It's a business model that's helping put to rest a longstanding corporate stigma. The notion that hiring someone with a disability is more of a burden than an opportunity. These are some of the trailblazing companies and captains of industry fighting those stereotypes and seeing a huge return to their bottom line.
We frequently get asked questions about insurance supports for mental health and what the best programs are. We were fortunate to have some of our frequently asked questions answered for this week's blog post by Justin Bader, a Financial Advisor at Millennial Financial Group. Thank you Justin for shedding some light onto this important topic for us. See below the questions and answers! Do you have any other questions? Contact us and let us know how we can get you the information you need.
We are becoming more familiar with the devastating impact that poor mental health has in all areas of life, including the workplace. According to the Mental Health Commission of Canada (2014), “more than 30% of disability claims and 70% of disability costs are attributed to mental illness” and …“on any given week, more than 500,000 Canadians will not go to work because of mental illness.”
What do you look for in a new hire? Likely, you are looking for someone who is:
- Hard working
- Good attendance record
- Talent and unique skills
According to this article from the Globe and Mail, these are employer-highlighted qualities of employees with disabilities. People with disabilities have many positive skills to contribute to the workplace that can ultimately increase productivity and reduce costs associated with turnover, presenteeism and absenteeism.