Inclusion, accommodation & adaptive technology
Accessible and inclusive employment practices, diversity statements and role descriptions
Accessibility vs Inclusion, Celebrating Disability · June 2, 2022 https://accessibleemployers.ca/resource/accessibility-vs-inclusion/?mc_cid=8112eef3f0&mc_eid=UNIQID
Articulating the difference between accessibility and inclusion can be tricky at times. However, it’s important to understand the difference when creating a workplace culture that engages with, values, and celebrates disabled people. Please note this video has captions and British Sign Language (BSL) and was created by UK organization Celebrating Disability.
Top 12 Disability Inclusive Employer Practices, Presidents Group & Open Door Group · May 26, 2022
Prioritize these top practices to make your recruitment and hiring practices more disability inclusive.
Preventing Unintended Barriers During Recruitment, Presidents Group · May 17, 2022
Preventing Unintended Barriers During Recruitment - AccessibleEmployers.ca
For employers wanting to be inclusive in their hiring practices, understanding any unintended barriers in the recruitment process can help ensure a more diverse pool of candidates.
Volunteer Canada - Engaging Volunteers with Disabilities
https://members.volunteer.ca/index.php?MenuItemID=315&lang=en
Building an inclusive environment where diverse volunteers can feel welcome and able to utilize their skills is essential for all non-profits. However, persons with disabilities are often underrepresented in volunteer activities. Many people with disabilities experience physical and attitudinal barriers in their daily activities. These same barriers may result in skilled and enthusiastic volunteers with disabilities choosing not to volunteer.
It is important that we remove barriers to participation in all aspects of society, especially in emotionally rewarding activities such as volunteering. Volunteering opportunities are particularly important for people with disabilities and other populations that experience barriers because they can alleviate social exclusion. Volunteering also allows individuals who may require assistance or supports for some of their daily activities to be in a position of helping others and develop a greater sense of self-efficacy.
Making your organization inclusive may require changes in recruitment, training, task development, volunteer support, environment, policies and procedures. Many of these changes are inexpensive to implement and there are a variety of resources already developed to help your organization.
When volunteer opportunities are inclusive, it is easier for people of all abilities to volunteer throughout their lifespans and you make your organization more effective because you have diverse perspectives and talents to pursue your mission. Disability can be experienced by anyone at any time and it is experienced differently by everyone. By learning to recognize barriers to participation and meeting the needs of people who may or will experience disability, you will be able to increase your pool of volunteers, better engage with your community, and provide an environment for all of your volunteers and staff that is inclusive and flexible enough to adapt to changes in abilities and lifestyle. This fact sheet will help you understand how your organization can recruit and retain volunteers who have disabilities.
https://members.volunteer.ca/vdemo/EngagingVolunteers_DOCS/Removing_barriers_volunteering.pdf
Everyone should have the opportunity to experience the benefits that giving to others through volunteering provides. Barriers to participation of people with disabilities are often unintentionally created and, once identified, are often easily removed. This fact sheet will help you better understand what your organization can do to make sure it provides and promotes a welcoming and inclusive environment.
Does your recruiting process need an accessibility makeover? By Caroline Colvin, HR Dive, November 9, 2021
Does your recruiting process need an accessibility makeover? | HR Dive
With a bit of time and a lot of intentionality, HR pros can improve inclusion during the hiring process.
Canadian Association for Supported Employment, HR Inclusive Policy Toolkit
https://www.supportedemployment.ca/resources/employers/hrtoolkit/
While the business case for hiring persons who experience disability has been repeatedly demonstrated, some employers remain unsure how to best integrate these skilled job seekers and workers into their labour force. The CASE HR Inclusive Policy Toolkit has been designed in collaboration with the supported employment service provider community to assist small and medium-sized employers (SMEs) become familiar with the framework of inclusion policies and procedures. Before seeking the assistance of an employment service provider, we encourage you to review the toolkit. It will put you on a successful path for creating an inclusive workplace that is welcoming and engaging for persons experiencing disability.
Inclusive Job Descriptions: What does it mean?
https://www.supportedemployment.ca/hrtoolkit/job-descriptions/
Simply stated, an inclusive job description is created in a way that all applicants can apply for the job without feeling excluded or uncomfortable. Special attention is given to the language used in the job description. Avoid using gender specific words and jargon, consider literacy levels by keeping your sentences short, use white space in the document, and ensure that you communicate your commitment to diversity and inclusion.
The Power of Relationships, Canadian Association of Supported Employment (CASE)
The Power of Relationships (Webinar) - Canadian Association for Supported Employment
The Power of Relationships webinar was organized by MentorAbility Canada, a Canadian Association for Supported Employment project that is funded by The Government of Canada. The webinar was recorded on September 17, 2020 and it featured speaker John Lord.
The Magnet. 7 Examples of a Great Commitment to Diversity Statement.
https://blog.ongig.com/diversity-and-inclusion/commitment-to-diversity/
What does it mean to have a commitment to diversity? A commitment to diversity statement on your career page or company website is a way to share your position on diversity, equity, inclusion, and belonging.
10 Examples of Awesome Inclusion Statements | Ongig Blog
Inclusion Statements appear on web pages, in job postings and, sometimes, in bigger reports (see PepsiCo below). They have become vital copy to attract the best talent. After all, the best talent values inclusivity. Below are 10 examples of Inclusion Statements I hope you draw inspiration from. Note: If you like this article, you might also check out these 4 diversity tools to help you write more inclusive content.
How to Write an Inclusive Job Description, Hire For Talent.
4.2 How to Write Inclusive Job Descriptions - Hire for Talent
Benefits of Inclusive Job Descriptions - Writing an inclusive job description is not mandatory when it comes to hiring people with disabilities. However, inclusive job descriptions are beneficial for any hiring, and when used as a regular HR practice, they can increase business efficiency by allowing managers to accurately assess an employee’s work performance. Determining essential/non-essential and critical/non-critical functions also creates opportunities to increase employees' performance and job satisfaction. Inclusive job descriptions help select the right person for each job. They can also increase recruitment reach.
How to Write an Inclusive Job Posting, Hire for Talent
4.3 How to Write an Inclusive Job Posting - Hire for Talent
First and foremost, you must have an updated job description: Identify the essential functions of the job. What are the essential requirements? What are the needed core competencies to perform this job? Download a Job Posting Template Be inclusive. When writing the job posting, the details used to describe the job requirements should not exclude someone with a disability. Listing physical demands that are not essential to the job could automatically exclude someone with a disability from the hiring process.
5 New Tools to Help You Write More Diverse Job Descriptions
5 New Tools to Help You Write More Diverse Job Descriptions | Ongig Blog
Here are 5 of the best tools to write more inclusive job descriptions to attract a more diverse team.
5 Ways to Make Your Job Description Inclusive for People with Disabilities, Canadian Council on Rehabilitation and Work (CCRW)
https://ccrw.org/5-ways-to-make-your-job-description-inclusive-for-people-with-disabilities/
Creating an inclusive job description is essential for attracting a diverse pool of candidates, including those with disabilities. When our Career Talent Consultants support employers with hiring, they offer guidance on how to improve a job description for inclusion. Here are five effective strategies to ensure your job descriptions are welcoming and accessible.
5 Tips for Writing Inclusive Job Descriptions, by Guirlaine Belizaire, Vice President of Diversity, Equity, and Inclusion, posted October 16, 2024
https://www.developmentguild.com/executive-search/5-tips-for-writing-inclusive-job-descriptions/
The benefits of creating a diverse, equitable, and inclusive workplace culture are undeniable – companies with greater diversity in their staff and management teams out-perform those that don’t, achieve higher levels of profitability, and are more likely to have superior value creation. In fact, McKinsey’s “Diversity Matters Even More: The Case for Holistic Impact,” report analyzed 1,265 companies across 23 countries and six regions and found that both gender and ethnic diversity on executive teams individually increase the likelihood of financial outperformance by 39% compared to a decade ago.
Creating a disability inclusive workplace: Tips on creating disability inclusive job descriptions, interviews, and assessments, United Nations, Advancing Disability Inclusion.
A well-crafted job description is a useful tool in attracting and hiring the best talents. If the UN system is an inclusive employer open for all, including persons with disabilities, it will have a requisite edge in its search of best talent. Below you will find guidelines and tips to ensure that we “walk the talk” and the recruitment and selection processes are inclusive and fair for persons with disabilities.
6 ultimate strategies to craft a job description reflecting inclusion, randstad.
In recent years, the focus on diversity and inclusion has grown substantially across organizations. When your company's strategic direction champions these values, it can lead to a positive impact on employees and the development of an inclusive corporate culture. Although promoting diversity and inclusion involves multiple departments, recruitment plays a vital role by adopting inclusive policies, procedures, and practices. The journey toward an inclusive business culture starts with simple yet essential steps like writing inclusive job descriptions.
Inclusive language, disability etiquette, unconscious bias and communication
Richmond Center for Disability, Disability Awareness and Sensitivity Training
https://www.rcdrichmond.org/ServicesActivitiesWorkshops/ServicesActivitiesWorkshops.php
This training workshop is designed to assist people in feeling more comfortable working with and communicating with individuals with disabilities. Topics include appropriate language, types of disabilities, helpful hints in working with and accommodating various disabilities. The workshop is designed to be educational but light-hearted with sharing of personal stories and experiences. It could also be customized to include some exercises and simulations of what it is like to live with a disability.
