The Overlooked Diamond in the Rough of our Labour Market
Author:
Nicole
Mahieux of the Lethbridge Chapter Chamber Committee
What is your organization doing this year to honor International Day of Persons with Disabilities? What have they done in the past? Did you even know this important day is just around the corner? In the interest of International Day of Persons with Disabilities on December 3rd, it is appropriate to highlight this untapped labour market. It is no surprise that there is a major labour shortage country wide. With the increase rates of baby boomers retiring, reduction in birth rates, reduced immigration and a shift to remote work, labor has become a concern on the forefront of many HR practitioner’s mind.
Hiring persons with disabilities is far beyond promoting an inclusive work environment, receiving Government funding and “checking a box” so-to-speak. This under represented labour market offers a multitude of different abilities and skills that are often overlooked. Individuals have the potential and desire to improve operations and ultimately the bottom line when given the opportunity. As per the US Department of Labor, employers that hired employees with a disability reported a 90% increase in employee retention. This percentage isn’t only due to the increased loyalty from the Individual with the disability, but also the non-disabled are more inclined to stay due to the workplace morale and the inclusivity of the employer. In fact, if you hired inclusively, you lower your turnover by 90%, so you now lose one employee per year on average. That’s a difference of $16,000 per year. According to Charlotte Gerber of the Journal of Rehabilitation, Individuals with disabilities, on average, have 1.24 fewer sick days per year than those without a disability. The goal is to cultivate a working environment where Individuals have the same rights and opportunities as others within our community. Not only because it is the right thing to do but also because of the business gains outlined above.
Everyone is different, but, for instance, employees with autism have been found to possess character strengths such as honesty and loyalty, attention to detail and mathematical and technical abilities, all of which have the potential to increase business performance.
Locally in Lethbridge, there are a few organizations that will be emphasized that support these initiatives. Firstly, is an organization called Catalyst which specializes in diversity and inclusion recruitment where they connect employers with candidates that will add value to their organization. They present companies with hidden talent that they may not have been privy to without their services. Based on the requirements of the employer and abilities of the Individuals they will work and support employers to ensure candidates are successful.
The second organization to highlight is PEAK Employment Services. They work with individuals that have physical and/or mental disabilities. They help support people to find houses, jobs and offer day programs. Their goal is to be a leader in helping people with disabilities make choices in their lives based on their likes, skills and abilities. This is another great resource for employers looking to expand their horizon in terms of typical labor markets. Again, the emphasis is really accentuating and focusing on individuals abilities and really leaning into their strengths when it comes to different employment opportunities.
The final organization worth noting locally would be Ability Employment. Ability connects with employers to identify their employment needs and then provides employment services to individuals with disabilities or experiencing medical barriers who are capable and willing to work. They will identify candidates for employers based on employers needs. Their services will result in saved time and money on hiring and training, save supervisory time and some training, and ultimately enhance the employer's image!
Lastly, below is by no means an inclusive list but merely suggestions of similar organizations that exist across the province worth noting in the larger cities:
Calgary - Calgary Alternative Employment Services
Edmonton - Employ Abilities
Red Deer - Employment Placement & Support Services
Grande Prairie - Employ Abilities
Disability is a market. A market, by the way, that constitutes over half of Canadians. 54% of Canadians either have a disability or have someone important in their life with a disability. That is 54% of the general population who is called to action by something that supports the disability community.
To summarize, like Michelle Obama said, “Sameness breeds sameness”. If businesses continue to operate the way they always have they are doing themselves, alongside our communities, a disservice. Not only are they missing out on the chance to provide an individual with the opportunity to contribute to society in a value-added way, gain more meaningful experiences and empowerment in their life, but also the bottom line can be negatively impacted without this labor market. Take advantage of the organizations within your community that connect employers to this untapped resource of diverse talent. Not because you should but because you can!
