Glossary of Terms
When answering the survey questions, please keep the following definitions in mind:
Any modification or adjustment to a job or work environment that supports a qualified person with a disability to apply for employment or perform their job requirements.
Accommodations budget or dedicated line item
An allocation in an organization’s budget dedicated to covering the cost of accommodations. In larger organizations, the accommodations budget may be allocated outside a departmental budget and referred to as a Centralized Accommodation Fund.
Any item, piece of technology, or product which increases, maintains, or improves functional capacity of individuals with disabilities. Examples include alternative keyboards, screen reader software or hearing loops.
The Accessible Canada Act define a disability as “… any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment—or a functional limitation—whether permanent, temporary or episodic in nature, or evident or not, that, in interaction with a barrier, hinders a person’s full and equal participation in society.”
The intentional efforts made by an organization where disabled people have been excluded or prevented from participating an equal basis with others to remove such barriers or discriminatory practices and foster accessibility and belonging disabled people.
Disability Employment Service Organizations
Organizations which specialize in connecting job seekers from the disability community and hiring employers. Such organizations often provide a wide range of services to job seekers and employers including wage subsidies, covering costs of accommodations for new hires, and job coaching for employers and job seekers alike.
When an employee with a disability shares information about their disability with others, often their employer, supervisor, prospective employer, or co-worker.
Diversity and Inclusion
The strategies and efforts of an organization to support underrepresented groups like racialized peoples, women, LGBTQ2S+ and disabled people in attaining equal participation and belonging in workplaces where barriers or discriminatory practices have historically excluded or marginalized such groups.
Employee Assistance Program
A common element of an employee benefits package which provides access to free mental health supports including counseling and online resources. Sometimes referred to as Employee and Family Assistance Programs.
Employee Resource Group (ERG)
An employee-led group or committee with a focus on a common need or interest which provides a network of support for employees. Often also plays a consultative role with management. Common ERGs include LGBTQ2S+, People with Disabilities, Mental Health, Women and Parents.
Information and Communication Technologies
Any communication-based system or equipment used by employees in the course of their duties, including cell phones, computer and network hardware, and software. Examples include your company website, intranet, learning management system or job application system.
The National Standard of Canada for Psychological Health and Safety in the Workplace defines psychological safety as “the absence of harm and/or threat of harm to mental well-being that a worker might experience.”
The active efforts and processes an employer initiates in order to find, attract, assess and hire employees.
When an employee shares with their employer or potential employer that they have a disability. Often referenced in terms of employee engagement surveys and data analysis.
An individual of high-level rank who can influence company strategy. In smaller organizations this could be the owner, partner, or manager.
Workplace Emergency Plan
The instructions an organization has developed to ensure that during natural disasters, health emergencies, or security threats, all employees can be moved to safety.