Richmond Centre for Disability (rcdrichmond.org)
Here are some training materials for volunteers:
Click here to download Disability Etiquette Handout.
Click here to download Communication Skills Handout.
Supporting Clients With Disabilities, AMSSA, September 13, 2017
Supporting Clients With Disabilities – AMSSA
Building on the information shared in the January 2016 Migration Matters Supporting Newcomers with Disabilities edition and responding to the need for more resources for newcomers with disabilities, this 90-minute 2017 webinar explored barriers to accessing settlement services for newcomers with disabilities and how providers can improve accessibility to assist clients’ integration into communities. This webinar focused on:
- physical disabilities (dexterity, mobility, seeing, hearing, etc.)
- accessibility and inclusion (including inclusive language)
- the Canadian context of disability awareness
- case studies and available resources for settlement and language providers
This webinar was designed to equip managers, instructors of LINC and frontline staff with information on how to support clients with disabilities and how to provide them with referrals to other supporting organizations.
AMSSA-Handout-Supporting-Clients-with-Disabilities-Webinar-Final.pdf
Customer Service Tips for Best Practices in Serving Persons With Disabilities (amssa.org)
There is a lot of diversity within the population of people with disabilities. There can also be a broad range of individual needs and capabilities within specific disability groups. That being said, there are also some overall tips that can be helpful when interacting with people with specific types of disabilities.
Disability Etiquette – A Starting Guide
Disability Etiquette - A Starting Guide - Disability:IN (disabilityin.org)
About - Disability:IN (disabilityin.org)
Disability:IN is the leading nonprofit resource for business disability inclusion worldwide. Our network of over 300 corporations expands opportunities for people with disabilities across enterprises. Our central office and 25 Affiliates serve as the collective voice to effect change for people with disabilities in business.
Disability etiquette - Papworth Trust, UK
Disability etiquette (papworthtrust.org.uk)
Issues of language and etiquette remains the biggest barriers for individuals and businesses in engaging with disabled people. The fear of saying or doing something that unintentionally causes offence to a disabled person, leads many people to swerve the conversation altogether. Don’t be afraid. The key message is to be yourself and don’t change the way you talk or behave just because you are engaging with a disabled person, and you will be fine. Don’t be afraid to have the conversation with a disabled person. The individual will be more offended if you swerve the interaction than if you engage but don’t get it right first time. For 99% of disabled people, it is all about context. Don’t let your actions be dictated about the concerns of the 1%.
A Guide To Gender Identity and Pronouns
A Guide to Understanding Gender Identity and Pronouns : NPR
Issues of equality and acceptance of transgender and nonbinary people — along with challenges to their rights — have become a major topic in the headlines. These issues can involve words and ideas and identities that are new to some. That's why we've put together a glossary of terms relating to gender identity. Our goal is to help people communicate accurately and respectfully with one another.
Proper use of gender identity terms, including pronouns, is a crucial way to signal courtesy and acceptance. Alex Schmider, associate director of transgender representation at GLAAD, compares using someone's correct pronouns to pronouncing their name correctly – "a way of respecting them and referring to them in a way that's consistent and true to who they are."
Why HR shouldn’t ask for ‘preferred’ pronouns, by Kate Tornone, November 10, 2021 HR Dive
The Talent Textbook: Why HR shouldn't ask for 'preferred' pronouns | HR Dive
Employers are increasingly creating opportunities for workers to share their pronouns in order to improve inclusion, especially for applicants and employees who are transgender, nonbinary and gender nonconforming. But sometimes trainings, forms and the like refer to "preferred pronouns," a well-intentioned description but one that actively works against an employer’s goal of inclusivity. Using the modifier "preferred" indicates that there’s a choice or preference and fails to affirm the person, according to Schuyler Bailar, trans inclusion educator and consultant, and the first NCAA D1 men’s trans athlete.
What is Unconscious Bias, The Ethics Centre
What is Unconscious Bias? - YouTube
Our brains are evolved to help us survive. That means they take a lot of shortcuts to help us get through the day. These shortcuts, or heuristics, are vital. But they come at a cost. Learn what unconscious bias is and how you become aware of your own unconscious bias.
19 unconscious biases to overcome and help promote inclusivity, May 17, 2021
19 Unconscious Bias Examples and How to Prevent Them • Asana
Unconscious biases are learned assumptions, beliefs, or attitudes that we aren’t necessarily aware of. While bias is a normal part of human brain function, it can often reinforce stereotypes. To combat unconscious bias, learn about different types of biases, how they might surface at work, and how to avoid them so you can build a more inclusive and diverse workplace.
Unconscious bias webinar, Canadian Association of Supported Employment (CASE)
How Unconscious Bias Impacts Work / “Do Not Write Me Off” webinar was organized by MentorAbility Canada, a Canadian Association for Supported Employment project that is funded by The Government of Canada. The webinar was recorded on November 26, 2020 and it features speakers Prof. David Divine and Ann Divine.
Implicit Biases & People with Disabilities
American Bar Association Commission on Disability Rights
https://www.americanbar.org/groups/diversity/disabilityrights/resources/implicit_bias/
Most of us believe that we are fair and equitable, free of prejudice and biases, and evaluate others based on objective facts. However, to our surprise all of us, even the most egalitarian, have implicit biases--also referred to as unconscious biases or implicit social cognition. They are triggered automatically, in about a tenth of a second, without our conscious awareness or intention, and cause us to have attitudes about and preferences for people based on characteristics such as age, gender, race, ethnicity, sexual orientation, disability, and religion. These implicit biases often do not reflect or align with our conscious, declared, explicit core values and beliefs and can cause individuals to act in ways that produce disparate and inequitable outcomes for different demographic groups. Notably, they influence our judgment, decisions and actions, both positively and negatively, and can predict our behavior, and ultimately may lead to discriminatory behaviours.
Liberating Structures, Including and Unleashing Everyone
Liberating Structures - Microstructures & Design Elements
Liberating Structures make it possible to include everybody regardless of group size and distribute the control of content among all participants. The five most commonly used microstructures are presentations, open discussions, managed discussions, status reports, and brainstorming sessions… Liberating Structures are designed with variations on these five structural elements.
Make Your Meetings a Safe Space, Harvard Business Review
Make Your Meetings a Safe Space for Honest Conversation (hbr.org)
You can increase the freedom, candour, and quality of conversation in your meetings by focusing on two key areas: giving permission and creating safety. Permission to say or ask anything is priceless. It allows us to fully express ourselves: to seek what we want, to give feedback, to speak up about issues when we find the need. In your own meetings, talk about permission up front — it’s best to address it directly rather than assume it’s already there. What permission would you like from the group so that you can lead effectively? What permission does the group need from you to successfully participate? Secondly, when people feel safe in a meeting, they are more likely to be vulnerable and speak their minds. This will help your conversations grow broader and deeper. To create psychological safety during a meeting, ask the group to devote their full attention to each person who speaks, allow each person to take their time and complete their thoughts, and share what is valuable about peoples’ questions or comments.
Plain Language Summary and Translation of Demystifying Disability: What to Know, What to Say, and How to be an Ally by Emily Ladau
Demystifying Disability Plain Language Summary and Translation.docx (google.com)
Association of Specialized Government and Cooperative Library Agencies (ASGLA)
https://www.ala.org/accessibility/accessible-communication-styles
Accessible communication styles
The Accessible Communication Styles Toolkit empowers library professionals to create inclusive, equitable environments by using thoughtful language and design practices that ensure all patrons—regardless of ability, language, or learning style—can access, understand, and engage with library services.
Words with dignity, Active Living Alliance
https://activeabilities.ca/wp-content/uploads/2024/11/Words-with-Dignity.pdf
People with a disability should be described in words an expressions that portray them with dignity. The following guidelines and terms are supported by some 200 organizations that represent or are associated with Canadians with a disability.
Words with Dignity, University of Winnipeg
https://www.uwinnipeg.ca/accessibility-hub/words-with-dignity.html
Courtesy of the Province of Manitoba Disabilities Issues Office. Word with Dignity is also available in PDF format. Use respectful terms when referencing people with disabilities.
Language and perception of disability, by Bucky, Rick Hansen Foundation, March 18, 2015
How does language shape how we think about disability? | Rick Hansen Foundation
Language shapes the way we think. For example, if we talk about disability in a negative way, it causes us to also think of it negatively. However, there is a complex value system among the disability community, resulting in different ways to talk about disability culture and life. While some people think careful wording relates to political correctness, it has more to do with using language to change how the general public thinks of disability and shape how people with disabilities present themselves – and hopefully lead to a change in how people with disabilities are treated.
Inclusive language: words to use and avoid when writing about disability, March 15, 2021
Inclusive language: words to use and avoid when writing about disability - GOV.UK (www.gov.uk)
Consider these guidelines when communicating with or about disabled people.
