Workplace inclusion tips from Champions

Monday, February 03, 2014

1 in 8 Albertans report having a disability; Learn how to talk about disabilities in your workplace. An inclusive workplace will save you time and money. 

Here are some do's and don'ts for employers:

Employer Do’s

  •  Do treat an individual with a disability the same way you would treat any applicant or employee – with dignity and respect.
  • Do learn where to find and recruit people with disabilities.
  • Do learn how to communicate with people who have disabilities.
  • Do ensure that your applications and other company forms do not ask disability–related questions and that they are in formats that are accessible to all persons with disabilities.
  • Do consider having written job descriptions that identify the essential functions of each position.
  • Do ensure that requirements for medical examinations comply with Labor Standards.
  • Do relax and make the applicant feel comfortable.
  • Do provide reasonable accommodations that the qualified applicant will need to compete for the job.
  • Do know that among those protected by the Human Rights Act are qualified individuals with AIDS, cancer, brain injury, deafness, blindness, and learning disability.
  • Do develop procedures for maintaining and protecting confidential medical records.
  • Do train supervisors on making reasonable accommodations.

Employer Don’ts
  • Don’t assume that people with disabilities do not want to work.
  • Don’t ask if a person has a disability during an employment interview.
  • Don’t assume that certain jobs are more suited to persons with disabilities.
  • Don’t hire a person with a disability if that person is at significant risk of substantial harm to the health and safety of the public and there is no reasonable accommodation to reduce the risk of harm.
  • Don’t hire a person with a disability who is not qualified to perform the essential functions of the job, even with a reasonable accommodation.
  • Don’t assume that the cost of insurance will increase as a result of hiring a person with a disability.
  • Don’t assume that reasonable accommodations are expensive.
  • Don’t speculate or try to imagine how you would perform a specific job if you had the applicant’s disability.
  • Don’t assume that your work place is accessible.
  • Don’t make medical judgements.
  • Don’t assume that a person with a disability can’t do a job due to apparent or non-apparent disabilities.
Call Champions for more tips on making your workplace inclusive 403.265.5374 or click here.


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