Presenters:
Constance Exley
CEO, Accessibility Ontario
& Project Manager, Accessibility Smart Businesses Project
Terry Guiel
Executive Director, Peterborough DBIA
OBIAA 2016 Conference (London) | Session TA 5 | April 12, 2016
The Facts
Hiring People With a Disability is a Solid Business Case
• People with disabilities are less likely to miss work
• 86% scored above average for attendance
• 90% scored average or above average for
performance
• 97% scored above average on their job for safety
• Workers with a disability were 5 times less likely to
change their job and leave
Employer Benefits
A recent Conference Board of Canada research report indicated that job vacancies in Ontario could reach:
• 190,000 in 2020
• Rise to 364,000 by 2025
• And rise again to 564,000 in 2030
By more fully integrating people with disabilities into the labour market, there’s potential to increase employment income by up to $618 million.
4
Bottom-line Results
Companies that invest in accessible employment practices report:
✓ Better job retention
✓ Higher attendance
✓ Lower turnover
✓ Enhanced job performance and work quality
✓ Better safety records
An untapped consumer market
Inclusiveness matters to consumers
Busting the Myths on Hiring People With Disabilities
Myth: Employees with disabilities can fill only entry-level positions.
Fact: Almost 75 per cent of working-age adults with disabilities had a high school diploma or higher education.
Myth: Employees with disabilities are more difficult to supervise.
Fact: Employees with disabilities are no more difficult to supervise than employees without disabilities.
Myth: Employees with disabilities cannot be fired or disciplined.
Fact: Employees with disabilities are subject to the same performance standards and guidelines as other employees.
The Accessibility for Ontarians with Disabilities Act (AODA)
Employment Standard Requirements
Employment Standard
Accessible formats &
communication supports
Recruitment, assessment,
selection and hiring
Accommodation plan
Performance management Career
development, advancement
and redeployment
Return-to-work
Emergency response
Barriers to Employment for People with Disabilities
• Accommodation is perceived as complex and expensive
• Employers say people with disabilitiesdon’t apply
• Negative attitudes persist
• Inaccessible buildings
Accessibility Smart Businesses
➢ AODA Handbook for BIAs
➢ OBIAA Website Resources
➢ Accessible Employment Information Kits
➢ Employers Forums
➢ Social Media Campaign – “Accessibility Smart: Make It Your Business
➢ BrowseAloud
➢ Make it your BIA’s business - Adopt the Resolution!
7 Steps to Becoming an Accessibility Champion1. Spread the News! Regularly share information from the Accessible Employment Information Kits with
your members
2. Engage Your Members! Participate in the ”Accessibility Smart: Make it Your Business” social media
campaign (May 30th – June 5th)
3. Share the Wealth! Put a link on your website directing your members to the accessibility resources at:
obiaa.com/accessibility
4. Adopt the Resolution! Incorporate accessibility for persons with disabilities as a strategic focus in your
annual planning
5. Connect with Peers! Participate in the monthly Accessibility Community of Practice calls (first Monday
of the month, 10:00-11:30am)
6. Educate Yourself! Become familiar with the essential information found in the BIA Handbook on the
AODA
7. Increase Your Accessibility! Enable BrowseAloud on your website
Making diversity a priority in Canadian
organizations is imperative, not just
because it is the right thing to do, but
because it is critical to the future
success of our business and our
economy.
—Deloitte, The Road to Inclusion.
For more information:
Constance Exley, Accessibility Ontario
Accessibility Smart Businesses Project
1(647) 502-7047
@_OBIAA
#accessBIA
www.obiaa.com/accessibility