
Increasing the accessibility confidence of NL businesses & employers; creating barrier free places, policies & practices. 1.844.517.1376 #Inclusion4Everyone
St. John's
Joined January 2015
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Friendly reminder that Daylight Savings Time ends tonight.⏰
Our deepest sympathies to all those working the overnight shift!😴
Happy Halloween!🎃
Make sure to keep your eyes peeled for little ghosts and goblins if you're heading out.
May your night be filled with sweet treats and good company.🍬🍫
DEAM: Celebrating disability is part of an inclusive workplace.
Celebrate the achievements and contributions of employees with disabilities as valued members of the team.
And keep the conversation going beyond awareness months.
Inclusion is a year-round commitment.
DEAM: How do you know if your workplace is becoming more inclusive? Ask - and listen.
Anonymous surveys can help identify barriers and show what’s working
This feedback and other metrics can help employers make better decisions and show employees that their voices are being heard
DEAM: People need to feel safe speaking up at work.
Create a culture where employees can talk about disability and accommodations without fear of judgement or discrimination.
No one should feel pressured to disclose, but everyone should feel safe if they choose to.
DEAM: Inclusion doesn’t stop when someone gets the job.
Consider pairing employees with experienced colleagues who can offer guidance, share knowledge and support professional development.
Everyone deserves opportunities to grow, not just to get hired.
DEAM: Are your hiring practices accessible?
Using plain language in job postings, accessible application and interview options and focusing on essential skills are a great start.
A complex hiring process creates barriers before someone gets the chance to show what they can do.
DEAM: Inclusion takes more than good intentions, it takes knowledge.
Provide training for all staff on disability awareness, ableism and how to be an ally.
Managers need extra training so they can carry out inclusive policy.
Training turns good intentions into true inclusion.
DEAM: Make accessible meetings the standard, not the exception.
Make using captions in virtual meetings standard.
And before every meeting, ask participants if they need any accommodations to take part.
Needs can change. Asking every time helps make sure everyone can participate.
DEAM: Accessibility is digital too. 🖱️
Make sure the digital tools your employees use are accessible to everyone. (Documents, websites and forms, emails and virtual meeting platforms.)
Digital accessibility helps make sure everyone can participate, communicate and do their work.
DEAM: Is your workplace accessible?
Physical accessibility within the workplace is much more than just ramps. But accessibility also includes the digital tools used by employees daily.
Regularly check your workplace for barriers and fix them when you find them.
DEAM: Make workplace accommodations simple and standard.
Employees should have a clear, confidential way to ask for support they need and requests should be handled promptly.
Accommodations aren’t special treatment. They’re one way to remove barriers and help employees succeed.
DEAM: Inclusive workplaces need inclusive policies.
Do your workplace policies support disabled employees? It’s time to review them!
And make it clear: harassment and discrimination based on disability will not be tolerated.
Good policies should remove barriers, not create them.
DEAM: Where does an inclusive workplace start? With leadership!
Creating a disability-positive workplace takes more than good intentions.
Inclusion works best when leaders make it a priority and provide the resources to make it happen.
October is Disability Employment Awareness Month (DEAM)!
This year we’re looking at what it takes for employers to attract and retain employees with disabilities (hint: systemic changes in leadership, policies and daily interactions.)
Does YOUR company have what it takes?
September 30 marks the National Day for Truth and Reconciliation.
We strive for respectful relationships with all the peoples of this province and country as we search for collective healing and true reconciliation and honour this beautiful land together.🧡
Did you know that no-pet clauses in residential leases or rental agreements do not apply to a service animal owned by a disabled person?
As well, landlords are legally prohibited from charging extra fees, deposits or surcharges for a service animal.🐕🦺
If a service animal has been verified and is behaving, they cannot be denied entry to public spaces, businesses or campuses where the public is normally admitted.
Public facilities are legally prohibited from charging extra fees, deposits or surcharges for a service animal.
Women with disabilities in Canada make approximately 38% less annually than the baseline of men without disabilities. That's 62 cents earned by a disabled woman for every dollar earned by a non-disabled man for doing work of equal value.
Canada, we must do better!🍁
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