September is Disability Employment Month in British Columbia, and the Career Centre is proud to highlight the invaluable contributions of individuals with disabilities in the workforce, as well as the employers and communities that champion their success. Over half a million British Columbians live with various disabilities, including physical, mental, and emotional challenges.

Individuals with disabilities may encounter barriers in the workplace such as discrimination during recruitment, insufficient disability awareness among employers, and a reluctance to provide reasonable accommodations. Employers must avoid inappropriate questions during the hiring process and should offer accommodations like accessible formats for written materials and accessible application processes. Misconceptions about employees with disabilities—such as the belief that they are less productive or more costly—are unfounded. In reality, people with disabilities represent a highly skilled but underutilized talent pool that can meet today’s workforce demands. The Job Accommodation Network reports that 57% of employees with disabilities require no additional accommodation costs, with most requests for flexible hours, job redesign, and additional training.

If you have a disability and are job hunting, you may be uncertain about whether to disclose it to a prospective employer. While you are not legally required to disclose your disability if you don’t need accommodations, it is wise to consider your strengths and barriers when applying for jobs. The “Disclosing Your Disability – A Legal Guide for People with Disabilities in BC,” produced by the Disability Alliance of BC, offers valuable insights on disclosure and accommodations, including a table outlining the pros and cons of disclosure at various stages of your job search. Remember, while employers can ask if you can meet the job requirements, they cannot legally inquire about your disability during an interview.

For employers, numerous resources are available to help assess and improve the accessibility and inclusivity of your workplace in areas such as facilities, customer service, policies, hiring practices, and communications. Understanding the principles of accessibility—dignity, independence, integration, and equal opportunity—is crucial. You can explore tools and guidelines here:

Accessibility HR Toolkit https://www.supportedemployment.ca/hrtoolkit/accommodations/.

Navigating employment and community involvement with a life-changing disability requires resilience and courage. By focusing on your unique strengths and the support provided by compassionate and accommodating employers, we can work together to build a more inclusive community.

Explore our workshops at the Career Centre, such as “Branding You” https://www.careercentre.org/workshops-events/.

Looking to enhance your personal resilience? Check out this useful guide and workbook From Surviving to Thriving Guide https://www.workplacestrategiesformentalhealth.com/pdf/From_Surviving_to_Thriving_EN.pdf.

 Find additional resources to help you succeed: https://www.workbc.ca/Resources-for/People-with-Disabilities.aspx.

“Whatever you do, always give 100%. Unless you’re donating blood.” – Quote from Actor Bill Murray.

We’ve got a JAM Update packed with information about available employment opportunities, FREE electrical and carpentry training for Youth in the fall and much more. Click here for information you will find useful!

 

Don’t miss free opportunities for training and employment, our Tip of the Month for the summer months and so much more! Click here to learn more!

 

Tell us about your business/organization and what makes you stand out as an employer?

• BGC Central Vancouver Island provides experiential learning environments that inspire children, youth, and families to acquire and develop the critical cognitive, emotional, and social skills needed to become resilient and contributing members of society!
• We stand out as an employer as we welcome everyone in a safe, accepting environment based on belonging and positive relationships, we ensure that everyone—children, youth, families, volunteers, staff—is heard, valued, and treated fairly, and that we encourage and support every child and youth to play, learn, and grow to achieve their dreams.

How many employees do you have?

• Roughly 155 companywide, 16 in Parksville.

What do you look for in a new employee?

• We look for individuals that enjoy teaching lessons and activities, support nurturing environments for children, and have a passion for building meaningful relationships with the children and families in our care.

What advice would you give someone who wants to work for your organization?

• Having a background in childcare is great, may it be formal work or babysitting! First aid is recommended as staff are required to be first aid trained if alone with children. Having experience or examples of problem-solving or dealing with difficult emotions is also good.

Do you anticipate hiring in the next 6 months? If so, for what types of positions?

• We do! For these positions:
  • Program Leaders (working with 6-12 year olds)
  • Early Childhood Educators – Infant Toddler Certified (ECE – IT) (Working with 0-3 year olds)

What is the best way for someone to apply if they are interested in working for your organization?

• They are welcome to visit our careers page at https://www.bgccvi.com/careers/ or to send an e-mail to HR at careers@bgccvi.com with their Resume and Cover Letter