Contents:
10 Tips for Communicating (Virtually) with Someone Who is Hard of Hearing, the Rick Hansen Foundation, October 7, 20201
The tips in this post are a general guideline for communicating with people who are Deaf or hard of hearing, geared for a virtual setting. While this offers some general tips and suggestions, the best practice is to always check in with the person with whom you are communicating to learn their specific needs and preferences.
HELP & RESOURCES - For Sign Language
Help & Resources - British Deaf Association (bda.org.uk)
In this Section:
Communicating with Hard of Hearing Persons
Communication Disabilities Access Canada (CDAC)
Communication Disabilities Access Canada – Accessibility Includes Communication (cdacanada.com)
CDAC is a Canadian, disability, non-profit organization, with charitable status. CDAC promotes social justice, accessibility and inclusion for people who have speech, language and communication disabilities. Our online resources and training programs can be used, with appropriate citations to advance awareness of the accommodations and supports people may require in order to have equal access to goods, services and opportunities in their communities.
Resources – Communication Disabilities Access Canada (cdacanada.com)
Since 2001, CDAC has developed numerous resources on a project basis with one-time funding from various organizations. There is also a search function available if you are unable to find what you are looking for. Our resources are useful for front line staff; healthcare and justice professionals; accessibility policy makers, legislators, trainers and coordinators; people who have communication disabilities, family members, support people, and clinicians.
BC Provincial Outreach Program for the Deaf and Hard of Hearing
Speech to Text Solutions - POPDHH
Understanding American Sign Language (ASL), Province of BC
We recognize the importance of fostering a cultural and linguistic identity focusing on ASL instruction and Deaf culture for children and youth from 5 to 19 years of age and their families. Through ASL services, we create an inclusive and supportive environment for children, youth and their families. The services we provide include:
- ASL instruction and support to children, youth, young adults, families, and professionals in individual and group settings
- Deaf cultural awareness workshops to families, community members, and professionals
- Educational information and consultation in relation to ASL and Deaf cultural awareness, including the importance of language acquisition and dinner table syndrome
- Consultation to community services, locally and provincially, in the areas of language curriculum, language assessment and development, family communication and child development
Well Being Program for Deaf, Hard of Hearing & Deaf-Blind people in British Columbia, Vancouver Coastal Health (CVCH)
Community Links - VCH Deaf Well Being
Includes sign language interpreting and community links
Westcoast Association of Visual Language Interpreters (WAVLI)
WAVLI is the provincial professional association of interpreters who work between spoken English and American Sign Language (ASL). Watch our Public Service Announcement
Our Mission Statement: The Westcoast Association of Visual Language Interpreters is committed to advancing the profession of sign language interpretation and to ensuring that our members provide British Columbians with exceptional standards of practice.
Working with a Sign Language Interpreter: The Dos and Don'ts, December 6, 2017
By Lydia Callis, Contributor, Nationally certified sign language interpreter, advocate, and ally to the d/Deaf community. Proud CODA from 3 generations of deaf family
Working with a Sign Language Interpreter: The Dos and Don'ts | HuffPost Impact
If you don't regularly work with sign language interpreters, you might not know that there are certain rules and expectations. To avoid complicating the conversation, making the interaction uncomfortable, or even offending the Deaf individual, here are some basic guidelines to follow:
Canadian National Institute for the Blind (CNIB)
Whether it's career support, tech training, youth groups, cooking classes or book clubs – our virtual programs are guaranteed to keep you entertained and engaged. Programs are free and available to Canadians who are blind or partially sighted as well as their families, friends and caregivers. Unleashing the power of technology lets you lead an independent life. Our "Technology" programs level the playing field, providing skills and training that focus on the accessible, available, and affordable technology.
Guiding a blind or partially sighted person
Guiding a blind or partially sighted person | RNIB
The practical advice and information given here will help you feel confident about guiding people with sight loss.
How to Guide People with Sight Loss (rnib.org.uk)
This booklet is designed to give you the information you need to feel more confident guiding people with sight loss. There are many ways to guide someone and you should always ask the person you’re guiding what they’d prefer and let them know of what you’re doing. When approaching someone who looks like they need some help, its good to keep in mind that they will likely have been guided many times before so will know what works for them. Offering to guide someone will often be welcomed, but there are many reasons why someone may decline your help. They may have reasons around culture, gender or personal space, or just be orientating themselves in an unfamiliar place. Sometimes they may not need guiding but just need to know where they are to orientate themselves
Job Access With Speech (JAWS)
JAWS, Job Access With Speech, is the world’s most popular screen reader, developed for computer users whose vision loss prevents them from seeing screen content or navigating with a mouse. JAWS provides speech and Braille output for the most popular computer applications on your PC. You will be able to navigate the Internet, write a document, read an email and create presentations from your office, remote desktop, or from home.
Employer associations and information about promoting the inclusion of people with disabilities
Canadian Association of Supported Employment (CASE)
https://supportedemployment.ca/about-us/who-we-are/
The Canadian Association for Supported Employment (CASE) is a national association of community-based service providers and stakeholders working towards employment inclusion of people experiencing disability. CASE strives to promote full citizenship and personal capacity through the facilitation of increased labour market participation. Through workforce participation, CASE also promotes social inclusion for Canadians who have a disability.
Support for employers to strengthen disability inclusion (thestar.com)
For the International Day of Persons with Disabilities on December 3, 2023 t he Canadian Association for Supported Employment (CASE) encourages employers to reach out to their local employment service providers for support to strengthen disability inclusion. While workplaces across the country struggle to find and retain talent, nearly 645,000 Canadians experiencing disability have the skill and potential to work. Canadians experiencing disability face more barriers to employment, resulting in lower employment rates and in earnings that are 20 per cent lower than Canadians without disability. Progress has been made in the past few years to remove barriers to employment for persons experiencing disability and to create more inclusive workplaces. Support is also available to employers to integrate disability inclusion at all stages of the employment cycle. “In the past four years, CASE has collaborated with employment professionals and employers in communities across the country to develop resources and to build a network of support for employers,” said Joanna Goode, Executive Director at CASE. “Information and services are available, at no cost, for employers with varying levels of knowledge about disability inclusion.” CASE initiatives are funded in part by the Government of Canada’s Opportunity Fund for Persons with Disabilities Program and the Sectoral Initiatives Program (SIP).
The President's Group
About the Presidents Group - Accessible Employers
Formed in 2013, the Presidents Group is a network of 25 change-driven BC business leaders who are champions for more accessible, inclusive workplaces. Leaders of businesses of all different sizes and sectors, and business models, are represented and nearly 60,000 British Columbians are employed at the Presidents Group’s 25 member organizations. The Group also plays an advisory role to BC’s Minister of Social Development and Poverty Reduction and meets quarterly to share best practices. Since 2017, the Presidents Group has been supported by two staff positions, who work with the members in their journey towards best practice, offer training for the broader business community, and help share the successes and challenges of accessible employment. In 2018, The Presidents Group launched the Community of Accessible Employers, which gives employers beyond the 25 appointed members the chance to join the movement to accessible employment.
Resources - Accessible Employers
Are you looking to make your organization more accessible and inclusive? Our library of free resources will give you the tools you need to move to the next stage in your journey.
Presidents Group - Business Leaders Creating Accessible Employment (accessibleemployers.ca)
Hiring people with disabilities is good for business. BC business of all sizes – small and large – know it’s challenging to find and keep good employees. People with disabilities represent an important employee talent pool that is largely untapped. Join our Community of Accessible Employers to learn about the benefits of creating an accessible, inclusive workplace.
Training - AccessibleEmployers.ca
Register to get access to our Certificate, Creating Accessible Workplaces.
Accessible Employers e-Learning Portal
This free on-line training has 5 modules plus an additional instructor led learning module:
- Legal requirements of an Inclusive Employer
- Accommodation in the Workplace
- Elements of Inclusive Workplaces
- Removing Barriers
- Knowledge into Action
Untapped Talent: B2B Guide to Innovative Hiring and Retention - AccessibleEmployers.ca
This ‘Business to Business’ guide offers inclusive workforce best practices. It is a resource for employers on how to adapt recruitment and retention practices to better engage people with disabilities and others with barriers to employment, including success stories and valuable lessons learned by organizations that are already successfully employing inclusively.
Pledge to Measure, President’s Group (2019)
Presidents Group Announces Pledge to Measure - AccessibleEmployers.ca
In celebration of Disability Employment Month, the Presidents Group announced today a new initiative to improve the representation of people with disabilities in the workplace.
All 25 companies, which collectively employ over 50,000 British Columbians, will begin publicly reporting the number of employees and senior leaders with disabilities within their organizations. The first public report will be collected by June 2020 and released in the subsequent Fall. “The Presidents Group has set a vision to make BC the province with the highest employment for people with disabilities by 2030,” said Kirsten Sutton, VP & Managing Director, SAP Labs Canada and Presidents Group Co-Chair.
Pledge to Measure - AccessibleEmployers.ca (2022)
Measuring for Disability Inclusion in Your Workplace. Hiring people with disabilities is good business. Diverse and inclusive workplaces are:
- 2X more likely to meet or exceed financial targets,
- 6X more likely to be innovative,
- 6X more likely to effectively anticipate change.
Organizations measure what they want to improve, so if hiring people with disabilities is a priority for you as an employer, measuring disability is a key place to start.
