A major new project is reshaping how Canadian workplaces in construction and manufacturing approach the hiring and retention of youth with disabilities. The initiative, co-led by Inclusive Design for Employment Access (IDEA) and the Centre for Industrial Relations and Human Resources (CIRHR) at the University of Toronto, is focusing on employer capacity rather than solely on job-seeker skills. The project receives $4.44 million in federal funding over 38 months through the Youth Employment and Skills Strategy Program.
IDEA’s approach marks a shift from traditional models. “It can be difficult for youth with learning disabilities, ADHD, neurodiverse identities, intellectual disabilities, and mental health challenges to secure high-quality employment,” says Dr. Emile Tompa, executive director of IDEA and senior scientist at IWH. “At the same time, the constructions and manufacturing industries have many high-paying career opportunities, yet over the past decade, they have experienced labour shortages. Increasing the disability confidence of employers in the construction and manufacturing sectors will facilitate advancing capacity for talent acquisition, retention, and promotion within this untapped population of youth with disabilities.”
Dr. Tompa emphasizes the importance of changing attitudes and organizational culture. “It’s really about attitude change, norm change, culture change, and how you connect with people in your work unit, in your organization, and just creating a new normal that’s receptive of diversity,” he says. “These people are just as talented and capable and sometimes even more so than some of our current colleagues who aren’t neurodiverse or on the spectrum. There’s a lot of potential there. And I don’t think there’s a risk.”
The project is highly partner-driven, with over a dozen organizations, including Inclusion Canada, Autism Alliance of Canada, and Youth Employment Services, committed to advancing workplace inclusion. Dr. Tompa explains, “We really focus on co-designing solutions based on knowledge that we gather and synthesize with our partners. So they’re very much a co-designer for both the larger IDEA but particularly for the YESS initiative.”
Rafael Gomez, Director of CIRHR, underscores the evidence-based approach: “By leveraging CIRHR’s networks and research expertise, we’re ensuring that solutions are grounded in evidence and co-developed with industry partners.”
The project will develop a systems-level framework and an organizational “pulse-check” tool to help employers assess their disability confidence and identify resource gaps. Innovative workplace solutions will be identified, developed, and tested, with a resource hub created to support employers.
Dr. Tompa addresses common misconceptions among employers about hiring youth with disabilities. “A lot of times the biggest barrier is the lack of knowledge of what’s out there to support your learnings as an organization,” he says. “Most of the time we find that it’s almost inconsequential. It’s about a bit of time, getting familiar with that new way of connecting with people and meeting them on their terms. It’s not a financial outlay. It’s just an attitude change, a norm change.”
The upcoming IDEA Symposium, taking place October 6–7 at the Schwartz Reisman Innovation Campus in Toronto, will bring together researchers, employers, policymakers, and stakeholders to share solutions and resources for workplace inclusion. Dr. Tompa notes, “we will only make change in this space to be more inclusive of persons with disabilities if we all work together. No one organization, no one group can do it single-handedly, so it has to be a collaborative effort. And we have to create a new normal, and we can do that together.”
As the IDEA initiative moves forward, its leaders and partners hope to set a new standard for inclusion and opportunity in Canada’s workplaces.
VRAIE bénéficie du soutien financier du Fonds Nouvelles frontières en recherche et de la Stratégie emploi et compétences jeunesse du gouvernement du Canada.
