DEAM Resources

During the month of October, ODEN will be adding new resources to this Disability Employment Awareness Month (DEAM) resource section on a regular basis. These resources are available for you to share, download and print. For the latest news and additional content, visit ODEN’s social media channels.

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When social sharing DEAM news, stories and photographs, be sure to use the #DEAM #EngageTalent hashtags!

ONTARIO RECOGNIZES DISABILITY EMPLOYMENT AWARENESS MONTH

On October 4, 2016 The Honourable Tracy MacCharles, Minister Responsible for Accessibility, recognized October as Disability Employment Awareness Month in Ontario in her statement to the Legislative Assembly of Ontario.

Read Minister MacCharles full statement

DISABILITY EMPLOYMENT AWARENESS MONTH POSTER

Open your door to increase profits. There is a strong business case for enhancing business performance through innovative labour solutions. Did you know 78% of Canadians are more likely to buy a product or service from a business that has a policy of hiring persons with disabilities? Boost profitability by reaching new markets. Improve your employee retention; statistics show retention rates are 72% higher among persons with disabilities. A diverse work team that includes employees with disabilities creates a wider range of solutions to business issues and research shows these teams are often more creative and productive. Engage talent from a qualified labour pool, in both small and large business, across every industry sector. For more information on how to open your door to this talent pool, visit odenetwork.com. Engage talent by sharing your own inclusive employment stories on social media using the #DEAM hashtag! October is Disability Employment Awareness Month.

Download 8.5×11″ DEAM Poster PDF for Print
Download 11×17″ DEAM Poster PDF for Print

EMPLOYER SERIES

There is a strong business case for enhancing business performance through innovative labour solutions. Each week during October’s Disability Employment Awareness Month, ODEN will be sharing the stories of successful employers who hire persons with disabilities as an integral element of their business strategy as part of the Employer Series.

Steve Sharpe, Owner, Sharpe’s Food Market


Employer Series: Steve Sharpe Video Transcript


Steve Sharpe #DEAM #EngageTalent Video Transcript

Employer Series: Steve Sharpe, Owner, Sharpe’s Food Market Sharpe’s Food Market has been in business for 53 years in Campbellford, Ontario. Steve Sharpe attended a workshop several years ago that dispelled myths around hiring people with disabilities, and as a result brought on a new hire who quickly proved to be a model employee. Based on this experience, Sharpe’s has hired a number of other employees with disabilities. Steve emphasises this is not a benevolent gesture. Rather, this hiring strategy increases his bottom line due to the strong business case he continues to see firsthand. “53% of all Ontarians know somebody or have somebody in their family with a disability, so they see it as a very positive thing and the feedback we get from our customers is wonderful.”
Download 6×4 Postcard PDF for Print

Employer Series: Steve Sharpe, Owner, Sharpe’s Food Market Sharpe’s Food Market has been in business for 53 years in Campbellford, Ontario. Steve Sharpe attended a workshop several years ago that dispelled myths around hiring people with disabilities, and as a result brought on a new hire who quickly proved to be a model employee. In addition to being a hardworking valued team player who boosts overall employee morale, punctuality and loyalty are among the traits this employee demonstrates on a daily basis. “53% of all Ontarians know somebody or have somebody in their family with a disability, so they see it as a very positive thing and the feedback we get from our customers is wonderful.” Based on this experience, Sharpe’s has hired a number of other employees with disabilities. Having gained the confidence to create a diverse workforce, Sharpe’s Food Market now has a culture of inclusion both employees and customers embrace. Steve emphasises hiring people with disabilities is not a benevolent gesture. Doing so increases his bottom line due to the strong business case he continues to see firsthand.
Download 11×17 Poster PDF for Print

Joe Hoffer, Partner, Cohen Highly LLP


Employer Series: Joe Hoffer Video Transcript


Joe Hoffer #DEAM #EngageTalent Video Transcript

Employer Series: Joe Hoffer, Partner, Cohen Highley LLP. Joe Hoffer and his partners hired their first employee with a disability close to 30 years ago. The experience far exceeded anything they expected, and motivated them to hire other people with various types of disabilities. Cohen HIghley LLP now employs 40 lawyers and 80 law clerks, paralegals, assistants and administrative personnel in four different cities. People with disabilities work at every level in these operational areas. What initially started off as “the right thing to do” quickly turned out to be a great business decision. “If you are a service business that deals with the public, like a law firm, you will be amazed at the benefits your business gets as a result of employing people with disabilities. It really is the people who make this firm.”
Download 6×4 Postcard PDF for Print

