Embracing Diversity: The Power of Hiring People with Disabilities

Author : Cintia Lutz 

In today's rapidly evolving world, diversity and inclusion have become buzzwords in the corporate realm. While organizations are making strides towards creating more inclusive workplaces, the spotlight is now turning towards hiring people with disabilities. This paradigm shift is not just about meeting quotas; it's about recognizing the unique talents and perspectives individuals with disabilities bring to the table. In this article, we will delve into the importance of hiring people with disabilities, what employers should know when making these hires, and the significance of creating a safe space for job seekers with disabilities.

The Importance of Hiring People with Disabilities:

Diverse Perspectives Drive Innovation: Individuals with disabilities often develop innovative problem-solving skills and creative thinking to navigate a world designed for those without disabilities. By incorporating these unique perspectives into the workplace, companies can foster a culture of innovation and creativity.

Expanding Talent Pool: Hiring individuals with disabilities expands the talent pool, allowing organizations to tap into a wealth of skills and abilities that may be overlooked. This not only benefits the individuals with disabilities but also contributes to the overall success and growth of the company.

Enhanced Employee Morale and Productivity: Embracing diversity fosters a positive work environment where all employees feel valued and included. This inclusivity leads to higher morale, increased productivity, and a stronger sense of loyalty among team members.

What Employers Should Know When Hiring People with Disabilities:

Accessibility and Accommodations: Employers should ensure that the workplace is accessible to individuals with disabilities. This may involve making physical modifications, providing assistive technologies, or offering flexible work arrangements. Accommodations can vary widely and should be tailored to individual needs. According to Able & Available Job Board, the most common request is flexible schedule and quiet environment.

Inclusive Recruitment Practices: Modify recruitment processes to be more inclusive. This includes using accessible job application platforms, providing information in multiple formats, and offering interview accommodations. A diverse interview panel can also contribute to a more inclusive hiring process.

Training and Sensitization: Ensure that employees and management undergo training to create awareness and sensitivity towards the needs and capabilities of colleagues with disabilities. This not only promotes a more understanding workplace but also helps in breaking down stereotypes and biases.

Showcase your inclusion policy: Build partnerships with organizations that specialize in disability advocacy. Collaborating with these groups can provide valuable insights, resources, and a pool of potential candidates. It also sends a positive message to the community about the organization's commitment to diversity and inclusion. Post your job openings in job boards that target the audience you want to reach.

There are still some myths that people believe about hiring people with disabilities, let’s break some of them now:

Myth : Accommodations cost too much.

Fact : In reality and with proper planning and knowledge, most job accommodations are simple and inexpensive, 80% of accommodations cost less than $500. There are government programs which can defer some or all of the cost of the accommodation.

Most frequently reported accommodations were changes in job duties and modified hours of work. Accommodations mostly have more to do with creativity, flexibility, and sound management practices than expensive structural modifications or specialized technology.

Myth : It is difficult to interview individuals with disabilities.

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 : Employees with disability have a high turnover rate.

Fact : Up to eight different studies reported that hiring people with disability improved retention and reduced turnover. While one study has found that employees with disability stay on the job four months longer on average than those without disability.

Myth : I can’t fire or discipline an employee with a disability.

Fact : While there are laws in place to protect the rights of individuals with disabilities, there are no special procedures for firing or disciplining employees with disabilities. Establish clear performance expectations from the start. If a performance problem does occur, follow your company’s usual guidelines: discuss the problem with the worker, look for solutions, document the situation and, if necessary, terminate the employment agreement.