Make it Count: Measuring for Disability Inclusion in Your Workplace is a practical guide for employers looking to measure the rate of disability in their workplaces.
Based on interviews with Presidents Group members, we draw upon the real world experience of BC based employers measuring disability—including the most common barriers faced, lessons learned, and innovative solutions implemented during their own measurement initiatives.
With Make it Count, we invite you to join our movement to measure in 2022.
BC Accessibility Hub, Helping to Build an Accessible and Inclusive British Columbia.
BC Accessibility HUB | Helping to Build an Accessible and Inclusive British Columbia
Our mission is to assist organizations, disability groups, and individuals with disabilities working together to make BC more accessible and inclusive for citizens and visitors.
Developing a Plan - BC Accessibility HUB
After you have completed the steps in the Establishing a Committee Guide, you are ready to start working on your plan. While the Guide lays out the steps in a linear fashion, it is more likely that you will go back-and-forth through these Steps. We suggest you keep track of the decisions you have made and how you have made them so that you can include this int the plan itself. This encourages transparency with the public and promotes a learning process. There are additional Appendices offer a toolkit of templates referred to in the Guide.
It’s time for a culture shift where disability inclusion is concerned, Justine Laroche, Georgia Strait, July 4, 2022.
It’s time to embrace equity, diversity, and inclusion in the workplace—but that means disability inclusion too. Persons with disabilities are the largest untapped resourced in the Canadian labour market, too often forgotten in other diversity hiring campaigns.
The 50 – 30 Challenge: Your Diversity Advantage
About the 50 – 30 Challenge - The 50 – 30 Challenge is an initiative between the Government of Canada, business and diversity organizations. Together with project co-creators, many of whom have been striving to increase corporate diversity for decades, the government has developed a plan to improve access for women, racialized persons including Black Canadians, people who identify as LGBTQ2, persons living with disabilities, as well as First Nations, Inuit and Métis peoples to positions of influence and leadership on corporate boards and in senior management.
The goal of the program is to challenge Canadian organizations to increase the representation and inclusion of diverse groups within their workplace, while highlighting the benefits of giving all Canadians a seat at the table. The government has always believed in seeking the best available advice when making decisions. Find out more about how the 50 – 30 Challenge will act as a framework to accelerate diversity actions already taking place in many Canadian organizations and to encourage other Canadian organizations in adopting practices to improve equity. Number of participating organizations: 1,346 (Last update: September 21, 2021)
Organizations, not-for-profits and other institutions that are interested in the 50 – 30 Challenge can sign up by filling in the 50 - 30 Challenge form.
The Valuable 500
Disability Is Your Business | The Valuable 500
The global movement putting disability on the business leadership agenda.
Two years ago, we launched the campaign to get 500 national and multinational, private sector corporations to be the tipping-point for change and help unlock the social and economic value of people living with disabilities across the world. Because the potential of 1.3 billion should not be ignored. Today we celebrate a huge milestone. We are now, officially The Valuable 500.
Disability, diversity, disclosure and privacy considerations
Understanding the Diversity of Disability and Inclusive Hiring
In its 2020 The Global Economics of Disability report, Toronto-based The Return on Disability Group noted, 90% of companies say they put a priority on diversity. But only 4% include disability in their diversity, equity and inclusion (DEI) mandate. Part of the problem? A lack of understanding about the diversity of disability. Businesses need to understand two very important things about disability:
- It’s diverse — no two people who have a disability are the same
- It needs to be part of the conversation on diversity in your business
Top 5 disabilities are invisible - In your business, you likely already have employees who have an invisible disability, and you’re not aware of it. Not unless the person feels safe and comfortable in your company culture. Comfortable enough to reveal and openly talk about their disability without fear. The fear that they’ll be looked at or treated differently than other staff.
The two views of self-identifying - It’s also important to understand the different perceptions of disability by those who live with them.
Workplace: disclosure and accommodations, Visions Journal, Volume 13, No. 4 (2018)
visions-workplace-disclosure-and-accommodations-vol13.pdf (heretohelp.bc.ca)
HeretoHelp is a project of the BC Partners for Mental Health and Addictions Information. The BC Partners are a group of non-profit agencies working together to help people improve their quality of life by providing good-quality information on mental health, mental illness and substance use.
Disclosing Your Disability Created by Disability Alliance BC Funded by the Law Foundation of BC A Legal Guide for People with Disabilities in BC, created by Disability Alliance BC Funded by the Law Foundation of BC, Shelley Hourston May 2016
https://disabilityalliancebc.org/wp-content/uploads/2017/06/DisclosureGuide.pdf
In our work as a cross-disability organization in British Columbia, Disability Alliance BC (DABC) offers programs and services to people with disabilities, as well as working in partnership with other organizations. Through these activities, it became clear to us that many people with disabilities do not understand their legal rights and responsibilities around disclosure of their disability in the context of employment. Some disability-related employment programs have been springing up in recent years. DABC wants to build upon these programs by creating a legal resource that answers key practical questions around disclosure.
People with disabilities have asked us:
- “Am I legally required to disclose my disability during the job application process? Should I wait until after I’ve been hired?”
- “My illness has gotten worse. What should I say to my employer?”
- “How much information am I legally required to give? How much information can my employer legally ask for? Should I say anything at all?”
We created Disclosing Your Disability: A Legal Guide for People with Disabilities in BC to inform and assist people with disabilities. It goes step-by-step through the planning and decision-making necessary when considering disclosure to an employer.
Key areas covered in this guide are:
- Your legal rights and responsibilities
- Employer responsibilities
- Deciding when and how to disclose
- Information about workplace accommodations
- The value of knowing your employer
- The value of knowing your own skills
The workers keeping their disabilities secret, Equality Matters | How We Work, BBC, by Katie Bishop, November 2, 2021
The workers keeping their disabilities secret - BBC Worklife
Disabled and chronically ill workers fear they’ll be penalized for revealing their conditions. Has the pandemic helped – or are biases too entrenched?
Accommodation Works - An employer perspective.
Lisa Mort-Putland, BA, MPA, Executive Director, Volunteer Victoria, from "Workplace: Disclosure and Accommodations" issue of Visions Journal, 2018, 13 (4), p. 14
Working Together webinar series, Neil Squire Society, 2020
Working Together Webinar Series - Neil Squire Society
Please join our national Working Together team for a webinar series on a variety of topics designed to support:
- Job Seekers with disabilities, injuries, or illnesses
- People who face barriers and challenges to employment
- Businesses interested in hiring or supporting their existing staff
There is no cost in attending our webinar series. You may register for all or some of the webinars.
- Disclosure of a Disability: Who Needs to Know?
- Resume Building and Cover Letter Writing
- Roles of the Job Developer, Assistive Technology Specialist and the Employer in Accommodation
- Volunteering – How It Can Help You Find a Job
- Windows 11 Accessibility
- Information Interviews: The Inside Scoop
- Stress Management
- Why Hire a Person with a Disability?
- Converting Inaccessible Documents Into Accessible PDFs
- The Spoon Theory and Creating a Wellness Action Plan
- Home Office Ergonomics
Disclosure of Disability in the Workplace, Accessibility for Ontarians with Disabilities Act, November 9, 2018 by Greg Thomson
Disclosure of Disability in the Workplace (aoda.ca)
Disclosure of disability in the workplace is the process in which workers reveal their disabilities to employers. Disclosure of disability can be daunting for workers and the people they disclose to. In this article, we explore:
- Why workers might choose or not choose to disclose
- How they might do so
- What employers’ responsibilities are after disclosure of disability
- How employers can create a work environment encouraging disclosure of disability
Disability, accessibility and inclusion legislation, reports and guidelines
National AccessAbility Week: May 25 to 31, 2025
Disability Inclusion 2023: From Possibilities to Practice
https://www.canada.ca/en/employment-social-development/campaigns/national-accessability-week.html
National AccessAbility Week takes place every year, starting on the last Sunday in May.
This year, join us from May 25 to 31 to celebrate:
- the valuable contributions and leadership of persons with disabilities in Canada
- the work of allies, organizations and communities that are removing barriers
- ongoing efforts to become a more accessible and disability inclusive Canada
Statement - Disability inclusion essential to Canada’s recovery
December 3, 2020 – Ottawa, Ontario – Canadian Human Rights Commission
Statement - Disability inclusion essential to Canada’s recovery (chrc-ccdp.gc.ca)
On the International Day of Persons with Disabilities, Marie-Claude Landry, Chief Commissioner of the Canadian Human Rights Commission, issues the following statement:
Today, as we mark the UN International Day of Persons with Disabilities, it is an opportunity for all Canadians to reaffirm our commitment to inclusion and equality by reflecting on how we can eliminate barriers for people with disabilities. This past year has been difficult for everyone. The pandemic has widened the circle of vulnerability, exposed existing inequalities and further entrenched many of the barriers that prevent people with disabilities from fully participating in society. People with disabilities face barriers that extend well beyond a physical environment — barriers that stand in the way of access to health care, to economic security, to information, to education, and to employment. More than 6 million people in Canada have a disability. Many people’s disabilities are not visible or apparent. As Canada endeavors to build back better, it is essential that the diverse needs, the diverse voices, and the human rights of people with disabilities — and their families and caregivers — be front and centre. Canada must design its responses and recovery efforts from an intersectional, inclusive and human rights-based perspective.
