A presentation to support the workforce in hiring, accommodating and retaining employees with disabilities. Let's focus on ABILITY not disability! Disabled, not disable. Know the difference.

1. BUILDING YOUR
WORKFORCE
HIRING, ACCOMMODATING & RETAINING
STAFF WITH DISABILITIES
No business or
industry is immune to
worker shortages, so
it follows that
employers today must
adopt a recruitment
strategy that involves
many diverse groups
-- including people
with disabilities.

2. Presented By
• Laurentian University
• Workforce Planning for Sudbury & Manitoulin
• Independent Living Sudbury Manitoulin
• March of Dimes Canada
• Cambrian College
• Collège Boréal
• YMCA of Sudbury Employment Services
Ministry of Community and Social Services –
Ontario Disability Support Program
• Learning Disabilities Association of Sudbury
• Greater Sudbury Chamber of Commerce
• Manitoulin-Sudbury District Services Board
• City of Greater Sudbury Social Services Division –
Ontario Works
Thank you.
Merci.
Miigwetch.

3. According to the Conference Board of
Canada, “ beginning in 2014,
if current trends continue,
labour demand will exceed labour supply;
therefore the projected gap
will grow steadily larger.
As a result, Ontario could face a shortfall
of 190,000 workers in 2020
rising to 364,000 by 2025
and 564,000 by 2030.”
THE BUSINESS CASE

4. It’s about
ability,
not disability.
Hiring a qualified person with a
disability brings greater benefits
beyond just filling an open job.
There’s a solid business case, too.
Making up 1.1 billion people globally,
people with disabilities (PWD)
represent a population the size of China.
Unlocking the potential in this large subset
of the global community has serious
ramifications for GDP, public and private
institutional cash flows and how economies
grapple with an aging population.

5. It’s not about
disability,
it’s about
different
ability.
Accommodating and/or retaining
a qualified person with a disability
brings greater benefits beyond just
reducing turnover related expenses.
There’s a solid business case, too.

6. INCREASE REVENUES
• Access new and emerging markets
• Improve productivity through innovative and effective
ways of doing business
REDUCE COSTS
• Reduce hiring and training costs
• Increase retention
• Reduce costs associated with conflict and litigation
ENHANCE SHAREHOLDER VALUE
• Capitalize on opportunities to meet business goals
REASON #1: ROI
Businesses that employ
people with disabilities
turn social issues into
business opportunities.
These opportunities
translate into lower costs,
higher revenues and
increased profits.
Capitalize on the ROI of
employing people with
disabilities.

7. CAPITALIZE ON NEW MARKET OPPORTUNITIES
• Mirror the market to attract a wider customer base
• Increase your market share
DEVELOP NEW PRODUCTS AND SERVICES
• Respond to marketplace needs
• Lead your market
• Increase profitability
REASON # 2:
MARKETING
Customers with disabilities
and their families, friends
and associates represent a
trillion dollar market
segment.
They, like other market
segments, purchase
products and services
from companies that best
meet their needs. A large
number of Canadians also
say they prefer to
patronize businesses that
hire people with
disabilities.
Another of the benefits of
employing people with
disabilities is increasing
your opportunity to gain a
lasting customer base.

8. WORKPLACE INNOVATION
• Create more efficient and effective business processes
• Develop and implement management strategies to
attract and retain qualified talent
• Use technology in new ways to increase productivity
PRODUCT & SERVICE INNOVATION
• Stimulate new product and service development
through disability-inclusive diverse teams
• Customize products and services to increase profitability
DEFINE THE FUTURE
• Foster the development of next-generation products
and services
REASON # 3:
INNOVATION
Innovation is key to your
business’ success.
Employees with
disabilities bring unique
experiences and
understanding that
transform a workplace
and enhance products
and services.
As part of your team,
employees with
disabilities help build
your business and can
lead your company into
the future.

9. BEST PRACTICES
When you’re looking
at hiring or
accommodating
qualified employees
with disabilities,
here are some of the
best practices
to get you started.
• Learn about local available resources for training,
awareness, and support. Visit our vendors here
today.
• Create opportunities for job shadowing.
• Conduct informational interviews.
• Host a Disability Mentoring Day.
• Participate in National Disability Employment
Awareness month.
• Embed disability components into training for HR
and new employees, and include disability and
diversity training.
• Participate in job fairs.
• Create internship opportunities.

