Frequently Asked Questions
Below are some of the most common questions we get about hiring persons with disabilities.
How will inclusive hiring affect my other employees?
Many employers report that hiring individuals with disabilities enhanced their teamwork and improved the dynamic of their workplace. Our training addresses how to build a supportive environment as well as how to combat stigma and bias. Sources:
- https://readywillingable.ca/wp-content/uploads/2015/07/RWA_BusinessCase-OnlinePDF.pdf
- https://readywillingable.ca/wp-content/uploads/2015/07/RWA-Business-Case_EN_October-2019.pdf
- https://citizenship.sites.olt.ubc.ca/files/2018/12/The-Benefits-to-Hiring-Individuals-with-Intellectual-Disabilities-Employers-Perspectives-Report-2018.pdf
How do I proceed if a person with disabilities is no longer suited to a role?
There is no unique process for disciplining or firing persons with disabilities. The Canadian Council on Rehabilitation and Work’s Disability Awareness suggests establishing “clear performance expectations from the start. If a performance problem does occur, follow your company’s usual guidelines: discuss the problem with the worker, look for solutions, document the situation and, if necessary, terminate the employment agreement.” You can learn more about managing persons with disabilities in our courses for employers. Source:
What should I expect regarding work attendance for persons with disabilities?
In fact, they’re not. A study found people with disabilities rated average or better on attendance than their colleagues without disabilities. A stronger attendance rate equals less time spent rescheduling and more time working.
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How can I support and train persons with disabilities in the workplace?
Most persons with disabilities require the same training as others to perform their job. It is important to note that disabilities have a range of severity and their impact on someone’s ability to work. These challenges can be mitigated through workplace accommodations.
How do I find the best fit in my business for a person with disabilities?
Like all employees, persons with disabilities thrive when put in a position that suits their strengths. The employee will tell you what they feel capable of. If an employee requires accommodations to do their job effectively, they will need to disclose their disability to you. A job coach can help you create roles for persons with disabilities.
What am I allowed to ask persons with disabilities in an interview?
Your questions must focus only on the interviewee’s ability to perform job duties. It is the employee’s right to decide if they want to share information about their disability. You do not have the right to ask about diagnosis or treatment of a disability.
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What should I expect regarding work performance for persons with disabilities?
Many businesses see an increase in productivity due to the lower turnover rates and many other benefits linked to inclusive hiring.
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Will my insurance rates increase if I hire persons with disabilities?
Hiring someone with a disability does not increase your liability. You already provide a safe workplace with Workers’ Compensation and general insurance coverage. In fact, one study suggests that inclusive employers have fewer safety incidents.
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Does every person with disabilities need accommodations?
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No, not every person with disabilities will request an accommodation at work, and many are small changes that can be easily made. A Canadian panel on disability in the labour market found that no workplace accommodation was required for persons with disabilities in 57% of cases it studied.
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Are there additional costs to hiring a person with disabilities?
Over half of accommodations for persons with disabilities cost absolutely nothing. The average cost of accommodations for a person with disabilities is around $500. There may be funds and grants you can apply for to cover some or all of the cost of accommodations.
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What types of jobs best suit persons with disabilities?
Persons with disabilities work in all industries and levels of jobs. You can only know if your current position is appropriate for someone by openly discussing their strengths, qualifications and motivations during interviews and the hiring process. Many roles can be adapted or modified to better suit the strengths of a potential employee.
Are there financial advantages to hiring a person with disabilities?
Yes!
Employers that hired inclusively found that they were twice as likely to meet or exceed financial targets. Inclusive employers may also save money on turnover and training costs because persons with disabilities have high retention rates. There may even be tax benefits for employing persons with disabilities.
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Do all people with disabilities need mobility aids, such as wheelchairs or scooters?
No.
Persons with disabilities who use wheelchairs are a small segment of the population. There is a whole range of persons with disabilities who do not use wheelchairs. In fact, wheelchair and scooter users represent only 1% of the Canadian population over the age of 15.
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What can I expect from this training?
This training will show how easy and rewarding it is to hire a person with disabilities. You will read and watch real-world examples from successful businesses that hired inclusively. The training also includes information for supporting retention, general employee morale and the overall health of your company.
After taking this training you will know more about disability in general, laws protecting people in the workplace, why it is good for businesses to hire persons with disabilities, how to use correct language and behaviours, how to hire and retain persons with disabilities and how to make accommodations. Resources and where to find funding will also be provided.
At the end of each course, you will take a short quiz. Once you pass all quizzes, you will receive a certificate of completion.