In conclusion, by fostering an inclusive workplace, organizations not only tap into a diverse pool of talent but also contribute to a culture of innovation, productivity, and overall employee satisfaction. Employers must be proactive in understanding the unique needs of individuals with disabilities, making necessary accommodations, and creating a safe and welcoming environment for job seekers. Embracing diversity is a strategic decision that paves the way for a brighter and more inclusive future for all.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

Connect with  Cintia Lutz

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The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



An Update from your Board of Directors – September 2025

By Jessica Jaithoo • October 7, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on September 22, 2025, and the Board’s key messages are as follows: 2026 – 2028 Strategic Plan The Board unanimously approved CPHR Alberta’s new 2026 – 2028 Strategic Plan, which includes a refreshed organizational vision and mission. This forward-looking plan focuses on: Enhancing member value Promoting self-regulation Elevating the visibility of the CPHR designation Fostering a future-ready HR community Implementation begins immediately, with further details to be shared in the coming months. Stay tuned, our new Strategic Plan will be released this fall via email! Board Recruitment The Board has initiated preparations for the 2026 elections. We will once again be seeking CPHR, Retired CPHR, and public members. Additional details will be available in November. CPHR Canada and Collaboration Across Provinces The Board welcomed Philippe de Villers, Chair of CPHR Canada, who presented the national organization’s new strategic plan and the strong collaboration across provinces. Further updates will follow after CPHR Canada’s December Board meeting. You can view the CPHR Canada Strategic Plan here. Financial Management The Board reported that CPHR Alberta remains on track for a balanced 2025 budget, with no current financial risks identified. Engagement Board members will be attending our holiday mingles across the province starting in November. We invite you to join us in celebrating another successful year as a growing HR community. Visit the CPHR Alberta events page and watch your inbox, registration opens soon!  The next Board meeting takes place in November 2025, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!

Supporting Employee Well-Being: How HR Plays a Role in World Mental Health Day

By Jessica Jaithoo • October 7, 2025
Each year on October 10th we commemorate World Mental Health day. A day dedicated to raising awareness, minimize stigma, and promote meaningful connections and conversations about mental well-being. In the modern fast-paced and high-pressured working world, mental health support comes as a crucial element beyond a wellness initiative. It helps to build a more resilient, compassionate, and productive workplace. For HR professionals this day is an important reminder in the role we play in creating a culture that prioritizes empathy, balance, and care. When employees are mentally supported, they are more engaged, collaborative, and better equipped to excel in their roles. Why Mental Well-Being Matters Mental health can affect anyone, regardless of position, age, industry, or experience. The World Health Organization (WHO) reported that in 2019, 970 million people globally battled mental health issues. Anxiety and depression being the most common disorders. The economic costs become substantial, with loss in productivity outstripping direct cost of care. Beyond numbers, the impact can ripple through teams and affect morale. Stress, burnout, and disengagement have real, impactful consequences. Acknowledging mental health and proactively making efforts to take care of employees strengthens companies as a whole. How Can Employers Support Employee Mental Health? While there is no “cookie cutter” formula to promote mental wellness – creating an environment where employees feel seen, heard, and supported is key. Here are a few actions HR can implement to make an impact: Foster Open Conversations Break the silence. Openly encouraging judgement-free conversations around mental health can reduce the stigma around the topic. Practicing empathy and sharing personal experiences can encourage others to also discuss their own experiences and current challenges. Access to Mental Health Resources Ensure employees know where they can turn to for help. Having an Employee Assistance Program (EAP) with access to counseling, therapy, or mental-health hotlines and online support tools can increase awareness and better access to resources that can help employees whom are struggling with their mental health. HR can also work with benefits providers to increase coverage for mental health services or host workshops that focus on stress management and mindfulness as well as recognizing signs of burnout or emotional distress. Creating an environment within the workplace that promotes these habits also is important. Having quiet spaces to decompress, offering mental health days, or acknowledging small employee achievements can go a long way. Work-Life Balance Having a balance between work and personal life is key in maintaining mental health. Encourage employees to set realistic goals and expectations, honour their time off, and model such balanced behaviour themselves. Flexible work schedules, options to work remotely, regular check-ins, and encouraging boundaries can help employees better manage their workload and reduce burnout. Celebrating World Mental Health Day in the workplace  World Mental Health Day is a great opportunity to remind and emphasize an organization’s commitment to well-being. Here are a few ways HR can promote and celebrate the day: Host a wellness workshop: Invite a speaker or mental-health professional to talk about coping strategies or tools for mindfulness Coffee & Connection: Have an informal meeting where employees can share their own ways to de-stress and support one another Share Resources: Share educational material or mental health tips through internal communication channels Closing Thoughts Mental health shouldn’t just be a one-day topic. It’s a constant year-round commitment to help take care of ourselves. On this World Mental Health Day, we should reflect on how to make our own workplaces safer, fostering compassionate and stigma-free spaces for everyone. As HR professionals we are in a key role to lead this change. We can advocate for open dialogue, sharing helpful resources, and nurturing an inclusive culture that values well-being just as much as performance. By working together, united we can create safer workplaces where employees can thrive both professionally and personally. When people feel supported, everyone benefits. Resources: https://www.who.int/health-topics/mental-health#tab=tab_2 About the Author: Rheya is a volunteer with the CPHR Alberta Social Media Committee, a young professional passionate about HR and creativity. With a Diploma and Bachelor's in Business Administration from SAIT, Rheya brings experience in project management, SEO, and social media. When not working, Rheya enjoys crocheting, writing a first novel, and binge-watching Harry Potter movies.

