Section #22: Recruitment, General

What the standard says

Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

Suggested approach

Human Resources professionals and hiring managers should inform all job applicants and candidates that accommodation of their needs is available during interviews upon request. When recruiting online or in print advertisements, institutions could include accessibility-related information in the text.

Suggested best practices

• Trent University:

  The recruitment section of Trent University’s website links to its Employment Equity webpage, which contains accessibility-related information for applicants and employees, among other groups. The university uses the following language on its job postings and application forms: “Trent University is an employment equity employer, and especially invites candidacies from women, aboriginal peoples, visible minorities and persons with disabilities.”

• York University:

  York University uses the following language on its job postings: Only those selected for an interview will be contacted. York University is committed to Employment Equity and encourages applications from all qualified candidates. Once selected for an interview or further testing, the candidate receives an email that outlines the procedure for accommodations during this phase of recruitment.  An example of language used in this email is: Should you require accommodation for your interview please notify us as soon as possible.

• University of Toronto:

  The recruitment section of the University of Toronto’s website links to its Human Resources and Equity Department’s section, and to its Equity and Diversity webpage, which contains accessibility-related information for applicants and employees, among other groups. The university uses the following language on its job posters and application forms: “The University of Toronto is strongly committed to diversity within its community and especially welcomes applications from visible minority group members, women, Aboriginal persons, persons with disabilities, members of sexual minority groups, and others who may contribute to the further diversification of ideas.”

Compliance schedule for Section #22, as stated in the IASR

• For large designated public sector organizations, January 1, 2014.
• For large organizations, January 1, 2016.

Definitions related to Section #22, as defined in the IASR

• “Large designated public sector organization” means a designated public sector organization with 50 or more employees.
• “Large organization” means an obligated organization with 50 or more employees in Ontario, other than the Government of Ontario, the Legislative Assembly or a designated public sector organization.

How does the IASR relate to the Ontario Human Rights Code?

In Section 1 (2), the IASR states that, “the requirements in the standards set out in this Regulation are not a replacement or a substitution for the requirements established under the Human Rights Code nor do the standards limit any obligations owed to persons with disabilities under any other legislation.”