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.
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, 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 November 27, 2025, and is proud to share the strong momentum we are experiencing across our community. The Board’s key messages are as follows: Membership Growth As of September 30, 2025, we reached 7,213 active members, a 7% year-over-year increase, with the majority coming from student and emerging HR professionals. This growth affirms the momentum of our HR profession and the impact of our student engagement initiatives. Professional Development Member participation remains strong with 53 events held year-to-date, with 5,013 attendees across workshops, roundtables, webinars, and community sessions. Our complimentary events have played a key role in sustaining engagement and access to learning. Annual Conference The Annual Conference was a heavy focus for the association in Q3. The sold-out event continues to bring together our community for valuable professional development and networking opportunities, creating a strong foundation for 2026. Attendees reported high satisfaction, with over 370 in attendance, and a sold-out exhibitor hall. “The CPHR conference was incredibly educational and inspiring. The speakers motivated me, and it was an experience I’ll never forget. I really enjoyed it, grew closer to my team, and I definitely want to attend again.” – 2025 Conference Attendee The 2026 event will be held at the BMO Centre, in Calgary on June 2 and 3 – with increased capacity, expanded exhibitor space, and enhanced programming will elevate the experience for all HR professionals across Alberta, NWT and Nunavut. Self-Regulation The Board continues to assess the implications of Alberta’s Professional Governance Act (PGA), including: Advocacy, legal, and governance impact assessments are being commissioned. Preliminary recommendations from management will be brought to the Board in March and June 2026, leading to a formal decision. Further information will be shared, when ready. Future Vision Approved: 2026-2028 Strategic Plan Our new 2026–2028 Strategic Plan will be rolled out in December to all members. The 3-year Strategic Plan, crafted from member feedback, market research, and collaboration with CPHR Canada – aims to strengthen our profession’s influence, amplifies leadership, and creates pathways for all members to thrive. Fiscal Responsibility Our Q3 financial review remains on track for a balanced year-end forecast. The 2026 draft budget has been approved – aligning resources with our strategic priorities while maintaining a disciplined and responsible financial approach. Board Governance Our board continues to focus on good governance practice, ensure stability, clarity, and accountability across our organization. FCPHR Nominations A reminder that the prestigious Fellowship Award is open for nominations! This national program recognizes Chartered Professionals in Human Resources (CPHRs) who have made exemplary contributions to the HR profession. Recipients are granted recognition as a Fellow of the Chartered Professionals in Human Resources (FCPHR). Click here to learn more about the Fellowship Award, including the guidelines and completing your nomination. You can also download a copy of the nomination form here. The next Board meeting takes place in March 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!
At CPHR Alberta, we believe that the future of work is being shaped by the decisions we make today. That’s why we’re proud to share our 2026-2028 Strategic Plan—a bold, member-informed roadmap that will guide our organization over the next three years. This plan is the result of a deeply collaborative process, led by our Board of Directors and developed in partnership with our operations team. It reflects the voices of our members, gathered through surveys and conversations, and is grounded in market research and aligned with the national priorities of CPHR Canada. Together, we’ve crafted a strategy that is responsive, forward-looking, and rooted in data. At its core, the plan is about strengthening the Human Resources profession and supporting the people who drive it. It reaffirms our commitment to building a resilient, inclusive HR community—one that is equipped to lead in a rapidly evolving workplace landscape. Our redefined vision and mission statements speak to this ambition, and our newly articulated values provide a foundation for how we work, connect, and grow. The strategic priorities outlined in the plan reflect the areas where we believe CPHR Alberta can make the greatest impact. They focus on elevating the visibility and influence of the HR profession, fostering innovation and leadership across our community, and deepening engagement with our members and partners. These priorities are designed to meet the diverse needs of our jurisdiction, from urban centers to rural communities, and to ensure that every CPHR has the tools and support to thrive. As we look ahead, we’re energized by the possibilities this plan unlocks. It’s a call to action—for our team, our Board, and our members—to work together in shaping the future of HR. Whether it’s through new learning opportunities, stronger regional connections, or amplifying the voice of HR in public discourse, we’re committed to leading with purpose and impact. We invite you to explore the full 2026-2028 Strategic Plan and see how our shared vision will come to life. Together, we’re building a future-ready HR community—one that’s connected, influential, and prepared to meet the challenges of tomorrow.
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