Supporting People Living with Disabilities
Author : Erinn O’Brien from the Medicine Hat Chapter Committee, Interview done by Tina Leslie from the Medicine Hat Chapter Committee
In honour of Disability Employment Action Month, the CPHR Chapter Committee in Medicine Hat reached out to REDIworks to learn more about hiring people living with disabilities. REDIworks is the employment division of REDI (Rehabilitation and Employment for Developing Independence). REDI started in 1950, when two women placed an ad in the Medicine Hat News reading, “Anyone interested in helping the handicap, please phone…”. That simple phrase launched a non-profit organization committed to helping people living with disabilities connect with their communities. (Redi Enterprises Society).
During the interview, Manager Almira Vujovic explained, “REDIworks provides person centered supports in assisting individuals with disabilities to increase independence and gain meaningful community inclusion through employment and volunteerism” (Vujovic). REDIworks provides the following free services to employers:
- Customized talent matching and candidate pre-screening
- Assistance with interviewing and onboarding
- Consulting around job accommodations
- Direct support and consulting around training (onsite and offsite job coaching)
- Performance and retention support
- Ongoing diversity and inclusion employer support
- Promotion and marketing: REDI acknowledges and promotes inclusive employers through their social media and through Disability Employment Awareness Month promotional activities, Everyone Can Initiative
- As applicable, nominate inclusive employers who embrace DEI culture for various awards (REDI’s Chair Award, Chamber of Commerce Awards etc.)
Hiring people with disabilities has multiple benefits for employers. It creates more opportunity to develop workplace diversity, equity, and inclusion and create a culture where everyone can bring their whole selves to work. Vujovic states that, “hiring inclusively increases social awareness and community engagement.” “Employers who adopt diversity, equity, and inclusion as their core values attract a wide base of customers…[and] have access to more diverse markets.” “Creating new jobs by carving out duties from one position to create another can increase team productivity and effectiveness.” (Vujovic) Inclusive workplaces also improve employee retention. In today’s labour market, turnover costs much more than the price of advertising a vacancy.
Vujovic also notes, “Communication and work practices improve: With intentional EDI hiring practices, managers and supervisors are in position to develop and use their adaptive management skills, altering the bar based on individuals’ capacities. Often, when hiring and training people with disabilities, helps the supervisory team in identifying gaps in training and practice that should be addressed and would benefit the entire team.” She adds that, “being more intentional with communication, using direct, clear instruction, and plain language may be also beneficial to the entire team, not only people with disabilities. Focusing and reflecting on how to better set employees for success, giving timely feedback, speaking intently will allow employees to be aware of the expectations, and perform to the best of their ability, and be successful.”
With all these benefits, why don’t more employers hire people living with disabilities? Most barriers to disability employment stem from misinformation. Employers are unaware of free supports that are available, have misconceptions about liabilities or major accommodations required, or expect financial incentives or grants. Also, employers must be open to carve out or design new jobs and understand how valuable 3-12 hours of employment each week can be to an employee (Vujovic).
Employee accommodations do not need to be expensive. Vujovic explains, “most accommodations don’t require any financial resources or cost less than $500.” The most common accommodations involve flexibility in time. For example, a more flexible start time for those using public transportation or special transit. Others include flexibility in length and frequency of shifts and break times. These accommodations may be relevant to current employees, not just those living with declared disabilities.
If you want to help, Vujovic recommends the following:
Promote inclusive hiring, giving opportunities to people with disabilities
Raise awareness among employers of the benefits that diverse and inclusive hiring practices (DEI) bring
Make each job just as important as the other
Invite employers to contact REDI to explore partnership options and recruit from REDI’s talent pool
To learn more, visit the REDI website , the REDI Facebook Page , or contact REDIworks Job Developers: works@redi.ca.
References
Redi Enterprises Society. About. n.d. 3 08 2023. < https://redi.ca/about>.
Vujovic, Almira. CPHR Medicine Hat Committee Interview Tina Leisle. 28 May 2023.
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.
