• When you post your job, make a note that the company is inclusive and accessible
• Potential employees usually visit company websites at different stages of the hiring process – ensure your website is AODA compliant (visit www.ontario.ca for more information)
• Short list and interview the same way you would for any candidate – whether or not they have a disability
• During the hiring process, speak to the candidate directly and make eye contact, even if they have an interpreter or an attendant. In short, treat the person just as you would other individuals
• The time to ask about accommodations is with the job offer, and can be done by simply asking "What can we provide or do that will make it possible for you to do this job most effectively?"

On-Line Resources for Employers

• Humber College's Community Employment Services can offer support and resources for employers looking to hire people with disabilities, which include financial incentives of up to $8000 per individual to assist with workplace accommodation needs, among other pockets of funding.
  Visit www.jobs.humber.ca for more information.
• www.odenetwork.com - The Ontario Disability Employment Network also offers numerous resources for employers.
• www.alis.alberta.ca - This Alberta website has excellent tips and resources
• www.senseability.ca - Canadian Business SenseAbility is an organization created by business for business. The mandate is to help companies access the real, tangible benefits of employing talented people with disabilities: lower turnover, training and safety costs, greater innovation, and access to untapped markets. Primarily, they are advocating for people with disabilities who are graduates of postsecondary and apprenticeship training programs.
• For more information about the Accessibility for Ontarians with Disabilities Act (AODA) the following websites are helpful: www.ohrc.on.ca, AODA Compliance Checklist.pdf

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