Ahead of International Day of Persons with Disabilities, CCRW Highlights the Financial and Economic Benefits of Hiring Canadians with Disabilities

Closing the employment gap for Canadians with disabilities could add $50 billion to Canada’s economy and give businesses a competitive advantage

Ottawa, ON – Ahead of International Day of Persons with Disabilities, celebrated annually on December 3rd, the Canadian Council on Rehabilitation and Work (CCRW) is highlighting the measurable financial and economic advantages of hiring persons with disabilities, advocating for a more inclusive and prosperous workforce in Canada.

Despite the fact that Canadians with disabilities represent a vast, untapped talent pool, they remain significantly underemployed. According to Statistics Canada, over 740,000 working-age adults with disabilities are unemployed but eager to work, while 81% of youth with disabilities could join the workforce if provided the right accommodations.

“Canada is facing a critical labour shortage, with nearly 527,000 job vacancies as of July 2024,” said Maureen Haan, the President & CEO of CCRW (Canadian Council on Rehabilitation and Work). “At the same time, we’re overlooking a highly skilled, diverse talent pool. Disability inclusion isn’t just the right thing to do—it’s a strategic imperative that benefits businesses and strengthens our economy.”

The Economic Case for Inclusion

Evidence shows that fostering a disability-inclusive workplace can drive significant economic growth for individual organizations and for Canada as a whole. Highlights from CCRW’s 2024 Trends Report article Maximizing Impact, released this week, include:

• Economic Growth: TD Canada found that closing the employment gap for Canadians with disabilities could create 450,000 new jobs by 2030 and add $50 billion to Canada’s GDP. According to research from the Institute for Work Health, the total benefits of a fully inclusive Canada could yield benefits worth between $252.8 to $422.7 billion, or 13.1 to 22.0% of Canadian GDP.
• Higher Revenues: Businesses leading in disability inclusion have reported 1.6 times more revenue and 2.6 times more net income compared to their peers.
• Innovation & Market Reach: Employees with disabilities bring unique perspectives and problem-solving skills, which drive creativity, innovation, and adaptability—key factors in gaining a competitive edge.
• (more proof points can be found below or in CCRW’s latest Trend’s Report: Maximizing Impact: The Return on Investing in Workplace Disability Inclusion, released on Monday.

Beyond Business: A Social Imperative

Inclusive hiring practices also promote social benefits, including improved workplace culture, greater psychological safety, and increased community engagement. Harvard Business Review research shows that organizations hiring persons with disabilities report significant improvements in teamwork and workplace morale.

Where to Find Employees with Disabilities

CCRW has launched an Untapped Talent Job Board to connect employers who are confident hiring people with disabilities with an exceptional stream of job seekers.

“Investing in accessibility and inclusion doesn’t just provide a return on investment; it fosters a stronger, more equitable society,” Haan added. “This International Day of Persons with Disabilities, we encourage all employers to take a closer look at the undeniable advantages of a disability-inclusive workplace.”

About CCRW

CCRW is a national not-for-profit organization that promotes and supports meaningful and equitable employment of persons with disabilities. CCRW offers job search assistance, employer incentives, accommodation assessments, consulting services, and a variety of workshops. Additionally, it provides services for employers, from consulting to hiring and retention, and disability confidence training.

Whether you are a job seeker living with a disability or an employer looking to tap into a talented pool of candidates, CCRW will partner with you to meet your unique needs and help you succeed.

For more information or to schedule an interview, please contact:

Andrea Chrysanthou, APR
Andrea@thesubstancegroup.com
416-797-8194

Additional Proofpoints Highlighting the Economic Case for Hiring Persons with Disabilities

• According to Statistics Canada, in 2024, Canadians with disabilities were a vast and untapped talent pool that many employers continue to overlook, with over 740,000 working-age (25 to 64) adults with disabilities unemployed, yet having the potential and desire to work. Furthermore, an estimated 81% of youth with disabilities who are neither in school nor employed could participate in the workforce if employers provided the appropriate accommodations. The number of people with disabilities is also increasing, growing from 22% of the population to 27% between 2017 and 2022.
• Economic estimates from Scotiabank suggest that if this untapped labour market was leveraged and the wage gap between workers with and without disabilities was closed, this could yield $60 billion in income effects.
• Companies that embrace best practices in workplace disability inclusion improve their ability to attract top talent. Failing to consider jobseekers with disabilities excludes a massive segment of the labour force, and severely limits the pool of talent available to employers.
• Employers also become more appealing to candidates with and without disabilities by being transparent about their commitment to equity and inclusion. Given that 76% of jobseekers (with and without disabilities) consider diversity and inclusion practices when evaluating job opportunities, it is crucial for companies to prioritize these values to attract and retain top talent.
• Because people with disabilities must navigate an inaccessible world, they often develop problem-solving, adaptability, and creativity skills that are advantageous but under-recognized by employersAnd because workplace diversity increases learning opportunities for everyone on the team, one commonly reported benefit of workplace diversity is greater creativity.
• Creating diverse teams can also broaden a company’s market reach by improving its adaptability to market changes such as shifts in consumer preferences, making them more competitive.
• Research from Accenture reported that leaders in disability inclusion earned 1.6 times more revenue and 2.6 times more net income. It also demonstrates that companies that prioritize disability inclusion are 25% more likely to outperform their competitors in terms of productivity. This advantage is reflected in revenue per employee, with inclusive leaders generating $845 per employee compared to $781 by their industry peers – a $64 difference.
• By employing workers with disabilities in roles with decision-making power and creative input, businesses can develop more accessible and inclusive products and services, expanding their market reach and diversifying their customer base.
• Employers that include people with disabilities in their workforce often see improvement in team effectiveness, discretionary effort (i.e., extra effort beyond job requirements), and customer service. Additionally, businesses with inclusive practices report increased productivity.
• Companies demonstrating strong disability inclusion practices may be more attractive to ESG-focused investors.
• Businesses can benefit from disability-inclusive procurement as well as supporting disability-owned businesses. Accessing diverse suppliers not only unlocks strategic opportunities, but also helps cultivate a more inclusive marketplace. · Inclusive companies are reported to be more innovative, generate higher revenue, and to have happier, more productive workforces with more diverse skillsets.
• According to surveys carried out by the Harvard Business Review, employers frequently report that hiring people with disabilities improves workplace culture by increasing cooperation and collaboration and enhancing psychological safety.
• According to a 2023 Harvard Business Review article, a survey of HR professionals at 57 companies in Spain found that hiring employees with disabilities led to significant benefits: 74% reported improved teamwork, and 88% observed a better internal culture.69 Leaders who demonstrate inclusive behaviours also promote more prosocial behaviour from their employees.