Donald Guse Salah
August 28, 2024
Career Guide ArticleOne of many considerations for job seekers with disabilities and other equity-deserving demographics is finding an inclusive employer. This consideration is not trivial; workplace culture, availability of accommodations, and flexible recruitment practices all contribute to general satisfaction throughout the employment journey. While there is no magic bullet method for determining how inclusive an employer may be, there are things you can do to evaluate whether a workplace may be more or less inclusive.
TIP 1: ASSESS PRIORITIES THROUGH WEBSITES
Look at the employer’s website: What does it say? Is there a commitment to inclusivity, diversity, or accessibility? Is this commitment well-articulated and elaborated upon, or is it super short? Are there examples of how they deliver on it? Do they mention specific population groups (people with disabilities, indigenous, etc.)?
This material and how much substance is behind it can give you an idea of whether the employer has embedded inclusivity as a cornerstone of their business operations. Some businesses list other priorities (environmental sustainability, community building, etc.), indicating their focus may be elsewhere.
However, it’s important to note that most Canadian businesses are small to mid-sized enterprises that may lack the resources or personnel to focus on public-facing messaging of this nature or launch sophisticated inclusivity initiatives. If this information is absent from their site, don’t automatically assume they’re not inclusive.
TIP 2: WHAT DO JOB POSTINGS SAY?
The language in a job posting can help determine whether inclusivity is a core part of the business’s operations. Is there a clear way to request accommodations? Is the language around accommodations the legalistic Accessibility for Ontarians with Disabilities Act language, or is it in the employer’s own words? The latter might indicate the employer spent time considering the accommodation process and welcoming requests. Does the job posting have a huge list of ‘qualifications,’ or are the qualifications minimal and easy to read? The latter could suggest a desire to welcome more candidates.
Another element to consider is how employers write job postings. If they are in plain language, not unnecessarily long, and easy to review and parse information, they may reflect an intention to make job postings more accessible. Again, the caveat is that businesses with large HR departments may need more resources and time to consider all these considerations when composing their job postings.
TIP 3: ASK THE RIGHT QUESTIONS AT THE RIGHT TIME
When contacted for an interview, ask about the availability of accommodations if needed. Be specific about what you need and consider the response. Does the employer seem hesitant or eager to ensure you can effectively present yourself? During an interview or screening call, ask what the workplace culture is like, how the business supports employee success, the availability of accommodations, etc. Do not hesitate to ask about what you want to know here, as this is your best chance to gain some direct insight into how the employer thinks about or approaches various elements of inclusivity and their ability to respond to essential inquiries.
QUESTIONS YOU MAY ASK:
TIP 4: KNOW WHERE TO LOOK
Review publicly available lists of businesses considered leaders in inclusivity, workplace culture, etc. You can find lists of this nature on the websites of organizations working to promote inclusivity in the business community (the Ontario Disability Employment Network, Canadian Partners in Workforce Innovation, etc.). You can also find good information by looking at annually updated lists of Canada’s top employers, such as:
Ultimately, you’ll have to make decisions based on the available information. The best thing you can do is review publicly available information and solicit additional details when speaking to an employer so you can determine, regardless of whether you believe the environment is inclusive.
