building your workforce

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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.

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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.

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

It’s about

ability, not disability.

It’s about

ability, not disability.

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.

BUILDING

THEIR WORKFORCE

HIRING, ACCOMMODATING & RETAINING STAFF WITH

DISABILITIES

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

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

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

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

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

Disabled, not disable.

Know the difference.

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.