VP of people and culture at Bloorview Kids Rehabilitation Hospital highlights strategies for creating a diverse workplace
Many Canadian employers are committed to fostering an equitable, diverse and inclusive workplace --- and Holland Bloorview Kids Rehabilitation Hospital in Toronto is one such organization, focusing on people with disabilities.
A big part of that involves programs that provide young people with disabilities with work and skills opportunities, said Tracey Millar, the hospital’s vice president of people and culture.
Through its Employment Pathways initiative, which evolved from its Leading the Way program, Holland Bloorview provides dedicated work experience placements to students who are current or former clients of the hospital and require an accessible workplace, including support from an occupational therapist or job coach, if needed.
The organization also provides support in navigating employment with Youth Facilitators, who are young people with lived experience of disability.
As the largest children’s rehabilitation centre in Canada, Holland Bloorview is the place to be for those looking to work in the field. Despite this advantage when it comes to attracting talent, Millar still emphasizes the need to engage with “a whole population” of diverse individuals who can bring a different perspective.
“People with disabilities can add such a different dynamic to the organization, and it all speaks to diversity of thought and how important that is for us not just as an organization, but as a culture. So, we are still moving down that path and trying to evolve so we can continue to provide those opportunities with people with disabilities; that's part of our mandate,” she said.
The success of these programs is evident in surveys conducted after the Youth Employment Pathways program, where roughly 96% of participants reported a change in their feeling of being prepared for the workforce after taking part in the program. Additionally, the hospital has seen clients and students participate in their programs and go on to seek both full-time and part-time employment within the organization.
“We have currently a social worker at our hospital who started off as a client in our hospital, and after she graduated, she became a full-time social worker with us,” Millar said.
These initiatives are not the only way Holland Bloorview creates an inclusive workplace for employees. It has everything from wider hallways and elevators to accommodate for wheelchairs to all-gender bathrooms, and Millar emphasizes the commitment to creating an environment where accessibility is not an issue.
“It's a fluid process; we try to create an environment where if there are accessibility issues, people feel comfortable to have these conversations with their managers. But we also need to take it a step further by making sure that when we're bringing people on board, we understand what those issues are from the start. I don't think it's fair that someone should have to ask for everything,” she said.
Holland Bloorview’s strategies for creating a diverse workplace have contributed to their recognition as one of Canada’s top employers for young people .
“One of our key strategic goals is to provide care that's transformed by research and education, and that really speaks to our commitment to students and teaching them to be leaders of the future,” Millar said.
“I think being in an environment that values what individuals can bring to the table and their experiences is essential.”