Summary of the Accessible Canada Act
https://www.canada.ca/en/employment-social-development/programs/accessible-canada/act-summary.html
The Government of Canada consulted with Canadians from July 2016 to February 2017 to find out what an accessible Canada means to them. On June 20, 2018, the Government introduced Bill C-81, An Act to ensure a barrier-free Canada (the Accessible Canada Act) in Parliament. The Accessible Canada Act received Royal Assent on June 21, 2019 and came into force on July 11, 2019.
Accessible British Columbia Act (Bill 6-2021)
Bill 6 – 2021: Accessible British Columbia Act (gov.bc.ca)
Accessible British Columbia Act (2021)
https://www.bcpeoplefirst.com/_files/ugd/2f0538_812857a720d7471d821800ff01a61a84.pdf?index=true
A Plain Language Summary of the Accessible BC Act
Human Rights Code - Chapter 2010 (RSBC 1996)
Protected Personal Characteristics
Personal Characteristics Protected in the BC Human Rights Code (bchrt.bc.ca)
The Human Rights Code forbids discrimination based only on certain personal characteristics. Sometimes these are called “protected characteristics” or “grounds of discrimination”. The personal characteristics may be someone’s actual characteristic or they may be how they are seen. These are the characteristics protected in the Code:
- Age
- Ancestry
- Colour
- Criminal Conviction
- Family Status
- Gender Identity or Expression
- Marital Status
- Mental Disability
- Physical Disability
- Place of Origin
- Race, ancestry, colour, and place of origin
- Religion
- Sex
- Sexual Orientation
- Source of Income
Employment and Human Rights Law in Canada, By Lisa Stam on October 10, 2012
When recruiting employees (which will include volunteers under the Human Rights Code), the law is clear that you cannot discriminate against an individual based on any of the grounds set out in the Human Rights Code.
What is a Bona Fide Occupational Requirement for Volunteers? Volunteer Toronto
What is a Bona Fide Occupational Requirement for Volunteers? - YouTube
Want to ask for a police check from volunteer candidates? You need to make sure it's a Bona Fide Occupational Requirement (BFOR) of the volunteer role first. In this online learning for volunteer managers sneak peek, explore the origins of the BFOR and how it can help you make the right decisions for screening requests.
Accessibility Is A Human Right, April 7, 2021
Accessibility Is A Human Right - YouTube
Law for Non-Profits, Pacific Legal Education and Outreach Society
Pacific Legal Education and Outreach Society (pacificlegaloutreach.com)
Legal resources available to non-profits tend to be piecemeal and rarely proactive or strategic, and most organizations are unable to access legal support in an effective way without concern about cost. LFNP was founded to address these challenges and enable British Columbia's non-profit sector to access better legal information, education and advice. Law for Non-Profits resources include our Legal Self Assessment Tool, Ask a Law Student, and Legal Lunch & Learn Webinar Series.
Building a Better BC: accessibility and inclusion, BC Government Ministry of Social Development and Poverty Reduction (Factsheet - August 20, 2019)
Building a better B.C.: accessibility and inclusion in British Columbia | BC Gov News
The B.C. government is committed to making life better for people living with disabilities, including funding services that support people with disabilities in the province.
The Ministry of Social Development and Poverty Reduction is leading work across government to improve access for people with disabilities. This work includes a consultation process beginning in fall 2019 regarding new accessibility legislation which will make B.C. a more inclusive and welcoming place. Accessibility legislation is fundamental to bringing about a culture shift toward greater inclusion and accessibility in the province’s workplaces and communities.
Government of BC Community Inclusion Report (March, 2019)
Re-Imagining Community Inclusion Report (gov.bc.ca)
Every person with an intellectual or developmental disability has the right and should have the opportunity to live a good life to the best of each person’s unique abilities and interests. We asked what more complete, more fulfilled lives might look like. We asked how the system of services and supports, in communities and across government, might evolve to achieve those aspirations within the context of the existing authorities, structures and financial realities. We addressed the following objectives:
- To re-affirm and update our shared vision for community inclusion
- To achieve consensus on a road map to guide detailed planning for the evolution of supports and services over the next ten years
- To improve collaboration and trust, and to build robust and durable partnerships amongst the key stakeholders
Canadians with disabilities: A demographic, employment and income profile, 2017
The Daily — Canadian Survey on Disability, 2017 (statcan.gc.ca)
An estimated one in five Canadians (or 6.2 million) aged 15 years and over had one or more disabilities that limited them in their daily activities, according to new findings from the 2017 Canadian Survey on Disability (CSD). For many of these Canadians, challenges and obstacles in their day-to-day lives may limit their full participation in society. Understanding the challenges faced by persons with disabilities in their personal, employment, or economic situations helps inform government policy. The CSD is the main source of data on disabilities for those aged 15 years and over. For the 2017 survey, new questions were designed to ensure better overall coverage of persons with disabilities, especially for persons with disability types that are less visible, such as mental health-related and cognitive disabilities.
Canada's Disability Inclusion Action Plan
Canada’s Disability Inclusion Action Plan, 2022
Canada’s Disability Inclusion Action Plan - Canada.ca
Canada’s Disability Inclusion Action Plan is a comprehensive, whole-of-government approach to disability inclusion. It embeds disability considerations across our programs while identifying targeted investments in key areas to drive change. It builds on existing programs and measures that have sought to improve the inclusion of persons with disabilities, and establishes new and meaningful actions.
Guiding principles - Canada’s Disability Inclusion Action Plan is guided by the principles laid out in the Accessible Canada Act, including: “Nothing Without Us”
Persons with disabilities need to be involved in the development and implementation of all government systems, policies, programs and services.
Human rights-based approach - Human rights principles need to guide the development and implementation of our systems, programs and processes, including the principles of equality, anti-discrimination, participation, and inclusion.
Intersectionality - Government systems, policies, programs and services must take into account:
- the different ways that persons interact with their environments and,
- the multiple, and intersecting forms of marginalization and discrimination faced by individuals
Objectives - The Disability Inclusion Action Plan has 5 key objectives:
- improve the social and economic inclusion of persons with disabilities
- reduce poverty among persons with disabilities
- achieve the Accessible Canada Act goal of a barrier-free Canada by 2040
- develop a consistent approach to disability inclusion across the Government of Canada and make it easier for persons with disabilities to access federal programs and services, and
- foster a culture of disability inclusion
Understanding disabling conditions
heretohelp - mental health and substance use information you can trust
https://www.heretohelp.bc.ca/resource-library
Seven agencies came together for this project as the BC Partners, because we recognize that people need to have access to quality information on mental health, mental illness, and substance use problems.
CDC Center for Disease Control and Prevention (USA)
Disability and Health Overview | CDC
Key points:
- Disability has three dimensions: impairment, activity limitation, and participation restrictions.
- Impairment is a loss or abnormality in a body structure or function.
- Activity limitation takes place at an individual level while participation restriction involves a difficulty in engaging in life roles (e.g., employment).
- Learn more about disability and related health conditions.
Help Guide (USA)
Living Well with a Disability - HelpGuide.org
The site was launched in 1999 by Robert and Jeanne Segal, Monika White, and the Rotary Club of Santa Monica. In the ensuing 20 years, HelpGuide has grown from a small local project to an internationally recognized mental health and wellness website that reaches over 50 million people a year—all with no advertising of any kind. And through it all, our mission has remained the same: to provide empowering, evidence-based information that you can use to help yourself and your loved ones.
Seven Facts about Hearing Loss You May Not Know, by Rebecca Blissett with the Rick Hansen Foundation, March 3, 2021
Seven Facts about Hearing Loss You May Not Know (rickhansen.com)
Studies show that as many as 1 in 5 Canadians need a hearing aid but don’t wear one. In an effort to raise awareness, the World Hearing Organization (WHO) celebrates World Hearing Day that takes place annually on March 3rd. In honour of this day, we are excited to bust some myths and share information around hearing loss and Deaf culture which you may not have known. We encourage you to read the below and share with your friends and family. With so many Canadians experiencing some degree of hearing loss, it’s important to be open about this disability!
10 Things Partially Sighted People Want You to Know, by Ben Ho Lung with the Rick Hansen Foundation, May 20, 2021
10 Things Partially Sighted People Want You to Know (rickhansen.com)
Ben Ho Lung is an intern at the Rick Hansen Foundation, a musician and blind athlete. He lost 97% of his vision at 18 years old.
Accommodation, adaptive devices, ergonomics and medical equipment
Neil Squire Society
We use technology, knowledge and passion to empower Canadians with disabilities.
- Ergonomic and Assistive Technology Services
- Hearing Solutions
- WorkBC Assistive Technology Services
- Hire Someone with a Disability
- Research & Development Services
- View our Events Calendar
- Attend a Webinar
- Volunteer Opportunities
- Employment Opportunities
- Donate a Computer
- Make a Donation
WorkBC Burnaby (workbc-ats.ca)
Supports Available Through Assistive Technology Services Include:
- Assistive devices, equipment and technology
- Ergonomic supports
- Restorative supports
- American Sign Language (ASL) interpreting and captioning services
- Communication and hearing devices related to work
- Workplace access and modification
- Vehicle modifications
About: WorkBC Assistive Technology Services provides assistive technology or supports to individuals with disabilities to assist them to gain and sustain employment or community attachment.
