“It is one thing to hire persons with disabilities, and another to ensure that employees, co-workers, and managers are receiving the tools they need for accommodations and awareness training in the work environment,” said Nayla Farah, director for the Job Accommodation Service for the Canadian Council on Rehabilitation and Work(CCRW).

The duty to accommodate is a legal requirement for employers to eliminate employment standards, requirements, practices or rules that discriminate against individuals or groups on the basis of a prohibited ground such as race, sex, disability or age. The employer must take all steps short of undue hardship to eliminate discrimination related to human rights grounds.

The CCRW conducted survey research to learn more about how employers and companies are accommodating and retaining employees for a diverse and inclusive workplace.

Here are some findings from the CCRW’s Diversity Planning for Inclusive Employment (DPIE) research:

1. Fewer than one in five or 17.9 per cent of survey respondents’ organizations have a central budget to pay for workplace accommodation.
2. The need for and costs associated with organizational change to create an accommodating environment can be and are used as rationales for not hiring job-seekers with disabilities.
3. 79.1 per cent of survey respondents said they would find it helpful to have access to information where they could get answers and advice about specific issues and challenges related to recruiting, hiring and retaining employees with disabilities.

In consideration of these findings, ask any human resource professional about the value of recruiting and retaining top talent for the job.

Here’s what you can do to ensure your workplace is aware and inclusive:

1. Understand soft and hard job accommodations. Small, inexpensive changes can increase productivity and employee satisfaction. Encourage human resources to educate staff about accommodations and diversity planning.
2. (Un)Stereotype your workplace. Receive disability awareness training and dispel myths that don’t make good business sense.
3. Provide information – it’s out there! Understand the challenges and benefits that go along with a diverse workforce. This will support meaningful and equitable employment, break down barriers in the workplace and create an environment that is inclusive and conducive to ongoing professional development.

Awareness and planning will put you ahead in the game. Any questions?