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: Calgary Chapter Committee The political climate has become an undeniable force in our lives, influencing not only public discourse but also personal well-being. Whether it is uncertainty surrounding federal policies, international conflicts, or provincial conversations about autonomy, employees are increasingly bringing political anxiety into the workplace. For HR professionals, this growing tension presents unique challenges. The task is not to take sides, but to foster environments where mental health is supported and respectful dialogue can take place. According to the Mental Health Commission of Canada, political anxiety is not a passing trend. It is a persistent stressor with real consequences for how individuals feel and function at work. The Commission highlights how political stress mimics other forms of chronic anxiety, causing sleep disturbances, irritability, and a sense of hopelessness ( MHCC, 2024 ). Constant exposure to polarizing news and divisive topics can leave employees feeling overwhelmed. This emotional fatigue, if left unaddressed, affects focus, performance, and team dynamics. A recent CBC feature underscores the cumulative effect of ongoing political and economic instability. It describes how stress can build over time, eroding emotional resilience and making it harder for people to manage conflict, remain productive, or feel safe expressing themselves ( CBC, 2023 ). These dynamics are not just playing out in public forums; they are showing up in team meetings, informal conversations, and leadership decisions. HR professionals often find themselves at the intersection of these pressures. They are expected to support others while managing their own reactions to difficult news and evolving policies. They are tasked with implementing wellness strategies, fostering respectful communication, and ensuring compliance with changing legislation. It is a complex and emotionally demanding role. However, there are practical ways HR professionals can help reduce the burden of political anxiety in the workplace. The goal is not to suppress conversation, but to provide thoughtful, respectful guidance and tools that help people navigate uncertainty together. 1. Normalize the Conversation Begin by acknowledging that political stress exists and can impact work. A short message in a wellness newsletter or internal briefing can go a long way. When people feel that their experience is valid, they are more likely to seek help and less likely to internalize stress. Headspace, a leader in workplace wellness, emphasizes that validating emotions is a foundational step in reducing their intensity ( Headspace, 2024 ). 2. Communicate Proactively and Clearly When organizations face potential impacts from political or economic changes, silence can worsen fear. Clear, honest communication builds trust. The Mental Health Commission of Canada cites a national survey in which over half of respondents said that uncertainty was more stressful than bad news itself ( MHCC, 2024 ). Leaders should not speculate, but they should share what is known and outline the steps being taken to support employees. 3. Expand Mental Health Support Ensure that all employees know how to access support, whether through an employee assistance program, mental health benefits, or external community resources. Consider adding or promoting mindfulness programs, mental health first-aid training, or virtual therapy services. Managers in particular need support, as they are often the first people employees turn to during moments of stress. 4. Provide Strategies to Employees for Managing Political Anxiety in the Workplace Limit news exposure to reduce anxiety and protect mental health through digital detoxes. Highlight shared values such as respect, integrity and collaboration to help anchor people – reinforce a strong organizational culture rooted in community. Encourage volunteering and community engagement to restore control and purpose, which are critical to mental well-being. Support ongoing self-care and stress management practices. 5. Reinforce Respectful Conduct and Psychological Safety Review your organization’s code of conduct, respectful workplace policies, and social media guidelines. Ensure that employees understand expectations around respectful communication. Reinforce that differing opinions are welcome, but harassment or retaliation are never acceptable. A psychologically safe workplace benefits everyone by fostering trust, encouraging open communication, and enhancing overall productivity and well-being. 6. Equip Managers with Tools Offer training for people leaders on how to recognize signs of stress and respond with empathy. Provide scripts or toolkits for addressing politically charged questions in a way that keeps conversations respectful and focused on shared purpose. HR professionals do not need to have all the answers to the political questions of the day. Their role is to create structures that protect employee well-being and promote a respectful, inclusive workplace. By encouraging open dialogue, providing clear communication, and expanding access to wellness resources, HR leaders can reduce the impact of political uncertainty and help their teams thrive. As the landscape continues to evolve, it is critical to stay grounded in compassion and clarity. Utilizing the above tools and strategies, HR professionals can be a steady and reassuring presence for their organizations in uncertain times.
Every mentorship match has the potential to create a ripple – one that extends far beyond the program itself. In our January–June 2025 intake, the CPHR Alberta Mentorship Program received over 225 applications across four unique streams, resulting in 100 mentor-protégé pairings, 17 peer matches, and 7 student group cohorts. This momentum reflects the strength of our HR community and its commitment to shared growth and learning. This year, we invited participants to reflect on three powerful questions: How has this mentorship experience shaped your perspective, and how do you plan to share the wisdom you’ve gained with others in our community? How will participation in the mentorship program create a wave in your career and support the impact you leave on your workplace and broader community? What has been your 'golden nugget' from this experience that will leave a lasting ripple in your career? Their responses were as thoughtful as they were inspiring. Testimonial #1 One of the main benefits of mentoring relationships, aside from the enjoyment of getting to know a colleague, is the ability to consider current situations I am dealing with in light of the other person's experiences. Often, these relationships help me with fresh insights I can use to benefit my team and organization. Over the past few years, I have enjoyed the mentorship program, and have taken the opportunity to encourage others to consider the benefits of the program when chatting at CPHR functions, etc. - Bob Wiebe Testimonial #2 Through participation in the CPHR Alberta Mentorship Program, my sense of belonging in the profession has grown and I have gained a personal sense of connection to the community of practice that spurs me to continue to professionally grow to enable others to find their voice and professional belonging in our community to leave a lasting impact. - Amanda Van Haaften Testimonial #3 My golden nugget from this experience has been the realization of how powerful intentional communication and active listening can be in building trust and relationships, solving problems, and influencing outcomes. This insight has shifted how I approach conversations—whether with colleagues, clients, or leaders. It’s a simple concept, but its impact is lasting. - Archana Malhotra Throughout the intake, our Mentorship Committee stayed meaningfully connected with participants through support groups, live webinars, monthly mentoring e-newsletters, and on-demand micro-sessions – with more to come. Each touchpoint offered space to pause, reflect, and grow – together. Mentorship is never one-directional – it’s a cycle of giving, learning, and leading. We’re thrilled to welcome our new applicants for the upcoming intake and continue building a community rooted in connection and growth. Whether you're a mentor or protégé, you’ll gain valuable insights, meaningful relationships, and the chance to leave a lasting impact.
Internal controls are not just a box on a checklist; they are a trust-building tool. When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations. What are internal controls? Internal controls are an organization’s procedures, policies, and processes. They ensure: Compliance with laws, regulations, and policy Accuracy in reporting Overall efficiency and transparency in operations Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed. Examples of HR internal controls and why an accountant might consider them important Hiring Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct Signed employment agreements support key inputs into the payroll process and can serve as audit documentation Approval workflow for hiring decisions help prevent unauthorized payroll expense s Payroll Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting Compensation An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments Supervisor approval on timecards ensures information sent to payroll is accurate Employee records Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe Tracking changes made to records provides a trail for internal and external auditors Policy and compliance Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets Access and data controls Role-based access to systems limits access to financial systems and reduces the risk of data manipulation Monitoring controls Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect! About the author: Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.
