Home
News
Archives
Classifieds
Events / Conferences
Directories
Subscribe
Resources
FAQs
Contact Us
Advertise In Monitor
Advertising Links
Browse by Topics
A Conversation With
Administration
Alternative Investment
Consultants
Global Custody
Money Managers
Benefits
Compensation
DB Pensions
DC Pensions
Disability Management
EAFE & Emerging Markets
Executive Compensation
Group Insurance
Healthcare
Investment
Legal
Miscellaneous
Pensions
Retirement Planning
Risk Management
Socially Responsible Investment
Technology
|
Benefits and Pensions Monitor
A Wake-up Call For ‘Accessibility’
By: Caroline Tapp-McDougall
Employers may be missing out on a valuable source of labour. Caroline
Tapp-McDougall looks at how making a workplace more accessible
can pay dividends.
As many as one in six Canadians
have a disability. These range in
severity and type including conditions
such as hearing and
vision loss, limited mobility, and speech
loss as well as developmental and other
hidden disabilities such as epilepsy.
Yet, for many individuals and companies,
when thoughts turn to accessibility,
there’s talk of just ramps, wider doors, and
lower counters.
Opportunity Knocks
For many Canadians accessibility is
much more than ensuring physical access.
It’s about making sure that the needs of
people that work, shop, and do business in
any sector are met. It’s all about pushing
the envelope to ensure that the barriers that
may prevent people from enjoying access
to employment, products, and services are
eliminated and removed.
Given our current demographics, the
business opportunities that present themselves
as the proportion of aging Canadians
skyrockets and our society puts more
emphasis on protecting human rights, I see
change on the horizon. Now, it’s not only
our governments and not-for-profit influence
groups that are driving progress.
Because accessibility makes economic
sense, we’re finally seeing a number of
smart businesses waking up to the value of
being more ‘disability and senior-friendly.’
Who Are The Champions?
With most accessibility initiatives in the
past, human resource professionals on the
hiring and training side have been leading
the way. The good news is a growing body
of knowledge finally supports their efforts
over time.
We now know that:
- Persons with disabilities are as productive
and reliable as any other employees.
- Their attendance records tend to be
better, they have fewer at work accidents,
and stay longer with their
employers.
- These employees can help identify,
develop, and deliver products and
services that tap into new markets …
particularly in the area of Canada’s rapidly
aging population.
- The life skills of this talented group
often include transferable problemsolving
skills, positive morale, and
determination to succeed.
 Good Business Sense
Employment, education, and training initiatives
for corporations now, more than
ever, make good business sense. Customer
service, products, and initiatives that accommodate people with disabilities and the
aging must, however, be championed at the
highest levels of an organization, to no less
than the chief executive officer and board of
director levels. Thank goodness, there are
now valid reasons for both the financial and
marketing teams to get on the program as
well. These guys and gals are the power-brokers,
every company’s direct link to sales,
customer service, and the bottom line.
They’ll move mountains to capture a share
of wallet if they see an opportunity.
Indeed, the Canadian market’s
potential is quite staggering
(then there’s the
enormous market just to the
south of us). It’s estimated
that persons with disabilities are responsible
for $25 billion in annual consumer buying
power. In addition, they actively influence
the spending decisions of an estimated 12 to
15 million other Canadians. This is a significant
economic powerhouse and a source of
business for small, medium, and large
organizations willing to ‘get with it.’ Priorities
include creating top-line strategies and
taking the steps necessary to target, capture,
and meet the needs of this market sector.
More Talent, Real Potential
Tomorrow’s most successful companies
will be those who have the vision to create
an enabling environment for diverse parts
of their community. Businesses will prosper
if they understand and learn how to
access the pool of skills and talents, as well
as gain the support of persons with disabilities
and the aging population.
There is a solid competitive edge for
companies ready to ‘do the right thing’ and
expand at the same time. What employers
need to do is:
- Create conditions where all employees
are enabled to channel their skills,
expert experience, and energies towards
business growth and success
- Recognize, prepare for, and welcome
talented individuals into the workplace,
regardless of their disability
- Realize that the daily performance and
contribution of employees with disabilities
far outweigh the relatively inexpensive
(and often government funded)
adjustments, which may be necessary
- Make it a priority to educate and sensitize
employees to reduce stigmas and
stereotypes and to create understanding
The case is compelling. Leading companies
are realizing the business benefits of
building an inclusive approach to persons
with disabilities as both employees and
customers, and they’re thriving because of
it. It’s the only way to go!
|
|