Eligibility: Assistive Technology Services are available to individuals who have a work-related barrier due to a disability or a functional limitation. This may include barriers related to traveling to and from the workplace.
Accessibility: Our physical facility is fully accessible (RHF Accessibility Certified). Additional accessibility includes: computers, web, phone, and face-to-face, as outlined in the WorkBC Assistive Technology Services General Policy – Accessibility Standards.
Join Us for a Webinar: Register for one of our weekly webinars or monthly virtual Lunch and Learns. We’ll cover workplace accommodations, funding options, product demonstrations, and more.
Solutions - Neil Squire Society
Solutions - Specialized Assistive Technology and Ergonomics. We are a team of healthcare professionals who specialize in using assistive technology and ergonomics to find the most effective individualized solutions to meet our clients’ needs. We provide our services in a variety of settings including the workplace, home, classroom, or at our fully-equipped Solutions Assistive Technology Lab (new window).
With over 60 years of combined experience, we have a unique combination of skills, knowledge, and training to provide assistive technology and ergonomic services. Our services are offered on a fee-for-service basis to individual or corporate clients.
Volunteer Opportunities - Neil Squire Society
Volunteers make a vital contribution to their communities and play a very important role in our organization. At the Neil Squire Society we offer our volunteers the opportunity to gain valuable experience working with people with disabilities. We encourage you to get involved today!
Volunteer Opportunities - Work one on one with a person with a disability in our classroom and increase their level of comfort and independence with computer technology.
Volunteer as a Computer Tutor in our Computer Comfort program.
Tetra Society of North America – Request Assistance
https://tetrasociety.org/about/
At Tetra, our focus is to find solutions to environmental barriers faced by people with disabilities. While these environmental barriers are a part of a person’s journey, we believe Tetra solutions help foster greater independence, quality of life, and inclusion. Tetra’s services are offered at no charge – no upfront fees, no call-out charges, no hourly rates and no membership dues. However, clients are asked, where possible, to make a contribution toward materials and mileage expenses. This is something that will be discussed before any costs are incurred and is generally of a modest nature.
Request assistance: https://tetrasociety.org/solutions/assistance/
evika
evika.io - Your Place to Learn about Assistive Devices - Home
Searching for Information has Never Been Easier. evika is home to videos and articles created by healthcare professionals, as well as a product directory for thousands of assistive devices.
Try our new Intelligent Search tools to quickly find what’s right for you.
Technology for Living with Disabilities
Home - Technology for Living with Disabilities
We work with people with physical disabilities. We provide assistive devices and supports for members with physical disabilities – so you can achieve your goals and have the opportunity to participate fully in life. You make the final decisions about what you need, and we do our best to meet those needs for you. We continue to design our programs and services and adapt to changing needs and to changes in technology.
Who We Are - Technology for Living (TFL) | BCITS
Technology for Living (TFL) works with people who have severe physical disabilities and helps them to live as well and as independently as possible. Technology for Living grew out of the Provincial Respiratory Outreach Program (PROP) and the Technology for Independent Living (TIL) Program. Technology for Living (TFL) was formed as a non-profit organization on April 1, 2006.
Peer Program - Technology for Living
What’s a Peer? Peers utilize their lived experience with assistive technology in their homes and community to promote an inclusive environment for all. The peer team facilitates connections between people with disabilities and relevant organizations in the community. By providing technical and community support, peers help peers overcome barriers and have an equal opportunity to maximize their independence. The peer network consists of people from diverse backgrounds who have had many one-of-a-kind experiences. Our insight and knowledge of the disability community is an invaluable asset for the organization and our members. Sharing this live experience is a core tenant of peer support and an essential building block in our thriving community. If you’re interested in joining, Contact Ean
Can Assist, University of Victoria
CanAssist is an organization of the University of Victoria that is dedicated to helping people with disabilities improve their quality of life and to increasing awareness of disability issues. Since its early days as a small volunteer venture, CanAssist has had a direct impact on the quality of life of many thousands of people with disabilities and their families. Unique in North America, CanAssist takes a client-focused approach to provide customized technologies and innovative programs where there are gaps in existing services.
Job Accommodation Service
JAS®: Job Accommodation Service – Canadian Council on Rehabilitation and Work (ccrw.org)
People with disabilities often face additional barriers in the workplace. Identifying and implementing workplace accommodation solutions are vital to ensure these barriers are addressed, both from a legal perspective and to allow employees to reach their full potential.
We created JAS® in 2000 with the goal of reducing barriers – both individual and systemic – in the workplace. We do this by providing practical workplace accommodation solutions and advice. All of our services are geared towards the goal of barrier-free and inclusive workplaces.
Workplace Accommodation Assessments – Canadian Council on Rehabilitation and Work (ccrw.org)
We perform on-site assessments to learn which workplace accommodation(s) will optimize the performance and comfort of employees with disabilities. Our expertise extends to all types of disabilities, conditions, roles and work environments.
Working together is important to us. Our collaborative approach promotes full participation from the employer, employee, and other relevant parties while protecting confidentiality and security of information for everyone involved.
Job accommodation Network (USA)
JAN's Searchable Online Accommodation Resource (SOAR) system is designed to let users explore various accommodation options for people with disabilities in work and educational settings.
Benefits and costs of accommodation (JAN)
Benefits and Costs of Accommodation (askjan.org)
The survey results consistently have shown the benefits these employers reported they received from making workplace accommodations far outweigh the associated costs. Employers reported providing accommodations that resulted in such benefits as retaining valuable employees, improving productivity and morale, reducing workers’ compensation and training costs, and improving company diversity. The employers participating in this survey reported a high percentage (56%) of accommodations cost absolutely nothing to implement ($0), while the rest of the accommodations made had a typical cost of only $500. This $500 typical cost has been consistent across the many years of the JAN survey. Employers who participated also reported that JAN understood their needs and provided information that met those needs. In addition, 100% of employers stated they would use JAN’s services again for assistance with workplace accommodations.
Calling accommodations 'job aids' can reduce stigma, experts say, article in HR Dive, published November 2, 2021 by Caroline Colvin
Calling accommodations 'job aids' can reduce stigma, experts say | HR Dive
"The ironic part about it is, oftentimes what's a good accommodation for one person is going to be universally applicable to many people," one expert told HR Dive.
A TO Z OF DISABILITIES AND ACCOMMODATIONS
A to Z of Disabilities and Accommodations (askjan.org)
If you are looking for information on job accommodations, the Americans with Disabilities Act or Rehabilitation Act, or topics related to disability employment, see the listings below for various topics covered by JAN.
JAN provides the following A to Z listings by disability, topic, and limitation. This information is designed to help employers and individuals determine effective accommodations and comply with Title I of the Americans with Disabilities Act (ADA). You will find ADA information, accommodation ideas, and resources for additional information.
JAN's A to Z is a starting point in the accommodation process and may not address every situation. Accommodations should be made on a case by case basis, considering each employee’s individual limitations and accommodation needs. Employers and individuals are encouraged to contact JAN to discuss specific situations in more detail. To get started, choose one to find what you are looking for.
ErgoCanada
Ergopedia.ca, the Ergonomic Encyclopedia
Welcome to The Ergonomic Encyclopedia (or ErgoPedia), an ergonomic resource for individuals seeking to learn more about ergonomic products. This resource is intended to be used by individuals for their personal benefit as well as by Ergonomics Professionals seeking to improve their knowledge of ergonomic strategies.
Product Usage and Suitability Service
From your initial communication with ErgoCanada, our mission is to provide potential customers with objective information and product analysis and ask the 'right' questions of customers in order to help identify the ergonomic product (if any) which has the best chance of meeting the expectations of each customer. Our entire staff from the front-line Customer Service Specialists to the members of the more experienced Product Specialist Team are here to ensure that all product features - whether they are positive, negative or neutral - are presented accurately and devoid of unfounded manufacturer claims. Drawing upon our anecdotal experience with literally tens of thousands of product deployments over the years has allowed us to filter out perceived ergonomic features from actual ergonomic benefits. This consultation is provided free of charge to all customers in order to assist them with any potential product selection. If you are seeking a full ergonomic assessment, please refer to our EPL Service.
Ergonomics Professional Locator (EPL) Service
It can sometimes be difficult to find a consultant in ergonomics and human factors, especially one who is qualified and available in your geographic area. This is why we offer our Ergonomics Professional Locator (EPL) service free of charge to our visitors. The EPL is a listing of Occupational Therapists, Ergonomists, Kinesiologists, and Physical Therapists broken down by region. It provides you with contact information and a list of the qualifications of the individual. This is a good starting place for finding a consultant who is right for you.
IMPORTANT NOTE: This information is provided as a courtesy to visitors to our site. We do not specifically recommend any individual, organization or company listed in this service - we simply provide a resource which allows entities who offer assessments, return to work evaluations and other services to provide their contact information and credentials to interested visitors.
If you are a consultant and wish to be listed in our directory, please email us.
Why have an ERGOPEDIA?
