The Disability Inclusion Business Council (DIBC) has released its final report, “Bridging the Gap – Report on Disability Inclusion in Canadian Workplaces,” calling on Canadian employers to adopt more inclusive practices for persons with disabilities. The report’s release, along with the creation and launch of the Canadian Business Disability Inclusion Network, marks the successful completion of the council’s mandate, according to a press release issued by Employment and Social Development Canada.
Unveiled at an event hosted by TD Bank in Toronto on Monday, the report offers tangible advice and actionable recommendations to employers, the network, and the federal government on supporting workplace inclusion. It examines key topics such as workplace culture, inclusive design, accommodations, recruitment and career development, artificial and assistive technology, and measuring success.
The DIBC recommends that the Government of Canada support employers by investing in skills training and employment opportunities for persons with disabilities, raising awareness, and sharing best practices. It also calls for improvements to workplace inclusion legislation and regulation, and urges the government to lead by example by removing barriers such as inaccessible hiring practices, delays in accommodations, and obstacles to promotions.
“When we foster a place of inclusion in the workforce, everyone wins,” said The Honourable Kamal Khera, Minister of Diversity, Inclusion and Persons with Disabilities. “This report builds on the ongoing work and commitment of our government to create more accessible spaces through the Disability Inclusion Action Plan and the Employment Strategy for Canadians with Disabilities to help ensure our labour market and workplaces are inclusive for all Canadians, including those with disabilities.”
The Canadian Business Disability Inclusion Network, launched on December 4, 2023, is an independent membership-based non-profit organization created by the DIBC. Its mission is to empower member organizations to adopt best practices that benefit their businesses, employees, and customers. Founding members include EY Canada, Manulife Canada, TELUS Health, IBM Canada, and now TD Bank, which announced its participation at the event.
Eight million Canadians
According to the 2022 Canada Survey on Disability, 27 per cent of Canadians aged 15 and over — about eight million people— report having a disability that limits them in their daily activities. An estimated 30.4 per cent of persons with a disability are not in the labour force.
The Employment Strategy for Canadians with Disabilities aims to close the employment gap between persons with disabilities and those without by 2040. As part of this strategy, the government has introduced Canada’s first-ever Disability Inclusion Action Plan, with employment as one of its four key pillars.
To date, the government has funded over 7,700 projects through the Enabling Accessibility Fund and is investing $220 million annually in the Opportunities Fund for Persons with Disabilities and Skills for Success programs. These initiatives aim to create more accessible communities and workplaces and support the hiring, retention, and career advancement of persons with disabilities.
Accessible Canada Act
The government is also implementing the Accessible Canada Act, which includes establishing Accessibility Standards Canada with the mandate of developing national accessibility standards that can be adopted by any organization in the country. As of February 2024, more than 4,000 persons with disabilities have been hired in the federal public service, contributing to the goal of hiring 5,000 employees with disabilities by 2025.
The DIBC’s report was informed by ongoing input from an accessibility advisor, discussions with council members and their teams, roundtable discussions with small and medium-sized employers, and input from the Canadian Business Disability Inclusion Network’s board of directors.
For HR professionals and employers, the report offers practical steps to enhance workplace inclusion and tap into a broader talent pool. By adopting the recommended practices, organizations can not only comply with evolving legislation but also benefit from the diverse perspectives and skills that persons with disabilities bring to the workforce.
