Employer Guide: Utilizing Recruitment Partners like ODEN for Hiring Disabled Persons

Employer Guide: Utilizing Recruitment Partners like ODEN for Hiring Disabled Persons

TWIG
31 July 2024

Recruiting disabled persons can significantly enhance your workforce diversity and bring unique perspectives to your organization. Partners like ODEN (Ontario Disability Employment Network) can be invaluable in this process. This guide explains how and why to use these resources effectively.

Why Use Recruitment Partners for Hiring Disabled Persons

1. Expertise in Disability Inclusion: These organizations specialize in understanding the needs and strengths of disabled workers.
2. Access to a Wider Talent Pool: They can connect you with candidates from underrepresented groups
3. Compliance and Best Practices: They provide guidance on legal compliance and best practices in inclusive hiring.
4. Enhanced Company Reputation: Demonstrating a commitment to diversity and inclusion can improve your company’s public image.

How Recruitment Partners Can Assist

1. Inclusive Workplace Guidelines: Partners offer “Inclusion@Work” modules to help create an accommodating and inclusive work environment.
2. Recruitment Advice: They provide advice on where and how to recruit workers with disabilities effectively.
3. Educational Resources: Access to free webinars and strategies on recruitment and inclusion.
4. Networking with Organizations: They connect employers with organizations like the National Organization on Disability and various Canadian resources for recruiting disabled persons.

Strategies for Effective Recruitment

1. Multi-Dimensional Work Interventions: Implement workplace modifications, health and rehabilitation care, and support for job placement and work-related training.
2. Job Restructuring and Affirmative Hiring Policies: Adapt job roles to suit the abilities of disabled candidates and implement policies that favor hiring disabled individuals.
3. Staff Training and Support: Educate your staff on disability awareness and support to create a welcoming environment.
4. Agency Partnerships: Collaborate with agencies specializing in supporting disabled individuals’ employment needs.
5. Accessible Job Postings: Ensure that job postings are accessible, including technology accommodations.
6. Expanding Recruitment Sources: Look beyond traditional sources to places like schools for the deaf and specialized job boards.

Additional Resources

Canadian resources like Hire for Talent, which lists providers by province.

Websites such as
https://www.jobbank.gc.ca/hiring/persons-with-disabilities
https://jobsability.ca/
https://www.modcemploymentservices.ca/
https://www.odenetwork.com/
https://www.abilitiestowork.ca/
https://ccrw.org/
https://www.workink.com/
https://supportedemployment.ca/
https://connectemployment.ca/
https://futureworx.ca/

Utilizing recruitment partners like ODEN can significantly enhance your ability to hire and support disabled employees. These partnerships not only aid in compliance and best practices but also demonstrate your commitment to a diverse and inclusive workplace. By adopting these strategies, your organization can benefit from the unique perspectives and skills that disabled persons bring to the workforce.