The Business Case. – How We Do It

The more our community looks at abilities first, the more opportunities will be given to all people.


  • A 2008 COMPAS Research poll found 78 per cent of Canadians say they are more likely to buy a product or service from a business that has a policy of hiring people with disabilities than from a company that doesn’t.
  •  The disability dollar: One in 100 families in the Edmonton area are touched by an intellectual disability. This equates to more than 10,000 people. The average Alberta household spends $71,429 annually on goods and other services. This represents an estimated $41 billion in annual consumer spending. These are dollars your business can earn.
  • Hiring inclusively positions your company as socially aware and responsible, gives you the reputation as a fair and ethical employer of choice, helps build brand trust and loyalty among patrons who value inclusive employment practices, and strengthens professional relationships with other forward thinking businesses.
  •  Mark Wafer, president of Tim Hortons franchise holder Megleen Inc. and a vocal member on the Canadian government’s Panel on Labour Market Opportunities for Persons with Disabilities, has long touted the benefits of employing people with intellectual disabilities. In 2011, the absenteeism rate among his 33 employees with disabilities was zero. He says the average tenure of one of his regular employees is one year and three months, while the average tenure of one of his employees who has a disability is seven years.
  • Wafer, who presented the closing keynote session at Abilities in Mind’s first national conference on inclusive hiring March 12 and 13, 2013, in Vancouver, B.C., credits inclusive hiring for his businesses’ economic success. He has hired 82 people who live with a disability in the past 17 years.
  • “By including employees with a disability, I make more money,” Wafer told the conference of about 140 people. “That, ladies and gentlemen, is the business case right there.”