The Untapped Advantage: The Economic Case for Disability-Inclusive Workplaces
Joanna Goode
Executive Director at Canadian Association for Supported Employment
Leah Ringwald
Associate Director, Human Capital, Signal49 Research
Brittany Feor
Senior Economist, Economic Research, Signal49 Research
October 22, 2026
12:00–1:00pm EST
Virtual
In collaboration with:
Disability inclusion is more than a social responsibility initiative; it is a workforce strategy with the potential to help employers address talent shortages, improve retention, strengthen organizational performance, and connect with an often-overlooked pool of skilled workers.
Join Signal49 Research and MentorAbility Canada for a discussion of new research examining how disability inclusion can benefit both employers and employees. Hear key findings from Signal49 Research’s Economic Impact Analysis and explore practical strategies for creating more inclusive workplaces.
This webinar will include:
English closed captioning
ASL interpretation
Who should attend?
Employers and business leaders
HR and talent acquisition professionals
Hiring managers and decision-makers
Disability inclusion, accessibility, and DEI practitioners
Workforce development and employment service professionals
What you will learn from this webinar
This research and webinar are being offered by Signal49 in collaboration with the Canadian Association for Supported Employment’s MentorAbility Canada initiative, which is funded in part by the Government of Canada’s Opportunities Fund for Persons with Disabilities.
Four clear take-aways from this webinar:
1.
Learn how reducing barriers for people with disabilities can help employers access an underutilized talent pool, address skills shortages, and strengthen recruitment and retention.
2.
Find out how improving employment access and reducing earnings disparities could generate significant gains for workers, households, employers, and communities across Canada.
3.
Hear practical approaches for redesigning recruitment, embedding accessibility into workplace systems, improving accommodation processes, and building psychological safety.
4.
Discover concrete steps that organizations can take at different stages of their inclusion journey, from removing common barriers to establishing measurable goals, accountability, and inclusive-by-default practices.