A Strategic Guide to Organization Restructuring, Part 1

By Jessica Jaithoo • September 29, 2025
Author: Ada Tai, MBA, CPHR, SHRM-SCP I’ve been watching the pace of corporate restructuring accelerate this year, and it’s striking how no sector seems immune. ConocoPhillips is reducing its global workforce by a quarter. Intel is preparing to slash 24,000 jobs in one of the largest shake-ups in its history. Salesforce is eliminating 4,000 positions as it doubles down on its AI strategy. Paramount Skydance, fresh off its blockbuster merger, is shedding up to 3,000 roles; while Hudson’s Bay, a retailer that’s been part of Canada’s identity for more than 350 years, is closing its doors and letting go of more than 8,300 employees. Add to that layoffs at Starbucks, Amazon, PwC, Burberry and even Recruit Holdings, the parent company of Indeed and Glassdoor 1 , and the picture becomes clear: we’re in the middle of a global restructuring storm, where technology, cost pressures, and shifting markets are re-writing the rules of work. In my recent conversations with business leaders, one theme keeps surfacing: many are contemplating a restructuring of their own. However, they’re not just looking to cut costs; they’re seeking a clear strategy. That’s what this guide is about: how to prepare for restructuring with purpose, clarity, and humanity. Step One: Define the "Why" Restructuring is one of the most complex decisions a company can make. Done poorly, it can destabilize operations and damage culture. Done well, it can reset the business for future success. The starting point is always the “why.” What problems are you solving? Common drivers include: Financial distress - Reducing costs and/or improving profit margin to stabilize the business Market changes - Pivoting toward new products, services, or geographical territories Technology shifts - Re-organizing to adopt AI, automation, or other innovations Efficiency and competitiveness: Streamline structures or flatten hierarchies The objectives must be specific, measurable, and aligned with the company's long-term vision. This "why" is the foundation for the entire plan and is essential for communicating with stakeholders. Step Two: Define the “What” Once the purpose is clear, organizations can proceed to define the scope. Which functions are absolutely critical to preserve? And which areas could be restructured, consolidated, or phased out? This stage is about mapping priorities. In my work with clients, I often find that once they clarify their non-negotiables, the rest of the plan comes into focus much more easily. Step Three: Plan the “How” Too often, companies jump straight to layoffs, but effective restructuring requires scenario planning. Before jumping to layoffs, I’d advise businesses test different options to see which will lead to the best results for their company. This might include a hiring or salary freeze, reduced hours, offering voluntary exits, retraining employees, or re-deploying talent to new roles. Each option carries different financial, operational, and cultural impacts. Running these scenarios before making cuts prevents costly missteps.  Equally important: restructuring can’t be run by a single department in isolation. Organizations need a cross-functional team of leaders, supported where needed by external advisors who bring objectivity and specialized expertise.
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