10. Myth
Hiring employees will cause my WSIB (Workplace
Safety & Insurance Board) rates to increase.
Fact
Employers' insurance rates are determined by the
health and safety risk of your type of business, the
size of your payroll, and on your company's health
and safety record.
The Workplace Safety & Insurance Board cannot
increase your premiums because you have hired
someone with a disability.
Also, it is important to note that employees with
disabilities have the same or better safety records
than employees without disabilities.

11. Myth
Employees with disabilities have a higher
turnover and absenteeism rate than
employees without disabilities.
Fact
Studies have shown that employees with
disabilities are not absent any more than
other employees, and in some cases have a
lower absenteeism rate.

12. Myth
If an employee with a disability does not fit in or
doesn't work out, there is nothing I can do about it.
Fact
Employees with disabilities should be treated the
same as other employees in terms of expectations,
opportunities and workplace standards.
If an employee is not meeting performance
expectations, follow the same procedures you
normally would, for example: discuss the problem
with the employee, look for solutions, document the
situation and if necessary, terminate employment.

13. Myth
It is too expensive to accommodate employees
with disabilities.
Fact
Most employees with disabilities require little or
no accommodation in the workplace.
In many cases, an employee already has any
special equipment they may need, and if not,
there are many government programs available
to assist employers with these costs.

14. Myth
It is very difficult to interview individuals with
disabilities because it is so easy to violate
human rights laws.
Fact
Use the same interview techniques and ask
the same job-related questions that you would
ask other applicants. Remember to focus on
abilities rather than disabilities, and
interviewing should be easy.

15. Myth
There aren't many people with disabilities so it
is not an issue for our company.
Fact
There are 4.4 million Canadians with
disabilities - an increase of 12.4% from the
2001 disability rate, and it is estimated that by
2026 that number will increase to 6.1 million.

16. Myth
Employees with disabilities will miss too much
work and won't be able to effectively perform
their job responsibilities.
Fact
Employers report performance rating of
average or above average for 90% of
employees with disabilities. Additional studies
found: 86% of employees with disabilities
have average or above average attendance
records; 33% of employers say that persons
with disabilities work as hard as other
employees, while 46% say that persons with
disabilities actually work harder.

17. It’s about
ability,
not disability.

18. It’s about
ability,
not disability.

19. SPECIAL THANKS
• Honourable David C. Onley, Lieutenant
Governor of Ontario
• Jason Turnball
• The Howard Johnson Plaza and staff
• CBC Radio
• Northern Life
• Mid North Monitor
• Dibrina Sure Group
• Canadian Hearing Society
• Glenn Crombie Centre for Disability Services
Laurentian University,
Workforce Planning for Sudbury & Manitoulin
and Independent Living Sudbury Manitoulin,
thank you for your attendance and participation today.
Thank you.
Merci.
Miigwetch.

20. BUILDING
THEIR
WORKFORCE
HIRING, ACCOMMODATING &
RETAINING STAFF WITH
DISABILITIES

21. BÉLANGER FORD
LINCOLN CENTRE
“The Ontario March of
Dimes Training On The
Job Program has been
extremely beneficial to our
organization.”
-Owners, Mike Guilbault
& Josee Belanger-Leroux
BUILDING
THEIR
WORKFORCE

22. DON’S RV
“I’m happy that March of
Dimes has placed people
at my business while
always taking into account
our organizational needs.”
- Owner, Don
BUILDING
THEIR
WORKFORCE

23. DOYLE’S MARKETPLACE
“The most beneficial
services offered by the
March of Dimes involves a
combination of
pre-screening and wage
subsidies.”
Owners - Gary
and Kelly Doyle
BUILDING
THEIR
WORKFORCE

24. NORTHERN CLEANING
CONTRACTORS
“We’ve found all of the
March of Dimes’ services
beneficial and we’ve used
all of them at some point,
including their job
coaching services.”
Owner - Brenda
BUILDING
THEIR
WORKFORCE

25. UNICCO INTEGRATED
FACILITY SERVICES
“We like the fact that there
is ongoing follow-up and if
there are any issues,
March of Dimes works to
resolve them through the
services of a job coach.”
Manager - Louise
BUILDING
THEIR
WORKFORCE

26. Disabled,
not disable.
Know the difference.

27. THANK YOU
MERCI
• Belanger Ford Lincoln Centre
• Don’s RV
• Doyle’s Marketplace
• Northern Cleaning Contractors
• Unicco Integrated Facility Services
• Hard Line Solutions
• Bestec
Laurentian University,
Workforce Planning for Sudbury & Manitoulin
and Independent Living Sudbury Manitoulin,
thank you for your attendance and participation today.