Wilfredo rincon hidden sex cam - Accommodating people hidden disabilities

The duty to accommodate is most often applied in situations involving persons with physical or mental disability but it also applies to all other grounds covered by the Canadian Human Rights Act, for example: Please note: Different jurisdictions may have different interpretations about the duty to accommodate.It is important to check with your provincial/territorial Human Rights Commission.

Not every person will self-identify that they have a disability and need accommodation.

This may be due to fear of, for example, being passed over for promotion or embarrassment because of society's stigma of their disability.

The only grounds for not accommodating an applicant or employee having personal characteristics protected by the Canadian Human Rights Act is if the exclusion is based on a bona fide occupational requirement (BFOR).

A BFOR is a standard or rule that is integral to carrying out the functions of a specific position.

People with disabilities may just have the skills and competencies you require within your organization yet they are often under-employed.

It is important to consider how your organization can tap this potential source of employees.

However, to be as inclusive as possible, an employer should still explore whether some form of accommodation is possible anyhow.

After the hire, the focus shifts to employee retention.

When I speak to a company about hiring people with disabilities, they frequently tell me they have never hired people with disabilities before. You have many employees working here right now with hidden disabilities—they just aren’t telling you.” Most people with hidden disabilities do not discuss their disabilities in the workplace or with friends, due to the stigma attached.

I know many people with various hidden disabilities such as epilepsy, depression, diabetes,other psychiatric disabilities, and HIV/AIDS, who would never disclose for fear of discrimination.

A disability can be either permanent (for example, a hearing or mobility impairment) or temporary (for example, a treatable illness or temporary impairment that is the result of an accident).

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