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: Taia Northrup , 2026 Social Media Committee Volunteer Building Safer Workplaces Every April 28th, World Day for Safety and Health at Work serves as an important reminder that workplace safety isn’t just a policy, it is a commitment to people. While procedures, protocols, and compliance requirements are essential, the true foundation of a safe workplace lies in a culture where employees feel valued, heard, and protected. In today’s evolving environment, safety goes beyond hard hats and hazard signs. It includes psychological safety, inclusive practices, and the ability for employees to speak up without fear. As organizations continue to adapt in a tech driven world, the role of Human Resources in shaping and sustaining this culture has never been more critical. Traditionally, workplace safety has been associated with physical risk prevention. While this is still vital, modern organizations are expanding their focus to include mental health, preventing burnout, and overall well-being. Which Leads to the Culture of Psychological Safety A truly safe workplace is one where employees feel comfortable sharing ideas, raising concerns, and admitting mistakes without fear. Psychological safety is essential for innovation, collaboration, and overall organizational success. Safety doesn’t always require large scale initiatives… Often it is small, consistent actions that make the biggest difference, these include: Checking in with employees regularly Offering training and refreshers Celebrating safe practices and milestones Creating opportunities for feedback As we recognize World Day for Safety and Health at Work, it is an opportunity to reflect on how we can continue to build safer, healthier workplaces. By prioritizing both physical and psychological well-being, organizations can create environments where employees thrive. At its core, safety is about people. When we lead with empathy, listen with intention, and act with purpose, we don’t just meet safety standards, we exceed them!
Chartered Professionals in Human Resources (CPHRs) bring a unique and deeply relevant skill set to senior governance roles—particularly those focused on equity, inclusion, and systemic change. With expertise in ethical leadership, organizational governance, people systems, and inclusive decision‑making, CPHR professionals are well positioned to contribute at the highest levels of public service. The Government of Canada is currently seeking applications for the role of Chairperson of the Canadian Race Relations Foundation (CRRF) Board of Directors, a Governor in Council appointment that offers an opportunity to shape national conversations on race relations and advance meaningful change across Canada.
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