It’s not about compliance

Hiring persons with disabilities isn’t “doing the right thing.”  It’s “doing the right thing for business.”  Complying with legislation like the Federal Employment Equity Act or the Accessibility for Ontarians with Disabilities Act is a minor part of the equation. The true value for organizations doesn’t come from ticking the right boxes, but from accessing the benefits of an inclusive environment.

There are real, proven advantages to employing persons with disabilities. Your company can:

  • Increase the size of your skilled labour pool
  • Reduce costs associated with turnover, training and safety
  • Improve the engagement of all your employees
  • Harness the value of innovative processes and new perspectives
  • Attract an underserved consumer market worth $40 billion in Canada.

Don’t lower the bar, open the door wider

The business case is irrefutable. Employing people with disabilities means better performance.

And there’s no one place they can't work. Technology. Health Care. Banking. Manufacturing. Retail. Food and Hospitality. Professional services. Consulting. Transportation. Real Estate. Construction. There are as many opportunities as there are businesses.

Wherever you need skilled employees to enable your business strategy, you can find work-ready individuals, often without spending a cent on accommodation. You won’t have to lower the bar – just open the door wider.

References:

  1. DuPont/Australian Public Service Commission [APSC] “Ability at work: Tapping the talent of people with disability,” Canberra: Commonwealth of Australia, 2007
  2. Don’t Lower the Bar, Mark Wafer (April, 2014)
  3. People with disabilities: A new model of productive labor (Advances in Hospitality and Tourism Marketing and Management conference, 2012)

Real companies, real numbers

  • In ten of thirteen Walgreens distribution locations where a productivity difference was identified, employees with a disability were more productive than those without.
  • In six Tim Hortons stores employing staff with disabilities, turnover was 35% compared to the 75% industry average.
  • In 2011, absenteeism of the employees with disabilities in these Tim Hortons locations was zero
  • A three-year study at Washington Mutual found a turnover rate of 8% among persons with developmental disabilities, compared to an overall rate of 45%.
  • Marriott reported a 6% turnover rate among persons with disabilities versus 52% overall.