References:
"Ability Employment." Ability, https://abilityresource.ca/ability-employment
"Home." Catalyst Works, http://www.catalystworks.ca/
"Home." Peak Support Services, https://peaksupportservices.org/
Lawson, Mitch. “Ignoring the Disabled Is Costing Your Small Business.” Medium, 6 Oct. 2023, https://medium.com/@mitch_38150/ignoring-people-with-disabilities-is-costing-your-small-business-8f6066104d54.
Obama, Michelle. Becoming. Puffin, 2021.
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.
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.
Author: Rheya Patel, 2026 Social Media Committee Member As days become longer and the weather warms up, the first day of spring brings a sense of renewal and new beginnings. A time that feels more energizing and people are more motivated to reset their routines, look for new opportunities and clear away old habits. While spring is commonly associated with “spring cleaning” in the home, perhaps the same principal can be applies to the workplace. For organizations and HR groups, spring can be the perfect opportunity to encourage employees to reflect and construct new meaningful goals and “clean” out the “clutter” of goals that no longer help them grow or have already been achieved. Why is Spring the Perfect Time for Goal Setting? With the rush of returning to work after the holidays and resuming normal life, spring gives a perfect moment to pause and reflect. Employees can check on their progress, realign priorities and continue the year with renewed motivation. For HR teams, encouraging this reflection can re-engage employees and increase motivation. In turn, employees are more likely to be focused and productive while creating a space for meaningful conversations about growth, development, and career progression. How Can We Encourage Goal Reflection? Believe it or not, HR plays a crucial role in goal setting whether it is realized or not. Creating an open work environment where employees feel supported and encouraged with professional development is key in reflection and goal setting. Below are several ways organizations can use the season of renewal to inspire growth and goal setting. Encourage Reflection What accomplishments have employees made that they are proud of? What challenges have they faced? Asking these kind of questions and having one-on-one check-ins with employees can help support employees to openly discuss their goals and aspirations, and potentially create new goals. Promote Professional Development and Growth The arrival of spring can also create the chance to introduce new learning opportunities. Having a fresh mindset combined with training, workshops, mentorship initiatives, or skill-building programs, employees can feel more motivated and supported in pursuing growth. This helps employees expand their skillsets and strengthen the organization as a whole. Foster Collaboration and New Ideas Tying back to renewed energy, organizations can encourage teams to collaborate and share new ideas. Brainstorming sessions, innovation workshops, or team goal-setting can foster inspiration and connectivity, Having an open space for discussions can help teams align goals with organizational priorities to promote innovation and productivity. Celebrate Progress Recognizing progress along the way is essential. Celebrating achievements and acknowledging progress have a significant impact on employee morale. Employee recognition programs, team shoutouts, or words of appreciation can go a long way to remind employees how valuable their efforts and contributions are and continue to motivate them to strive towards their goals. Final Thoughts The arrival of spring represents renewal, growth, and new possibilities. For HR professionals, it’s also the opportunity to encourage employees to pause, reflect, and move through the rest of the year with renewed purpose. Encouraging goal setting, promoting professional development, fostering collaboration, and celebrating progress, can tie the season of newness to inspire meaningful growth. The new season reminds us that progress doesn’t need to start January 1st. Sometimes, a change in perspective, and a little springtime inspiration, can be the step towards pursuing new goals and growth with confidence.
