Accessibility- Commitment 13

 

The Commitment:

  • Ask the following question during all interview pre-screening processes: “We value the diversity of all our employees. Is there any stage of the recruitment process that you will need supports or accommodations for?”

Why This Commitment?

Legally, all Canadian employers have a duty to reasonably accommodate needs related to “mental or physical disability, religion, gender or any other protected ground” (Source: Alberta Human Rights Commission). Reasonable accommodation does not mean that a candidate does not have to be able to meet job requirements or that employers must undergo undue hardship to meet candidate needs. Some simple accommodations a candidate may require include:

  • Holding the interview in a quiet, accessible, or well-lit location

  • Scheduling the interview during a specific time of day

  • Arranging seating so that the candidate can see interviewers clearly

(Source: Accessibility for Ontarians with Disabilities Act: How to Make the Hiring Process Accessible.)

However, qualified candidates may not request accommodations at the hiring stage or even apply due to fear of discrimination. By completing this commitment you will help develop a culture of inclusion in your workplace and widen your talent pool.

How To Complete This Commitment (Evaluation Plan)

In October 2022, we’ll ask you to provide:

  • A document outlining your recruitment process that indicates where, when, and how a question about accommodations is asked during the recruitment and hiring process.

Resources

  1. Fact Sheet: Interview Accommodations for Candidates with Disabilities

  2. Alberta Human Rights Commission guide: Duty to Accommodate

  3. For additional information and support, contact: