Building Inclusive Workplaces: How Diversity Strengthens Workplaces and Supports Disability Recovery
Did you know: 25% of working-age Canadians reported having a disability in 2022; an increase of 4% from 2017 (Statistics Canada).
Why the sudden increase in individuals self-identifying as having a disability? This increase can be while, at least partially, caused by the aging population in Canada and a large increase in mental-health-related disabilities.
As the number of Canadians living with disabilities continues to grow, the need for inclusive hiring practices has never been more important. Employers play a critical role in shaping a workforce that reflects the diversity of the communities they serve.
What is inclusive hiring? Why should I consider inclusivity in my hiring strategy?
Inclusive hiring focuses on minimizing bias and ensuring a fair, equitable experience throughout the application, interview, and selection process. Its goal is to reduce barriers and prevent discrimination against individuals who have been historically marginalized - whether due to ethnicity, religion, gender, sexual orientation, age, health or disability status, or other factors.
Beyond supporting equity, inclusive hiring strengthens workplaces. Diverse teams are proven to be healthier, more engaged, and more productive.
In a 2019 study, top-quartile companies for racial and ethnic diversity are 36% more likely to outperform fourth-quartile companies (McKinsey & Company). Additionally, companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile (McKinsey & Company).
By embracing diversity and inclusion, employers cultivate higher retention rates, as employees report feeling genuinely valued and respected. The result is a workplace that not only attracts top talent but also fuels innovation through varied perspectives and unique problem-solving approaches.
How can I implement inclusive hiring?
Creating an inclusive hiring process doesn’t have to be complicated. Small, intentional changes can make a big difference in ensuring every candidate feels welcomed and evaluated fairly. Here are a few practical steps:
Write inclusive job descriptions. Clearly outline the physical (e.g., lifting up to 50 lbs, standing for extended periods) and mental (e.g., managing customer concerns, analyzing data) requirements of the role. Include an inclusivity statement and actively encourage applicants from diverse backgrounds to apply (Example inclusivity statements).
Standardize interviews and assessments. Use a structured hiring process where every candidate is asked the same questions and evaluated using the same criteria. This minimizes unconscious bias and helps focus on skills and fit for the role.
Remove identifying information from resumes. Exclude biographical details such as names, educational institutions, or graduation years to reduce potential bias in early screening stages.
Create a welcoming interview environment. Ask candidates how to pronounce their name and what pronouns they use. These small actions go a long way in fostering respect and belonging.
Hire for culture additions, not culture uniformity. Instead of seeking someone who blends in, look for individuals whose unique experiences and perspectives can strengthen your team and drive innovative solutions.
What comes after inclusive hiring practices are implemented? How do we support a diverse workforce?
Implementing inclusive hiring practices is only the first step. True inclusion happens when employees feel supported, valued, and empowered to thrive once they’re part of the team. Building an inclusive workplace culture requires ongoing commitment and intentional action.
Here’s how you can support individuals in your workplace and maintain an environment that supports diversity:
Assess your workplace culture. Review feedback, complaint reports, absenteeism, and turnover rates to identify areas where bias or exclusion may be impacting employees. Regular check-ins and anonymous surveys can help gain honest insights.
Provide ongoing diversity and inclusion training. Create opportunities for your team to build shared understanding, empathy, and awareness around inclusivity and accessibility.
Offer flexibility and meaningful benefits. Medical coverage, flexible work arrangements, and job modifications help employees reach their full potential while maintaining work-life balance.
Acknowledge and celebrate differences. Respect religious and cultural holidays, and encourage open dialogue around different traditions and perspectives.
Use inclusive language. Respect pronouns, avoid assumptions, and model inclusive communication across all levels of the organization.
Collaborate on accommodations. Work directly with employees to develop reasonable accommodations that support their ability to perform their duties comfortably and effectively.
By investing in an inclusive culture, employers don’t just retain diverse talent, they build stronger, more engaged teams. Inclusive hiring opens the door to opportunity; inclusive practices keep that door open for everyone to succeed.
Let’s talk about accommodations
According to Statistics Canada, 73.4% of individuals with disabilities are employed, and this number continues to grow as workplaces become more inclusive. So, how can we better support these employees once they’re part of our teams?
Accommodations play a vital role in ensuring that individuals with disabilities can perform their work comfortably and effectively. These adjustments can include modified work hours, ergonomic supports, changes to job duties, or workspace modifications. Over 80% of accessibility improvements cost less than $500, and many provinces offer grants and funding to help employers implement accessibility equipment or workplace modifications (WorkBC).
Creating accommodations starts with an open, honest, and supportive conversation. While employees often initiate these discussions, employers also have a responsibility to check in if they notice changes in attendance, performance, or behaviour. Approach these conversations with curiosity, empathy, and respect, focusing on understanding the worker’s needs rather than making assumptions.
Encourage ongoing communication and let employees know they can safely share their experiences or request additional supports at any time. For those returning to work after a disability leave, these gestures can make all the difference. A welcoming, flexible environment fosters stability, builds confidence, and supports both recovery and long-term success.
Ultimately, inclusion doesn’t stop at hiring, it’s a continuous commitment. By embracing diversity, implementing inclusive hiring practices, and providing thoughtful accommodations, employers can create workplaces where every individual has the opportunity to thrive.