The human body was not designed to use computing devices, and certainly not for the sustained duration and intensity that most individuals experience. Using a computer is a repetitive task that imposes an awkward unnatural posture on the body -- often for hours at a time. This applies both while at work or during "recreational" use of the computer.
Fortunately, Ergonomics Professionals have identified many Risk Factors and Sources of Injury which can lead to a variety of Injuries and Conditions. Their tools to address these issues include Ergonomic Products, Ergonomic Concepts and Anthropometric Considerations. Not sure where to start? What are the Symptoms? gets down to the basics to help anyone begin their journey towards a greater understanding of ergonomics.
There is also a helpful GLOSSARY to provide definitions on terms which may not be known by everyone. We hope you find this resource to be useful. If you are an ergonomic professional and disagree with or would like to suggest additions to the content for any of the pages on this web site, please email us.
Canadian Red Cross
Health Equipment Loan Program - Canadian Red Cross
The Canadian Red Cross Health Equipment Loan Program (HELP), provides health equipment to individuals recovering from illness or injury, and empowers people to live with independence and dignity. Like a prescription, healthcare professionals refer clients to the Canadian Red Cross and health equipment is selected to safely meet the needs of each individual. HELP is a volunteer-supported, community-based service made possible through the support of provincial governments, health authorities, donations of used equipment, donor contributions, and the efforts of thousands of volunteers and professional staff. Canadian Red Cross Health Equipment Loan Programs operate in B.C., Alberta, New Brunswick, PEI, Nova Scotia, Newfoundland and Labrador, as well as the Yukon territory. HELP also plays an important role in the diversion of used equipment otherwise destined for landfill.
Volunteer With Us – Canadian Red Cross - Canadian Red Cross
We rely on volunteers from all walks of life who bring different skills and experience to the Canadian Red Cross. From helping during emergencies and disasters, to sitting on committees and project teams or providing customer services and office support, as a volunteer, you can make a big difference in your community. We rely on volunteers from all walks of life. Skills and experience you already have can be an asset in a range of volunteer roles. If you're looking to learn new skills, make meaningful connections, and improve the lives of vulnerable Canadians, you're bound to find a rewarding role for you. You could help communities in Canada recover and rebuild from large-scale disasters and emergencies or you could help an individual or family who has lost their home in a fire. There are opportunities to volunteer with the elderly or isolated in your community or you can even join thousands of others in helping our operations team digitally map vulnerable geographical areas. Apply Now - Canadian Red Cross
SEARCH VOLUNTEER OPPORTUNITIES: Service roles (involves client interaction) / Support roles (behind the scenes) Health Equipment Loan Program and Transportation
AssistList
AssistList is a charitable organization in British Columbia that promotes public health by empowering our community to buy, sell, or donate health medical equipment. Since our AssistList.ca website launched in February 2018, we have expanded into a team of over 60 passionate volunteers dedicated to providing our community with a safe, easy-to-use, free online resource.
AssistList Careers and Employment | Indeed.com
Volunteering for a non-profit is a great way to meet people, gain experience and apply your creativity. AssistList has a range of opportunities and would love for enthusiastic and passionate individuals to join our AssistList family! Get Involved - Are you looking to volunteer and give back to your community? Volunteering for a not-for-profit is a great way to meet people, gain experience and apply your creativity. AssistList has a range of volunteer opportunities and would love for enthusiastic and passionate individuals to join our AssistList family! It is our mission to ensure that you have the support and resources needed to make your volunteer experience as educational and rewarding as possible, and our teams consist of professionals that can provide industry mentorship.
Medical Equipment & Devices, Province of BC
Medical Equipment & Devices - Province of British Columbia (gov.bc.ca)
The least expensive, appropriate medical equipment and devices may be provided to specific recipients to assist with a medically essential need. There must be no other resources available to the client to provide the medical equipment requested. The ministry provides medical equipment and devices under the Employment and Assistance Regulation and the Employment and Assistance for Persons with Disabilities Regulation.
Assistive technology, accessible website design, inclusive photos and low cost computer equipment
USING INFORMATION AND COMMUNICATION TECHNOLOGY FOR INCLUSIVE VOLUNTEERING
Information and communication technology (ICT) can be used in a variety of ways to support individuals with disabilities and others in participating in volunteerism. This fact sheet will provide suggestions for areas where your organization can use ICT as a way to provide more inclusive volunteering opportunities and promote engagement in meaningful activities
WorkBC Assistive Technology Services, Government of British Columbia.
https://www.workbc.ca/Employment-Services/Assistive-Technology-Services.aspx
Assistive Technology Services provides equipment and devices to help individuals thrive in the workplace.
Assistive technology BC
Assistive Technology BC | Our Services (at-bc.ca) Assistive Technology BC (ATBC) provides assistive technology resources to make learning environments usable for people with disabilities throughout British Columbia. In collaboration with persons with disabilities, post-secondary institutions, community organizations, and our funding partners, ATBC offers a wide range of individualized, centrally coordinated technology services including assessments, assistive equipment, training, and consultation to enable persons with disabilities to achieve their educational goals.
Communication Disabilities Access Canada (CDAC)
Communication Disabilities Access Canada – Accessibility Includes Communication (cdacanada.com)
CDAC is a Canadian, disability, non-profit organization, with charitable status. CDAC promotes social justice, accessibility and inclusion for people who have speech, language and communication disabilities. Our online resources and training programs can be used, with appropriate citations to advance awareness of the accommodations and supports people may require in order to have equal access to goods, services and opportunities in their communities.
Digital Accessibility Guide, The Vantage Point
2021 Digital Accessibility Guide (thevantagepoint.ca)
Why Design for Accessibility? Accessibility is a key factor in inclusive design and services. An organization’s level of accessibility for staff and clients, therefore, directly reflects its brand. Branding is like the iceberg analogy: what you see accounts for only 30% of the brand. For example, when most people think of your organization, they will probably recall its name, its primary colours, and/or its logo. However, those elements just scratch the surface. Brand also encompasses what those elements evoke for people when they think of your organization: Emotions and feelings associated with your services, your guiding principles and how they emerge in your work, and the level of care put into inclusive practices.
eSSENTIAL Accessibility
eSSENTIAL Accessibility | WCAG & ADA Website Accessibility
The Digital Accessibility Platform. Get and Stay Compliant. From WCAG to ADA compliance, we combine technology, processes, people and legal expertise to make your digital assets accessible — and keep them that way.
Accessibility and inclusion toolkit
Accessibility and inclusion toolkit - Province of British Columbia (gov.bc.ca)
Everyone has a role in making information and services more accessible. These guides will support you with step-by-step instructions on how to do your work in a more inclusive way. Choose a guide for what you're working on.
Learn about diversity in your audience
Creating accessible digital content
Host inclusive meetings and events
How to Meet WCAG (Quick Reference)
How to Meet WCAG (Quickref Reference) (w3.org)
A customizable quick reference to Web Content Accessibility Guidelines (WCAG) 2 requirements (success criteria) and techniques.
Microsoft accessibility features
Accessibility Features | Microsoft Accessibility
There is no limit to what people can achieve when technology reflects the diversity of all who use it. Across Microsoft, we are dedicated to providing accessibility tools and features that help people achieve more at home, school, and work.
Windows - Windows 11 was inclusively designed to support productivity, creativity, and ease of use for people with disabilities. With a robust set of built-in and third-party accessibility features, Windows adapts to you.
Microsoft 365 - Microsoft 365 provides accessible apps and cloud services to help people and organizations create, communicate, and collaborate from any device. Find out how Microsoft 365 helps make everyone more inclusive and independent.
Inclusive Design, Microsoft
Inclusive Design is a methodology, born out of digital environments, that enables and draws on the full range of human diversity. Most importantly, this means including and learning from people with a range of perspectives.
Accessible Infographics and Flyers Checklist
Use this checklist to assess if your flyer/infographic meets all accessibility standards and best practices. Select each checkbox that applies to your flyer/infographic: Text, Structure, Colour, Links, Images, Mobile
Crippen Cartoons
Crippen Cartoons | cartoons at the cutting edge of disability
About Crippen | Crippen Cartoons
Dave Lupton has been creating disability related cartoons based upon the Social Model understanding of Disability for almost 40 years. As a white, male wheelchair user he is conscious of the need to represent those disabled people with differing impairments, ethnicity and cultural backgrounds in his cartoons. He is in regular contact with a diverse representation of disabled people across the world, which is reflected in his work as a cartoonist and writer. Crippen cartoons appear across the world, being used by groups and organisations of disabled people in Australia, New Zealand, Germany, USA, Canada, Ukraine, Hong Kong and many more.
iStock photos by Getty Images
https://www.istockphoto.com/photos/disability-inclusion
94,439 Disability Inclusion Images and Stock Photos
Shutterstock
Inclusive Disability royalty-free images - 53,646 inclusive disability stock photos, vectors, and illustrations are available royalty-free for download.
Dreamstime, Disability Images, Pictures And Stock Photos
https://www.dreamstime.com/photos-images/disability.html
Search among 189,923 authentic disability stock photos, high-definition images, and pictures, or look at other disability day or disability care stock images to enhance your presentation with the perfect visual.
