- Why hire students with disabilities?
There are many misconceptions surround people living with disabilities; this is coupled with people underestimating the numerous ways employers can profit from inclusive hiring practices. Besides filling an open job, there are several distinct benefits to hiring students with disabilities:
- Fostering a more inclusive workplace culture;
- Finding a solution to the shrinking workforce by tapping into a highly skilled, often overlooked candidate pool;
- Enhancing brand image and attracting a wider, more varied consumer base; and
- Experiencing a return on investment with statistically proven talented and dedicated employees.
- What programs are your students in at Carleton?
Our students represent almost every academic program across campus at the undergraduate level. We also have students at the Master and PhD level registered with ACT to Employ.
If you have a need in your department, we are certain we have students with the skills and experiences you require.
- What does the wage subsidy look like?
For on-campus employers interested in creating meaningful experiential opportunities for students, ACT to Employ is prepared to offer wage subsidies for approved positions, as well as support, education, and resources regarding accommodation and accessibility as required.
The wage subsidy ACT to Employ is able to offer on-campus employers depends on the type of position:
Part time positions: $14/hour for 5-10 hours per week for 8-16 weeks (payable to the employer at the end of the work term upon receipt of an invoice); and
Full time positions: $14/hour for the first 25% of the placement (payable to the employer at the end of the work term upon receipt of an invoice)
While ACT to Employ is prepared to provide the above noted wage subsidy, the employer is responsible for paying the student during the work term via payroll, as the subsidy is only provided after the work term has concluded and ACT to Employ has been invoiced.
For external employers, ACT to Employ is able to offer access to our student pool as well as support, education, and resources for the hiring manager(s) and supervisor(s).
- What is your student population made up of?
ACT to Employ draws mainly from the population of students registered with the Paul Menton Centre (PMC) for Students with Disabilities, however we do allow any students who identify as having a disability to meet with our Student Advisor to discuss the program.
Our applicant pool is made up of students who identify as follows:
- Invisible disabilities (learning disabilities, ADHD, mental health, medical conditions, etc.) at ~90%; and
- Visible disabilities (mobility, vision, etc.) at ~10%
- What does accessibility mean for employers?
Since 1962, the Ontario Human Rights Code (OHRC) has provided persons with disabilities with the right to access goods, services, employment, etc. without discrimination.
The code requires employers, service providers, and landlords, for example, to accommodate persons with disabilities to the point of undue hardship. Although the code has resulted in some progress towards breaking down accessibility barriers in Ontario, progress has occurred on a case-by-case, reactive basis.
By working with ACT to Employ, employers gain important access to resources and firsthand experience with developing accessibility-related best practices in their workplace. This helps employers create an inclusive work environment, and ensure a business is prepared to meet the accessibility needs of the community it serves. Source: Carleton University’s Accessibility for Ontarians with Disabilities Act (AODA) Customer Service Standards training.
- What do employee accommodation requests mean for employers?
As outlined above by the Ontario Human Rights Commission (OHRC), people with disabilities have the right to equal opportunity in the workplace. This means adjusting the interview and employment processes to allow participation for all employees.
Specific accommodations vary from person to person, as each employee will face unique challenges and will communicate different needs during the hiring process.
ACT to Employ works with employers to assist them in creating an inclusive working experience that meets a student’s accommodation needs. For more information about ACT to Employ, and how we can assist you in providing meaningful and equal employment opportunities, please use our online form or email our Business Developer, Amanda Hodgson.
- Is this a matching service, or do I get to choose the student I offer a position to?
After working with the ACT to Employ Coordinator to develop and post a position to Carleton’s online job portal system, students are encouraged to apply for positions that are of interest to them. After the application deadline has passed, the applications will be forwarded to the hiring manager for review. Once the hiring manager determines which students s/he would like to meet with, the hiring manager is to contact the Coordinator to advise; the Coordinator will provide information regarding any required interview accommodations.
If a hiring manager needs assistance with understanding or implementing an interview accommodation request for a student, the Coordinator will assist.
After that, it is up to the hiring manager to contact the student(s) directly to schedule an interview.
Following the interview(s), the hiring manager is able to offer the position directly to the student. The hiring manager is to contact the Coordinator to advise when a student has accepted, which will trigger the creation of the related Employer Funding Agreement to be provided to the employer.