Disability and Inclusion Tips for Small Business Employers

Small Business employers across the province are tapping into talent pools set to supercharge their businesses. Curious to join them?

Small Business BC invited the Inclusive Employers Hiring Hub to present a disability and inclusion training session. In the session, attendees learned about the compelling business case for diverse hiring and actionable tips to improve accessibility now and in the future.

Here are some highlights from the session summarized into tips. We hope these tips will help you learn how to tap into a pool of disabled talent, supporting accessibility in your community and beyond.

Tip #1: Language Matters

The words and language we use in the workplace matter. There are two main kinds of language you’ll see in the disability community:

  • Person-first language
    Examples: a person living with epilepsy, a person with schizophrenia, and people with disabilities.
  • Identify-first language
    Examples: Autistic person, blind person, disabled people

While person-first language emphasizes the individual rather than the disability, identity-first language is preferred by some because it acknowledges that the person cannot be separated from their disability.

If you’re not sure which kind of language to use when referring to someone, just ask if they prefer person-first or identify-first language or follow their lead. At Small Business BC, we alternate between both person-first language and identify-first language to honour both preferences.

Tip #2: Diverse Teams are Good for Business

People with disabilities provide diverse perspectives that are valuable in collaboration and problem-solving. These different backgrounds and viewpoints lead to more creative and productive work.

Hiring disabled people improves work culture and results in a more united and successful team.

According to the Inclusive Employers Hiring Hub, organizations with inclusive cultures are:

  • Two times more likely to meet or exceed financial targets.
  • Three times as likely to be high-performing.
  • Six times more likely to be innovative and agile.
  • Eight times more likely to achieve better business outcomes.

Tip #3: Accommodations Benefit Everyone

When you make accommodations, changes, and adjustments for employees with disabilities, unexpected positive changes follow.

For example, making your workplace scent-free is an accommodation that benefits all. This can make each employee more comfortable as scents could be irritating for non-disabled staff and disabled staff alike.

Tip #4: Disabled Employees Have Better Retention and Turnover Rates

Employees with disabilities have lower rates of absenteeism and turnover. High turnover rates, directly and indirectly, can cost businesses long-term.

Direct costs:

  • Replacement costs due to advertising positions and conducting interviews.
  • Severance pay, vacation payout, return of contributions.
  • Training costs, orientation, on-the-job training.

Indirect costs:

  • Lost productivity due to gaps left by a former employee.
  • Less experienced staff is not as efficient.
  • Staff burnout from taking on more work.

Tip #5: Disabled Workers Are Protected By Law

Under human rights legislation, employers are obligated to accommodate the needs of people with disabilities. Employers have a duty to accommodate, but accommodation is not one-size-fits-all. The issue is not disability; it’s about providing everyone with the same access.

Here’s an example of some laws introduced to help ensure that people with disabilities face no barriers to a successful career and life in BC:

Tip #6: Consider Job Carving

Job carving means customizing or creating a new role for someone in the workplace. This role may not necessarily be available or posted online, but it’s a position that adds value to your organization while focusing on a disabled employee’s strengths and creating a dignified employment opportunity.

You can job carve by:

  • Analyzing the tasks of an existing role.
  • Sorting tasks into those that require specialized skills and those that don’t.
  • Make a new role out of the tasks that require less experience or training.

For example, consider a coffee shop that uses job carving to create a new role for an applicant with Down Syndrome. The role is not a typical barista role because the applicant will not work the cash register or the coffee bar. However, the applicant can wipe down tables, change garbage cans, refill drink lids, and greet customers during the morning rush.

Tip #7: Apply for the Workplace Accessibility Grant

Small business employers can take advantage of the Workplace Accessibility Grant. The program provides up to $5,000 to help create an inclusive and accessible work environment for persons with disabilities.

The grant has a wide range of uses that are as varied and unique as the accommodations your employees with disabilities may require. For example, you can:

  • Add automatic doors or adjust lighting features.
  • Get training on respectful and anti-bias workplace practices and training.
  • Purchase technologies like screen reading software.

Tip #8: Hiring Disabled Talent Improves Business

Accessibility isn’t just the right thing to do. It’s also good for business.

The Canadian Disability Participation Project found that employees with disabilities produced a net value to organizations 28 percent higher than the net value of other employees.

Hiring inclusively enhances your image because diverse teams send a message to consumers that the business is supportive and inclusive. Being an inclusive employer of disabled people creates a strong and positive relationship with the local community.

Tip #9: How to Support Disclosure

Disclosure is when an employee or job applicant shares information about a disability or chronic health condition with an employer.

Some people feel comfortable disclosing their disabilities, while others do not. Some may not feel comfortable disclosing disabilities because of fear, stigma, and their own negative past experiences.

If a person’s disability doesn’t affect their job, they don’t have to disclose it. If someone’s disability affects their ability to do their job, they should ask for accommodations.

As an employer, you can allow opportunities for disclosure. You cannot ask if someone has a disability, but you can ask if they require accommodations to do their job. Also, you can ask an applicant if they require any accommodations for an interview.

Tip #10: Use Employment Service Providers

Small business employers should connect with Employment Service Providers, like the Inclusive Employers Hiring Hub, Community Living BC and Ready, Willing, and Able, for coaching and support for hiring disabled talent.

Employment Service Providers can help connect you with funding from both federal and provincial programs to help provide on-the-job training for new employees with disabilities.

Tip #11: Write Inclusive Job Postings

To hire people with disabilities, you should start with a great job posting. Good job postings will:

  • Have clear wording and avoid industry jargon.
  • Focus on the tasks that must be achieved rather than how they must be done.
  • Focus on competency over credentials.
  • Focus on the skills needed to get the job done, not just “nice to have” skills.
  • Be aware of unconscious bias.
  • Use inclusive language.

Traditional job postings often pose barriers for people with disabilities. For example, you can use phrases like “input data” rather than “type,” as some people with disabilities may not type but input data into computers in another way.

Tip #12: Attract Diverse Talent

People with disabilities provide unique perspectives. Right now, in BC, there are lots of job openings and a lot of disabled people who want to work.

People with disabilities want to work. If you want to attract diverse talent, you must demonstrate with your language and imagery that you are an inclusive employer. Review your website, social media presence, and more to see what signals you’re sending to potential applicants.

Continue your Accessibility Journey with SBBC

Small Business BC is a non-profit resource centre for BC-based small businesses. Our Workplace Accessibility Resources page is full of tips, tools, and more to support your next stage.

This article was developed in consultation with Melissa Lyon of Accessibility & Inclusion Matter Consulting.

We gratefully acknowledge the financial support of the Province of British Columbia through the Ministry of Social Development and Poverty Reduction.

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