This conference paper examines the business benefits of accessible employment practices and outlines strategies and resources to help businesses develop accessible and inclusive workplaces for people with disabilities.
A 2014 CBC News broadcast that shows how a Tim Hortons franchisee has found that hiring disabled Canadians has boosted his bottom line.
Range of case studies, PDF’s and videos how company benefit from employing people with disabilities.
This guidance provides a summary of information for employers to help increase their understanding of disability and to enable them recruit and support disabled people and those with long term health conditions in work.
This training module covers the requirements for making your employment practices accessible.
In this IRPP study, Michael Prince analyzes the employment situation and the policy context for working-age adults with mental or physical disabilities (PDF REPORT)
Integrated Accessibility Standards Regulation (IASR) at Queen’s University as it pertains to employment standards.
Mark Wafer is interviewed by Steve Palkin, Mr. Wafer understands and explains the business advantages that his more than 40 disabled employees bring to his bottom line.
Career Edge, is a recruitment company that promotes diversification of talent and it has designated internship programs tailored to graduates with disabilities.
Produced By The Government of New Brunswick Canada (PDF)
A 2016 CBC News broadcast exhibits how Canadian businesses have found hiring disabled Canadians boosted their bottom line profits by retained a valued employee, increased the employee’s productivity and increased the employee’s attendance.
Makes the business case for employing People with Disabilities. They are more productive, work more safely, stay longer, require less supervision, more innovative, and the turnover rate is decreased. It states that a business is disadvantaged as a competitor if it neglects 15% of the Canadian population. Add in the friends and caregivers of PwD, and that increases to 53% of the population.
This source not only makes the business case, complete with PwD discretionary income, but it highlights the value of hiring PwD with statistics: retention rates, work ethic, attendance, and safety concerns are all positive. It also shows how an organization saves money by hiring PwD. This varies depending on which level for which an organization is hiring: executive, mid-level, entry-level college, etc. Hiring PwD can increase brand loyalty, boost staff morale, and help the organization become an employer of choice.