While “diversity” has become a household word, the advertising industry still has a long way to go when it comes to hiring people with disabilities. “Employers are missing out on an incredible pool of talent as a result,” says Tim Cecere, the Chief Global Talent Officer for Group M, the largest advertising agency in the world.
The Ontario government has gathered an advisory group to share information and find solutions to the high unemployment rate among people with disabilities. The 17-member Employer’s Partnership Table (EPT) will meet for the next two years to come up with strategies to encourage organizations to hire more people with disabilities.
Canada defines itself by bridges, not walls. This is the sentiment of Canada’s Supreme Court Chief Justice, Beverley McLachlin, who will step down from her position at the end of this year. McLachlin said “Canada still defines itself by inclusion, by what it embraces, not exclusively by what it rejects.”
Aramark, a leading catering management and uniform company which serves sports teams, healthcare providers, educational institutions, cultural attractions and landmarks, as well as numerous municipalities in 19 countries globally was recently awarded top marks in the 2017 Disability Equity Index® (DEI®).
Progressive businesses are implementing more diverse and inclusive recruitment policies to secure a more sustainable future. But, diversity is itself a term which can mean different things to different people. It can mean employing people from different backgrounds, ages, gender, sexual orientation, disability, education or religion. But also, according to Farrah Qureshi, CEO at Global Diversity Practice, diversity can also mean respecting and appreciating each other’s differences in an age of challenging geopolitical change, “The key question for companies is how to leverage those diverse perspectives, lifestyles and backgrounds to drive business success and innovation,” says Qureshi.