Supporting People Living with Disabilities

25
Sep 2023
CPHR Alberta
213
A man in a wheelchair is sitting at a table with a laptop and a tablet.

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.



By Jessica Jaithoo August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
By Jessica Jaithoo August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
By Marina Perkovic July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
MORE NEWS