Employer Series: Joe Hoffer, Partner, Cohen Highley LLP. Joe Hoffer and his partners hired their first employee with a disability close to 30 years ago. The experience far exceeded anything they expected, and motivated them to hire other people with various types of disabilities. Cohen HIghley LLP now employs 40 lawyers and 80 law clerks, paralegals, assistants and administrative personnel in four different cities. People with disabilities work at every level in these operational areas. “If you are a service business that deals with the public, like a law firm, you will be amazed at the benefits your business gets as a result of employing people with disabilities. It really is the people who make this firm.” Cohen HIghley has been recognized with many awards, and although not the reason behind their inclusive hiring practices, these awards have operated as a real benefit to the firm. Other benefits include increased innovation and creativity, which are essential in the context of practicing law, along with very high productivity. What initially started off as “the right thing to do” quickly turned out to be a great business decision.
Download 11×17 Poster PDF for Print

Sean Callaghan, General Manager, Sodexo Canada Corporate Division


Employer Series: Sean Callaghan Video Transcript


Sean Callaghan #DEAM #EngageTalent Video Transcript

Employer Series: Sean Callaghan, General Manager Sodexo Canada Corporate Division. Sean has a large operation and needs every piece of the puzzle in order to be successful. Some of the big pieces are intangibles, such as positive attitude, respect, determination, loyalty, dedication, and a drive to succeed. His employees with disabilities do their jobs in a way that creates a very engaged and positive work environment for everyone. All employees are generally happier and there is more teamwork, which leads to improved customer satisfaction and increased sales. Sean says it is not just a win-win. Rather, it is a win-win-win. “I hire people I feel will be the best fit for the operation. Many times the key qualities I search for, people with disabilities excel at. When I am interviewing someone with a disability I know there’s a very good chance they’ll excel in the key areas I need to be successful.”
Download 6×4 Postcard PDF for Print

Employer Series: Sean Callaghan, General Manager Sodexo Canada Corporate Division. Eight years ago Sean hired an individual with a disability because he thought it was the right thing to do and a way to give back to the community. Shortly after, he realized the benefits from a business perspective when the value trickled through his entire organization and right to his bottom line. Sean’s workforce is now comprised of 20-25% employees with disclosed disabilities. “I hire people I feel will be the best fit for the operation. Many times the key qualities I search for, people with disabilities excel at. When I’m interviewing someone with a disability, I know there’s a very good chance they’ll excel in the key areas I need to be successful.” Sean has a large operation and needs every piece of the puzzle in order to be successful. Some of the big pieces are intangibles, such as positive attitude, respect, determination, loyalty, dedication, and a drive to succeed. His employees with disabilities do their jobs in a way that creates a very engaged and positive work environment for everyone. All employees are generally happier and there is more teamwork, which leads to improved customer satisfaction and increased sales. Sean says it is not just a win-win. Rather, it is a win-win-win.
Download 11×17 Poster PDF for Print

Mark Wafer, Owner Six Tim Hortons Locations


Employer Series: Mark Wafer Video Transcript


Mark Wafer #DEAM #EngageTalent Video Transcript

Employer Series: Mark Wafer, Owner Six Tim Hortons Locations. When Mark started his business 21 years ago, he hired an individual with a disability who quickly became his best employee. As his business grew he continued to hire people with various disabilities and started to see a pattern. This labour pool was working in a safer manner, had lower absenteeism, required less supervision, was more innovative, and stayed on the job much longer. Mark Wafer knows there is a strong business case for being an inclusive employer and his bottom line proves it. “My message to employers is don't keep trying to get ready. There is no such thing as being ready. Just do it. You won’t regret it.”
Download 6×11 Postcard PDF for Print

Employer Series: Mark Wafer, Owner Six Tim Hortons Locations. When Mark started his business 21 years ago, he hired an individual with a disability who quickly became his best employee. As business grew he continued to hire people with various disabilities and started to see a pattern. This labour pool was working in a safer manner, had lower absenteeism, required less supervision, was more innovative, and stayed on the job much longer. Mark has employed 135 people with disabilities in every aspect of his business from production to logistics to entry level right up to management.  “My message to employers is don't keep trying to get ready. There is no such thing as being ready. Just do it. You won’t regret it.” Of 16 economic performance indicators, all six of Mark's Tim Hortons restaurants scored higher than the corporate standard. In terms of sales increases, his six restaurants ranked top six out of 480 Tim Hortons Central Ontario Region restaurants in 2016. He has never filled out a single WSIB claim for any of his employees with a disability, and his turnover rate averages under 40% when the norm for his sector is 100 to 125%. Mark Wafer knows there is a strong business case for being an inclusive employer and his bottom line proves it.
Download 11×17 Poster PDF for Print

To view all videos from Disability Employment Awareness Month, including cash mobs at Tim Horton’s in Sarnia, Vos Independent Grocer in Port Perry and The Works Barrhaven in Ottawa, visit ODEN’s YouTube Channel.