recognize the importance of avoiding outdated or offensive terms (e.g., "handicapped" or "wheelchair-bound")?

  • Allyship for Colleagues with Disabilities: Do employees understand how to act as allies to colleagues with disabilities, particularly in situations where they may face discrimination or microaggressions from clients or coworkers?

  • Leadership Response to Microaggressions: Are leaders equipped to effectively address and respond to incidents of microaggressions directed at employees with disabilities, whether by clients or other staff members?