Affect The Verb stock photos
https://affecttheverb.com/collection/
Disabled And Here Collection. This is a disability-led effort to provide free & inclusive stock images from our own perspective, with photos and illustrations celebrating disabled Black, Indigenous, people of color (BIPOC).
Access, A Neil Squire Society
Web Accessibility - Neil Squire Society
Why web accessibility?
- Web accessibility is about customer engagement. Making sure your web site reaches and engages with all visitors. It is about encouraging successful commerce.
- It’s about making your web site useable and accessible for all audiences. At a technical level it’s about interoperability and designing so that your content takes all the levels of abilities of your customers into consideration.
What kind of services does Neil Squire Access provide? Neil Squire Access provides:
- Education – introductory seminars on better customer engagement and preparing your organization to implement a successful accessibility strategy
- strategic planning consulting – developing a strategic accessibility road map for the organization
- auditing – find out how accessibility and effective your website is
- remediation – implementing solutions or working with your programmers to resolve accessibility deficits
- custom visualization solutions – creating accessible dashboards for graphic content.
Neil Squire Society
We use technology, knowledge and passion to empower Canadians with disabilities.
Computer Comfort - Neil Squire Society
Increase Your Access by Improving Your Computer Skills - Computers are an important link to the outside world. If you have a disability, the knowledge and skills to use a computer can greatly increase your independence, your access to resources, and connections with your family and friends. Computer Comfort provides the perfect starting point to develop those computer skills. If you have a disability, we provide one-on-one computer tutoring at no cost in a supportive, comfortable environment; a refurbished donated computer for the home, if needed; and ongoing technical support. Computer Comfort is also available online via Distance Learning.
Volunteer Opportunities - Neil Squire Society
Volunteers make a vital contribution to their communities and play a very important role in our organization. At the Neil Squire Society, we offer our volunteers the opportunity to gain valuable experience working with people with disabilities. We encourage you to get involved today!
Richmond Center for Disability (RCD) Computer Training
https://rcdrichmond.org/ServicesActivitiesWorkshops/ComputerClass/ComputerClass.php
The RCD Computer Training Courses are offered on a 12-week term and a 10-week term basis, starting in January, May and September. The weekly classes (12-week) include various practical computer courses such as Computer & Windows Basic, Keyboarding, Microsoft Word, Excel Basic, Access, Excel PRO, PC Maintenance & Security, and Computer 101 Class. In the summer, every August, classes are Facebook Basic & Safety, Photoshop Element and more.
https://rcdrichmond.org/Volunteering/Volunteering.php
We greatly appreciate the involvement and contribution of volunteers in many aspects of our Centre. There are opportunities to assist with Computer Classes, English Class, Social Club and more. All these endeavours are made available because of your good work and dedication.
TechSoup
https://www.techsoup.ca/about/techsoupcanada
TechSoup Canada is a team of 11 people dedicated to empowering charities, non-profits and libraries with the effective use of technology. TechSoup Canada is a program of the Centre for Social Innovation, and a member of the TechSoup Global Network. Being a nonprofit ourselves, we understand all too well the challenges facing the Canadian nonprofit sector and we want to help. We can connect you to donated and discounted technologies through our technology donations program and provide valuable learning resources to equip you and your colleagues with technology tips and best practices. We know that our sector is achieving great work and we believe we can have an even greater impact through the effective use of technology. Let us help you on your tech journey!
Donations and Discounts for Non-profits - Incredible offers for non-profits from leading brands. Low administrative fees. Join our global community!
https://www.techsoup.ca/techsoup-courses
Online Training and Education for Non-profits and Libraries - TechSoup’s Course content is designed specifically for staff at nonprofit organizations. We work with subject-matter experts who also have deep experience with non-profits.
Universal design
Universal Design - Rick Hansen Foundation
https://www.rickhansen.com/news-stories/blog/universal-design-101
What is universal design? According to the Centre for Excellence in Universal Design, universal design (sometimes also called inclusive design or barrier-free design) is the design and structure of an environment so that it can be understood, accessed, and used to the greatest extent possible by all people regardless of their age or ability. That means that when architects and city planners think about and plan around peoples’ diverse needs and abilities (like kids, parents, seniors, people with injuries or illnesses, and people with disabilities) they can create environments that actually meet those needs and abilities.
The basic principles of universal design
https://universaldesign.ie/about-universal-design/the-7-principles
The 7 Principles of Universal Design were developed in 1997 by a working group of architects, product designers, engineers and environmental design researchers, led by the late Ronald Mace in the North Carolina State University (NCSU). The purpose of the Principles is to guide the design of environments, products and communications. According to the Center for Universal Design in NCSU, the Principles "may be applied to evaluate existing designs, guide the design process and educate both designers and consumers about the characteristics of more usable products and environments."
Principle 1: Equitable Use. The design is useful and marketable to people with diverse abilities.
Principle 2: Flexibility in Use. The design accommodates a wide range of individual preferences and abilities.
Principle 3: Simple and Intuitive Use. Use of the design is easy to understand, regardless of the user's experience, knowledge, language skills, or current concentration level.
Principle 4: Perceptible Information. The design communicates necessary information effectively to the user, regardless of ambient conditions or the user's sensory abilities.
Principle 5: Tolerance for Error. The design minimizes hazards and the adverse consequences of accidental or unintended actions.
Principle 6: Low Physical Effort. The design can be used efficiently and comfortably and with a minimum of fatigue.
Principle 7: Size and Space for Approach and Use. Appropriate size and space is provided for approach, reach, manipulation, and use regardless of user's body size, posture, or mobility.
Become Accessibility - Rick Hansen Foundation
Accessibility matters | Rick Hansen Foundation
One in five Canadian adults currently lives with a disability, according to Statistics Canada. These Canadians struggle every day to grab coffee with a friend or interview for a job because of physical barriers to accessibility. This number is growing every day as our population ages.
Whether disability is caused by the natural effects of aging, or by an accident or injury, the simple truth is that each of us will experience disability at some point in our lives and will need our communities to be accessible so that we can continue to participate and live full lives.
Providing universal access to safe, inclusive and accessible public spaces ensures that everyone is able to participate and live to their full potential, and is an important part of the United Nation’s "Envision2030" sustainable development goals that our program supports.
The Rick Hansen Foundation Accessibility Certification, TM (RHFAC) program works to help improve accessibility of the built environment in Canada – the places where we live, work, learn and play. Find out more about our program areas and join the movement to help create a fully accessible and inclusive Canada.
RHFAC Tip Sheet (rickhansen.com)
Points to Certification! The following list provides some simple fixes related to features rated under the Rick Hansen Accessibility Certification™ (RHFAC) to help building owners and property managers improve their Sites.
BC Building Code accessibility requirements set the minimum standard for building design and construction to improve usability. Learn about B.C.’s new accessibility and adaptability rules.
Message from the Premier - Our government is taking action to create a more accessible and inclusive British Columbia. More physical, virtual, and attitudinal barriers need to be removed. Our province is better when everyone, regardless of ability, is able to participate fully. AccessibleBC builds on our government’s longstanding commitment to a diverse province that works for everyone. It complements existing government priorities, such as the commitment to inclusive economic growth in StrongerBC, the government’s economic plan.
BC Accessibility Hub
ABC Act - BC Accessibility HUB
ABC Act - The Accessible British Columbia Act received royal assent on June 17, 2021 and on, April 14, 2022, the government filed the Accessible British Columbia Regulation (B.C. Regulation) providing clarity to the types of organizations that will be subject to accessibility requirements under the B.C. Act. It provides a framework to identify, remove, and prevent barriers to accessibility. The new law is an important step to make B.C. a more accessible province.
Under the law, the government needs to create an accessibility plan. The plan will be updated every three years. Government and the Provincial Accessibility Committee worked together to create this plan. The committee will continue to provide advice to government on this plan.
Planning accessible and inclusive events
Accessible events checklist, City of Vancouver
Accessible events checklist and resources | City of Vancouver
- Planning
- Choosing accessible venues (Includes: entrances, pathways, corridors, doors, elevators, lighting, ventilation, acoustics, surfaces, washrooms, stages, parking, and signage)
- Event on-site operations and assistance (Includes: seating, tables, desks, and on-site assistance)
- Displays and exhibits
- Food and beverage
- Staff and volunteer training
- Event and meeting materials, presentations and attendees
- Assistance dogs
- Promotion and invitations (Includes: sample invitation)
- Resources (Includes: guides, agencies, and trans*, gender-variant, and two spirit inclusion)
Disability awareness and planning for accessibility
Disability Awareness and Planning for Accessibility (functioncentral.co.uk)
Most event planners will want whatever occasion they plan to be inclusive. But there’s also important legislation which businesses have to comply with. The UK Equality Act 2010 requires all events – including things like conferences and exhibitions – to be accessible and inclusive. As an organisation that puts on an event, you have to take reasonable steps to find out whether someone is disabled. As an event planner, you can have more of an impact than you realise. Of course, it’s important to know your legal responsibilities, but there are loads of reasons to promote inclusiveness when organising an event. You want people to attend and enjoy themselves. For people with a disability, it can be difficult to find accessible events. Be sure to share your efforts in making yours an accessible one for a wider audience.