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Many businesses use a very strategic approach when it comes to hiring in hopes of finding employees who will prove to be a benefit to the organization.
Hiring those with an intellectual disability may not be at the forefront of this strategy for some businesses, but there are strong practical, economic, and social reasons to consider including them in their workforce.
Far from being an act of charity, inclusive hiring is increasingly recognized as a smart business strategy that benefits companies, employees, and communities alike, something Teresa Reis, Manager, Community Networks at Community Living Cambridge, is quick to point out.
“Hiring an individual with an intellectual disability does great things for the person who's being hired,” she says. “It also does a lot for workplace culture and really pulls employees together because they build a rapport with this person and become part of their life. These are folks that aren't necessarily accepted easily but having that job really means more to a person that we (Community Living) support than other people because everybody needs a job.”
The organization, founded in 1954 by a group of concerned local parents, has grown from a small school serving a handful of children, to a burgeoning agency that supports 350 individuals with a range of needs by providing them with a variety of specialized services.
Among these is the CLC Supported Employment Services (SES) which helps clients explore potential employment opportunities in Waterloo Region, aiding with resume writing and interview preparation.
Productivity boost
“We have been really lucky and have quite a few employers who have been with us for a while,” says Teresa, explaining how these employers often create a position allowing SES to support a potential candidate with hands-on site training and ongoing coaching. “The job coach will spend that extra time and create the tools for them to be successful within that role.”
Hiring individuals with intellectual disabilities can also boost productivity in certain roles since many of these individuals excel in tasks that require attention to detail, repetition, or routine. When properly matched to roles and given appropriate support, they can perform tasks efficiently and reliably, allowing other employees to focus on more complex responsibilities, improving overall workflow and efficiency within the organization.
“Customer service can be a little difficult sometimes, but they are very task oriented,” says Teresa, adding there are tech tools available to assist in training. “Some folks may really do well with stocking; we have a client working at an auto supply store. We also have clients working at Dare because it’s repetition packing, and Costco is another long-time partner of ours. We have some great employers who are real champions for this population.”
Studies and employer experiences across Canada consistently show that employees with intellectual disabilities often demonstrate strong loyalty and commitment to their jobs. They are less likely to frequently change positions, which reduces turnover costs such as recruiting, onboarding, and training new staff which for businesses, having this stability can translate into long-term savings and a more consistent workforce.
Workplace culture
“We will spend that extra time if needed to ensure our clients are capturing the information they need,” says Teresa, referring to onboarding, adding that some employers prefer to provide their own training as opposed to having an outside job coach onsite.
“Our intention is we don’t always go into the workplace. There are folks whose disability is very invisible and we’re working with them on the outside and they don’t want it known they have job coaches. We may just do a little maintenance and check in with the employer to ensure everything’s going well.”
Another advantage for employers is enhanced workplace culture since inclusive hiring fosters a sense of diversity, empathy, and teamwork among all employees. When staff work alongside colleagues with different abilities, it often leads to greater patience, understanding, and collaboration which can improve morale and create a more supportive and respectful work environment.
Employees frequently report increased job satisfaction when they feel their workplace reflects inclusive values.
“Our clients can bring a lot to the workplace, and it does a lot for the culture in that workplace,” she says.
Strengthen customer loyalty
In addition, inclusive hiring enhances a company’s brand and reputation since consumers are increasingly drawn to businesses that demonstrate social responsibility and ethical practices. By actively supporting diversity and inclusion, companies can strengthen customer loyalty and attract socially conscious clients.
When it comes to getting involved, Teresa says local employers just need to reach out to CLC.
“We can work in collaboration with a workplace. We just need to do a site visit to see what they have in mind and come up a job description,” she says, explaining CLC does provide a pre-employment component where clients volunteer in roles that can provide relevant training, such as in the kitchen of a local community centre.
“We don’t have job subsidies for the folks we support. The expectation is they’re a competitive employee and can earn their wage just like everyone else.” |
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Brian Rodnick 300 June 7, 2026 |
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Greg Durocher 41 July 28, 2023 |
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Canadian Chamber of Commerce 24 January 29, 2021 |
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Cambridge Chamber 2 March 27, 2020 |
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