As the governing voice of CPHR Alberta, the Board of Directors meets quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, have began delivery on the association's new strategic priorities developed in the 2026-2028 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 March 14, 2026 to review organizational performance, governance matters, and strategic priorities for the coming year. The Board’s key messages for the membership are as follows: Strong Association Performance in 2025 The Board reviewed the 2025 year-end financial statements and Q4 Management Discussion & Analysis. Key highlights include: 7,332 active members in 2025 (+409), a 6% year-over-year increase Student membership drove much of the growth, strengthening the profession’s long-term pipeline 76 professional development events delivered, reaching 7,000+ participants across Alberta 2025 CPHR Alberta Conference exceeded attendance targets with strong sponsor engagement 2026 conference outlook is strong, with sponsorship commitments nearing target levels The Board approved the 2025 audited financial statements, confirming the organization remains financially stable and well-positioned to support continued growth. Strengthening the Value of Recognition of the CPHR Designation The Board reviewed updates on thought leadership, marketing, and labour-market recognition of the designation. Key insights include that 52% of qualifying HR job postings now require or prefer a CPHR designation, demonstrating strong labour-market recognition. Strategic partnerships also continue to expand, including advancement in opportunities with the Academy to Innovate HR (AIHR). Marketing initiatives and industry engagement are focused on building awareness of the designation across employers and HR professionals. The Board remains focused on protecting and strengthening the credibility and value of the designation. Self-Regulation and Advocacy The Board discussed the current self-regulation review. Governance and Board Leadership The Board received updates from its committees and discussed key governance matters, including the Finance & Audit Committee’s oversight of audited financial statements and financial performance and the Governance Committee’s work on governance policy and board practices. The Human Resources Committee also provided updates on governance processes, including expressions of interest and board director voting results. The Board also reviewed board effectiveness practices, succession planning, and interest in the Vice-Chair role as part of ensuring strong leadership continuity. Looking Ahead The Board discussed priorities for the coming months, including: Preparation for the 2026 Annual General Meeting (May 7) Continued membership growth and engagement Delivering a successful 2026 CPHR Alberta Conference (June 2-3) The Board remains focused on supporting members, advancing the HR profession, and ensuring the organization remains strong and sustainable. The next Board meeting takes place in June 2026, 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!
The 2026 HRC West Case Competition, hosted by CPHR BC & Yukon and CPHR Alberta, concluded with outstanding student performances from across British Columbia and Alberta, showcasing the next generation of human resource professionals. The first-place team, ThriveSpire from Mount Royal University’s Bissett School of Business (Alberta), consisting of Nicole Sivertson, Brooke Jenkins, Jam Roda, and Gabrielle Vadnais, secured the $1,500 grand prize for their winning case presentation. Second place was awarded to HRInnovate from Bow Valley College (Alberta), followed by HRmony Solutions from Acsenda School of Management (British Columbia) in third and Innocore from Douglas College (British Columbia) in fourth place. This year’s competition featured 16 teams from post-secondary business schools across BC and Alberta. The exceptional quality of presentations reflected the passion, innovation, and practical expertise students will bring to the human resources profession as they begin their careers. CPHR BC & Yukon and CPHR Alberta extend their sincere thanks to all participating students, coaches, and judges for their dedication and contributions to the success of the event. Special appreciation is also extended to KPU’s Melville School of Business for hosting the 2026 HRC West Case Competition. Plans are already underway for the 2027 HRC West Case Competition, which will take place at Mount Royal University in Alberta on March 5 and 6, 2027. For more information visit: https://cphrbc.ca/hrc-west About the HRC West Case Competition The HRC West Case Competition is an annual student competition organized and co-hosted by CPHR BC & Yukon and CPHR Alberta, bringing together post-secondary students from across Western Canada to apply human resource theory to real-world business challenges while fostering professional growth, collaboration, and industry readiness. About CPHR BC & Yukon CPHR BC & Yukon is a non-profit organization dedicated to advancing the HR profession through education, advocacy, awareness, and professional development opportunities. Established in 1942, the association is the Voice of the HR Profession with a mandate to enhance the profession and advance member value. The organization provides leadership to more than 8,500 members and is both a founding member of the Chartered Professionals in Human Resources of Canada (CPHR Canada) and the exclusive grantor of the Chartered Professional in Human Resources (CPHR) designation in British Columbia and the Yukon. www.cphrbc.ca Media Contact: Quinne Davey Senior Member Relations Manager, CPHR BC & Yukon quinnedavey@cphrbc.ca 604-694-6943 www.cphrbc.ca
